The Multiple Mini (MMI) Interview 4 Simple Strategies to Get Accepted

Since the Multiple Mini Interview (MMI) format can be difficult to prepare for, this post will give you four specific strategies for success to help you with the different stations: traditional interview questions, ethical questions, collaborative activities, and fake scenarios with actors. Strategy #1: Before the Interview – Review your AMCAS application To prepare for the traditional interview questions, reviewing your AMCAS application can help you remember all of the activities you have been involved in so that when you are asked a question about team work or meaningful clinical or volunteer experiences, you will be able to quickly recall the activities that would work best as examples. It’s easy for an interviewer to see if an applicant has not recently reviewed her AMCAS application or resume because she often uses the same job over and over again or forgets to represent the full range of her life experiences. Strategy #2: During the interview – Think out loud Remember that this interview format is all about thinking on your feet. When you are given a challenging situation, talk through it, whether it is an ethical question, a team activity, or a fake scenario with an actor. Consider all possible options and solutions. Brainstorm. It takes time to come up with good ideas so don’t hesitate to throw out as many ideas as you can before you find the one that will work best for the situation at hand. Strategy #3: During the interview – Ask questions Get curious. Often the best way to resolve an issue or to find a solution is to collect enough information to make an informed decision. Phrase your questions thoughtfully so that you will get the information that you need in the shortest amount of time possible. This strategy can be used for multiple stations. Often, finding out what the other person’s main objective or goal may be can provide a shortcut to a happy resolution and an amazing answer. Strategy #4: During the interview – Share your life experiences Empathy is defined by our ability to understand and feel what others are going through. Some of the most difficult stations at the MMI may involve actors who are expressing strong emotions – anger, grief, and fear. Rather than being overwhelmed by these emotions, sometimes giving in to them – empathizing – can be the best strategy. Sharing a story about a similar experience that you have had can help to calm a person down more quickly than dispensing advice. Think of a time when you have been in distress. What were the things that other people did to help you manage the situation? Rather than viewing the other applicants interviewing with you as competitors, see them as your future classmates. You may have a lot to laugh about in the fall, if you survive the MMI experience together. While you can expect a challenging interview experience, with highs and lows, focus on doing your best. Hopefully the strategies above will make it easier for you to accomplish this goal and to earn an acceptance! You can also  explore Accepted’s catalog of Medical School Interview Services to find out how an admissions expert can help you prep for – and then ace! – your interview. For in-depth advice about how to ace your multiple mini interviews, register for our webinar, 12 Tips for Multiple Mini Interview (MMI) Success!   hbspt.cta.load(58291, '4463eb19-c5fe-4c96-84cb-974e47a00bb0', {}); Alicia McNease Nimonkar worked for 5 years as the Student Advisor Director at the UC Davis School of Medicine's postbac program where she both evaluated applications and advised students applying successfully to med school and other health professional programs. She has served Accepted's clients since 2012 with roughly a 90% success rate. She has a Master of Arts in Composition and Rhetoric as well as Literature.  Want Alicia to help you get Accepted? Click here to get in touch! Related Resources: †¢Ã‚  The Ultimate Guide to Medical School Interview Success, a free guide †¢ How Can Introverts (And Anyone Else) Do Well on the MMI? †¢ An Overview of Your Multiple Mini Interview (MMI) Day

Room for Growth - 1051 Words

So Much More Room for Growth The protagonist of â€Å"Battle Royal† by Ralph Ellison undergoes a tentative initiation. An initiation story is a story of acquiring, whether accidental or on purpose, information about oneself. Mordecai Marcus breaks initiation stories into three parts: tentative, uncompleted, and decisive. Marcus writes in his essay, â€Å"What Is an Initiation Story?† that tentative â€Å"initiations lead only to the threshold of maturity and understanding but leave them enmeshed in a struggle for certainty† (288). The Narrator of the story is the protagonist, who goes through â€Å"the shocking effect of experience† in a battle royal (Marcus, 288). Also, the Narrator is â€Å"distinctly young† and quite innocent (Marcus, 288). He doesn’t know†¦show more content†¦At this time, â€Å"separate, but equal† was in effect, but not practiced correctly, because thing were separate, but not equal. When the Narrator â€Å"mistakenly† says à ¢â‚¬Å"social equality† the crowd â€Å"[shouts] hostile phrases at [him]†, they believe it must be a mistake and asks that â€Å"[he wasn’t] being smart†. The Narrator says that he â€Å"did not understand† why there was a â€Å"sudden stillness† in the room when he says â€Å"social equality†, he still does not see that he is â€Å"invisible† to the white men. No anger or fury burn in his heart about not being equal or accepted by the white men due to the color of his skin. According to his grandfather he should have corrected his speech like a ‘good slave†, but have â€Å"agree’em[d] to death and destruction† (Ellison, 278). The Narrator is presented with a briefcase after he completes his speech. He becomes moved and touched by the words from one of the town’s leaders, â€Å"He makes a good speech†¦ this is a good, smart boy, and so to encourage him in the right direction†. The Narrator misses the irony so badly. Firstly, the townsmen almost forgot to let him say his speech, which was the main reason he was invited to the smoker. Then, they don’t even listen to his speech or respond until he says â€Å"social responsibility† or â€Å"social equality†, and it is only to put him in his place as a black â€Å"boy†. Blood dribbles down the briefcase as a symbol of what he gave up as a human being just for aShow MoreRelatedThe Growth Of Room 40 s Atherosclerosis913 Words   |  4 PagesThe growth of Room 40’s atherosclerosis progressed until an acute arterial occlusion was formed, which stopped blood flow to the tissue. The atherosclerosis consisted of c omplicated lesions that led to a decrease in blood flow and the presence of a thrombus, ultimately resulting in thea lack of blood flow to the right foot and lower leg. Thrombi often appear after a rupture of an atherosclerotic plaque (Coneliue, 2014). This lack of blood flow led to necrosis of the tissues in the right foot andRead MoreThe Maya Group Of Hotel1282 Words   |  6 PagesThe Maya group of hotel Executive summary The Maya Hotel, Richmond USA, is medium range hotel for pleasure and business. Maya Hotel is beautiful property, offering 72 exclusive rooms. The Maya property is well known for the convenient location within the Richmond city. The Maya Hotel, Richmond has 72 exclusive rooms and is targeting corporate, travellers, tourist, contractors and labours. Target business segments include the officer business travellers, tourist, contractors and labours sectorRead MoreHotel Continental978 Words   |  4 Pagesnegative indicators were assigned to high growth rates as well as their percent to totals (cells highlighted in green and red). Significant contributions to growth as well as shares for revenues are Rooms (28% YoY growth and 26% revenue share) and Food (12% growth, 55% revenue share). Top contributors to expenses are Food and Payroll for Cost of Sales while Operations and Maintenance for Operating Expenses. It would be also worth to note that the room rates significantly increased from 1987Read MoreThe Problem Of The Overpopulation Problem1122 Words   |  5 Pagespopulation growth. Jennifer Weeks (2015) article, â€Å"Global Population Growth,† discusses the number of women without access to birth control. Research conducted by a nonprofit organization showed nearly 225 million women globally, including those looking to prevent conception, were in need of birth control (Weeks, 2015, p. 2). This evidence demonstrates the need for contraception worldwide and REL4 will provide for this need. If contraceptives are not offered worldwide the population growth will continueRead MoreDoes classical music help the growth of plants1077 Words   |  5 Pagesï » ¿Introduction Have you ever wondered if music really affects the growth rate of plats, or if it even has anything to do with growth rate? In this experiment, we will grow two separate plants, one with classical music, and another with no music at all. The soil used will be the same in order for the outcome to be unbiased. The bean seed will be grown over a period of 6 weeks. Bean seeds are an easy plant to grow, and only require sunlight, warmth, soil and water. That is why we chose to grow itRead MoreThe Rosewood Hotels Resorts1249 Words   |  5 Pagesbuilding 12 unique and distinctive hotels globally. This strategy proved successful, despite the fact that the John Scott, the company’s CEO and Robert Boulogne, the COO were concerned that the company was missing out the opportunity for potential growth in brand recognition. 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Research conducted by a nonprofit organization showed nearly 225 million women globally, including those looking to prevent conceptionRead MoreTemperature Effects on the Growth of Microorganisms812 Words   |  4 PagesTemperature effects on the growth of microorganisms Introduction: The purpose of this experiment was to determine the effects that temperature has on three different organisms. Temperature is one of the most important environmental factors affecting growth and survival of microorganisms ². The three organisms used where Escherichia coli, Pseudomonas fluorescens, and Bacillus stearothermophilis. Most bacteria grow within a particular temperature range. The minimum growth temperature is the lowestRead MoreHotel Industry in Malaysia1631 Words   |  7 Pageshealthy growth in hotel openings and hospitality-related services through the steady flow of business travelers, tourists and popularity as a MICE (Meeting, Incentives, Conventions, Exhibitions) venue. 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Analysis Of The Poem Long Black Song By Richard Wright

W.E.B Du Bois makes points of having a double consciousness and being behind a veil. While Booker T. Washington points out that there is a dignity to be found in fruits from labor. In the reading of â€Å"Long Black Song,† by Richard Wright, he uses both of these points in his text to make the story come alive. Although, creatively both Du Bois and Washington’s points can be found hidden within the text; it is clear within this short story that Wright leaned to agree more with Du Bois points than he did with Washington’s points. W.E.B. Du Bois presents two ideas within his text, the idea that African-Americans live behind a veil and the idea that they constantly struggle with a double consciousness. Double consciousness to Du Bois was a†¦show more content†¦I said that any individual who learned to do something better than anybody else - learned to do a common thing in an uncommon manner - had solved his problem, regardless of the colour of his skin, and that in proportion as the Negro learned to produce what other people wanted and must have, in the same proportion would he be respected. (Washington 76-77) Washington is basically saying dignity in labor means that African-American men will earn respect if they provide white men with something useful, such as things you can get from working hard in a field and selling it to white men. This will show them you are valuable and therefore they will respect you. The right to be respected by white man has been earned and thus it will be given. â€Å"Long Black Song† starts out with hints towards Du Bois idea of the veil with the lines, â€Å"She saw green fields wrapped in the thickening gloam. It was as if they had left the earth, those fields, and were floating slowly skyward.† (Wright 65) The terms such as thickening and floating give the image of being behind or on something. The idea that the fields are being pulled into a veil. These lines give a bit of foreshadowing to the story when you read between them leading us to whether Wright will side with Du Bois or Washington at the end of the story. Also theShow MoreRelatedAug ust Wilson3685 Words   |  15 Pagesto strive towards, the black community will benefit a million-fold should they heed his words. Being the 1st African-American playwright to be produced in mainstream American theatre, and in 10 years having 6 of his plays become major Broadway productions, August Wilson is a serious literary force. 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High-quality preschool teaching contributes to children’s longrange social and academic success, as well as their ability to express themselves creatively through the arts, their capacity to engage in physically challenging activitiesRead MoreA Picatrix Miscellany52019 Words   |  209 Pagespassed down from Simon Forman (d. 1611) to Richard Napier (d. 1634) to Elias Ashmole (d. 1692) to William Lilly (d. 1681). E.M. Butler wrongly associates it with Gio. Peccatrix, (no doubt a pseudonym) who edited an Italian version of the Key of Solomon (British Library, Sloane manuscript 1307). Misled by some comments by Mathers and others, Dr. Butler incorrectly concluded that the Picatrix was â€Å"an Italian edition of the Clavicle, strongly impregnated with black elements† (Ritual Magic, 1949, p. 135.)Read MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesMore Profitable† 83 Point/Counterpoint Employer–Employee Loyalty Is an Outdated Concept 87 Questions for Review 88 Experiential Exercise What Factors Are Most Important to Your Job Satisfaction? 89 Ethical Dilemma Bounty Hunters 89 Case Incident 1 Long Hours, Hundreds of E-Mails, and No Sleep: Does This Sound Like a Satisfying Job? 90 Case Incident 2 Crafting a Better Job 91 4 Emotions and Moods 97 What Are Emotions and Moods? 98 The Basic Emotions 100 †¢ The Basic Moods: Positive andRead MoreOrganisational Theory230255 Words   |  922 Pagestheory focuses attention on the human issues in organization ‘There is nothing so practical as a good theory’ How Roethlisberger developed a ‘practical’ organization theory Column 1: The core contributing social sciences Column 2: The techniques for analysis Column 3: The neo-modernist perspective Column 4: Contributions to business and management Four combinations of science, scientific technique and the neo-modernist approach reach different parts of the organization Level 1: Developing the organization

Thinking Skills and Problem Solving free essay sample

If we can make timely and well-considered decisions, then we can often lead ourselves or our team to success (Haresh Kumar Kantilal Anton Espira, 2008). A good decision is not only influenced by the experience, efficiency and skills of the decision maker but also the adequacy and validity of the information obtained that are related to the decisions required (Abu Mansor et. al. , 1999). Decision making is the process of choosing what to do by considering the possible consequences of different choices (Von Winterfeldt Edwards, 1986; Beyth-Marom et al. 1991 as cited in Haresh Kumar Kantilal Anton Espira, 2008). Although decision making seems simple, however, to ensure that the decision made is the best, it must be rational. This means the decision has to be based on facts, opinions and reasonable reasons. Systematic evaluations have to be conducted in the overall process of decision making. As such making a rational decision can be defined as a systematic process of defining problem s, evaluating decision alternatives and selecting the best alternative decisions availableand implement them. We will write a custom essay sample on Thinking Skills and Problem Solving or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Generally, decisions that are made based on facts and opinions are the best decisions (Williams, 2000). This is one of the important duties of a manager. For this paper, I will discuss the decision of my choice involved in choosing the best career that has been offered to me that is whether to choose Job A, Job B or Job C. The three jobs are analysed in terms of the SWOT analysis. The process of choosing the best job opportunity is also discussed based on Maslow’s Hierarchy of Needs to support my decision. 2. The SWOT Analysis 2. 1 Definition of SWOT SWOT stands for STRENGTHS, WEAKNESSES, OPPORTUNITIES and THREATS. This is a technique often used in a business context to allow anorganisation to identify its niche in a market. It can also be used on a personal basis to understand how best to take advantage of your abilities and gifts to become successful. SWOT analysis enables you to uncover opportunities that you may have been unaware of and helps you to prepare 3 yourself in f acing any threats or dangers that may lie ahead. SWOT analysis can be used in many different contexts but is most effective when used as a tool in a situation where there is competition from others (Haresh Kumar Kantilal Anton Espira,2008). A scan of the internal and external environment is an important part of the strategic planning process. Internal environmental factors can be classified as strengths (S) or weaknesses (W), and those external can be classified as opportunities (O) or threats (T). Such an analysis of the strategic environment is referred to as a SWOT analysis. The SWOT analysis provides information that is helpful in matchingone’s own resources and capabilities to the competitive environment in which it you are exposed to. As such, it is instrumental in strategy formulation and selection. The following Figure 2. 1 shows how a SWOT analysis fits into an environmental scan: Environmental Scan / \ Internal Analysis External Analysis /\ /\ Strengths Weaknesses Opportunities Threats | SWOT Matrix Figure 2. 1 SWOT Analysis Framework Source :http://www. quicjmba. om/strategy/swot [2012, October 12] Strengths One own strengths refers to the resources and capabilities that can be used as a basis for developing a competitive advantage. Examples of such strengths include: ? ? ? ? ? ? high salary overtime payment adequate annual leave nature of the job that benefits you and also matches the knowledge qualifications that you have and also other benefits which are favourable stable job 4 Weaknesses The absence of certain strengths may be viewed a s a weakness. For example, each of the following may be considered weaknesses ? ? ? ? ? lack of medical benefit nature of the job does not really match your qualifications no allowance given lack of career advancement distance from home is very far lack of job stability In some cases, a weakness may be the flip side of a strength. Take the case in which no allowance given but then overtime can be claimed. This can actually be more beneficial as in certain cases due to the urgency of the time that the job have to be completed, more overtime is required from the employees so that the task can be completed within the time frame. Opportunities The external environmental analysis may reveal certain new opportunities for profit and growth. Some examples of such opportunities include: ? ? ? ? an interesting job other people might not dare to take a challenging job stability of the job where the nature of the job requires a lot of travelling Threats Changes in the external environmental also may present threats to you. Some examples of such threats include: ? ? ? ? less knowledge regarding the job the distance too far from residence instability of the job no other benefits for the employee 2. 2 The Job Analysis Based on SWOT The decision making involves two steps that is first step by using the SWOT analysis for each Job A, B and C and the second step by making a rational behind the decision making that involves the analysis by Maslow’s Hierarchy of Needs which best suits my needs. Based on the SWOT analysis and Maslow’s Hierarchy of Needs, below is the detail analysis for Job A, Job B and Job C. Th e strengths, weaknesses, opportunity and threats for each job are also being discussed. Table 2. Job A Strengths Internal high salary 26 days leave Allowance included Medical benefit included Medium career advancement Threats Distance very far – 35 km Weaknesses No overtime given Not stable Slightly interesting Opportunities External Very related to qualification As shown in Table 2. 1, Job A offers a high salary, adequate annual leave of 26 days, the allowance and medical leave are also included and there is a medium chance for career advancement. The weaknesses for Job Ais that there is no overtime given, not stable and slightly interesting. The opportunity is that the job is veryrelated to the qualification. This will help the person to put into practice the knowledge and experience that has been acquired. The only threat for Job A is that the distance is very far from the residence. As such causing problem to commute to and fro work and in the long run this might not be economical as the running expenses for the transport will be very costly. 6 For the young people who have just graduated from their tertiary education, this kind of job offer is suitable as based on Maslow’s Hierarchy of needs, Job A offers great satisfaction where physiologicaland safetyneeds are concerned. In terms of money and other benefits this job offers the most and can be an excellent choice. Table 2. 2 Job B Strengths Internal medium salary 30 days leave Overtime given Job very stable Nature of job is very interesting Threats Slightly related to qualification Weaknesses No allowance given No medical Low career advancement Opportunities External Distance very near – 10 km In Table 2. 2, Job B offers a medium salary, a very satisfactory annual leave of 30 days and the overtimeis also included. The nature of the job is very interesting and very stable. The weakness for Job B is that there is no allowance and medical benefit given. The career advancement is also low. The opportunity is that the distance is near to the residence. Even though allowance is not given, the distance from the residence is very near and in the long run, savings in terms of the transport running expenses are made. The only threat for Job B is that the qualification is slightly related but due to the nature of the job which is very interesting, this will not be a problem for the person who is more mature and has undergone a few jobs. Job B offers great satisfaction for those who have been working for more than ten years since according to Maslow’s Hierarchy, their physiological and safety needs have been achieved and the two next levelsof social and esteem needs can be met if Job B is chosen. 7 Table 2. 3 Job C Strengths Internal Allowance included Medical benefit included High career advancement Weaknesses Low Salary No overtime Annual leave 24 days Nature of Job not interesting Opportunities External Slightly related to qualification Quite stable Threats Distance far – 25 km From Table 2. , the strength of Job Cis that it offers a high career advancement and besides that allowance and medical benefit are given. The weaknesses are that the salary is low, there is no overtime. The annual leave is lesser than Job A and Job B and the nature of the job is not interesting. The opportunity is that the job is slightly related to the qualification and is quite stable. This will enable the person to practic e some of the knowledge that has been acquired. The only threat for Job B is that the distance of 25 kilometer is far from the residence. For those who needed some stability in the job the offer for Job C is acceptable especially when based on Maslow’s Hierarchy of needs, the two basic needs of physiological and safety can be met. As such for those who prefers not to go from job to job, Job C can be a good choice too. Decision Making Motivation Based on Maslow’s Hierarchy of Needs In making decision making, motivation is always involved. Personally, Maslow’s Hierarchy of Needs seem to suit this job decision making case. According to Lewis et. al. (2001), Maslow’s hierarchy of needs model is the most famous model for motivation. According to the hierarchy of needs, an individual has five basic needs that is physiological, safety, social, esteem and self-actualisation. Figure 2. 1 shows the five needs according to hierarchy and divided into upper level and lower level. Physiological and safety needs are lower-level needs that can be 8 2. 3 fulfilled externally while social needs, esteem needs and self-actualisation needs are upper-level needs that can be fulfilled internally. Refer to Table 2. 2 for a description of each of these needs. Figure 2. 2: Maslow’s hierarchy of needs Source: Certo, S. C. (2000). Modern management (8th ed. ). New Jersey: Prentice Hall Table 2. 4: Description on Maslows Hierarchy of Needs (Source: Certo, S. C. (2000). Modern management (8th ed. ). New Jersey: Prentice Hall) Needs Physiological Needs Hierarchy This need exists at the lowest level of the hierarchy. Examples of this need are the need for food, water, air and sleep. Organisations can help individuals to fulfil this need by preparing sufficient income to obtain food, shelter and a comfortable working environment. People will focus on fulfilling these needs before fulfilling the needs in the following level. Safety Needs This need is related closely to acquiring a safe physical and emotional environment. Examples of this need are employment network, health insurance and retirement plans used to fulfil the safety needs of employees. Social Needs After physiological and safety needs been fulfilled, social needs will become the main source of motivation to people. This need includes desire towards frie ndship, love and the feeling of belonging. An example of social need is when an employee establishes friendship in the workplace and feels a part of the organisation. Esteem Needs The needs at this level include the needs for status and recognition. This need can be fulfilled through success. Esteem needs are fulfilled when one is given recognition and respect by other people. For example, organisations can help in fulfilling this need through promotion or providing a spacious work station to the employee. People in need of recognition want themselves to be accepted based on their abilities and want to be known as being capable and efficient. Self-actualisation Needs This need is at the highest level of the hierarchy. This need means that eople value high achievement based on their self-potential by using capability and interest to the maximum level in order to perform work in the environment. As an example, a challenging task can assist in satisfying a person towards the achievement of selfactualisation needs. According to Maslow, when a particular need has been fulfilled it will no longer motivate the behaviour of employees. For example, when an employee has gained confirmation in his work place, then a new retirement plan may become less important to him compared to the opportunity of having new friends and joining the informal group in the organisation. It is the same when the lower-level needs are not fulfilled, most people will pay attention to those particular needs. For example, an employee who is trying to fulfil the need for self-recognition by holding an important position in a particular department suddenly finds out that the department and position he is going to hold may be eliminated, hence the employee may find 10 that the chances of not being terminated in other organisations give more motivation to him compared to the offer of promotion in the previous organisation. Maslow’s model identified that individuals have different needs which can be motivated by different matters or activities. Unfortunately, this model can only provide basic guidelines to managers. Many following studies conducted found that hierarchy level differs between individuals in different culturalenvironments. The Rational of Preferred Job Using Maslow’s Hierarchy of Needs 3. 0 When faced with a problem, an effective solution to the problem can be developed by exploring the problem, establish a realistic and attainable goals, generate ideas, select ideas, implement the action plan and finally evaluate and follow up. These steps can each be broken down into smaller steps to better enable you tocarry out the problem solving process (Haresh Kumar Kantilal Anton Espira, 2008). We need to generate ideas to look for possiblesolutions. After doing a rational decision and gathering all the information needed by taking into account the facts, opinions and reasonable reasonsto compare the strengths, weaknesses, opportunities and threats by using the SWOT analysis and guided by Maslow’s Hierarchy of Needs regarding the three jobs offered to me, the best offer that I am going to accept is Job B. After having working for the ten years, I have already acquired the physiological, safety and social needs. My motivation now based on Maslow’s Hierarchy of Needs is for the next level that is the esteem needs. Even though Job B gives medium salary, it offers good annual leave, it also gives me my need and especially with the overtime given this will definitely support my studies to further enhance my skills and qualification.. This destination for this job is also closer to home as such giving me the extra benefit of saving on my transportation, especially with the high petrol price and maintenance I am able to cut down on such high costs. I am also looking for the nature of job which is more interesting and this will directly makes the job more satisfying. With the added benefit in Job B which is stability, I do not have to worry about getting another job. From my analysis, I am sure Job B will be less stressful which is helpful for me to obtain good and excellent health and beauty. Since it is slightly related to my qualification, knowledge can be easily acquired. 11 4. 0 CONCLUSION The job analysis for Job A, Job B and Job C has been done by using the SWOT Analysis. Decision was made to choose Job B based on needs analysis specified in Maslow’s Hierarchy of Needs. I will definitely accept the offer for Job B as I believe it will give a boost to my self esteem needs that is the interesting nature of job with a satisfying annual leave of thirty (30) days, stability of the job also help to enhance my self esteem. ( 2664 words) 12

Sun Country Airlines Leadership Style

Introduction In modern contemporary business environments, change is inevitable; change is defined as a strategic process that involves transitions that move an organization from its current state to a desired state; the objectives of change vary with situation, however, the main goal of a change process is to improve business processes, products, and strategies.Advertising We will write a custom research paper sample on Sun Country Airlines Leadership Style specifically for you for only $16.05 $11/page Learn More Leaders in a change management system have the mandate of managing the new strategies so that their organizations can integrate and adapt new business model in the minimum period without destructing the normal operations. Scholars are of the opinion that managing change is all about managing old habits of the people; it a people management issue that involves motivating, influencing, and shaping organizational behavior to the desired line. Inve ntion of airline and increased globalization has necessitated the growth of airline companies; the increase number taking different approaches has resulted to an increased competition; to remain competitive, companies in the industry has to keep changing and adjusting their processes (Ashkanasy, 2011). In the United States, being the world largest economy has embarked on massive invention in airline industry; one of the most successful companies in the industry is Sun Country Airlines. The success of the company has been attributed to its effective management styles where leaders’ manager changes in the industry effectively (Sun Country Airlines official cite, 2011). This report is from an interview conducted with Stanley J. Gadek, Sun Countries chief executive officer, it will discuss various issues as undertaken in the company. The history of the Sun Country Airlines Sun Country is one of the youngest airline companies in the United States; it was founded after misfortune a nd failure of Braniff International Airport in 1982. The main shareholders of the company were the pilots who were working in the fallen company and MLT Vacations, which owned 51%; it has its head quarters at Minneapolis-St. Paul suburb of Mendota Heights, Minnesota.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The company concentrates in low cost airline business with its main countries as United States (Domestic), United Kingdom, Mexico, and Caribbean; its main operating port is Minneapolis-Saint Paul International Airport (MSP). The initial approach of the company was small with only one airplane, Air Florida Boeing 727–227, however nine year down the line, it was one of the fastest growing industries in the United States; in 1991, and the company recorded an income of $9.7 million (Sun Country Airlines official cite, 2011). It has among the most current technologicall y developed Boeing 737 Next-Generation airplanes; when in high season, the company leases some planes from other companies. Currently the company’s chief executive officer is Mr. Gadded; the company has not gone this far without some hassles, in 1999, after doubling its operations and increased staffs numbers, it was faced by operation issues resulting from the September 11th United States bombing, the company has to suspend operations (Sun Country Airlines official cite, 2011).. Stanley J. Gadek has been in the airline industry for more than 20 years, he started his career in 1977 with Ernst Young LLP; he served as the Chief Financial Officer and Treasurer of AirTran Airways Inc. from 2000 to April 30, 2000, before taking the role of Chief Executive Office of Sun Country Airlines at Petters Group Worldwide. Leadership Style Demonstrated by Stanley J. Gadek Stanley J. Gadek is a charisma leader who adopts a democratic leadership skill, a style where he involves staffs and ot her subordinates in decision-making. Despite the fact that staffs are involved in decision-making, the manager is aware that he holds the responsibility of the decision thus he leads the team to an effective, responsive, and timely decisions. He is leader who led by example and understands that he should be in the forefront guiding their team to the desired destination; he has to develop the strategies and synergies to see Sun Country succeed. The self-drive is not enough, they should be able to motivate their team members to come out and use their energies and powers to the benefit of a company (Jakupec Garrick, 2002).Advertising We will write a custom research paper sample on Sun Country Airlines Leadership Style specifically for you for only $16.05 $11/page Learn More When comforted by an issue, the manager makes to it that he has diagnosed the condition and situation to ensure that the right decision has been reached; staffs with the experience and profession to come up with the correct decision are involved in the process. Despite the approach, the manager understands that some decision are better made with no consultation; he does so in the right time and the best method. Qualities, characteristics, and skills of Stanley J. Gadek According to Fielder’s and Contingency Model of leadership, no one distinct method of leadership that can apply to all situations; different teams need different leadership approaches, however some common characteristics that team managers should posses, they include: Visionary Tannenbaum and Schmidt’s Leadership continuum model, is of the opinion that leaders have the main role of leading their teams to great heights, they should be seeing the future and have the strategies to move there. Stanley J. Gadek has the main role of being the business strategic and devises the pathway that the airline will follow. This theory embraces contingency, which argues that behavior of leaders varie s along continuum, the behavior should be seen to evolve for the good of the company. It states that participatory and involvement in decision making of an individual increase as one deviates from autocratic extremes. Four leaderships styles attributed to this model includes autocratic, consultative, persuasive and democratic; whichever the style that a leader adopts, it should be seen to be developing and adding value to the company. To make the visions right, and come up with the right decision, Stanley J. Gadek involves his team members in the decision making process; this assists in building effective teams and managing of situations. For example in the September 11 2001 bombing, the company was at the risk of losing business, however, with the involvement of staffs, the company was able to come out clean (Xiao-Ping, 2011). Decisiveness Stanley J. Gadek makes effective decisions when needed; the decision are timely and respond to the need at hand; Leaders should have the motivat ion and capacity to add value to their company; they should be willing to go the extra mile for the benefit of the company.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More When operating in a team, managers should be vibrant and willing to look for better ways in handing issues; they should aim at adding value to their organization as well as maintain a high record of events. The success of Sun Country is based on the quality of decisions made by its management and the involvement of ream players. Effective leaders use most of their time communicating; communicating does not mean giving instructions or orders , but means a person who is able to involve his peers and team members in making sound decisions. He accepts inputs of his juniors but is willing to take full responsibility of a decision. Good Interpersonal skills An effective leader should be able to create a good environment in amongst members of his team; he is expected to create an environment that allows sharing of information, the bossy attitude should not be created so as team members can be able to approach him effectively. Team members may have some personal issues that might affect the performance of the team; a team leader should be empathetic with them and never be sympathetic. This will assist in assist in making decisions among the team and creating a favorable working environment; Stanley J. Gadek interacts feely with his juniors and seniors to make sure they jointly work for the good of the company. There are different areas that are changing in the airline industry; Stanley J. Gadek acts as the change agent in the company; to translate effectively his company top its desired level, he has to coach his subordinates and affect knowledge on them. Teams’ skills and professionalism can only be boosted if the team leader can be able to coach his team members on areas that need to be improved. Coaching takes the form of daily guidance, training and mentoring when need be; leaders should have the skills and the approach to coach his team members. In times of change, a leader who coaches his people on different areas always have an easy time moving his team from one level to another. Coach and Team player An orchestrate team can only be developed by leaders who have excellence team building skill; the major difference between effective and effective leaders is the way they teams; an effective leader has the role of developing a team from a group. An effective leader has the role of combining the different talents, strengths and weakness for the benefits of the company. Motivational and empowerment strategies adopted at Sun Country Sun Country’s Airline human capital can broadly be divided into flying crew and administration; the management has the role of ensuring that all the members are highly motivated and dedicated to carry out their roles effectiveness. Gadek as the chief executive officer has the role of creating favorable environment to the company that will enable motivation among the team members. Human resources management department has the role of ensuring their teams are highly motivated through human resources poli cies and other policies within the organization. The company is divided into departments and sections; every section is seen as a team; in-group management, effective leaders adopt the spirit of delegation, delegation can be redefined as a strategic approach of diving role and empowering subordinates to do certain tasks that were done by those higher in the authority. The spirit of delegation is highly advocated for the company as one for of improving the performance of human resources and as a way of growing leaders and facilitating innovation in the company. When tasks have been delegated, human resources feel that there is higher confidence and trust that the company has on him and he gets highly motivated. Within Sun country teams, team leaders need to develop the talents, skills and grow the leadership skills within the group, the most effective way of growing team members and ensuring that they are highly motivated is through strategic delegations. For example, in the flying c rew, the leader of the team per every fright has the role of ensuring that any concern raised by employees has been addressed; they also delegate their supervision tasks to some other members of the crew. Gadek himself when off duty or on a place far from his office, he delegates power and gives the assistance the much needed support for effective business. When members are given a major role to play, they feel appreciated and they get motivated, it also grows the spirit of teamwork. When it comes to empowerments, it follows the same approach with delegation however, empowerment is more concerned about making decisions which the team member could not have made initially; note than in delegation, the team leader is still responsible of the outcome of the delegated role since he has offered directions to be followed. In empowerment, the staff empowered is given the full control of a project and is held accountable of the outcomes. Another approach that the company uses to motivate its team members is through mentorship, training and coaching; every manager has the role of shaping his staffs focus and improving their skills. In day-to-day operations, it is the role of the manager to nurture talents and grow leadership in an organization. The leaders understand that aspiring leaders should look for situations that they work under the guidance of a successful leader, at work places, supervisors and leaders have the role of mentoring their team members as a way of developing them. Mentoring differs with coaching in that it is seen as a continuous process that takes place daily in working environment. Counseling on the other hand is offering warnings and trying to solve some personal issues, beliefs and cultures that might hinder the development of a leader in an aspiring leader. To attract and maintain high caber staffs, Sun Country ensures that it has an effective wage and compensation policy; they have their salaries above the average salary rate. Other than respe cting international and national labor laws, the company has its own internal wages and compensation policy that allows for monetary and non-monetary compensations. Wages have emotional and psychological effects on employees, they communicate on the value that an employee have in the company as well as the willingness of the employer to retain his employees. The company’s wages are linked to the performance of employee; when wages are linked to performance, employees will be willing to go out of their way to better their performance in anticipation of higher returns. When employees are aware that their employer will reward their efforts, they get motivated to work harder in anticipation of high returns. High compensation for efforts made creates a system of mutual benefit where the employee gains on one side and the employer benefits from the other. Wages and compensation in the company takes the form of salaries, promotions, medical covers, insurance, and pension limited to the pensionable employees), education policies, team buildings, and paid leaves. The role of leaders (Stanley J. Gadek) in managing change Managers are important players in the change process in their organizations; they have the vision for the desired destination of their company, managers stand a better position to understand the past, present and the future thus when they are managing change, they do it from the informed angle. Managers are change agents in their departments and thus entrusted with the responsibility of managing change in a way that their employees can easily cope. The managers are the facilitators of change and must enable change in their respective departments. Sun Country has undergone through a number of changes, they are mostly strategy changes that needed to be handled with utmost care, for example in 1986, the company had to change its model and adopt first wide-body aircraft, a 380-seat DC-10-40, to assist it in improving its businesses. One time that the management of Stanley J. Gadek was put to test was in 2001 and 2002; it was the time that Northwest Airlines had accelerated its operations offering the company high competition, this was coupled with September 11 United States terror attacks; during 2001 summer, Sun Country was bleeding of financial help. It had also 737-8Q8 N800SY, N802SY, N803SY and a 737-7Q8, N710SY model of planes in the time. In time of change, transformational leadership model is of great importance, the leader must be seen as the changing agent and works to develop an effective change strategy. The transformation can only be attained when there is emotional intelligence and good cohesion within the team; the way teams adopt to change can be interpolated as a behavior that they have to adopt, it of great importance to have an effective change process, since change is inevitable. As change agents, the managers play the following roles in implementing change. The following are the roles that Gadek has played i n managing change: For an effective change, employees must support the change implemented; managers have the role of managing change in resistance in the organization, leaders play the role of a detective. As detectives, managers play the role of digging deep into the dynamics of employees’ behaviors to find clues to planned efforts to prevent change and thus determine appropriate measures for removing the obstacles; they aim at offering an atmosphere that allows an effective change. Leaders understand the direction and the organization needs to follow; for example in the wake of global financial crisis, they have to make changes that reduce the effects of the crisis to their businesses, they act as advocators of change. Managers are the vehicles of change in their departments. As an advocate of change, the manager plays the role of campaigning for change in his department and mobilizing employees to participate in the change process. Change can be to improve the current cond itions, take a complete strategy or adopt a different way of doing things. Change management is a process where the management learns, understand and critically think about alterations they are supposed to make in an organization. However, for an effective change process, change should not be imposed to employees but they should be involved in the change system. When undertaking a change, the employees are the immediate people who will be affected and thus they need to be engaged from the earliest stage. In transitional period the leaders is the one who guides subordinates to the desired path. They jointly make rules and policies to be followed in attaining the goals. The role of the leader in this case is to oversee the performance of the roles of subordinates and giving guidance in various areas. They should use the power they have to have pioneer change and motivate people to adopt change effectively (Wynbrandt, 2004). Strategies the leader used to address resistance to change an d implement rapid change. When implementing a change, one of the strongest hindrances to its fast and quick implementation is employee’s resistance. Resistance has been faced at Sun Country as the manager tend to implement new policies and approaches to the business; when an Sun Country is implementing a change, the most important feature that Stanley J. Gadek ensures is that there is effective change communication strategy. When a change is to be implemented, the Stanley J. Gadek himself communicates the change down the power structure and incase there is a need to call for staffs meeting, he does not hesitate to. In this communications, he ensures that staffs are free to air their views and give their input to the issue at hand. One most interesting aspect of change communication is that it appears across the entire process and pegged on communication within an organization. An effective communication in an organization means that issues and progress of the business are dis cussed in a way that the target group gets the intended message. In the case of a management that does not maintain good relations that facilitate communication, then when change comers will be seen as a move by the management to make things happen At Sun Country, communication is the system through which management and the teams transfer information; it also covers how employees communicate with each other. It is the company’s policy that change should be gradual and should not be affected before all the employees to be affected by the change fully understand and discuss the policy. One of the strongest pillars of this approach to change resistance is the flexibility and facilitated input by staffs, sometimes manager may be seeing things from a different plat from since they are not on the ground: when they involve staffs, their plans are enriched and change made better. When making changes that involve services Stanley J. Gadek ensures that he gets the inputs of his flying crew since they stand a better chance to understand what the operation are like and how they should be improved (Thompson, Strickland Gamble, 2010). When there is no effective communication, people are not being willing to come from their status quo and adopt the change but they will be willing to fight the change. Resistance to change when there is no communication is even higher when groups in the organization join hands together to repel the change. There will be no one who really understands the need for the change since they are a distance with the management. For example incase an organization want to establish a computer network in its flying operations, the employees may feel they the change is coming to replace them. They are likely to refuse change. The approach of change resistance management has been effective at Sun Country, the company has been able to move from a single plane company to multibillion companies, and on the other hand, the company was able to become pro fitable after the 2011 disaster after the changes implemented by the managers were managed effectively. Services of the company has continued been gauged among the top ten because of acceptance of the changes adopted in the section (Parker, 2009). Literature Review; the management approach by Stanley J. Gadek Literature agrees that no single management style can dominate an entire organization and make it outstanding; however, for an outstanding performance, a combination of leadership styles is needed. The most dominant style as adopted by Stanley J. Gadek is the democratic leadership approach. Sun country employs a democratic leadership style; the style is favored by organizational culture. The company has a freelance leadership style that encourages each person to contribute to decision making. When making a certain decision on a touching a certain department, Stanley J. Gadek calls for managers meetings where the head of the department comes and discusses the issue at hand. He r espects that they are better situated to understand the situation thus consulting them is paramount. For example in the wake of low cost planes, the manager has to consult the flying crew if they thought continuing to offer snacks and food bites in the planes was good for the company; they accepted (Margerison, 2002). In a democratic organization, leaders and employees interact freely. Employee’s views are considered in making managerial decisions however, there are decisions that are left to the management entirely an example of decision left to the management is on the strategic alliance that the company will engage in. To bring an issue up the management, the company has a well-set structure for this effect where junior employees give their views to line managers who are then responsible of escalating the problem if they cannot solve it at their level. Targets that employees are expected to meet are set by the management but their attainability is considered. The style of management follows a Hersey-Blanchard Model of leadership; it situational perspective of leadership where it argues that development of a leader is dependent of subordinates and therefore playas every important role in determining which leadership style. Under the model, managers can only be effective if they have their subordinates at heart and consult them when needed. It is based on task and relationship behavior and it therefore depends on the maturity of the followers. Three conditions that define best the situation are task behavior, relationship behavior and maturity of the followers. The model results in to four leadership styles as stated by Blanchard, which Include directing, coaching, supporting and delegating. In a democratic leadership style, manager’s delegate powers, empowers and nurtures their employees to become better managers in the future. The main strength that improves the human capital motivation is involvement and delegation of power (Black, 2003). How democratic leadership skill is seen at Sun Country When Stanley J. Gadek is communicating with his subordinates, they are free to share jokes and they freely consult each other. They work as a team and team spirit can be seen all along their operations. When there is a need, a meeting is conducted where they seek the way forward; as an organizational culture, employees believe that everything happening to the organization happens for their benefit thus they engage and participate in decision making actively. The value of democratic leadership can be seen when flying crews are planning their day out, they always have a meeting before they take off where they discuss an issue or two pertaining the journey ahead. The crew leader is seen as the chairperson of the briefing while other players are asked to participate in the decision-making. This attribute has been borrowed from Stanley J. Gadek. In board meeting, the Stanley J. Gadek acts as the secretary and has the task of initiating communication and information sharing pertaining the issue at hand (Ricky, 2004) Conclusion The success that Sun Country has attained in the fast competitive airline industry can be attributed to its effective management team led by Stanley J. Gadek; he is the strategist of the company. He has been able to create a winning organizational culture that responds fast and positively to change. Change in the airline industry is brought about by globalization, competition, customer behavior changes, and industrial changes. To manage resistance to change, Sun Country Airlines adopts a change communication strategy, assisted with the leadership style adopted by the management; employees have always entertained change. They see change as an improvement of current business situation for their gain. Stanley J. Gadek has managed to develop a freelance organizational culture where managers and employees interact freely; the culture supports staffs involvement in decision-making. Before making a strategic decision that is likely to affect the organization, leaders at different levels are expected to communicate the strategy to their subordinates and entrain any reaction from them; the approach has facilitated gradual growth in the company. References Ashkanasy, M. (2011). Leadership. Journal of Organizational Behavior, 33(3),1099-1379. Black, R.(2003). Organisational Culture: Creating the Influence Needed for Strategic Success. Boston: Boston Universal publishers. Jakupec, V., Garrick, J. (2002). Flexible learning, human resource and organizational development: Putting theory to work. London: Rutledge. Marge Rison, C. (2002). Team leadership. Gale: Engage Learning. Parker, G. (2009).Team Leadership: 20 Proven Tools for Success. New Jersey: Human Resource Development Press. Ricky W. (2004). Fundamentals of Management. New York: Cengage Publishing Company. Sun Country Airlines official cite.(2011). Sun Country Airlines. Web. Thompson, A.., Strickland, A.J., Gamble, J.E. (20 10). Crafting and executing strategy: The quest for competitive advantage: Concepts and cases: 2009 custom edition (17th Ed.). New York, NY: McGraw-Hill-Irwin. Wynbrandt, J. (2004). Flying High. New York: John Wiley Sons Inc. Xiao-Ping, C. (2011). Organizational Behavior and Human Decision Processes, 115 (1), 1-144. This research paper on Sun Country Airlines Leadership Style was written and submitted by user Shane Winters to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Canadian Autonomy †Government Essay

Canadian Autonomy – Government Essay Free Online Research Papers Canadian Autonomy was the product of the evolution of Canadian Nationalism and the development of a desire to become independent from Britain. At one time Canada was nothing more than a British colony and the only pride felt by Canadian residents was the pride in being a British subject. Over time and with the guidance of Prime Ministers like Sir Wilfrid Laurier, this began to change and a distinct Canadian identity surfaced. Canadas Autonomy was not something debated on in parliament as an issue in itself, but rather something that came together as a complete picture because of other smaller acheivements and advancements: The Boer War was a British was fought in South Africa. It was purely an excuse for Britain to exert some military might and show the world that she was still the worlds greatest military power. Britain asked Canada for a contribution to the war effort. The Prime Minister at the time, Sir Wilfrid Laurier was an advocate for Canadian Nationalism and a French-Canadian. As a nationalist, Laurier saw no reason in sending Canadian troops into a war which was being fought despite the lack of any threat whatsoever from the South Africans. As a French-Canadian, Laurier shared the same disinclination to help the English as his French-speaking countrymen. He, the French-Canadians, English-speaking labourists, and the farmers of Canada all did not feel it was necessary to send any troops. The majority of Canadian citizens still felt a deep kinship with Britain however, and Laurier was forced to allow for a volunteer force to be trained and sent to South Africa. On arrival they would be the expense of Britain, and would serve under a British commander, but would be distinct Canadian units. As Canadas first expeditionary force they were ill-equipped and poorly trained and yet they still garnered a reputation as a respectable military outfit. The return home of the Boer Wars Canadian participants sparked the creation of four new organizations: the Army Service corps, the Army Medical corps, the Corps of Signals, and the Ordinance corps. Hesitation at being asked to participate in the Boer War served to distance Canada in Britain. Also, the volunteer force of roughly 1000 troops was less than Britain expected. Military service in the Boer War left Canada with a stronger, more able military and the experience of overseas combat, preparation for when Canada might actu ally have to defend itself. The early 20th century affair of the Alaska Boundary Dispute between Canada and the United States was another part of the struggle for Canadian Autonomy. The dispute was over who controlled the Alaska Panhandle. This couldnt be agreed upon, so it was decided that a tribunal would judge who was entitled. The tribunal, composed of three Americans, two Canadians, and an Englishman came to a four to two conclusion that the U.S. owned the rights to the Panhandle. The three Americans and the Brit voted for the U.S. and the two Canadians voted for Canada. Canada, feeling betrayed, had assumed that the British vote would for sure be cast for Canada. This was not the case as Britain thought little about the wants of the colony and, more of its need for American steel. Canada, a growing but still insignificant military power would have a place in the onslaught of World War I. Prime Minister Laurier didnt know this, still he knew that any country with coastline can make good use of a navy. Flanked with two great oceans, Canada had no navy. This folly was reasoned through a British patrol that guarded Canadian ports. Canada would have a navy though, for when Britain began a naval arms race with Germany, she recalled ships dispatched throughout the world. Where there hadnt been any, support sprouted for a Canadian navy. When an opportunity appeared, Laurier jumped. Britain asked Canada for thirty million dollars to aid in construction of new dreadnought ships. Laurier proposed that Canada receive two old British cruisers in return for the payment. Britain accepted and Canada gained the beginnings of a navy. The two facets of autonomous function that make themselves known in Canadas development, independence from a mother country and the ability to make independent military contributions to peace-keeping or world-safety insuring campaigns are definitely the most important and most effective when altering the state of a country. The effort put forth by Canada in World Wars I II as well as the trials of the Great Depression did a lot to build Canadian confidence in the self and in the countrys stability. Pride in Canadas armed forces, hockey teams, and the Cultural Mosaic we live in all form a basis for Canadian Nationalism in the presence of which it is impossible to have this be country that still looks up the flag to see the Union Jack. Research Papers on Canadian Autonomy - Government EssayQuebec and CanadaAppeasement Policy Towards the Outbreak of World War 2Assess the importance of Nationalism 1815-1850 EuropeEffects of Television Violence on ChildrenArguments for Physician-Assisted Suicide (PAS)Bringing Democracy to AfricaThe Effects of Illegal Immigration19 Century Society: A Deeply Divided EraPETSTEL analysis of IndiaPersonal Experience with Teen Pregnancy

Principles & Practice of Nursing Adults & Sciences applied to Adult Essay

Principles & Practice of Nursing Adults & Sciences applied to Adult Nursing - Essay Example There are various sources of pain. In the same manner there are different types of pain experienced by normal human being. In today’s modern world, people can also have varied reactions to pains depending on the source or type of pain and other external factors such availability of medicine, or medical practitioners or the capability of one’s body to disregard the pain. With the intensity of effect of the pain into man’s psychological, physical and physiological well-being, it is then important to understand the pain and pain management’s life and behavioral sciences’ point of view. The results of this study will prove to be beneficial to practitioners in the medical field such as the nurses and/or the nursing students. Information that will be gathered in this study will help such practitioners in understanding the patients very well, the kinds of pain they may be into, and how to assist them when they are in pain. The results of this study will, of course, ultimately play an important role both in the nursing profession and the patients as well. This research undertaking will also be significant to educational institution. Teachers and/or educators of the aspiring medical practitioners can use this research paper as a reference material in imparting knowledge to the students. The data gathered in this paper can serve as a good source of information for the aspiring medical practitioners, such as the nurses, in how they will handle their future patients. Lastly, this paper will be very useful for other or future interested researchers who will be inclined to study topics related to this one. This cans serve as a guide or basis for them on how they will go through with their own research. The results from his study can also be used as a good reference point for their own research undertakings. This study uses the reviews and