Leadership and Team innovation Management †MyAssignmenthelp.com

Question: Discuss about the Leadership and Team innovation Management. Answer: Introduction: Transformational leadership model in my view descries leadership style where the leader works hand in hand with its subsidiary staffs so as to identify issues that need change. As a transformational leader, I create visions which guide such changes by inspiring my followers. Further, I always serve with an aim of enhancing motivation, morale and increasing job performance of my followers (Eisenbeiss et al., 2008). My charismatic value makes use of various mechanisms to introduce morale and motivation to the servants including use of multicultural identities within a unified society. These mechanisms include increasing relation to their servants by connecting their sense of identity, acting as their role model so as to inspire them developing their interest and understanding the strengths and weaknesses of their followers. This makes me to effectively match with the followers interest making them improve their performance. Traits and values of transformational leadership model As a transformational leader, I am usually honest and show high levels of integrity. One of the things I keeps in mind that leaders who are a congruent act in harmony with their values and beliefs. As such, I am expected to do walk the talk and talk the walk. In addition, have made it a habit to be ready to listen to every concern and claims from my servants and understand their demands. This is normally achieved by giving full attention to the people and observing their tonal variations without disrupting them while speaking. I also give relevant feedbacks to address the demands and claims from those whom they lead (Bass, 2006). The other value that I show is empathy to my servants. This value enables me to understand peoples intentions and perspectives towards a particular concern. As such, I do view every suggestion to be important and necessary to be put into consideration. As such, transformational leadership does have open-mindedness when addressing followers. Moreover, this model of leadership mostly uses persuasion rather than authoritative command in addressing the followers. With this, I can aim to build unity and consensus among different people. Also, I use several tools of persuasion to achieve this without damaging the relationship and unity of the followers (Schneider, 2002). The use of this model enables me to be capable of growing my organization by restoring trust among my followers simply by the use of talents, skills, and knowledge. I am capable of producing results and excellence performance. According to the transformational leadership model, the traits of an effective leader are enthusiasm, honesty, goal oriented and charismatic. To determine the traits and values of transformational leaders To determine the influence of transformational leadership model To understand the concept of transformational leadership model According to the recent studies, the transformational model of leadership is frequently associated with a lot of positive outcomes as compared to other leadership models such as transactional and laissez-faire model. This is because when I demonstrate transformational leadership I stand a better chance of improving the employee productivity as they are usually involved in various activities such as decision-making processes which assist to drive the organization towards attaining its success. Transactional leadership model for instance majorly focuses on the use of rewards and punishments in the handling of their followers (Gumusluoglu and Ilsev, 2009). As such, this leadership model fails to be effective in the management of its followers and employees as some work under pressure due to the fear of getting punished if not rewarded. The transformational model looks towards making future changes which wholly accommodates the followers interests. Therefore, my followers do feel inspire d and interact towards goal accomplishment. In the other case, transactional leadership only seeks to maintain their status quo with no vision of focusing on future. Consequently, I find transformational leadership model to be better off than laissez-faire model. In laissez fair, individuals are usually granted leadership seats without having leadership skills and capabilities. This leaves the followers to be in a position for self-drive and guidance. Therefore, my transformational leadership model is oriented to positive outcomes, the laissez-faire is usually subjected to a lot of negative outcomes with regard to follower satisfaction and effective leadership. Benefits of transformational leadership model to an organizational relation Transformational leadership model in most cases is associated with charismatic leadership personnel which is able to make the subordinates staffs feel motivated and personate about the success of the company. Therefore, the benefits of the model are usually eminent in various aspects as discussed below (Gumusluoglu and Ilsev, 2009). Transformational leaders are always capable of engaging their followers in a joint teamwork. Therefore, I am expected to utilize the seven cornerstones of team work. In such attempts, I should always be accountable for the events of my followers. Team setting should be achieved with the aim of taking every responsibility of the teams final results. Due to the fact that transformational leaders are expected so much on the line, I should be extremely motivated to maintain the team spirits for my followers. In addition, I am expected to employer my followers for by assigning them various tasks and providing resources to effectively achieve their goals. Ethics do play a very important role in transformational leadership. As a leader, I am always in constant motive to change my corporates values so as to reflect more human standards of fairness and justice. In addition, I do share qualities that revolve around the good ethics, emotions and values that influence the followers. In turn, they are always inspired with the leaders. To me, ethics is always the code of honesty to us and to our organization. However, the level of ethics may vary with respect to what we are habituated to. It is the moral conduct that defines the personality of an individual in question. Therefore, transformational leaders part themselves with good ethical conducts. To speak of Transformational leadership model, I am able to use different beliefs in the organizational vision and mission to inspire my staff members and other employees. This, in turn, makes the staff be more productive and work towards achieving the organizations set goals and achievements. The idea behind the transformational leadership is that I can find all the ways to get the entire work staff on board with a corporate approach and planning (Wang et al., 2011). Once the entire organizational staff is on one level, they can work together with a vision to attain a common goal for the organization/ industry. With Transformational leadership model I can guide several organizational managers towards the future operation of the organization. In that line of thought, I can provide the managers with future vision and strategies to reach that vision. In response, they also become transformational managers with ideas and visions for the companys future that they strive to attain together as a team. In addition, I do have the potential of reaching out to the organizational staffs and bringing the best out of them. In most of the time, I do spend my time with the employees trying to seek ways to improve the working conditions and work much easier (Sarros and Santora, 2001). Such individual attention does create a strong bond between the organizational management and the employees and as such, the employees turnover is greatly reduced. The growth of an organization is solely dependent on the managerial process. Therefore, transformational leadership model provides me with the platforms to intimately involved with the staff and the growth of their industry. Close contact with the company staff also accelerates the growth of a company. Components of transformational leadership model This kind of leadership model which has vision, inspiration, daring, thoughtful and risk-taking traits are usually found nearly in every department of a successful organization. The components of transformational leadership enables me to have charisma and be capable of changing how my organization operates for a better outcome as shown in the figure 1. One of the crucial foundations for transformational leadership model to me is the ability to inspire my followers. As such, I do promote consistent visions, missions, and values for my followers which compel them to inspiration. Also, I do guide my followers by providing them with their sense of belonging. As such, they take the obligation and the challenge to themselves to interact and deliver their duties with enthusiasm to drive the spirit of teamwork (Wang et al., 2011). As regards to transformational leadership, I frequently encourage my followers on the new ideas that they have on board. In addition, I do not always criticize the followers in public as this would demoralize them. Blaming my followers reduces morale and therefore I majorly put their concentration on the solution towards the problem More, I am always aware of my capabilities to influence the followers. As such, I do fulfill my words and promises since majority of them see me as their role model. The main idea behind my influence is the fact that I do know how to win the trust and respect from my followers. In maintaining such trusts, I must always show high ethical conduct and sacrifice my personal wants to the people. Individualized consideration Here, I am expected to act as a mentors to my followers and may pay them to reward for being creative or innovating. Fortunately, the followers are usually treated differently with respect to their talents and skills. Therefore, I do provide them with the necessary support to achieve this. Interestingly, I am not usually of self-interest but for the general benefit of my followers. In parallel to the alteration of the existing structure and influence to the people, that my transformational leadership model seeks understand how to manage my followers up to their satisfaction. I do want my followers to do as per my directions in the attempt to lead them to a promised destination. The route forward may not be obvious but with clear vision and determination, the direction will always be known. Hence, finding the direction to be followed by the followers usually complex and therefor I will always accept that there will be failures and success in the long run (Sarros et al., 2008). However, my main aim is always to succeed. I can apply this model of transformational leadership in every institution that is seeking to transform its leadership styles for the better performance. Companies which have a low morale of workers can always implement this kind of leadership style (Bass, 2006). Moreover, tutors also are advised to lead their students using this model. This will enable the follower to boost their morale and feel their sense of belonging. Conclusion The transformational leadership model is one that is very effective in a company or an organizational operation. It acts as a source of motivation for the followers and this can help to improve the performance of the institution involved. Transformational leaders are always brave and charismatic and as such, they act as role models for various followers. Therefore, I recommend institutions to consider having leaders who portray this model as it will increase their chances of achieving success. Reference Bass, B.M. and Riggio, R.E., 2006.Transformational leadership. Psychology Press. Eisenbeiss, S.A., van Knippenberg, D. and Boerner, S., 2008. Transformational leadership and team innovation: integrating team climate principles.Journal of applied psychology,93(6), p.1438. Gumusluoglu, L. and Ilsev, A., 2009. Transformational leadership, creativity, and organizational innovation.Journal of business research,62(4), pp.461-473. Sarros, J.C. and Santora, J.C., 2001. The transformational-transactional leadership model in practice.Leadership organization development journal,22(8), pp.383-394. Sarros, J.C., Cooper, B.K. and Santora, J.C., 2008. Building a climate for innovation through transformational leadership and organizational culture.Journal of Leadership Organizational Studies,15(2), pp.145-158. Schneider, M., 2002. A stakeholder model of organizational leadership.Organization Science,13(2), pp.209-220. Wang, G., Oh, I.S., Courtright, S.H. and Colbert, A.E., 2011. Transformational leadership and performance across criteria and levels: A meta-analytic review of 25 years of research.Group Organization Management,36(2), pp.223-270.

John Rowans Sub-Personalities Essay Example

John Rowans Sub-Personalities Essay After viewing the Art of Mediation DVD, identify the John Rowan’s sub-personalities from your Reading Assignment for each disputant (Ann and Liz) and explain why you chose the particular sub-personality for each of the disputants. You are permitted to choose more than one sub-personality for each disputant. In addition, select your most predominant sub personality then provide a paragraph about how you believe this will influence your mediation style. Ann-I believe initially before mediation she was The Exploder-she shouted back numerous times no matter the consequence and had a strong energy of frustration.She also was The Please-she wanted everyone to get along and maintain happiness in the business. She was The Hurt Child-her feelings were hurt when her life long friend wanted to end the business without her input. After mediation she became The Warrior/Leader-willing to find a solution to save her passion the business as well as her friendship. Liz-She was definitely The E xploder-she on many occasions just let her emotions out with total disregard. She was also unpredictable and was capable of blowing up at any time. Sometimes she was downright frightening with her actions too.She was a bit The Moaner-numerous times being self righteous and complaining about everything as well as initially not interested in solutions. She was also The Hurt Child-storming out initially in the beginning when Ann was expressing her feelings. Seemed to be very unreasonable in the beginning as well as into the mediation process. After mediation she too became The Warrior/Leader-she had a wider perspective when she communicated with Ann. She was willing to support their new idea for the business as well as maintain her friendship with Ann.I think the sub personality that I attribute myself to is The Warrior/Leader. I believe this suits my personality and I would use in my business practice as well. I am productive, organized, and grounded which would be suitable for my sty le in mediation. I am a strategist and goal setter who always seek solutions in a sensible and rationale and fair way. I think this sub personality is beneficial in my practice as to answer what is mediation all about? Coming together to find sound solutions for people who are in conflict.. 2.Read the below case study then review Harris’s life positions from your Reading Assignment. Identify which life position each character in the case study displays with a full explanation for such selection. 1. Im Not OK, Youre Not OK-position of futility, no way out, everyone is wrong, everyone is damned. 2. Im Not OK, Youre OK-there is something wrong with me, I do not deserve to be treated with respect and consideration, I will be motivated to get away from you, I will accept unachievable targets, take time off, drink too much, resign or self harm. . Im OK, Youre Not OK-there is something wrong with you, I do not need to treat you with respect or consideration. 4. Im OK, Youre OK-I am a valuable human being, I deserve respect and consideration and so do you, I am motivated to get along with you and I will go for what is right and fair for us both. Johnson Rice-Im OK, Youre OK. Johnson has always been a team player with a high work ethic and hoped to recruit those with the same mindset. He would often work late hours and weekends without pay to keep his new venture going.Verily Masters-Im OK, Youre Not OK.. began to make a regular habit of belittling the other partners with her constant bragging about how her credentials as a nurse and her MBA made her the most valuable part of the business. Further she would constantly threaten the other partners that she would start her own business and get paid $300,000 per year without having to teach them all she knew about nursing. Perry Klein-Im Not OK, Youre Not OK.. Perry also believed that he could take the same business idea back to his hometown where he would thrive.Perry believed that his superior sales skills were th e cause for the company’s growing success and he was convinced that he did not need either Johnson or Verily anymore. Perry was also having pains of missing his family. Perrys wife-Im Not OK, Youre OK. was threatening divorce if he could not give her a date and time for his return to the family home. This involved Perry spending countless working hours on the telephone and on elongated vacations during working hours. 3. Read the case study below then review Tuckman’s team development model. Identify and explain each stage of Tuckman’s model as it relates to this scenario.Be very specific. Johnson Rice set up a home health aide business in the basement of his family home. At first the business was relatively small but as it began to grow he realized the need for additional employees. Johnson has always been a team player with a high work ethic and hoped to recruit those with the same mindset. He would often work late hours and weekends without pay to keep his new venture going. Forming-New company just starting out. Verily Masters, a 39 year old woman, with whom Johnson had a dating relationship with many years prior but they remained friends after their breakup in high school.Johnson admired Verily for her background in nursing and her ability to articulate her position to outside referral agencies so Johnson asked Verily if she would consider a partnership to combine their talents. Johnson realized that Verily possessed skills where he had deficits. Verily accepted with joy, since she had just been fired from her last position, for reasons unknown to Johnson. Forming- Gathering information and impressions about each other, and about the scope of the task and how to approach it to benefit the business.Perry Klein, Johnson’s cousin, was the next person that Johnson approached to become the final member of the partnership. Perry lived 1,500 miles away with his wife and children but agreed to relocate to be part of the business venture . Neither Perry’s wife nor children joined him when he relocated for this business venture. Johnson had approached Perry for his sales skills and his ability to connect to community organizations. Forming- Gathering information and impressions about each other, and about the scope of the task and how to approach it to benefit the business. Soon the company began to grow quite rapidly.The headquarters of the company moved from the basement of Johnson’s home to an affluent neighborhood in the suburbs with an operation of more than 100 employees. At first the working relationship among the three partners seemed to go rather smoothly. Johnson continued to work 12 hour days while both Perry and Verily worked 4-6 hour days. As the company began to grow each partner enjoyed a six figure income of $100,000 each. Performing- This is the phase where team members start to come together, developing processes, establishing ground rules, clarifying who does what, and how things will be done.The company is growing as the employees are doing whats needed for the company to succeed. The group seems comfortable within themselves. Lot more independent. About 6 months into the partnership, the honeymoon phase of this partnership ended. Verily began to make a regular habit of belittling the other partners with her constant bragging about how her credentials as a nurse and her MBA made her the most valuable part of the business. Further she would constantly threaten the other partners that she would start her own business and get paid $300,000 per year without having to teach them all she knew about nursing.Storming- Cliques and factions form and there may be power struggles. The team needs to be focused on its goals to avoid becoming distracted by relationships and emotional issues. Once team members begin to familiarize themselves with other personalities in the group, initial power struggles and protective, work practices can begin to get in the way of smooth, effe ctive workflow. Perry was also having pains of missing his family. Perry’s wife was threatening divorce if he could not give her a date and time for his return to the family home.This involved Perry spending countless working hours on the telephone and on elongated vacations during working hours. Perry also believed that he could take the same business idea back to his hometown where he would thrive. Perry believed that his superior sales skills were the cause for the company’s growing success and he was convinced that he did not need either Johnson or Verily anymore. Forming- Individual behavior is driven by a desire to be accepted by the others, and avoid controversy or conflict. Serious issues and feelings are avoided, and people focus on being busy with routines.Johnson was aware of mediation and just wanted everyone to get along. He had learned mediation through a meeting he attended at his local community center. He told the other partners about the process and t hey thought that Johnson was trying to thwart them from the business and became very suspicious. At first they all rejected the notion, until participating in a free consultation with the local mediator. All parties then agreed to participate in mediation as a way to resolve their issues and preserve the friendship/family relationships and heal their business relationship.Storming- Cliques and factions form and there may be power struggles. The team needs to be focused on its goals to avoid becoming distracted by relationships and emotional issues. Once team members begin to familiarize themselves with other personalities in the group, initial power struggles and protective, work practices can begin to get in the way of smooth, effective workflow. The first session was very long as the parties took much time to tell their story from their prospective. The parties soon realized during mediation that policy and procedures, job descriptions, and party expectations had never been memori alized.Therefore all of this as done using the mediation process which resulted in four 3 hour sessions. The parties mediated an effective action plan. Norming- The group become established, and the scope of the groups tasks or responsibilities are clear and agreed. Having had their arguments, they now understand each other better, and can appreciate each others skills and experience. Individuals listen to each other, appreciate and support each other, and are prepared to change their views.

Positive Effects of the Intern essays

Positive Effects of the Intern essays The Positive Effects of the Internet The Internet has come a very long way in the past 50 years. New innovations such as integrated software and hardware has changed the way that people view and obtain information today. Millions of people worldwide are using the Internet to share information, make new associations and communicate. Individuals and businesses, from students and journalists, to consultants, programmers and corporate giants are all harnessing the power of the Internet. For many businesses, the Internet is becoming an integral part of their operations. Perhaps, the most important facts about the Internet are that it contains a wealth of information, that can be sent across the world almost instantly, and that it can unite people in wildly different locations as if they were next to each other. The Information available is vast and varied The Internet makes the world smaller. The ability to communicate and exchange information instantaneously and across vast distances has enabled more individuals and businesses to participate in the economy, regardless of their location. Businesses are discovering the Internet as the most powerful and cost effective tool in history. The Net provides a faster, more efficient way to work colleagues, customers, vendors and business partners- irrespective of location or operating system. Harnessing this powerful resource gives companies strategic advantages by leveraging information into essential business assets. The "technology of the future" here today. This is a fact. Businesses making the transition will, and are prospering; however those that do not will most certainly suffer the consequences. The Internet brings people together. People of like minds and interests can share information with one another through electronic mail and chat rooms. E-mail is enabling radically new forms of worldwide human collaboration. Approximately 225 millions of people can send and receive it ...

Cinematic Piracy in China Essay Example | Topics and Well Written Essays - 1250 words

Cinematic Piracy in China - Essay Example Reports indicate that there is minimal understanding and respect for intellectual property. This paper will discuss why cinematic piracy has become son rampant in China and present the alarming statistics at which this vice is talking place. Cinematic piracy involves the reproduction of any cinematic intellectual property without paying any returns to the producers. The vice involves both the act of production and buying counterfeit copies (Larkin, 2004). The pirated video compact discs (VCDs) and DVDs enter the distribution channels in China retailing at very low prices. It is surprising that, Hollywood movies appear in counterfeited forms in China streets, before their official launch into theatres. In other cases, the circulation of pirated movies in China begins a few days after the premier entry into theatres. Some cinematic pirates often make use of hand-held videos in theatres during a movie premier to capture the entire movie. These offenders then proceed to make copies in As ia, and in a few days, they gain entry into the market. Other copyright offenders rely on quality screeners in order to produce copies of Hollywood movies. Sometimes the copies come out in a quality that is easily confused with the original. With the increasing use of internet in the globe, it becomes easy to share cinematic intellectual property files in digital form (Pang, 2006). Background statistics of Cinematic Piracy Cinematic piracy is very rampant in china and prevailed for a long time. Traditional piracy involved making copies of movies and retailing them at much cheaper prices in the Chinese market. The Chinese government failed to intervene into the matter that was causing Chinese movie industries immense losses. By 2000, pirated material consisted of 94 % of movies retailing in China. With the emergence of new form of digital piracy, China has registered higher rates of cinematic piracy with an increasing population connected to the internet and sharing files. In 2003, Chinas’ sale of licensed movies accounted to only 17.7 % while the industry was making profits in billions. This gap between the total sales of movies and the total sales of licensed movies and films represents a large percentage of the existing pirated cinematic work. Further statistics indicate that the production capacity is much higher than the sales made presents the gross rate at which China indulges in piracy of intellectual property. In 2005, the profits from copyright piracy were in USD 200 billion USD. It is worth noting that in 2008, the piracy rate registered a 10% drop. However, despite the drop, China remains at the top of the vice of piracy globally (Liang, 2011). According to Pang (2004), the prevalence of piracy in China in alarming rates has negative implications on the Chinese copyright laws. It is worth noting that China restricts the entry of film work from foreign publishers. As a result, the Chinese law did not protect any intellectual property that gained entry into China without its knowledge. That clause in the Chinese copyright law contributed to the high rates of pirated cinematic works in China for a very long time. However, the world trade organization (WTO) pushed China to amend its copyright laws. WTO made claims that the mentioned clause allowed China to engage in copyright offenses without any action. Pirated material was circulating freely in China but the copyr ight owners could do nothing about it

Attention Deficit Disorder Term Paper Example | Topics and Well Written Essays - 1250 words

Attention Deficit Disorder - Term Paper Example This leads to a lack of attention and it affects activities of an individual in everyday life (Grosenbach 2000 & Whiteman et al 1995). Thus it is a fact that ADD is a real and treatable psychological disorder; not just an excuse for people to misbehave. ADD derives its roots from the early eighteenth century when it was diagnosed by George Still. The name however was not designated for the disorder in 1902 by Still. George Still found 20 children with problems of attention deficiency and postulated a theory which stated that the children may be suffering from some genetic disorder which accounted for their unusual behavior. At that time the disorder was named as the Defect of Moral Thought by George Still. These symptoms were then analyzed again in 1922 and they were named as â€Å"Post Encephalitic Behavior Disorder†. In 1937 Charles Bradley used stimulants to treat children who were supposed to be suffering from this disorder and it was because of this work that in 1956 Rita lin as a drug was introduced to treat the hyperactivity disorder. In early 1960 the disorder was named as â€Å"Minimal Brain Dysfunction† and still stimulants were used to treat the disorder. In the latter stages of 1960 the disorder became known as â€Å"Hyperkinetic Disorder of Childhood†. ... ADD is diagnosed on the basis of psychiatric assessment and a detailed in depth discussion with the parents or teachers, and on the basis of a questionnaire taken by the child if he or she is old enough. The data collected is compared with a standard list of signs and symptoms, termed as "Diagnostic And Statistical Manual of Mental Disorders IV" (DSM 4) for North America and with "International Statistical Classification of diseases and related health problems (ICD 10)" for European Nations, where ADD is given the name of "hyperkinetic disorder" (Berger et al 2008). The affected individuals lack the ability to stay focused and are inattentive. They are hyperactive and are easily distracted. These symptoms can be present individually or as a combination of both of the above. ADD is the most common psychiatric disorder diagnosed in children affecting them at the frequency of 3-5%, though 4-7% of the affected children continue to suffer in the adulthood as well. Boys are affected 2-4 ti mes more frequently than girls are. These symptoms are considered a part of normal developmental behavior of a child at a young age, but when these symptoms do not resolve with increasing age or if the severity of the symptoms worsens, and then this leads to the diagnosis of ADHD (Southhall 2007; Berger et al 2008). According to the National Resource Center on ADHD, 5-8 percent of children of the school going age are affected with this condition and 2-4 percent of adults develop this disorder. The Center for Disease Control and Prevention has also indicated that 8 million children in the United States between the ages of 3 to 17 years have been diagnosed by this

The Awakening- Ednas Independence Essay Example for Free

The Awakening- Ednas Independence Essay In Kate Chopin’s The Awakening, Edna Pontellier is a character who is alienated from the rest of society. She carries views which do not coincide with the norm, and in a way establishes her own idea of how women should live and be treated. Not only do her views estrange her from society, but she also physically separates herself from the life she used to live and the Victorian culture into which she was born. During this time, it was expected of a woman to be the perfect picture of a wife and mother, an â€Å"Angel of the House†. Even early on in the novel Edna is shown to be the type of woman that doesn’t fit the bill. While most other mothers, such as Adele Ratignolle, would bend over backwards to take care of their children, Edna is clearly not as much a ‘mother-woman’; her children had learned to be the type to stand up and brush off the dirt rather than run to mommy if they fell down. Her marriage to Leonce was more a social convention than it was a loving relationship, as if she only married because it was the thing to do. This was not an uncommon arrangement, but Edna’s treatment of it was- with little passion and emotional connection in her marriage, she commits emotional adultery finding companionship in the form of Robert Lebrun. Later in rediscovering music and art, she also shirks all responsibility as a wife and mother, ignoring her expected duties in order to concentrate on her painting. This is far from the picture of the perfect Victorian wife. Edna’s physical separation from her old life is symbolic of her opposing views about women and their role in the community. With her husband away and her boys with their grandmother, Edna lives as a single woman. Her choice to remove herself from the life of a mother-woman is contradictory to everything she was taught to do. Her claim of independence is unheard of, and society doesn’t know how to react. In her Victorian culture, women are the belongings of men and have no claims to their own lives, nor have they any means to their own wants and needs; this was the custom everyone had grown up on, the custom everyone was used to. Edna rebels against this belief with her nonconformist decision to live on her own, as her own being, with her own mental and emotional and sexual desires. There is an instance when Edna and Robert are discussing a future together, and Robert notes his wish to free Edna from Leonce, because he is still under the belief that she is an object to be passed from one owner to another. Edna then calls him silly for believing such things, for she is an independent person, whom no one governs but her own self. Edna’s intellectual, emotional, and sexual awakenings, though giving her the independence she craves, isolate her from the rest of society. There is one point in the novel where Edna speaks of walking, how she doesn’t mind walking to get to places farther off and how she feels bad for those women who don’t take the walk because they are missing so much. Edna knows she is the only woman who has taken the walk, taken the chance to discover living outside of societal norms and finding out how freeing it is. As much as she wants someone to join her, in her last ‘awakening’ she realizes no one will- Robert wants to marry her out of convention rather than cross the boundaries and be her lover. Edna realizes she cannot escape the chains of society’s expectations, and she is utterly alone. Edna’s isolation grows as she has more and more revelations about her life and herself. Though starting simply as the odd one out among the mother-women, she becomes the lone rebel across the societal boundaries. Her beliefs about women as independent, intellectual, sexual, and emotional beings contradict the societal views demonstrated along her journey of awakening.

Data Interpretation :: Papers

Data Interpretation Male- 42% Female-58% In Fig it illustrates that 58% of the people interviewed were female, this suggests that the tourist attraction sin Cheddar appeal more the females Fig backs up this theory that the majority were either retired or young mothers, which suggest that there was more females interviewed, or that all of the men were out working. The fact that each interviewee was interviewed at a different place suggests the results collected were of an even spread. In fig the main spread of where people came from is around the Cheddar area, for example Somerset, from this I then created a sphere of influence, the sphere of influence by Cheddar is shown to be global. In fig it shows how often people visited Cheddar, this can be linked to where they live or come from because someone who lives in Weston-Super-Mare has more chance or easier access to visiting Cheddar. In Fig 98% of the people visiting Cheddar were on a day trip, the other 2% were not on a day trip, this again links back to where people live or come from, because someone who lives in Finland or Cape Town in Africa aren't going to fly out to England just to visit Cheddar but then people who live in Bath have the time to visit Cheddar for more than just a day trip they could stay for a few days. In Fig it shows how they members of the public travelled to Cheddar on that particular, from the pie chart you can clearly see that the most common use of transport was by Car. You can also see that the public buses were not used at all to travel to Cheddar. In Fig it shows the tourist attractions visited by the members of the public, you can see that the main attractions were the Caves and the Jacob's ladder, the attraction visited by the members of the public could have been affected by the length of stay each person has, for instance someone who is on a day trip may want to visit them all in