Catcher in the Rye Essay Topics For Catchers

Catcher in the Rye Essay Topics For CatchersIf you are looking for essay topics for catcher in the rye, you are in the right place. In this article, I will give you some tips on choosing the topics that will give you the best chance of passing the essay.The first thing that you need to do before you look for good essay topics for catcher in the rye is to decide on a topic. You can choose a topic from a number of different books and choose one that you have already been doing research on. Of course, this is not going to be the same topic as a book that you are reading so make sure that you know how to apply your chosen topic to other instances or situations.You should also consider using a great topic that has already been used by other people before you. The more people have used it, the better because then you will have the confidence that it is still relevant. And of course, if the topic is already covered, you will have to either invent a new one or look for another one.While you are looking for essay topics for catcher in the rye, it would be a good idea to use your imagination. Of course, you don't want to simply write down something that is already in existence. But if you can create a fresh idea based on a topic that already exists, this would be ideal.Now, don't forget to include a quote from someone who is well known in the area you are writing about. It would also be helpful to include a review of the area that you are going to write about. Also, give a little thought to why the area has been popular before.In order to determine whether a topic is a good topic for catcher in the rye, you should first take a look at some recent news about the area you are writing about. This is where your actual research will come into play. You should also consider looking at websites that are online where you can go to find news about the area.Although you may find this task very time consuming, it is important that you keep in mind that the particular subject that y ou are writing about may be of interest to a lot of people. Keep this in mind as you work on your essay.Catcher in the Rye Essay Topics for Catchers are quite a challenging assignment. However, if you work hard and with enough perseverance, you will definitely get an A on this one.

What is a Research Paper?

What is a Research Paper?What is a research paper? They are the backbone of research. They are the scientific observations, measurements, and findings that go into the creation of new knowledge and ideas for the use of others. Research papers are what your lab does, as well as its application in academia.If you go to Google, or any search engine (Google, Yahoo, etc), chances are you will find a plethora of materials on how to write a good research paper. However, these materials are for the general public, and not the purpose of this article.Papers have been around for years and have only been made more relevant with the advent of the internet. More institutions and researchers are using the internet to further their education and in doing so, are able to disseminate their knowledge and findings.One thing you should never do, when writing a research paper, is to have your ideas or idea to discuss in a way that suggests that you are the one making the discoveries. Remember, you are an experimenter! Do not make an assumption of your own and do not discuss your own findings.Try to start off by getting the reader's imagination up. Let the imagination develop, and let them then pick up where you left off. What they will see are you using what you read and related information, to actually do the research and present your findings to the reader.What should your material be about? This should be written from the point of view of the reader. This will help you get the reader's attention.When writing a research paper, you must be willing to put yourself in the reader's shoes and put yourself in the environment in which the writing was done. It is only when you truly think about what the reader thinks that you can successfully present the information.

A Research On Being A Medical Sonographer Essay - 1166 Words

â€Å"Scrub wearin’, gel squirtin’, patient scannin’, baby findin’, Diagnostic Medical Sonographer. Eat, Sleep, Scan.† Before I began my research on being a Medical Sonographer, I already had a pretty good idea at some of the things they do. They mainly do ultrasounds on babies, to see the growth and health of the baby. They also do ultrasounds on all different people, if they’re in pain and they need to determine the problem. Their job might seem easy; sometimes it is, but the other times when we discover something wrong with the patient you have to keep it in. You are not allowed to tell them what you just found out; only the doctor can do so. It’s very heartbreaking for them to do baby ultrasounds because sometimes, for some unknown reason something happens to that baby and it’s hard to keep that bottled up and act like nothing’s wrong in front of their parents. I wanted to find out what this job requires and what kind of education i need to obtain to get a job for this career. I also wanted to find out the employment outlook, the estimated salary, and jobs in Mississippi for this career. The first place I went to find my information was referred to by my teacher, where I found every answer I needed and more. The website I found my information on is called mschoices.com. It gave me my complete job outlook, requirements, and the salary of a Medical Sonographer. After I gathered all of my research I set up an interview with a medical sonographer at a clinic in Tupelo to ask aShow MoreRelatedThe Process Of Becoming An Ultrasound Technician987 Words   |  4 Pagescalled American Registry for Diagnostic Medical Sonography (ARDMS), those seeking to be a sonographer can achieve their goals. Although there are many steps to take, it can be done. This paper will help instruct individuals who wish to go through the sonography principles and instrumentation (SPI) examination (Sonography Principles Instru mentation [SPI], (2015). â€Æ' As previously mentioned, the acronym ARDMS stands for American Registry for Diagnostic Medical Sonography. This organization was createdRead MoreCardiac Ultrasound Technician For Multiple Reasons1347 Words   |  6 Pagespictures meant until about six years ago. It wasn’t so much the person who did the EKG but it was the sonographer who actually let me know why and how my heart is different from those who have a â€Å"normal† heart. It was such a mind blowing and cool experience because for the time before I had no idea why my heart was different, I just knew it was. As a little girl I always wanted to be a part of the medical field but it wasn’t until this day that it hit me. I knew I wanted to be a cardiac ultrasound technicianRead MoreAnnotated Bibliography On Medical Sonographer2313 Words   |  10 PagesBecca LeBlanc Mrs. Wunderle Career Research 6 October 2014 Diagnostic Medical Sonographer A diagnostic medical sonographer who specializes in obstetric sonography is able to capture the images of a fetus inside the mother’s uterus. This type of sonography is used to monitor the growth and development of the fetus as well as its health. Imagine seeing a parent’s joyful expression towards one another when they hear the sound of their baby’s heartbeat for the first time. Or to witness their smilesRead More Diagnostic Medical Sonography: A Sound Wave Away from Diagnosis2252 Words   |  10 PagesDiagnostic medical sonography is a profession where sonographers direct high-frequency sound waves into a patient’s body through use of specific equipment to diagnose or monitor a patient’s medical condition. As described by the Bureau of Labor Statistics, this examination is referred to as an ultrasound, sonogram, or echocardiogram. The high-frequency sound waves emitted from the handheld device, called a transducer, bounce back creating an echo and therefore produce an image that can be viewedRead More Diagnostic Medical Sonography: A Sound Wave Away from Diagnosis2320 Words   |  10 PagesDiagnostic medical sonography is a profession where sonographers direct high-frequency sound waves into a patient’s body through the use of specific equipment to diagnose or monitor a patient’s medical condition. As described by the Bureau of Labor Statistics, this examination is referred to as an ultrasound, sonogram, or echocardiogram. The high-frequency sound waves emitted from the handheld device, called a transducer, bounce back creating an echo and therefore produce an image that can be viewedRead MoreEssay about Career in Ultrasound2033 Words   |  9 PagesBeing able to identify lumps, swelling, tissue damage, cysts, and the overwhelming news of the sex of a baby all have something in common, an ultrasound. Swelling of the spleen, kidney stones, blood clots, aneurysms, cancer and so much more can be identified through the works of an ultrasound’s imaging technique. Ultrasound involves many concepts, procedures, and careers. The amount of medical possibilities involved with ultrasounds is useful in major medical diagnostics. The field of ultrasoundsRead MorePersonal Experience: A Career in the Medical Field3033 Words   |  12 PagesDeciding to be a Diagnostic Medical Sonographer was not an easy or fast decision. Like everything else in life, my decision was gradual and time-consuming. However, being involved in the medical field was always something that I longed to do. Most other kids want to be a firefighter, police man, or President of the United States. For me I always knew that my heart belonged in the hospital. It all started in the 4th grade. That’s when I knew that being in the medical field is what I’ve alwaysRead MoreHcs212r4 Career Spectrum Scavenger Hunt Wk4 7 1042 Words   |  5 Pageslab and working 40hrs a week including weekend. Financial compensation varied from 27.000 annually. And job outlook is excellent. Diagnostic medical sonographer Is an imaging modality that work in conjunction with other imagery such as x-ray, MRI, cat scan and nuclear medicine? The difference between cardiovascular technologist and diagnostic medical sonographer is (1) education requirements. 2 to 4 years of college, compare to my previous career, the financial compensation is also different. TheyRead MoreThe Career Of A Ultrasound Technician1025 Words   |  5 Pages Is it a girl or boy ? As a Ultrasound Technician you could be the one answering this or a host of other medical questions with help of ultrasound technology. The career of a Ultrasound Technician is exciting and beautiful , because you are there through the whole growth process of one’s child. The research will describe the career of a Ultrasound Technician, what is required to become a successful Ultrasound Technician and the impact this career has on society. In 1801 Thomas Young described â€Å"phaseRead MoreProper Education Essay1404 Words   |  6 Pagesevaluated him and ordered an ultrasound of his groin area but did not specify which side. After waiting a few hours in pain Mr. Smith was very annoyed and uncooperative with the staff. He was finally taken for his sonogram exam where Nancy, his sonographer, was waiting for him. She tried to make out the name on the chart and the order, but it was written illegibly. She read out the name Tom Small and Date of Birth 11/1/97, and at this point the patient started yelling at her demanding for the exam

Global Leadership Development Programmes

Question: Discuss about the Global Leadership Development Programmes. Answer: Introduction: It can be said that every manager has a particular form of leadership style and management approach while heading up the team. In this context, MeatPack company is illustrated. The CEO of the company is Derek Bison. The management style of Bison will be described within the organizational perspective of MeatPack. The case study has suggested that the company is facing challenges in the field of changes in senior leadership and changes in cultural performances. It is also pointed out that being a CEO and founder of the company Bison has many qualities in the perspective of leadership and other management qualities. He has done many developmental attributes to develop the management of the company along with the development of leadership competencies within the organization (Day et al. 2014). Besides this, the case study reflects that the company is progressing on a fast pace on the leadership of Bison and other senior manager of the company. The targets of the company are high. In ord er to cope up with the challenges of the competitive business world and the internal management f the company, the employees needs to change themselves which is facilitated by the CEO of MeatPack i.e. Bison. Bisons style of management is characterized by few attributes such as competitive, driven, visionary, interfering, never satisfied, obsessive and restless. Bison initiate senior leadership development of the company (Gurdjian et al. 2014). On practicing that, Bison is facing some issues with few categories of employees in the middle level management and senior level management. Each manager is responsible for following particular form of management and leadership style. In this context, hands on management and hands off management are used. These two styles of management are common styles of management that are used by Bison in the organizational context. In some context, Bison is using hands on management on few perspectives and hands off approach of management in some perspectives. Hands on management style are defined as the style of management where the leader, the manager, or the management of the company is highly involved with the employees of the organization in their day-to-day activities (Chapman et al. 2014). It can be said that the proactive presence of the managers with the employees constantly encourages them and motivate them while promoting productive and problem free operations. On the other hand, hands off managerial approach are defined as the day-to-day activities of the different levels of employees of MeatPack. Bison while practicing t his type of management approach will focus on the goals and objectives of the company along with different types of ways for measuring the effectiveness. The employees will feel best when they receive training and development programs from the company while developing their weaker areas in their current designation of job (Komives and Wagner 2016). As the employees do not receive direct guidance from the senior management, hence they can face problems in some perspectives. In the case study, it is seen that though Bison has a wide exposure in the field of management and leadership in his own organization, but they are not always leading positive results to the operations of the company as a whole. Bison mostly uses hands on approach of management while practicing different practices of senior leadership in the organization. He is known for the implementation of leadership and developmental programs that involves all level of management. Many employees of MeatPack are happy with the hands in approach of Bison in the hands on involvement of him in the different operational works of the company. It is pretty obvious that senior leaders of the organization such as COO and CFO are not happy with the involvement of Bison in every fields of work (Day et al. 2014). This approach is responsible for creating a concept of interference in the minds of the senior officials of the company. However, it can be said that, if Bison will follow different style of leaders hip and management i.e. hands off approach, then the problem will be solved with gradual passage of time. The senior officials are feeling that they are not given priority in their respective position in the company. The hand off approach has advantages in the senior management of the company whereas hand on approach will benefit the front line managers and the junior managers with proper guidance with their respective fields of work (Skendall et al. 2017). Apart from that, the leadership problems of the organization are identified before implementation of the hands off approach in the required fields of operations. Leadership is an important aspect of every organization to develop and grow their organizational performance in the market. The case study forecasts that MeatPack is performing well in the market with a substantial amount of turnover. The reason behind the success of the company is the leadership implemented by Bison at the different level of management in the organizational perspectives. The senior leadership strategy is a customised form of leadership that is known for the innovative ideas practiced by Bison in the organization. Bison is focusing on the other senior officials of the company for the effective result of the senior leadership practiced in the organization. The situation of the company describes the fact that Bison is following participative leadership (McCleskey 2014). Participative leadership is the form of leadership that involves employees of different levels of management. The different levels of employees in MeatPack are allowed to involve with the strategies for mulated by Bison in the organizational perspectives. Leadership is an important aspect that is essential for every organization. Involvement of personnel from all levels of management is responsible for identification of problems in different operational fields of the company. The leadership skills of Bison are seen to be efficient and effective due to the hands on approach applied by him to the different operational departments of the company. The senior leadership of other companies in the same sector are found to be not as much effective like that of the MeatPack in the Australian market. The productivity of the company is higher compared to the other companies (Gurdjian et al. 2014). Competition in the market is not only existed in terms of revenue generation and profitability but also it is competitive in nature due to different attributes and aspects of leadership, culture, human resource and other internal management style of the company. The competitiveness in the market is high in Australia in the market. The company is responsible for utilizing the competitive advantage from the market by developing the internal management pattern of the company. The development of management is responsible for the practice of senior leadership within the organization. The case study illustrates the individual effort of Bison in the development of the organizational pattern as well as the organizational structure. It is seen that the CEO of the company is finding problem in the organizational structure (Ladegard and Gjerde 2014). It is pointed out that the hierarchical structure of organization is not working properly while accomplishing the organizational goals. However, t he horizontal structure according to the management of the company is found to be effective while mitigating the problems identified within the organizational perspective. Apart from that, leadership cannot get success without participation of other employees of the organization. Success of the planning in the practices of senior leadership in the organization depends on the involvement of the different personnel of the organization. MeatPack enjoys a good position over the leadership and the management perspective, which is considered as the success of the organization (Garavan et al. 2016). The short term planning of the senior management of the company is responsible for creating a long-term impact in the organization. The future scope of improvement in the different fields of operations in MeatPack is related to the different aspects of the leadership development. It is pointed out that there are hindrances that have been occurred while practicing senior leadership in the organization. However, the hindrances have been found at the senior level of management of MeatPack. MeatPack is a company that focuses on the employee relations and their performance more than the productivity. The organizational goals are focused on the perspective of the development of the career and growth of the employees within the organization. The senior leadership will have to develop training and developmental methods that will help to develop the weaker areas of the employees working in the organization (Gagnon and Collinson 2014). Developmental programs that always exist are found to be ineffective in many departments of the organization. It is the responsibility of the strategic management department of the organizat ion while identifying the different aspects of problems faced by the different departments of the company. Different strategic options and methodologies are available that are to be implemented in the organizational perspective to point out the problems and disputes of the employees working in the organization. The organizational structure is considered to be responsible for the lack of communication in many areas. Communication problem is a vital problem that leads to lack of understanding of the organizational goals as well as the objectives of the new programs and trainings set up by the company for personal development of the employees (Rock 2014). The case study illustrates that the organization is facing issues in the type of organizational structure they are following. Earlier there is a different types of structure followed in the company. The structure is tall structure. It is also known as hierarchical organizational structure. However, there are both advantages and disadvantages of hierarchical organizational structure. It is seen that Bison has found some faults in the existing culture and structure followed by the organization. Hence, the decision was made to change the tall structure into flat structure of organization. For implementation of change management, different types of obstacles and barriers will come. Formulation of strategies in the field of change management is not the end. However, different hindrances are to be removed. Removal of the obstacles will be done by implementation of various change management models (Guenole et al. 2015). Change management is the trend that business integrates in their manage ment and different operational areas. Before implementing any changes in the company, it is the responsibility of the human resource department and the strategic management department of the company to point out the actual cultural issues faced by the company and its employees. After pointing out the issues and problems, of the company, theoretical frameworks and models are to be implemented in the areas of improvement. It is important to gain a proper knowledge of the change management models and the manual strategies formulated by human resource department of the company (Manchester et al. 2014). It can be said that MeatPack is suffering issues in terms of tall structure of organizational structure. But the CEO of the company wants to change the structure of the organization which few employees are not supporting. The change that the company is facing is cultural change and the leadership change. The change management models that will be considered in this perspective are Lewins change management model and Kotters change management model. Both these theoretical frameworks are very popular in terms of organizational implementation. Many successful organizations are implementing these models while implementing strategies on change management. Customization of the strategies will actually help in the mitigation of the problems of change management in the organization (Cummings and Worley 2014). As per the Lewins model, there are three steps such as unfreeze, change and refreeze. In the first stage, i.e. unfreeze, the person associated with the bringing of change in the organizat ion will try to find the problems and issues in the different levels of employees in the organization. In the second step, after finding out the problems, change will be implemented in the core of the departments where it is needed (Hayes 2014). It can be overcome by communicating with the people who are creating hindrance in the effective implementation of the cultural change in the organization. This is a tough process and is more time consuming. Rigorous communication is the only way of gaining trust and believes. It will finally lead to communicating the objectives and goals of the newly manufactured changed strategy for the benefit of the organization (Bartunek and Woodman 2015). The third step is refreezing. Refreeze is defined as the implementation of the final change management strategies in the organizational perspectives. It can be concluded that the horizontal structure in MeatPack is responsible for decreased productivity of the afternoon shift of the company. There are two shifts in the organization such as the morning shift and the afternoon shift. It is seen that the productivity of the morning shift is higher than that of the afternoon shift. The problems need to be understood and the employees who are engaged in working with the afternoon shifts need some motivation and a slight change in the working schedule of the company (Fullan 2014). In this situation, Lewins change management model is the appropriate model that will help people in understanding the need for motivation and changed working procedure for MeatPack. MeatPack will increase the profitability as well as the trust of the employees that will provide benefit in the long term growth of the company. However, it can be said that the change management model of Lewin has many disadvantages too. Customization of Lewins change management m odel in the operations of MeatPack is necessary for the mitigation of the problem of the employees of the company after changing the organizational structure. References Bartunek, J.M. and Woodman, R.W., 2015. Beyond Lewin: toward a temporal approximation of organization development and change.Annu. Rev. Organ. Psychol. Organ. Behav.,2(1), pp.157-182. Chapman, A.L., Johnson, D. and Kilner, K., 2014. Leadership styles used by senior medical leaders: patterns, influences and implications for leadership development.Leadership in Health Services,27(4), pp.283-298. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Day, D.V., Fleenor, J.W., Atwater, L.E., Sturm, R.E. and McKee, R.A., 2014. Advances in leader and leadership development: A review of 25years of research and theory.The Leadership Quarterly,25(1), pp.63-82. Fullan, M., 2014.Leading in a culture of change personal action guide and workbook. John Wiley Sons. Gagnon, S. and Collinson, D., 2014. Rethinking global leadership development programmes: The interrelated significance of power, context and identity.Organization Studies,35(5), pp.645-670. Garavan, T., Watson, S., Carbery, R. and OBrien, F., 2016. The antecedents of leadership development practices in SMEs: The influence of HRM strategy and practice.International Small Business Journal,34(6), pp.870-890. Guenole, N., Chernyshenko, O., Stark, S. and Drasgow, F., 2015. Are predictions based on situational judgement tests precise enough for feedback in leadership development?.European Journal of Work and Organizational Psychology,24(3), pp.433-443. Gurdjian, P., Halbeisen, T. and Lane, K., 2014. Why leadership-development programs fail.McKinsey Quarterly,1, pp.121-126. Hayes, J., 2014.The theory and practice of change management. Palgrave Macmillan. Komives, S.R. and Wagner, W. eds., 2016.Leadership for a better world: Understanding the social change model of leadership development. John Wiley Sons. Ladegard, G. and Gjerde, S., 2014. Leadership coaching, leader role-efficacy, and trust in subordinates. A mixed methods study assessing leadership coaching as a leadership development tool.The Leadership Quarterly,25(4), pp.631-646. Manchester, J., Gray-Miceli, D.L., Metcalf, J.A., Paolini, C.A., Napier, A.H., Coogle, C.L. and Owens, M.G., 2014. Facilitating Lewin's change model with collaborative evaluation in promoting evidence based practices of health professionals.Evaluation and program planning,47, pp.82-90. McCleskey, J.A., 2014. Situational, transformational, and transactional leadership and leadership development.Journal of Business Studies Quarterly,5(4), p.117. Rock, D., 2014.Quiet leadership. HarperCollins e-books. Skendall, K.C., Ostick, D.T., Komives, S.R. and Wagner, W., 2017.The Social Change Model: Facilitating Leadership Development. John Wiley Sons.

Global Leadership Development Programmes

Question: Discuss about the Global Leadership Development Programmes. Answer: Introduction: It can be said that every manager has a particular form of leadership style and management approach while heading up the team. In this context, MeatPack company is illustrated. The CEO of the company is Derek Bison. The management style of Bison will be described within the organizational perspective of MeatPack. The case study has suggested that the company is facing challenges in the field of changes in senior leadership and changes in cultural performances. It is also pointed out that being a CEO and founder of the company Bison has many qualities in the perspective of leadership and other management qualities. He has done many developmental attributes to develop the management of the company along with the development of leadership competencies within the organization (Day et al. 2014). Besides this, the case study reflects that the company is progressing on a fast pace on the leadership of Bison and other senior manager of the company. The targets of the company are high. In ord er to cope up with the challenges of the competitive business world and the internal management f the company, the employees needs to change themselves which is facilitated by the CEO of MeatPack i.e. Bison. Bisons style of management is characterized by few attributes such as competitive, driven, visionary, interfering, never satisfied, obsessive and restless. Bison initiate senior leadership development of the company (Gurdjian et al. 2014). On practicing that, Bison is facing some issues with few categories of employees in the middle level management and senior level management. Each manager is responsible for following particular form of management and leadership style. In this context, hands on management and hands off management are used. These two styles of management are common styles of management that are used by Bison in the organizational context. In some context, Bison is using hands on management on few perspectives and hands off approach of management in some perspectives. Hands on management style are defined as the style of management where the leader, the manager, or the management of the company is highly involved with the employees of the organization in their day-to-day activities (Chapman et al. 2014). It can be said that the proactive presence of the managers with the employees constantly encourages them and motivate them while promoting productive and problem free operations. On the other hand, hands off managerial approach are defined as the day-to-day activities of the different levels of employees of MeatPack. Bison while practicing t his type of management approach will focus on the goals and objectives of the company along with different types of ways for measuring the effectiveness. The employees will feel best when they receive training and development programs from the company while developing their weaker areas in their current designation of job (Komives and Wagner 2016). As the employees do not receive direct guidance from the senior management, hence they can face problems in some perspectives. In the case study, it is seen that though Bison has a wide exposure in the field of management and leadership in his own organization, but they are not always leading positive results to the operations of the company as a whole. Bison mostly uses hands on approach of management while practicing different practices of senior leadership in the organization. He is known for the implementation of leadership and developmental programs that involves all level of management. Many employees of MeatPack are happy with the hands in approach of Bison in the hands on involvement of him in the different operational works of the company. It is pretty obvious that senior leaders of the organization such as COO and CFO are not happy with the involvement of Bison in every fields of work (Day et al. 2014). This approach is responsible for creating a concept of interference in the minds of the senior officials of the company. However, it can be said that, if Bison will follow different style of leaders hip and management i.e. hands off approach, then the problem will be solved with gradual passage of time. The senior officials are feeling that they are not given priority in their respective position in the company. The hand off approach has advantages in the senior management of the company whereas hand on approach will benefit the front line managers and the junior managers with proper guidance with their respective fields of work (Skendall et al. 2017). Apart from that, the leadership problems of the organization are identified before implementation of the hands off approach in the required fields of operations. Leadership is an important aspect of every organization to develop and grow their organizational performance in the market. The case study forecasts that MeatPack is performing well in the market with a substantial amount of turnover. The reason behind the success of the company is the leadership implemented by Bison at the different level of management in the organizational perspectives. The senior leadership strategy is a customised form of leadership that is known for the innovative ideas practiced by Bison in the organization. Bison is focusing on the other senior officials of the company for the effective result of the senior leadership practiced in the organization. The situation of the company describes the fact that Bison is following participative leadership (McCleskey 2014). Participative leadership is the form of leadership that involves employees of different levels of management. The different levels of employees in MeatPack are allowed to involve with the strategies for mulated by Bison in the organizational perspectives. Leadership is an important aspect that is essential for every organization. Involvement of personnel from all levels of management is responsible for identification of problems in different operational fields of the company. The leadership skills of Bison are seen to be efficient and effective due to the hands on approach applied by him to the different operational departments of the company. The senior leadership of other companies in the same sector are found to be not as much effective like that of the MeatPack in the Australian market. The productivity of the company is higher compared to the other companies (Gurdjian et al. 2014). Competition in the market is not only existed in terms of revenue generation and profitability but also it is competitive in nature due to different attributes and aspects of leadership, culture, human resource and other internal management style of the company. The competitiveness in the market is high in Australia in the market. The company is responsible for utilizing the competitive advantage from the market by developing the internal management pattern of the company. The development of management is responsible for the practice of senior leadership within the organization. The case study illustrates the individual effort of Bison in the development of the organizational pattern as well as the organizational structure. It is seen that the CEO of the company is finding problem in the organizational structure (Ladegard and Gjerde 2014). It is pointed out that the hierarchical structure of organization is not working properly while accomplishing the organizational goals. However, t he horizontal structure according to the management of the company is found to be effective while mitigating the problems identified within the organizational perspective. Apart from that, leadership cannot get success without participation of other employees of the organization. Success of the planning in the practices of senior leadership in the organization depends on the involvement of the different personnel of the organization. MeatPack enjoys a good position over the leadership and the management perspective, which is considered as the success of the organization (Garavan et al. 2016). The short term planning of the senior management of the company is responsible for creating a long-term impact in the organization. The future scope of improvement in the different fields of operations in MeatPack is related to the different aspects of the leadership development. It is pointed out that there are hindrances that have been occurred while practicing senior leadership in the organization. However, the hindrances have been found at the senior level of management of MeatPack. MeatPack is a company that focuses on the employee relations and their performance more than the productivity. The organizational goals are focused on the perspective of the development of the career and growth of the employees within the organization. The senior leadership will have to develop training and developmental methods that will help to develop the weaker areas of the employees working in the organization (Gagnon and Collinson 2014). Developmental programs that always exist are found to be ineffective in many departments of the organization. It is the responsibility of the strategic management department of the organizat ion while identifying the different aspects of problems faced by the different departments of the company. Different strategic options and methodologies are available that are to be implemented in the organizational perspective to point out the problems and disputes of the employees working in the organization. The organizational structure is considered to be responsible for the lack of communication in many areas. Communication problem is a vital problem that leads to lack of understanding of the organizational goals as well as the objectives of the new programs and trainings set up by the company for personal development of the employees (Rock 2014). The case study illustrates that the organization is facing issues in the type of organizational structure they are following. Earlier there is a different types of structure followed in the company. The structure is tall structure. It is also known as hierarchical organizational structure. However, there are both advantages and disadvantages of hierarchical organizational structure. It is seen that Bison has found some faults in the existing culture and structure followed by the organization. Hence, the decision was made to change the tall structure into flat structure of organization. For implementation of change management, different types of obstacles and barriers will come. Formulation of strategies in the field of change management is not the end. However, different hindrances are to be removed. Removal of the obstacles will be done by implementation of various change management models (Guenole et al. 2015). Change management is the trend that business integrates in their manage ment and different operational areas. Before implementing any changes in the company, it is the responsibility of the human resource department and the strategic management department of the company to point out the actual cultural issues faced by the company and its employees. After pointing out the issues and problems, of the company, theoretical frameworks and models are to be implemented in the areas of improvement. It is important to gain a proper knowledge of the change management models and the manual strategies formulated by human resource department of the company (Manchester et al. 2014). It can be said that MeatPack is suffering issues in terms of tall structure of organizational structure. But the CEO of the company wants to change the structure of the organization which few employees are not supporting. The change that the company is facing is cultural change and the leadership change. The change management models that will be considered in this perspective are Lewins change management model and Kotters change management model. Both these theoretical frameworks are very popular in terms of organizational implementation. Many successful organizations are implementing these models while implementing strategies on change management. Customization of the strategies will actually help in the mitigation of the problems of change management in the organization (Cummings and Worley 2014). As per the Lewins model, there are three steps such as unfreeze, change and refreeze. In the first stage, i.e. unfreeze, the person associated with the bringing of change in the organizat ion will try to find the problems and issues in the different levels of employees in the organization. In the second step, after finding out the problems, change will be implemented in the core of the departments where it is needed (Hayes 2014). It can be overcome by communicating with the people who are creating hindrance in the effective implementation of the cultural change in the organization. This is a tough process and is more time consuming. Rigorous communication is the only way of gaining trust and believes. It will finally lead to communicating the objectives and goals of the newly manufactured changed strategy for the benefit of the organization (Bartunek and Woodman 2015). The third step is refreezing. Refreeze is defined as the implementation of the final change management strategies in the organizational perspectives. It can be concluded that the horizontal structure in MeatPack is responsible for decreased productivity of the afternoon shift of the company. There are two shifts in the organization such as the morning shift and the afternoon shift. It is seen that the productivity of the morning shift is higher than that of the afternoon shift. The problems need to be understood and the employees who are engaged in working with the afternoon shifts need some motivation and a slight change in the working schedule of the company (Fullan 2014). In this situation, Lewins change management model is the appropriate model that will help people in understanding the need for motivation and changed working procedure for MeatPack. MeatPack will increase the profitability as well as the trust of the employees that will provide benefit in the long term growth of the company. However, it can be said that the change management model of Lewin has many disadvantages too. Customization of Lewins change management m odel in the operations of MeatPack is necessary for the mitigation of the problem of the employees of the company after changing the organizational structure. References Bartunek, J.M. and Woodman, R.W., 2015. Beyond Lewin: toward a temporal approximation of organization development and change.Annu. Rev. Organ. Psychol. Organ. Behav.,2(1), pp.157-182. Chapman, A.L., Johnson, D. and Kilner, K., 2014. Leadership styles used by senior medical leaders: patterns, influences and implications for leadership development.Leadership in Health Services,27(4), pp.283-298. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Day, D.V., Fleenor, J.W., Atwater, L.E., Sturm, R.E. and McKee, R.A., 2014. Advances in leader and leadership development: A review of 25years of research and theory.The Leadership Quarterly,25(1), pp.63-82. Fullan, M., 2014.Leading in a culture of change personal action guide and workbook. John Wiley Sons. Gagnon, S. and Collinson, D., 2014. Rethinking global leadership development programmes: The interrelated significance of power, context and identity.Organization Studies,35(5), pp.645-670. Garavan, T., Watson, S., Carbery, R. and OBrien, F., 2016. The antecedents of leadership development practices in SMEs: The influence of HRM strategy and practice.International Small Business Journal,34(6), pp.870-890. Guenole, N., Chernyshenko, O., Stark, S. and Drasgow, F., 2015. Are predictions based on situational judgement tests precise enough for feedback in leadership development?.European Journal of Work and Organizational Psychology,24(3), pp.433-443. Gurdjian, P., Halbeisen, T. and Lane, K., 2014. Why leadership-development programs fail.McKinsey Quarterly,1, pp.121-126. Hayes, J., 2014.The theory and practice of change management. Palgrave Macmillan. Komives, S.R. and Wagner, W. eds., 2016.Leadership for a better world: Understanding the social change model of leadership development. John Wiley Sons. Ladegard, G. and Gjerde, S., 2014. Leadership coaching, leader role-efficacy, and trust in subordinates. A mixed methods study assessing leadership coaching as a leadership development tool.The Leadership Quarterly,25(4), pp.631-646. Manchester, J., Gray-Miceli, D.L., Metcalf, J.A., Paolini, C.A., Napier, A.H., Coogle, C.L. and Owens, M.G., 2014. Facilitating Lewin's change model with collaborative evaluation in promoting evidence based practices of health professionals.Evaluation and program planning,47, pp.82-90. McCleskey, J.A., 2014. Situational, transformational, and transactional leadership and leadership development.Journal of Business Studies Quarterly,5(4), p.117. Rock, D., 2014.Quiet leadership. HarperCollins e-books. Skendall, K.C., Ostick, D.T., Komives, S.R. and Wagner, W., 2017.The Social Change Model: Facilitating Leadership Development. John Wiley Sons.

Global Leadership Development Programmes

Question: Discuss about the Global Leadership Development Programmes. Answer: Introduction: It can be said that every manager has a particular form of leadership style and management approach while heading up the team. In this context, MeatPack company is illustrated. The CEO of the company is Derek Bison. The management style of Bison will be described within the organizational perspective of MeatPack. The case study has suggested that the company is facing challenges in the field of changes in senior leadership and changes in cultural performances. It is also pointed out that being a CEO and founder of the company Bison has many qualities in the perspective of leadership and other management qualities. He has done many developmental attributes to develop the management of the company along with the development of leadership competencies within the organization (Day et al. 2014). Besides this, the case study reflects that the company is progressing on a fast pace on the leadership of Bison and other senior manager of the company. The targets of the company are high. In ord er to cope up with the challenges of the competitive business world and the internal management f the company, the employees needs to change themselves which is facilitated by the CEO of MeatPack i.e. Bison. Bisons style of management is characterized by few attributes such as competitive, driven, visionary, interfering, never satisfied, obsessive and restless. Bison initiate senior leadership development of the company (Gurdjian et al. 2014). On practicing that, Bison is facing some issues with few categories of employees in the middle level management and senior level management. Each manager is responsible for following particular form of management and leadership style. In this context, hands on management and hands off management are used. These two styles of management are common styles of management that are used by Bison in the organizational context. In some context, Bison is using hands on management on few perspectives and hands off approach of management in some perspectives. Hands on management style are defined as the style of management where the leader, the manager, or the management of the company is highly involved with the employees of the organization in their day-to-day activities (Chapman et al. 2014). It can be said that the proactive presence of the managers with the employees constantly encourages them and motivate them while promoting productive and problem free operations. On the other hand, hands off managerial approach are defined as the day-to-day activities of the different levels of employees of MeatPack. Bison while practicing t his type of management approach will focus on the goals and objectives of the company along with different types of ways for measuring the effectiveness. The employees will feel best when they receive training and development programs from the company while developing their weaker areas in their current designation of job (Komives and Wagner 2016). As the employees do not receive direct guidance from the senior management, hence they can face problems in some perspectives. In the case study, it is seen that though Bison has a wide exposure in the field of management and leadership in his own organization, but they are not always leading positive results to the operations of the company as a whole. Bison mostly uses hands on approach of management while practicing different practices of senior leadership in the organization. He is known for the implementation of leadership and developmental programs that involves all level of management. Many employees of MeatPack are happy with the hands in approach of Bison in the hands on involvement of him in the different operational works of the company. It is pretty obvious that senior leaders of the organization such as COO and CFO are not happy with the involvement of Bison in every fields of work (Day et al. 2014). This approach is responsible for creating a concept of interference in the minds of the senior officials of the company. However, it can be said that, if Bison will follow different style of leaders hip and management i.e. hands off approach, then the problem will be solved with gradual passage of time. The senior officials are feeling that they are not given priority in their respective position in the company. The hand off approach has advantages in the senior management of the company whereas hand on approach will benefit the front line managers and the junior managers with proper guidance with their respective fields of work (Skendall et al. 2017). Apart from that, the leadership problems of the organization are identified before implementation of the hands off approach in the required fields of operations. Leadership is an important aspect of every organization to develop and grow their organizational performance in the market. The case study forecasts that MeatPack is performing well in the market with a substantial amount of turnover. The reason behind the success of the company is the leadership implemented by Bison at the different level of management in the organizational perspectives. The senior leadership strategy is a customised form of leadership that is known for the innovative ideas practiced by Bison in the organization. Bison is focusing on the other senior officials of the company for the effective result of the senior leadership practiced in the organization. The situation of the company describes the fact that Bison is following participative leadership (McCleskey 2014). Participative leadership is the form of leadership that involves employees of different levels of management. The different levels of employees in MeatPack are allowed to involve with the strategies for mulated by Bison in the organizational perspectives. Leadership is an important aspect that is essential for every organization. Involvement of personnel from all levels of management is responsible for identification of problems in different operational fields of the company. The leadership skills of Bison are seen to be efficient and effective due to the hands on approach applied by him to the different operational departments of the company. The senior leadership of other companies in the same sector are found to be not as much effective like that of the MeatPack in the Australian market. The productivity of the company is higher compared to the other companies (Gurdjian et al. 2014). Competition in the market is not only existed in terms of revenue generation and profitability but also it is competitive in nature due to different attributes and aspects of leadership, culture, human resource and other internal management style of the company. The competitiveness in the market is high in Australia in the market. The company is responsible for utilizing the competitive advantage from the market by developing the internal management pattern of the company. The development of management is responsible for the practice of senior leadership within the organization. The case study illustrates the individual effort of Bison in the development of the organizational pattern as well as the organizational structure. It is seen that the CEO of the company is finding problem in the organizational structure (Ladegard and Gjerde 2014). It is pointed out that the hierarchical structure of organization is not working properly while accomplishing the organizational goals. However, t he horizontal structure according to the management of the company is found to be effective while mitigating the problems identified within the organizational perspective. Apart from that, leadership cannot get success without participation of other employees of the organization. Success of the planning in the practices of senior leadership in the organization depends on the involvement of the different personnel of the organization. MeatPack enjoys a good position over the leadership and the management perspective, which is considered as the success of the organization (Garavan et al. 2016). The short term planning of the senior management of the company is responsible for creating a long-term impact in the organization. The future scope of improvement in the different fields of operations in MeatPack is related to the different aspects of the leadership development. It is pointed out that there are hindrances that have been occurred while practicing senior leadership in the organization. However, the hindrances have been found at the senior level of management of MeatPack. MeatPack is a company that focuses on the employee relations and their performance more than the productivity. The organizational goals are focused on the perspective of the development of the career and growth of the employees within the organization. The senior leadership will have to develop training and developmental methods that will help to develop the weaker areas of the employees working in the organization (Gagnon and Collinson 2014). Developmental programs that always exist are found to be ineffective in many departments of the organization. It is the responsibility of the strategic management department of the organizat ion while identifying the different aspects of problems faced by the different departments of the company. Different strategic options and methodologies are available that are to be implemented in the organizational perspective to point out the problems and disputes of the employees working in the organization. The organizational structure is considered to be responsible for the lack of communication in many areas. Communication problem is a vital problem that leads to lack of understanding of the organizational goals as well as the objectives of the new programs and trainings set up by the company for personal development of the employees (Rock 2014). The case study illustrates that the organization is facing issues in the type of organizational structure they are following. Earlier there is a different types of structure followed in the company. The structure is tall structure. It is also known as hierarchical organizational structure. However, there are both advantages and disadvantages of hierarchical organizational structure. It is seen that Bison has found some faults in the existing culture and structure followed by the organization. Hence, the decision was made to change the tall structure into flat structure of organization. For implementation of change management, different types of obstacles and barriers will come. Formulation of strategies in the field of change management is not the end. However, different hindrances are to be removed. Removal of the obstacles will be done by implementation of various change management models (Guenole et al. 2015). Change management is the trend that business integrates in their manage ment and different operational areas. Before implementing any changes in the company, it is the responsibility of the human resource department and the strategic management department of the company to point out the actual cultural issues faced by the company and its employees. After pointing out the issues and problems, of the company, theoretical frameworks and models are to be implemented in the areas of improvement. It is important to gain a proper knowledge of the change management models and the manual strategies formulated by human resource department of the company (Manchester et al. 2014). It can be said that MeatPack is suffering issues in terms of tall structure of organizational structure. But the CEO of the company wants to change the structure of the organization which few employees are not supporting. The change that the company is facing is cultural change and the leadership change. The change management models that will be considered in this perspective are Lewins change management model and Kotters change management model. Both these theoretical frameworks are very popular in terms of organizational implementation. Many successful organizations are implementing these models while implementing strategies on change management. Customization of the strategies will actually help in the mitigation of the problems of change management in the organization (Cummings and Worley 2014). As per the Lewins model, there are three steps such as unfreeze, change and refreeze. In the first stage, i.e. unfreeze, the person associated with the bringing of change in the organizat ion will try to find the problems and issues in the different levels of employees in the organization. In the second step, after finding out the problems, change will be implemented in the core of the departments where it is needed (Hayes 2014). It can be overcome by communicating with the people who are creating hindrance in the effective implementation of the cultural change in the organization. This is a tough process and is more time consuming. Rigorous communication is the only way of gaining trust and believes. It will finally lead to communicating the objectives and goals of the newly manufactured changed strategy for the benefit of the organization (Bartunek and Woodman 2015). The third step is refreezing. Refreeze is defined as the implementation of the final change management strategies in the organizational perspectives. It can be concluded that the horizontal structure in MeatPack is responsible for decreased productivity of the afternoon shift of the company. There are two shifts in the organization such as the morning shift and the afternoon shift. It is seen that the productivity of the morning shift is higher than that of the afternoon shift. The problems need to be understood and the employees who are engaged in working with the afternoon shifts need some motivation and a slight change in the working schedule of the company (Fullan 2014). In this situation, Lewins change management model is the appropriate model that will help people in understanding the need for motivation and changed working procedure for MeatPack. MeatPack will increase the profitability as well as the trust of the employees that will provide benefit in the long term growth of the company. However, it can be said that the change management model of Lewin has many disadvantages too. Customization of Lewins change management m odel in the operations of MeatPack is necessary for the mitigation of the problem of the employees of the company after changing the organizational structure. References Bartunek, J.M. and Woodman, R.W., 2015. Beyond Lewin: toward a temporal approximation of organization development and change.Annu. Rev. Organ. Psychol. Organ. Behav.,2(1), pp.157-182. Chapman, A.L., Johnson, D. and Kilner, K., 2014. Leadership styles used by senior medical leaders: patterns, influences and implications for leadership development.Leadership in Health Services,27(4), pp.283-298. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Day, D.V., Fleenor, J.W., Atwater, L.E., Sturm, R.E. and McKee, R.A., 2014. Advances in leader and leadership development: A review of 25years of research and theory.The Leadership Quarterly,25(1), pp.63-82. Fullan, M., 2014.Leading in a culture of change personal action guide and workbook. John Wiley Sons. Gagnon, S. and Collinson, D., 2014. Rethinking global leadership development programmes: The interrelated significance of power, context and identity.Organization Studies,35(5), pp.645-670. Garavan, T., Watson, S., Carbery, R. and OBrien, F., 2016. The antecedents of leadership development practices in SMEs: The influence of HRM strategy and practice.International Small Business Journal,34(6), pp.870-890. Guenole, N., Chernyshenko, O., Stark, S. and Drasgow, F., 2015. Are predictions based on situational judgement tests precise enough for feedback in leadership development?.European Journal of Work and Organizational Psychology,24(3), pp.433-443. Gurdjian, P., Halbeisen, T. and Lane, K., 2014. Why leadership-development programs fail.McKinsey Quarterly,1, pp.121-126. Hayes, J., 2014.The theory and practice of change management. Palgrave Macmillan. Komives, S.R. and Wagner, W. eds., 2016.Leadership for a better world: Understanding the social change model of leadership development. John Wiley Sons. Ladegard, G. and Gjerde, S., 2014. Leadership coaching, leader role-efficacy, and trust in subordinates. A mixed methods study assessing leadership coaching as a leadership development tool.The Leadership Quarterly,25(4), pp.631-646. Manchester, J., Gray-Miceli, D.L., Metcalf, J.A., Paolini, C.A., Napier, A.H., Coogle, C.L. and Owens, M.G., 2014. Facilitating Lewin's change model with collaborative evaluation in promoting evidence based practices of health professionals.Evaluation and program planning,47, pp.82-90. McCleskey, J.A., 2014. Situational, transformational, and transactional leadership and leadership development.Journal of Business Studies Quarterly,5(4), p.117. Rock, D., 2014.Quiet leadership. HarperCollins e-books. Skendall, K.C., Ostick, D.T., Komives, S.R. and Wagner, W., 2017.The Social Change Model: Facilitating Leadership Development. John Wiley Sons.

The use and Value of a Data Research an Example of the Topic Psychology Essays by

The use and Value of a Data Research Introduction. Many areas in business nowadays need a lot of research to be carried out by both the parties involved and the well wishers. In the modern world, there is a lot of competition in the business industry and the only way to keep abreast with the competition is by investing in the research sector. There are many research centers but they do not focus mainly on business. They deal with other aspects of life rather than business. Need essay sample on "The use and Value of a Data Research" topic? We will write a custom essay sample specifically for you Proceed The paper shall focus on the need to establish a data research center and also the value that it will add to the market. The research center will deal with writing up of business proposals for the existing and upcoming business people, it will focus on research designing, data collection, data analysis and also report writing among other customized requests from the customers. Many businesses have continually performed terribly and below standards due to lack of innovations and research driven ideas. Those that have deployed this mode of approach can attest to it that it is really working and it has helped the businesses achieve their short and long term objectives and goals. This research paper shall address the values and the uses that accompany a good data research center. It shall go ahead to define the problem in question and give relevant implications and conclusions as appertains to the research. Aims and Objectives of the Research In this section of the research proposal, the paper discusses the problem and the question at hand. Data centers have been viewed as vital revolutionary tools in the business industry. It is therefore the aim of this proposal to expound and shade light on the same. The values and uses of the data research centers shall be discussed at length with the objective of improving the business environment both locally and internationally. In addition, the role of data centers shall be outlined keeping in mind that businesses need to go in this direction of doing business. Today, many businesses are being encouraged to adopt this type of approach and effect it if they have to realise any substantial gains in terms of business competition and growth. The other objective of the research proposal is to enlighten the public and all stakeholders on the importance of data research centers and encourage them to respond positively to the idea (Thompsen, 2003). There has been a lot of speculations in the media and among the public that research centers are just focused on money making and that they have forgotten the main reason as to why they are in business. The aim of the research data centers is to carry out various researches and brief the business community on the findings and also advice them accordingly. By demystifying these speculations and allegations, there is likely to be positive response from the public. Scope and Limitation. This research proposal shall be limited to the business industry. It will also be limited to the use and the value of the data research centers as this is where the real problem lies. It is important though to note that many types of businesses shall be put into consideration and not just a specific type of business. The research shall extend its recommendations to the health and also the eduction sector. It shall not go beyond the set aims and objectives and will stick to the introduction title in order to address the issues contained therein. Literature Review. This section shall focus on the type of literature used in the research proposal keeping an eye on the works that have been done by different people relating to the topic of research. It is important to relate to the works that have been done by different researchers so that the ideas can be used to expound on this research. The context of the research, the background information on the research as well as the benchwork studies on the research shall be looked at critically. Recent studies on the same research including limitations of the research, gaps in the research and criticisms shall also be incorporated in this section of the research. Value Line Researching center (VLRS), is an independent international company that deals with research world wide (Thompson, 2003). It does data collection and analysis especially of the stock exchange of New York (NY) and that of the American stock exchange (ASE) and also that of various securities in the world. The idea was borne from the fact that there had been a problem initially relating to the way data analysis was being done in some of the big stock exchange traders in the world. The company collects and analyses the data after which the various traders are informed of how the companies are doing. The information is always presented in form of supplementary reports, the opinion of the company, reports that show the ratings of the stock exchange companies, various indexes and ratings plus the companies' updated news not excluding charts that give an overview of how the companies are performing. A research was done by an American researcher by the name Sigmond Johnson on the us e and value of the data research centers in the U.S. He focused on the importance of the data research centers in the business community and other organisations at large. Various businesses ended up adopting the model and the recommendations that he suggested concerning the importance of research in business. Those businesses that adopted his recommendations benefited in the following ways; they increased their sales, created more awareness of their products and commodities, acquired more customers for their products and also increased their competitiveness in the market. After the research was a success, it was implemented by many businesses within and without the region with the aim of increasing their sales too. Other institutions and sectors such as health and education were also advised to take up the recommendations made by the researcher. The importance of a Data Research centers. A data research center as a tool for prosperity in businesses has various benefits both to the businesses and to the recipients of the services offered by these businesses (Parlker 2004). A research center formulates and develops research proposals for the businesses. If a businessman wants to ask for some money from well wishers for the purposes of expanding or putting up a business from scratch, he/she will have to write up a business proposal in order for their sentiments to be heard and taken seriously by the necessary bodies concerned. Serious business proposal have always gotten approval from the donors and banks (Parlker 2004). Such proposals can be found at the research centers which have the necessary experts trained to specifically write up the proposals. Research has shown that those businessmen that have approached the issues blindly have ended up losing the deals because of poorly written up business proposals. The other importance is that research centers have easened the businesses' responsibility of performing duties. Such duties as report writing and balancing the books of accounts have been delegated to the data centers with the aim of being helped out with the tasks. Many companies and business units have outsourced most of their jobs to these data centers with the aim of cost cutting and ease of managing their businesses (Milner 1998). Many such centers have come up in the country and they are increasingly becoming popular day after day. Today, both students and lecturers are taking advantage of the data research centers with the aim of making maximum use out of them. Data analysis and collection is also one of the reasons as to why data centers are becoming very important in the modern era (Blackwell 2001). Many organisations lack the time and resources to carry out analysis of their data. The research centers have the latest tools and equipment that they use in their day to day data analysis and compilation. Programs such as SPSS and STA are some of the vital tools that are used in the research centers to do data analysis (Blackwell 2001). The type of analysis that is done in these data research centers is of quality and can always be relied on by many organisations. The personnel in the data centers go to the field to collect data on behalf of the businesses, analyse the data and give recommendations on the same. Such time wasting and too demanding tasks are not a cup of tea to the businesses and therefore the need to direct them to the data research centers. Some data research centers also act as education centers. They are equipped with various learning materials which are aimed at imparting knowledge to the students. They offer cheaper courses compared to the chartered institutions and other accredited institutions of higher learning (Blackwell 2001). The courses offered by these centers are short courses which are aimed at the students acquiring some information and skills so that they can fit in the society. Skills such as analytical skills, problem solving skills, learning of foreign languages, report writing skills, research skills and other necessary skills are offered by these data research centers. Another but vital reason as to the existence of the data research centers is the fact that they create employment. Most people have been absorbed in these research centers either directly or indirectly. According to a research carried out by Blackwell (2001), the number of people employed by this sector constituted to three percent of the total population of employees in the United States. This, according to him was a significant percentage that meant that the research centers have a vital role to play in the employment sector. From then, one can say that the percentage of the employees in this sector has gone up and really giving other employers competition in terms of numbers. Criticisms that have befallen the Data centers. There is an attitude by the general public and the media that has engulfed the data research centers. They have been viewed as strictly business platforms where people are only concerned with money making instead of giving quality services. This has made people to shun away from them with the notion that they are just spending their money with no fruits at the end of the day. Such allegations to some extend are true because that is what has been happening especially with the rate at which the centers are coming up. Some of the people take advantage of the situation to exploit the innocent businessmen instead of helping them meet their objectives. The public outcry and complain has raised eyebrows and even forced the government to step in and quell the situation. As a result of the criticisms concerning the centers, there has been much improvement thus resulting to the positive response by the public. Limitations and gaps in the data research centers industry. The research centers have also experienced a lot of problems since their emergence. Problems range from social to economic to tactical and finally to financial. Research has shown that many of the research centers start very actively but somewhere along the way they lose focus and disintegrate. The collapse of such businesses has led to a lot of concern to both the owners of the research centers and the businesses at large. Some of the reasons are as a result of misappropriation of the funds that are allocated to the centers and poor management. Centers that have come up with the aim of making money regardless of the quality of service provided are the ones that have been hit seriously by the trend. This has made many people to shun away from the business and as a result opted for other avenues of making money. Lack of sufficient money to run the research center is also a menace that is really hitting the sector very hard. Most of the upcoming centers require money for set up while those that are already running equally require funding for their expansion. This has made some of the centers to collapse or perform smaller tasks compared to those that are doing well. Donors have moved in to try and help the centers raise money for their expansions in order for services to be dispensed to the community at large. More and more funds are needed for the centers to provide quality services and continue winning the hearts of many businesses globally. The other limitation is the lack of enough awareness to the business community and the general public (Parlker 2004). This is a problem that has been addressed time and again by all the concerned parties in this field. Many people find it very difficult to trust the data research centers with their jobs and assignments because of the negative picture th at has been portrayed of them. The customers end up doubting the quality of services provided and also puts the intention of the data centers to question. The amount of money charged by the data centers also raises eyebrows. One expects to pay more for a specific service offered to him/her but when it turns out that they are paying less for the same services, they tend to wonder. This is simply because the data centers are supposed to offer affordable services so help those that are not well off but at the same time offer quality services to them. Research Methodology. In this research proposal, interviews and questionnaires shall be used in data collection. Questionnaires shall be mailed to different businessmen within the country with the aim of finding out their views on the data research centers. Interviews will be used in situations where the respondents are thought to have some time for the interviewers. The number of face to face interviews will depend with the physical availability of the respondents. Other interviews shall be carried out through the phone. These interviews will be applied in situations where the respondents are willing to give information but they are not physically available. One hundred questionnaires shall be mailed as this is thought to be a representative sample of the number of data center research businesses in the country. These methods of data collection shall be used mainly because they tend to give first hand information compared to other data collection methods (Kirky and Miller, 1998). They also have an advantage in that they always come in handy whenever there is need for clarifications, corrections or explanations. The questionnaires will contain questions on the use and value of the data research centers in the modern business driven world. Other sources of data collection other than the primary ones will include secondary data collection methods. Sources such as books, journal, newspapers and magazines shall be used as information for data collection. They will be used to give relevant additional information that would otherwise not be found in the primary sources of data collection. Data Analysis methods. Most of the data collected shall be analysed using qualitative methods of data analysis. This means that secondary data will be used to ascertain whether the findings are viable. These methods will also be used to test the hypothesis of the research proposal. In the event that the research proposal is rejected, another research will be done, otherwise, it shall be adopted as a successful research. On the other hand, quantitative techniques will also come into play. The ANOVA (Analysis of Variance) method will be used in this case (Sigmond 2003). Ninety five percent confidence level and a freedom of one degree will be used to test the hypothesis. For this research, the two way ANOVA shall be used. It will be able to tell whether the hypothesis will be accepted or rejected. This type of data analysis will be the best as it compares two sets of populations that are sampled and distributed normally. It is also best suited in that it allows for the comparison between more than two sets of data unlike other data analysis methods that can only compare between two sets of data. Proposed Timetable for the Research. The timetable stipulated below will be used to show the period and time frame within which the activities will be carried out. Face to face interviews with the businessmen will take place within the first one and a half months of the research. This means that it will start in September and end in mid October. The questionnaires that will be used for the research shall be drafted within the first fifteen days of September and sent to the respondents to be filled and returned by mid October. Thereafter, data compilation and analysis will take place between October fifteenth and thirtieth. The dissertation will actually be written starting from November first to November thirtieth. Implications of the Study. This research is aimed at making businesses and other organisations appreciate the value and use of the data research centers. The research will show that the value of these research centers cannot be ignored by any means despite the many limitations and drawbacks that are associated with them. After the research, necessary recommendations shall be made with the aim of seeing to it that they are adopted and implemented by the various affected businesses, organisations and institutions. Conclusion. The value and use of the data research center has been seriously considered by many businesses and other organisations. Many centers have come all over the world with the aim of making work easier for businesses and the public as well. These research centers have helped in the solving of many problems that businessmen and businesswomen face in their day to day running of the businesses. In addition, such centers have also played a major role in areas such as health and education. The values and uses of the data research centers have to be taken seriously by all stakeholders in order for the objectives of both the businesses and the research center owners to be met. It is therefore worth noting that without data research centers it would be very difficult for businesses to cope with the ever increasing market urgency and demand. References Blackwell, D. 2001. Research on data centers: A complete analysis of the data research centers. NY: Routlege. Parlker, P. 2004. The importance of data research centers: The value and uses of data research centers. London: Intellect Books. Sigmond, J. 2003. The use of Research Data centers: A break down on the use and value of data research centers. London: Univ of Chicago press. Thompsen, R. 2003. Understanding the use and value of research centers. Oxford: Oxford Univ. Press.