Everything You Need To Know About Feature Stories

Everything You Need To Know About Feature Stories Writing A Feature Story: What To Remember It is a well-known fact that students and even journalists find first feature stories one of the most difficult task throughout their educational or professional life. The writing process involves lots of data, honesty, tact and integrity. You need to depict a certain person to the audience, giving him or her enough credits and presenting in an unbiased way. That is why feature stories often ask the author to do something almost impossible: to get familiar with the person, appreciate personal treats of character, conduct an interview, hold a personal meeting and then write an article, which shouldn’t be all positive and nice. Remember, you are a subjective author and not a cheerleader of a described person. So how is it possible to balance everything? We have collected the six most important steps, which you will need in creating a feature story. With practice and devotion come great results, so take your time and you will surely succeed! Choose a subject, which will be interesting for the reader As you already know, choosing an interesting and timely topic for an assignment is the first and the most important step. However, everything is even more serious, when it comes to a feature story. You need to tell about a person, a certain group or a business, so picking a subject becomes a real challenge. Some of the subjects you may know personally, which is not the best subject for a story. Even if you know who you want to write about, some founders, directors and business owners simply won’t want to talk to you. Make sure you have enough time in advance in order to choose the subject without any hurry. Schedule an interview, suitable for both of you The next stage is when you dive deeper into the assignment. You should reach the chosen subject and ask for an in-person interview. This means a meeting, not a cell phone call or a Skype conference. If you are writing about a group, you will have to talk to several members and maybe at a different time. This makes the process even more challenging. In most of the cases, feature stories are not timely, so you don’t need to rush anything and should take some time to write a good story. Let the interviews take place when it is convenient for all of the participants. The only exception is when the story took place recently and hasn’t been covered in the media. In such a case, you need to rush and be the first one to publish it. Choosing quotes Once your interview is finished, you need to sit down and reread the material, listening to recordings and pulling quotes. The quotes you choose should be relevant to the topic and represent the chosen angle. Stick to a certain side of a personality and highlight it, omitting too many unnecessary details. This is the pillar, which will support your work and will make the story honest and clear. Write a draft Now you can start working on the first sample of your work. Usually, feature stories are built around the chosen quotes. Remember, the reader wants to hear the voice of the described person and not your own thoughts on the matter. This means that you can include as many quotes, as you want. Even if half of your feature story will consist % of quotes, it will be ok. Always try to remember that the discussed subject should be placed in the center of the work, so the more details you provide, the better. Get clarification and approval before publishing When your story is finished, it is necessary to send it to the editor or professor. In addition, you can send a copy to the chosen subject if he or she requires it. However, it doesn’t mean that the subject has a right to change the story or add any details. Make it clear that you won’t grant any changes because it is unprofessional. Simply send a copy and state that you want to make sure that all of the facts and quotes are correct. For the subject, it is another chance to be introduced to the audience. Majority of writers think that it is the reason why the subject shouldn’t interfere and has a right just to notify if some of the details or facts are conveyed in a wrong way. Submit the work Once your editor, professor or the subject don’t seem to have any remarks, you can submit the story.

Rent Seeking in Economics Essay Example | Topics and Well Written Essays - 1000 words

Rent Seeking in Economics - Essay Example Upon analyzing the given case scenario, it is clear that rent seeking in economics happens because of the imperfection within the economic and political markets (Pasour, p. 124). It simply means that the presence of political and economic corruption promotes the strengthening of rent-seeking behavior among the local and international business people. On the contrary, the chances wherein the market will be dictated freely by the movements of supply and demand increases in case of the absence of lobbying, bribery, and political corruption. In a free market economy, movements in supply and demand dictate the market prices of goods and services. In the absence of a direct government regulation, sellers will have to encourage the buyers to purchase the products and services they offer to the public by making the market price more attractive. Because of the presence of political and economic corruption, it is not easy to control unfair business practices. It is difficult to abolish the pre sence of rent-seeking behavior because of self-interests among the government officials and the business people within a market economy. In line with this, government officials who have the political power to either grant tax protection or give monopoly right to a large corporation is often tempted to accept irresistible offers or bribes coming from the big-time players in the business world. As a way of earning more money, business people would always grab the chance of becoming protected by the government officials whenever possible. Since the general public is the one who votes for the members of the government officials, rent seeking behavior in economics terms does not always occur as a collective decision-making process but a larger context of public choice. This makes rent-seeking behavior a major public choice problem.  Looking back at the card game experiment our team had in class, the practice of rent seeking behavior is not possible since the experimental case study has dictated all the conditions behind the game. No matter how hard we try to manipulate the game, there is no other way our team could win the contract but luck. In case our team gets lucky enough to be randomly selected by the local government, we win the contract. If not, our team will always have to pay the paper work and legal fees even without winning the license.

Research Paper Lawsuits Example | Topics and Well Written Essays - 1250 words

Lawsuits - Research Paper Example Yet it would not be long before the Pinto was everything but amusing to Ford Motor Company. There had only been twenty-nine months between Iacocca’s decision to manufacture the car and its introduction for sale. That is a very short time in the design and manufacture of an automobile, as the average timeframe is usually between four and five years. Yet the race was on, and as a result, design flaws were no doubt inevitable. And there was a flaw on the Pinto: the gas tank was placed behind the rear axle, making it extremely vulnerable to rear collisions. Some would later call the car a rolling bomb. Thirteen year old Richard Grimshaw found this to be an all too painful fact. On May 28, 1972 in San Bernardino, California, the boy was a passenger in a 1972 Pinto that was hit in the rear by another car. The Ford burst into flames, the driver was killed, and Grimshaw suffered burns over ninety per cent of his body. His family and the driver’s heirs filed suit against Ford (C raig, â€Å"Grimshaw and Grays..†). In 1978, the jury awarded Grimshaw $2.8 million in compensatory damages, which is not shocking considering the by then the young man had suffered through over seventy surgeries. Yet the surprise of the verdict was the fact he was awarded $125 million in punitive damages, a record breaking award that based on 2012 dollars of $440 million would be astronomical even in today’s tort happy environment. The case was eventually settled for something over six million dollars (Dunn, 2000). II. Risk Management for Lawsuit Prevention It was not the fact that the Pinto was inherently dangerous in its design that inflamed the Grimshaw jury; it was Ford’s own greed. The Company knew about the flaw as early as the pre-production stage, yet had issued what was referred...Ford could have saved all of the headaches it wound up if it had only instituted the tiny eleven dollar modification to the car during the design process. Iacocca was never t old about the flaw and probably did not want to hear about it, insisting the car be 2,000 pounds and sell for $2,000. Yet later he said in his autobiography that â€Å"Honesty is the best technique I use†. He also said something that was chilling, that one should be willing to sacrifice to accomplish his goals. In the Grimshaw case, Ford would have been well-advised to try to settle the suit way before the trial. Perhaps they did, for a ludicrous sum. As far as the car itself, Ford kept it around for nine years, but shortly after the criminal case concluded, the Pinto slid into the history books with over two million units sold. Ford probably eventually made a profit with the car, but it is continually on everybody’s â€Å"worst cars ever† list. Yet it should also be noted that its chief competitor, the Chevy Vega, also appears on those lists, mainly for reliability issues.

Gibson Kente Essay Example for Free

Gibson Kente Essay Gibson Kente: Arguably the most popular playwright-director in South African Theatre history is â€Å"Bra Gib†, Gibson Kente. Born in 1932, Kente became the father of Black Theatre. He was a great patriot and founding father of Black Theatre in South ; an effective voice of the oppressed though the arts, he articulated the socio-economic imbalances created by the apartheid regime. Kente was not only an artist but also a vehicle for change. He conscientised the nation through music and theatre and gave a nation confidence in the midst of repression and brutality. Kente was largely unknown to the white theatre-going population of South Africa – however he produced 23 plays and many TV dramas from 1963-1992. Kente grew up in Duncan Village, a black village in the Eastern Cape. He was schooled at a Seventh-Day Adventist College in Butterworth. In 1956, he moved to Johannesburg and enrolled at the Jan Hofmeyer School of Social Work. He eventually abandoned his studies after he joined a black theatre group called the Union Artists. This is where he embarked on his career writing, producing and directing, where he created the unique genre referred to as the â€Å"township musical. Kente developed a style and pattern for his plays specifically to deal with the challenges and needs of his audiences. His plays were melodramas of township life, which were performed in an over-the-top, stylized manner using stock characters and a declamatory style of performance. His style of directing his actors to ‘overact’ was in order to compens ate for many of the townships venues which had poor acoustics. His use of music, movement, gesture, gimmicks, dance and acrobatics were directly related to his problem with township venues. These large halls were not complimentary to any type of method acting. The movements had to be unnaturalistic, the acting was vigorous and exaggerated well beyond reality, in order to have an impact on the eye and the ear. There was also a devaluing of dialogue – the dialogue is in English, however, most of it was inaudible because of audience noise and interaction, bad voice projection in the acoustically unsound halls, the musical band and unfamiliarity with words from the script. The audiences were not there to appreciate the subtlety of language through the use of puns or witticisms – they were there to be entertained through the stock characters antics – to recognize themselves on stage. Kente’s aim was to fill township venues and he did. The majority of his plays are stylistically similar: the acting style hardly varies, the story development is superficial, there is an absence of conflict other than the physical fights and the slanging matches between characters. The plots were simple – they were made up of occurrences which were happening in the townships and in daily township life. Ian Steadman writes in his article Alternative Politics, Alternative Performance: 1976 and Black South African Theatre that â€Å"while he [Kente] has been criticised by more radical Black Consciousness proponents for being a-political, Kentes theatre succeeds in creating social comment and criticism – sometimes by implication, at other times by direct proseltism† (1984: 219).

Placental Ruminants and Herbivorous Marsupials of Australia Essay

Placental Ruminants and Herbivorous Marsupials of Australia The marsupial animal species that have evolved on the isolated continent of Australia are unique compared to the rest of the animal kingdom in many ways due to the harsh and distinctive environment found on the continent. The major area of marsupial biology that distinguishes them from all other eutherian mammals is their mode of reproduction. However, it can be said that there are many other areas in which unique differences can be seen between marsupials and eutherian mammals; one such area of adaptation is in the anatomy and physiology of digestion, which distinguishes them from many other similar animals worldwide. The foregut fermenters, such as kangaroos and wallabies, evolved in regions of poor forage quality to be able to extract the most nutrients out of the poorest feeds. Fermentation in the foregut has many advantages over hindgut fermentation, which is seen in marsupials such as the koalas and wombats. The anatomy and physiology of the digestive tracts of both types of fermenters, however, are uniquely suited to their individual modes of nutrition. It can be suggested that the foregut fermenters of the marsupials are very similar to the eutherian ruminants, as both types of adaptations are designed to increase fiber digestibility and increase nutrient absorption. However, there are many major differences between the two groups. Ruminants have developed a four-chambered stomach system, which is not seen in the marsupials, as well as a rumination cycle which allows for the rechewing of previously ingested meals. While regurgitation may be evident in marsupials, it is, however, not analogous to rumination, and is instead called â€Å"merycism.†... .... 23 March 2004. Milewski, A.V. and R.E. Diamond. 2000. Why are very large herbivores absent from Australia? A new theory of micronutrients. Journal of Biogeography. 27(4): 957-978. Russell, J.B. 1988. â€Å"Ecology of Rumen Microorganisms: Energy Use.† In Dobson, Alan, and Marjorie J. Dobson, eds. Aspects of Digestive Physiology in Ruminants: Proceedings of a Satellite Symposium of the 30th International Congress of the International Union of Physiological Sciences. Cornell University Press: Ithaca, NY, pg 74-98. Stevens, C.E. and I.D. Hume. 1995. Comparative Physiology of the Vertebrate Digestive System. Cambridge: Cambridge University Press. Strahan, Ronald, ed. 1995. The mammals of Australia. Smithsonian Institution Press: Washington, DC. Van Soest, Peter J. 1994. Nutritional ecology of the ruminant. Ithaca: Comstock Publishing. Placental Ruminants and Herbivorous Marsupials of Australia Essay Placental Ruminants and Herbivorous Marsupials of Australia The marsupial animal species that have evolved on the isolated continent of Australia are unique compared to the rest of the animal kingdom in many ways due to the harsh and distinctive environment found on the continent. The major area of marsupial biology that distinguishes them from all other eutherian mammals is their mode of reproduction. However, it can be said that there are many other areas in which unique differences can be seen between marsupials and eutherian mammals; one such area of adaptation is in the anatomy and physiology of digestion, which distinguishes them from many other similar animals worldwide. The foregut fermenters, such as kangaroos and wallabies, evolved in regions of poor forage quality to be able to extract the most nutrients out of the poorest feeds. Fermentation in the foregut has many advantages over hindgut fermentation, which is seen in marsupials such as the koalas and wombats. The anatomy and physiology of the digestive tracts of both types of fermenters, however, are uniquely suited to their individual modes of nutrition. It can be suggested that the foregut fermenters of the marsupials are very similar to the eutherian ruminants, as both types of adaptations are designed to increase fiber digestibility and increase nutrient absorption. However, there are many major differences between the two groups. Ruminants have developed a four-chambered stomach system, which is not seen in the marsupials, as well as a rumination cycle which allows for the rechewing of previously ingested meals. While regurgitation may be evident in marsupials, it is, however, not analogous to rumination, and is instead called â€Å"merycism.†... .... 23 March 2004. Milewski, A.V. and R.E. Diamond. 2000. Why are very large herbivores absent from Australia? A new theory of micronutrients. Journal of Biogeography. 27(4): 957-978. Russell, J.B. 1988. â€Å"Ecology of Rumen Microorganisms: Energy Use.† In Dobson, Alan, and Marjorie J. Dobson, eds. Aspects of Digestive Physiology in Ruminants: Proceedings of a Satellite Symposium of the 30th International Congress of the International Union of Physiological Sciences. Cornell University Press: Ithaca, NY, pg 74-98. Stevens, C.E. and I.D. Hume. 1995. Comparative Physiology of the Vertebrate Digestive System. Cambridge: Cambridge University Press. Strahan, Ronald, ed. 1995. The mammals of Australia. Smithsonian Institution Press: Washington, DC. Van Soest, Peter J. 1994. Nutritional ecology of the ruminant. Ithaca: Comstock Publishing.

Isolation and Alienation in Sylvia Plath’s The Bell Jar Essay

In Sylvia Plath’s modern novel, The Bell Jar, the main character Esther isolates and alienates herself throughout the book because she mentally ill. Because her descent into a deep depression is slow and she leads a productive life when the reader first meets her, this descent seems rational to the reader in the beginning. Esther has an artsy soul. She is a writer and dreamer. When she does not make it into the writing program she is hoping for, she feels as though her life starts to lose purpose and we see her unwind. Esther is lucky enough to be spending a month in the summer in New York as a scholarship winning junior editor/ intern for a ladies magazine but she does not enjoy this experience as much as she feels she should. Esther spends her evenings out and about in the glamorous city trying to forget about Buddy Willard, a boy she dated in college who developed tuberculosis. Esther’s feelings of depression begin on this trip as she loses interest in both her work and social life and only worsen with time. Esther begins to realize her feelings of deep discontent are not normal â€Å"I knew something was wrong with me that summer, because all I could think about was the Rosenbergs and how stupid I’d been to buy all those uncomfortable, expensive clothes†¦and how all the little successes I’d totted up so happily at college fizzled to nothing†¦ along Madison Avenue.† (Plath, 1-2) Although Esther understands there is something abnormal about her emotions, it takes her a while to realize how deeply mentally ill she really is. Her peers are all happy and excited to be in New York pursuing their future careers but Esther is unable to share their enthusiasm in any of it. Esther begins avoiding her friends and social situations and retreats further into her own thoughts and emotions. Esther’s depression steadily worsens once she returns home. She is devastated when she is informed she has been rejected from the writing program she planned on attending and is left unsure about what to do with her life. â€Å"But when I took up my pen, my hand made big, jerky letters like those of a child, and the lines sloped down the page from left to right almost diagonally, as if they were loops of string lying on the paper, and someone had come along and blown them askew.† (Plath, 106) Esther starts noticing many odd changes with herself, such as a loss of writing talent and constant thoughts of suicide. She feels she is losing her identity as a writer and therefore her grip on reality. Esther attempts suicide more than once and is dragged to several psychiatrists and mental institutions before landing in a private institution in the capable hands of Dr. Nolan who helps her slowly ascend from her suffocating â€Å"bell jar.† This book gives the reader a look inside what it is like to be severely mentally ill. Esther avoids everyone including those who used to be her best friends and attempts suicide more than once. That is why alienation is the most outstanding theme in this novel.

Leadership in Healthcare

Contents Introduction2 Interactive Model of Leadership3 Measure to Analyse Leadership Skills5 Introduction5 Critical Factors5 Identifying Leadership Gaps5 Closing the gaps6 Nature of Motivation, Satisfaction & Performance8 Task Orientation among Teams8 Nature of group & group development8 Leading Virtual teams8 Creating the Virtual Team9 Conclusion9 References10 Introduction The organization chosen for this assignment is Bupa Care Services, Leeds, UK. Founded in 1947, Bupa Care Services have believed in the motto that they should help people live longer, happier & healthier lives with provision of good quality healthcare.Bupa not being open to shareholders works purely for the benefits of its patients. Their various initiatives in terms of investment are aimed at better healthcare for their patients. The focus of this assignment is on the leadership programme conducted by Bupa in â€Å"Caring for elder people† Bupa, through its network of residential hospitals, retirement home s & nursing homes in the UK, Australia, Spain and New Zealand takes care of thousands of elder patients.Over a period of time with increase in experience they have identified lacunas in their processes and reached a maturity to excel in innovation and development of care facilities for the elderly. With collaborations with researchers, expert partners and academics they aim to find innovative ways to improve their services With the society at large being dominated by ageing individuals, it introduces the healthcare domain with new challenges to address. It is more prevalent in developed countries which have a strong healthcare system to support individuals during their more productive phase in life thus improving their life expectancy.Globally speaking, it is estimated in the next two decades that there would be about twice the percentage of elders in the UK as compared to today, while individuals who have completed their centenary would be 4 times as compared to today. In Australia , the numbers are expected to increase from the current 0. 2 million to an estimated 0. 5 million in the next two decades. A more similar trend is predicted in New Zealand whereby the current count is estimated to be doubled in the next three decades..The programme aims at trying to profile care home population, support initiatives to garner funds, target improvement of healthcare aspects and a aim at the greater good for improving the standard of living of the elderly. The programme was conducted under the able leadership of Mark Ellerby, Managing Director, Bupa Care Services and Dr. Clive Bowman, Medical Director, Bupa Care Services. Interactive Model of Leadership Response from people today in a corporate team based culture is largely influenced by the behaviour of their leaders.People like if their leaders are with them rather then above them, which gives them a feeling on belonging in the team and not a slave to the system. This calls for an innovative and lateral shift in the thinking behaviour on part of the leaders to be effective in their workplace. The interactive leadership development program helps leaders learn to effectively make that shift & excel as team players. The program offers a new lease of life and offers an opportunity for to be leaders to benchmark their skills against the best practises from around the world which is supported and well documented through a world class study of ore than three decades. The intent of the program is to make candidates test their inner skills and coach themselves against external actions. It provokes them to improve upon their competencies and be better leaders to achieve higher performance with results which have a long lasting impression. The research on interactive leadership has been conducted by founder David H. Burnham and Harvard psychologist Dr. David C. McClelland basis which they have observed the way leaders behave and most importantly how they think in the most critical of situations.The focus of the program is to inculcate a thought process to be able to engage with individuals and groups, improve the emotional intelligence and have a dedicated focus on results. Let’s now focus on applying the model to the leadership programme at Bupa Care Services. The primary premise on which the interactive leadership works is: Thoughts drive Actions to create Outcomes. Participants are given the opportunity to work through simulations, perform exercises and activities in each of the critical areas in order to: Experience and evaluate how their present thinking will help them drive outcomes in future ? Develop and invest in specific goals which would prepare them for any future change ? Identify the key areas that need development and have conscious thought process to achieve them ? Learn the nuances to make the change(s) happen. Measure to Analyse Leadership Skills 1 Introduction Leaders are aware of change and it is obvious to them that they need to adapt to the change as ind ividuals as well as a group and the industry at large.But considering today’s uncertain and complicated work culture, the importance lies in understanding the importance of leadership skills. The entire healthcare domain for years have been operating in a dynamic world with changes impacting everyone including insurance companies, healthcare providers, device firms and pharmaceutical to a great extent. The industry has been boosted by the advent of technology, newer & improved means of care, a more dynamic business model. Regulatory authority and ethical issues add to the existing woes of the healthcare industry.With such complexities, organisations find it cumbersome to identify the leadership talent which can help them set direction, gain commitment from employees as well as from partners and drive high quality care for the patients. With a volatile environment, the healthcare sector is looming large on drastic changes ahead in time and at the present moment; it is already amidst a phase of rapid change. This demands high levels of expertise in technology and thorough bred professionals with good leadership skills to be able to swim in the rough waters.The other problem for the healthcare domain is that it is extremely difficult for them to classify their challenges since these are multi dimensional and of a complex nature. In order to address these challenges, common strategies and processes have to be developed which would enable the organization to achieve high performance. It is the need of the hour and even a need for Bupa Care Services. 2 Critical Factors 1. Improve the ability to lead subordinates and work in groups. Leaders should be able to collaborate and should be capable of creating a culture to influence participation from all members in the group.It is also important for leaders to be able to deal with problem subordinates. 2. Create strategies to provide current and future leaders broad holistic view. In order to have a holistic view, l eaders are expected to have some critical qualities like self awareness, career management and functional know how. A majority of the leaders today have been found wanting in these critical areas. Such limitations are expected to be overcome through continuous training and development, feedback sharing, coaching and succession planning. 3. Leaders possess important strengths.They are well equipped to handle change and have the ability to achieve the end results. They possess some key additional qualities like cool composure, quick learning capability and clarity in thought process. Such qualities inherited by leaders provide enough proof that the healthcare leaders are a capable bunch of individuals who are assets to the industry. 3 Identifying Leadership Gaps Like in every exercise which involves comparison of two levels of attributes in any individual, there would always be some gaps in the expected level and actual level.With leadership this disparity can be arrived by the differ ence in current skills to expected skills. With this understanding, organizations can come up with powerful strategies to build a capable pool of able leaders. The process of identifying gaps leads us to the characterizing certain attributes which are important for leadership skills and certain factors that are termed as derailment factors. Important Factors 1. Resourcefulness. Possesses multiple qualities such as good decision making under pressure, setting up intricate systems, analytical thinking, flexible behaviour and problem solving skills.Gets along with seniors and has the capability to deal with higher management responsibilities. 2. Result Oriented. Has the capability to get things done by carefully investing in ideas and thrives to overcome hindrances with a dedicated focus. Can stand up and take responsibility to handle tasks individually and at the same time is open to learn from others to accomplish the task. 3. Quick Learner. Has the capability to quickly assimilate b usiness and technical know-how. 4. Decisive. Always looks for prompt and precise solutions to any of the management problems which otherwise would be slow and sluggish. . Leading Subordinates. Strong delegation powers and provides opportunities to budding subordinates to show case their talents. Always on the look out for fresh talent for hiring. Has an unbiased approach towards his subordinates. 6. Handling Problem Subordinates. Tries to understand the problem subordinate and only after proper evaluation decides to act upon a problem employee. Shows enough fairness and is unbiased with problem employees. 7. Encourages participation. Is a good listener and takes everyone’s opinion before arriving at a decision. 8. Handles change.Is always expecting changes and is ready to adapt. Also, takes efforts to overcome any resistance from his other subordinates with a view that the change has its benefits in the long run. 9. Build relationships. Capable of building and maintain good r elations with subordinates and external parties. Masters the skills of negotiation without hurting any of the subordinate sentiments. 10. Compassionate and Sensitive. Genuinely interested in solving others problems and is sensitivity to employees’ needs. 11. Composure. Does not get into blame game over a mistake committed by anyone in the team.Handles the problem calmly and looks at solving the same quickly. 12. Personal Life. Strikes a balance between his working commitment and personal life. Neither of them is ever side tracked. 13. Self-Awareness. Knows his strengths and weaknesses and has the willingness to improve. 14. Puts people at ease. Displays the right amount of warmth to people and has a good sense of humour. Having a good sense of humour is not at the expense of hurting subordinates sentiments. 15. Manages his career. Remains focussed towards building this career through continuous investing in training, coaching and feedback.Derailment Factors 1. Interpersonal R elationships. Finds it difficult to get along with subordinates which indirectly impact his work. 2. Building and Leading a Team. Finds it difficult to build and lead a team. 3. Manage change. He is not able to manage change. Finds it difficult to adapt to change and inherently shows resistance to change. 4. Fails to achieve goals. Finds it difficult to keep up with his commitments and fails to meet business objectives. 5. Narrow thinking. Does not get into details and fails to have a holistic view. 4 Closing the gapsTo close the leadership gap in the areas identified, organizations and individual leaders will need a solid understanding of the skills and behaviours required to be effective in each area. Here, is the starting point for understanding five areas that healthcare leaders and organizations should emphasize: 1. Leading employees. This requires a leader to be self aware and have strong interpersonal skills. They need to invest in creating and building a team. They provide a mple opportunities and challenges to their subordinates which is followed up with continuous guidance and coaching. They look at being mentors to future leaders. . Encourage participation. A leader should look at getting his teams involved, build a consensus and have a concurrent decision with everyone’s strong participation. Should be able to communicate well and also be a good listener in order to be able to get the best out of his team members. Looks at multiple perspectives before arriving at a decision. 3. Relationship Management. A leader should look at building relationships with his subordinates and also be fair in handling these relationships. He should be able to relate to all kinds of people and easily gain support and respect of peers, senior management and customers. . Self-Awareness. Be aware of ones strengths and weaknesses. Some one who is aware of his own being will always seek feedback from others and try to improve him continuously. He would be open enough to admit his mistakes and self correct himself. 5. Organizational perspective. A leader should have a broad and holistic organizational view. If the thinking is narrow then it would hurt the team was well as the organization in the long term. Should be capable enough to handle the tactical and technical points required to manage his work. Nature of Motivation, Satisfaction & PerformanceMotivation is something that makes people performs better. However, not everyone gets motivated by the same things: Someone who is motivated might be satisfied and would perform better by getting additional responsibilities, whereas someone would gets some flexibility in his working style might get motivated to perform better. It merely means that motivation to every individual might mean differently and his response to it would also differ. The various initiatives take at Bupa Care Services to contribute to the overall success of the leadership programme are listed below 1.Clinical Leadership: Direct or of mental and physical disability care, Dr Graham Stokes, is responsible for driving forward the quality and scope of care for people living with mental and physical disability in Bupa’s care homes in the UK, Australia, Spain and New Zealand. 2. Fund Raising: Bupa is continuing their successful partnership with Alzheimer’s Society in England and Wales, and Alzheimer Scotland for the Bupa Great Run Series. They managed to raise close to ? 1 million in 2009, which is evidence of the shared commitment to continue to raise awareness of mental and physical disability.Bupa has sponsored the Great Run Series for 17 years, making it one of the longest-running sporting partnerships in the UK. 3. Boosting Research: Alzheimer’s Society and the Bupa Foundation have formed a partnership to pioneer and boost research into physical & mental disability and its causes. They jointly launched a ? 1. 5 million fund to support research into the cause, cure, care, and prevention o f physical & mental disabilities. Task Orientation among Teams Every organization wants to have a well collaborated team which can provide results effectively.There are many factors which would define a team’s success but the key factor being a leader’s vision and control over his team. Leaders have to be a mix of task and team orientation. This capability to leverage on both orientations enhances the ability build trust, create stability, and bring effectiveness among the team. The various task orientation initiatives taken at Bupa Care Services are listed below. 1. Pioneering Champions: Alzheimer’s Society and Bupa have joined together to launch the first ever physical & mental disability Champions programme across 190 Bupa specialist care communities in the UK.The programme aims to develop in-house bred leaders to combat physical & mental disability care in their place of work and has been successfully piloted in Bupa care homes. By changing the culture, the physical & mental disabilities champions aim to further improve quality of care and quality of life for people with physical & mental disability. 2. Supporting careers in their own communities: Bupa’s partnership with the charity for physical & mental disability aims to build capacity by developing new Admiral Nurse Posts in communities not served by this specialist nursing discipline. Physical & mental disability Pioneers’ are appointed to selected areas to spearhead development plans. The work of the Admiral Nurse in helping families and those living with physical & mental disability is well proven. Admiral Nurses have a significant role in helping families cope with the difficulties faced through their journey with physical & mental disability. Nature of group & group development There are four distinct stages that a group passes through as it comes together and starts to operate. The process can be known to all, but an understanding of the stages can help everyone attain effectiveness more quickly. . Forming: Being humans, everyone thrives to be accepted in their groups and also looks to avoid getting into conflicts. Everyone has a part to play in the entire jigsaw puzzle and thus they avoid getting into issues and hurting others feeling. But they have to accomplice their task by being in touch with their sub ordinates in order to achieve the results. 2. Storming: Every group has Individuals with varied natures. Some have a high degree of patience while some just get annoyed at everything. Similarly there is a threshold to everyone’s patience which eventually might lead to minor disputes or confrontations.These might be related or totally unrelated to work. 3. Norming: As we progress from the storming stage, the group matures and starts understanding their roles and responsibilities. These become more clear and each one agrees to follow the same. They start understanding each other better having gone through the grind during the stormi ng stage. This eventually would lead to forming a cohesive unit which is capable of achieving the desired results. 4. Performing: Reaching this stage for any group is an achievement as not many groups reach this stage.Having attained this stage signifies that the group is highly collaborative and works as a cohesive unit. The group possesses high morale and has created a identity for itself which reflects through their loyalty for each of the members. Leading Virtual teams The last couple of decades have seen rapid globalisation which has also made an impact on the healthcare domain. Challenges have come up with leaders expected to manage teams which are geographically diverse in terms in distances and time zones and not being co located.The problems however with managing virtual teams especially in the healthcare domain has not received enough importance the world over. 1 Creating the Virtual Team With the above problem statement, leaders today have an inherent wish to be able to s elect team members based on their ability to work in virtual teams. However, in the healthcare domain, this is not an option which is readily available since there are very limited options available when it comes to having the right skill sets. The choices are therefore made as far as ossible; collate team members who have experience in virtual teamwork, rest of the parameters remaining same. 1. Discovering Commonalities: It is a difficult task to find commonalities within virtual teams as it is very much possible that the team leader has never met all members face to face and thus does not have enough data points to gauge them on a level scale. Extra efforts have to be taken by the leaders to Identify commonalities between people to actually arrive at trying to group similar minded or similar skilled team members together. . Creating Trust: Trust and respect cannot be commanded, it is almost always earned from the members of a team that trust each other and will go far in working t ogether as a team. It is important to make every member valued and appreciated. Everyone should be given the opportunity to voice their opinion and all opinions need to be heard. 3. Understanding team dynamics: Within virtual teams, there are no visual or physical cues and thus it makes it challenging for the leader to understand the team dynamics.The likes and dislikes of the team members are also difficult to assimilate since the communication most of the times would be on phone or emails. 4. Team member interaction: An important component of virtual teams else would be difficult to handle such diverse user groups. Working virtually sometimes has its limitations that some of the team members might get missed out in the communications and which would be harmful for the team as a whole. It is sometimes observed than one member gets invited to fewer and fewer meetings and suddenly one is a non-entity on the team.Now imagine this happening with multiple team members. 5. Communication: With virtual teams, there are various ways in which the communication happens – phone, phone conference, video conference, email, internet, chat rooms and IM. The leaders have to be well conversed with all these medias and should decide on the right channel when communicating with the members of the virtual team. Conclusion Hoping to get immediate results, healthcare organizations cannot be investing in too many leadership programmes especially in the uncertain times.Therefore, it is important for the team to be conservative when it comes to making such decisions. Yet, it should be noted that leadership talent and technical expertise are necessary to meet the population’s healthcare needs, manage operations and find innovative and effective solutions to complex challenges. Good leadership initiatives, then, are essential for success. To start with, healthcare organizations have the opportunity to re-assess their organizational leadership capabilities and begin focused efforts to develop leaders and create a culture of collaboration.References Ellerby, Mark and Dr. Bowman, Clive, Bupa Care Services, 2011, â€Å"Healthcare leadership in caring for older people† CCL Report Jun, 2010. â€Å"Addressing the Leadership Gap in Healthcare† retrieved on 29th September 2012 from â€Å"Group Dynamics: Basic Nature of Groups and How They Develop† retrieved on 29th September 2012 from < http://managementhelp. org/groups/dynamics-theories. htm > â€Å"Stages of Group Development† retrieved on 29th September 2012 from â€Å"InterActive Leadership†, Burnham Rosen Group retrieved on 29th September 2012 from