Julius Caesar Essay: Flawed Models of Leadership -- Julius Caesar Ess

Julius Caesar: Flawed Models of Leadership Leadership is a recurrent theme in Shakespeare's Julius Caesar. The play is centred on a group of men in leadership positions. The political setting and mood of Julius Caesar, lend itself well to Shakespeare's insights into the human condition. As the players' personalities develop through the course of the play, we see that his portrayal of their character-types (which still endure today) is both consistent and accurate. Julius Caesar has many fine examples of arrogance in leadership. We see Caesar's pretensions as quite laughable. "But I am constant as the northern star, of whose true-fix'd and resting quality there is no fellow in the firmament", and "the things that threaten'd me ne'er look'd but on my back: when they shall see the face of Caesar, they are vanished" demonstrate his pride. Shakespeare suggests that although being 'sure of yourself' is a necessary characteristic for a good leader (as it enables decisive action and 'courage'); it should also be tempered with humility. The confidence of a leader, in turn, instils confidence in his/her followers. The quote, "And men are flesh and blood, and apprehensive; yet in the number I do know but one that unassailable holds on his rank, unshaked of motion: and that I am he", is an example of the comfort and security that his words provided the common people. Caesar's absolute faith in his greatness and right to rule was in the perfect climate, in the midst of a community that was seeking a 'ruler'. The followers were more sheep than thinker... ...other conspirators as traitors, the crowd is wild. Antony's transparent "sweet friends let me not stir you up to such a sudden flood of mutiny" is just the beginnings of his carefully-orchestrated urgings to them. When he finally sets them loose, it is with a "Now let it work. Mischief, thou art afoot, take thou what course thou wilt!"- an exclamation which sounds 'heartstrong', but not very well-thought out. Shakespeare advises that such a leader can be dangerous. Through a well-developed cast and a complex play about men, politics and power; Shakespeare has once again demonstrated his mastery of the humanity of the characters he creates. The flawed models of leadership we examine in Julius Caesar aptly lend themselves to the theory that "an imperfect world gives power to imperfect men".

Decision Making Process Essay

Decision-Making Process Carol Hartfield MGT/230 June 20, 2011 Mike Osby Decision-Making Process Decision-making can be difficult and disastrous if not thought out carefully. Some decisions once made cannot be changed, and the outcome could change your life forever. Of the six stages of the decision-making process, I, like others, can say I do not use all the stages, if I made my decision using the stages my outcome may have been better that it was. I wanted to change jobs to spend more time with my son and make our lives better. If I had used the decision-making process my decision would have been different. The first step of the process is identifying and diagnosing the problem. I identified the problem, I needed more money and a daytime job with as few hours of overtime required. The diagnosis for the problem was to switch from nighttime data entry to daytime dialysis. I was not clear about what I wanted the decision to achieve. I was putting my situation in a negative perspective, e. g. , I do not want to work at night any more and I did not like the company. But such framing of the outcome in the negative does not set a direction to move towards, only what to move away from (McDermott, n. . ). The positive outcomes should have been stated for my goal to be achieved. The decision-making process steps are, generating alternative solutions and evaluating alternatives. I did not follow these two processes; maybe if I would have I would have had a better outcome. I would have had a plan if the new job failed to give the results anticipated. Within evaluating the alternative I would have d one more research on my earnings potential of the new job versus my old job. The next step of the decision-making process was implementing the decision. This was not an easy task to complete. My schedule for sleeping was hard to change, and I had to work the night job for two weeks before I could leave. Implementation of the decision was the hardest part of the process since I had to work and train at the same time for two weeks with hardly any sleep. I would have allowed time to transition from one jog to the other if I had used the six steps in the readings from this week. Evaluating my decision was also an easy task; my bills started piling up because I was not making the money promised from taking the job. I had to do something to make more money or go back to my previous position. I was lucky that I was friends with the new supervisor and she needed help because people had left. I could resume my position with the same seniority and pay. The decision to switch jobs would have been different if I had used the decision-making process listed in this week’s reading. I would have had alternative solutions and investigated the new job more than I did. In generating alternative solutions, I would have ensured I could have returned to my previous job and not agonized over if I could return or not. Reference McDermott, D. (n. d. ). How to make a decision. Retrieved from http://www. decision-making-confidence. com/index. html

Trends in the Workplace - 1146 Words

Running head: Trends in the Workplace Trends in the Workplace Assignment 1 HRM-500 Human Resources Management Foundations March 10, 2014 Material Requirements Planning (MRP) is a production planning and inventory control system used to manage the manufacturing process. Most MRP systems are software-based. However, it is possible to conduct MRP by hand as well. The intent of a MRP system is to simultaneously meet three objectives; (1) Ensure materials are available for production and products are available for delivery to customers; (2) Maintain the lowest possible level of inventory; and (3) Plan manufacturing activities, delivery schedules, and purchasing activities. As expected, there are certain functions of human†¦show more content†¦These employees should perform business processes and change management. However, they should not perform administrative activities. By separating transactional and administrative functions from strategic improvement responsibilities, an organizational development group can help accelerate operational changes (Power, 2012). Although the human resources department does not typically lead the change and process improvement initiatives, nonetheless, the skills potentially found within employees drawn to the field present a clear opportunity (Power, 2012). Human resources employees should be considered fundamental members of the MRP implementation team. Based on the planned growth of the organization with the implementation of a MRP system, three factors that might impact the organization’s ability to hire new employees that possess the technical skills needed to perform a job include forecasting, goal setting and strategic planning, and the program implementation and evaluation (Noe et al., 2014, p. 131). The first step is forecasting is for human resources to determine the demand for specific job skills area. After this area has been identified, then a determination for the demand for each area of skill. This can be done using statistical methods or trend analysis, which measures the labor demand for a certain period or range of time (Noe et al., 2014, p. 131). Secondly is the need for setting goals and strategic planning. This isShow MoreRelatedTrends in Workplace17940 Words   |  72 PagesTrends in Workplace Learning: Supply and Demand in Interesting Times By Laurie Bassi, Scott Cheney, and Eleesha Lewis The ancient Chinese saying May you live in interesting times has perhaps never been more relevant. As the 1990s draw to a close and the new millennium fast approaches, life is phenomenally interesting--and demanding. 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