...illuminating way. It's one of those papers, I suspect; that some people will react to by thinking: "I wish I had written that!" Further, I can see others I know well in the field as fitting'the description of the tempered radical, at least in some circumstances and at different times. The reviewers, while suggesting changes, as reviewers do, were also very taken with the paper. It is intellectually interesting, and evocative. It provides us with a perspective on organizational issues that is typically glossed. It opens an arena for organizational analysis that is missed in r most theoretical frameworks. Tempered radicals, Meyerson and Scully argue, are individuals who identify with and are committed to their organizations and also to a cause, community or ideology that is fundamentally different from, and possibly at odds with, the dominant culture of their organization. Their radicalism stimulates them to challenge the status quo. Their temperedness reflects the way they have been toughened by challenges, angered by what they see as injustices or ineffectiveness, and inclined to seek moderation in their interactions with members closer to the centre of organizational values and orientations. The paper is a scholarly treatment of a complex concept. It is radical in its charge to us to see new possibilities in the study of organization. It is tempered, even hopeful, in its prescriptions for harnessing participants who are often on the margins of organizational life and who have much...
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...Suzhou 215123, P.R. China. 3 School of Pre-clinical Medicine and Life Sciences, Medical College, Soochow University, Suzhou 215123, P.R. China. 2 1 Accepted 23 July, 2008 Tolypocladium sp. Ts-1 was isolated from the fruiting body of a wild Cordyceps sinensis, one of the best known traditional Chinese medicine and health foods. The antioxidant activities of hot-water extracts from cultured mycelia of Tolypocladium sp. were assessed in different in vitro systems. The extracts showed superoxide dismutase (SOD) activity of 35.6 U/mg protein and are effective in scavenging superoxide radical in a concentration dependent fashion with IC50 value of 1.3 mg/mL. As a reinforcement of the action, similar radical scavenging effects of the extracts were also discerned with both site-specific and non site-specific hydroxyl radical using the deoxyribose assay method. 1,1Diphenyl-2-picrylhydracyl (DPPH) radical scavenging activities of the extracts reached more than 75.2% at the concentrations of 3-6 mg/mL. The extracts showed moderate reducing power and ferrous ion chelating activity. Moreover, the protective effects of the extracts against hydrogen peroxide (H2O2)induced lesion to rat PC12 cell (pheochromocytoma cell line) was observed in a dose-dependent manner from 0.25 to 2.0 mg/mL. Our results suggest that the aqueous extract...
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...illuminating way. It's one of those papers, I suspect, that some people will react to by thinking: "I wish I had written that!" Further, I can see others I know well in the field as fitting the description of the tempered radical, at least in some circumstances and at different times. The reviewers, while suggesting changes, as reviewers do, were also very taken with the paper. It is intellectually interesting, and evocative. It provides us with a perspective on organizational issues that is typically glossed. It opens an arena for organizational analysis that is missed in most theoretical frameworks. Tempered radicals, Meyerson and Scully argue, are individuals who identify with and are committed to their organizations and also to a cause, community or ideology that is fundamentally different from, and possibly at odds with, the dominant culture of their organization. Their radicalism stimulates them to challenge the status quo. Their temperedness reflects the way they have been toughened by challenges, angered by what they see as injustices or ineffectiveness, and inclined to seek moderation in their interactions with members closer to the centre of organizational values and orientations. The paper is a scholarly treatment of a complex concept. It is radical in its charge to us to see new possibilities in the study of organization. It is tempered, even hopeful, in its prescriptions for harnessing participants who are often on the margins of organizational life and who have much...
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...6 December 2011 Radical Couch Potato. The concept of being radical conjoins up images of out of control extremists seeking to institute drastic change and forcing it upon everyone. The thought of doing nothing also has radical implications. Dose placing the extremist next to the couch potato present an easy contrast to examine or do they share more in common than we would anticipate? It’s hard to determine which course, action or lack of action, is the scariest. The wearing blinders approach is a contributing factor to many social problems that we all face. Our acceptance of these views makes us equal to the ones presenting them. We witness the viewpoints of radicals every day in the news media. They draw the major attention and focus due to the fact they prey upon the emotions and fears of ordinary people. Groups and individuals expressing extreme beliefs sometimes seek a response that may be violent, and that scares us most of the time. That’s why being bystanders produces no action or outcome, which is considered radical, unlike the activist who displays their agenda openly. The media allows these far reaching actions and ideas to consume our narrow view of our world. By taking little or no action against the militants who seek to control the destiny of the majority we become the militant through our inaction. The political process produces differing opinions, which many are considered deep-rooted in their parties. The extreme right verse...
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...to hospital discharge, neurologic impairment often remains a lasting morbidity (Becker et al., 1993). A large body of evidence from animal models indicate that hyperthermia (a temperature higher than the threshold value of 37C) due to brain injury or ischemia can exacerbate the degree of permanent neurological damage following cardiac arrest. Each degree Celsius higher than 37C can cause cerebral destruction through increased metabolic expenditure, excitatory neurotransmitters resulting in calcium cellular reflux and accumulation of oxygen free radicals (Busto et al., 1987). To improve the outcome of patients who survive cardiac arrest requires not only reducing the ischemic process as quickly as possible, caused by cardiac arrest, but also preventing post resuscitation syndrome caused from reperfusion (Safar, 1993). Cerebral reperfusion after successful resuscitation can trigger harmful chemical cascades such as oxygen free radical production which can result in multifocal brain damage. Therapeutic hypothermia (TH) is considered as an effective method for reducing the deleterious neurological outcomes in patients who have out-of-hospital cardiac arrest. Clinical and animal studies have shown that TH following cardiac arrest reduces both the cerebral metabolic rate and oxygen demand and it is thought to attenuate reperfusion injury, global inflammation and endothelial dysfunction, all consequences of cerebral ischemia. Over the...
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...Congratulations you completed the questions, time for some feedback. Please cut and paste this feedback if you would like to refer to these materials later - you will not be able to access this information without taking the survey fully again. Six dimensions of personality were measured for you: honesty/humility, emotionality, extraversion, agreeableness, conscientiousness, and openess to experience. There is no right or wrong score, this type of information helps us understand how we see, hear and feel about the world. The scales are scored from 1(low) to 7 (high). Honesty and Humility Your score on Honesty Humility is 5 If you score high on Honesty-Humility, you are likely a genuine person who is unwilling to take advantage of others as a means of getting ahead. You are not overly concerned with material goods or other signs of social status, and are therefore not particularly motivated] by either of those things. You view yourself as an ordinary person and you do not feel entitled to better treatment than those around you, making you very humble. If you score low on Honesty-Humility, you may consider bending the rules and stepping on others to get what you want, if the right situation presents itself. You have an appreciation for luxury and wealth, and you are motivated by monetary rewards or social status. You are aware of the things you deserve in life, and therefore you do not settle for less. Emotionality Your score on Emotionalitiy is 6 If you score high on...
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...towards diverse others. In a study of topical relevance, Strauss and Connerley (2003) explored the relationships between race, gender, agreeableness, openness to experience, contact and cognitions, feelings & behaviors. The Universal-Diverse Orientation (UDO) construct was employed as a measure of attitudes towards diversity. This metric has three components: realistic appreciation (cognition), comfort with difference (feeling) and diversity of contact (behavior). Based on a survey of 252 undergraduate business students from two different institutions in the US, the study found partial support for the hypothesis that women and non-Whites have more positive UDO attitudes. Gender plays a role only as a first step. Persons who rate high on openness to experience would have more positive UDO attitudes. Surprisingly, the findings did not support the view that people living in more heterogeneous environments would have more positive UDO attitudes. Contact, gender and race would interact with openness and agreeableness to predict UDO attitudes. Women had more favorable attitudes at high levels of openness than men. The findings suggest that the cognitive and affective components of UDO attitudes were impacted by agreeableness alone, and the behavioral component was significantly related to race, agreeableness, openness and contact when all variables were included in the model. Agreeableness emerged as the most important predictor of attitudes....
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...the Taran Swan case , does Swan 's team display the characteristics of high-performance teams ? If so , describe the way in which her team resembles a high-performance team Taran Swan 's team displays the characteristics of high-performance teams such as trust , effective organizational culture , and the management of relationships According to Katzenbach and Smith (1993 , a team 's performance .calls for both individual and mutual accountability (pg . 1 . In other words , trust between team members is essential to a team 's overall performance . This particular trait improves communication between team members and eases the tension of teamwork Taran Swan 's delegation of work required a profound degree of trust in her employees Swan appointed Friedman and McCarty as co-vice-presidents of marketing Even though the two of them had little or no experience in marketing Swan trusted in their own inherent talents to accomplish the marketing campaign . Friedman said , I kept telling Taran we needed to hire someone , but she said we were doing a fine job . I told her I 'd never done this before , but she said `It 's okay , you 'll figure it out ' Taran had faith in us that we could learn to do it and work together (pg 8 . Because of the strong belief in the individual , efficiency heightened in the situation , they were poised to give their best and deliver excellent service that would be in the best interest of the team . It worked In Managing Your Team by Linda A . Hill...
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...International bank 1. Based only on the consultant’s summary, I think that A.M. is the best person as the leader of the group of loan officers, as the formulization in the organization and professionalism of officers can substitute for the task-oriented and people-oriented leadership. 2. Besides the summary on three candidates, I think some following considerations should be taken into account for selecting the best candidate: the condition of external environment, the bank’s expectations from the leader and the present situation of the group, especially the quality of the group members. Then I will analyze these points respectively: The condition of external environment: facing the collapse of Mexican peso, the risky and adventurous leader can better adapt to the unstable environment. And people-oriented leadership will be more suitable and successful in the changing condition. the bank’s expectations from the leader: the bank believe that the loan officers needed to be reined in, thus, the leader should feel comfortable when using the position power to manager employees. The leader likes authority. The present situation of the group, especially the quality of the group members: in the long run, employees’ professionalism would substitute for both the task oriented and people-oriented leadership. To sum up, based on these situations, leader should be the one who can overcome the problem by using the position authority to control the loan officers. Among these three candidates...
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...The Big 5 Personality Inventory The highest scoring area of the “Big 5 Personality Inventory” was “openness to Experience. The assessment said that, ”people with high scores are described as adventurous, imaginative, and variety-loving (Manning 311).” I scored 34 out of 35 in this area, and it is one of the three areas that do well with leadership. The reason why I score high in this area is because I have experienced different cultures through the military, and have an appreciation for music and art. I spent two years in South Korea, one in Afghanistan, one in Germany, and have lived all over the United States. Every job I have worked at I am able to build relationships and respect with coworkers. I understand how people act from different cultures and respect others beliefs. This is helpful in leadership because I don’t feel the need to model everyone after my image and allow them to express their own. People that score high in this area are more interested in fantasy than fact. I think I have a happy medium for both. I have a down to earth sense of reality, but some people in this area may not. My career as an engineer could use creative and imaginative ideas. Imagination and creativity is what revolutionize the world. It is helpful to be able to think outside of the box when brainstorming new ideas. This personality trait is very helpful when it comes to school and teamwork. I am open to others ideas and different cultural influence. I don’t have a bias when it comes...
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...SKILL DEVELOPMENT –IMPROVING ATTITUDES K.KARTHIK REDDY Instructor: Kaj Larsen STEVENS HENAGER COLLEGE Leadership is one of those nebulous terms you hear it all the time but it has various definitions in various styles, but the meaning is same and the qualities for leader are also same. Leaders know their strength and weakness more than any other. Every leader has a particular style of leadership that is innate. However, the behaviors, attitudes or methods of delivery that are effective for one staff member may in fact be counterproductive for another. By looking at them we also want to know our strengths and weakness, areas at we are strong and the areas at which we are weak is important .By knowing our strengths and weakness we can make a plan to improve our weakness by putting that into practice, which in turn helps to improve our personality. Moreover it is very hard for us to find out our strengths and weakness, that’s why we don’t generally think of that. But then by self assessment about your strength and weakness, we can develop our personality. Which in turn helps us to become a good leader (Farrell, 2011) STRENGTHS: * Surgency * Adjustment * Agreeableness 1. Surgency: It is an emotional dimension that is characterized by high level of activity and positive emotion and engagement with environment. It is nothing but having cleverness and quickness. Surgency is my strength, as the part of self assessment I want to lead and want to be in charge. I generally...
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...Measuring Machiavellianism Directions: In the space next to each item, put a number that characterizes your own feelings about statement. If you disagree strongly, put 1; if you disagree, put 2; if neither agree nor disagree, put 3; if you agree, put 4; if you strongly agree, put 5. _ 1. The best way to handle people is telling them what they want to hear. _2. When you ask someone to do something for you, it is best to give the real reasons for wanting it rather than giving reasons that might carry more weight. _3. Anyone who completely trusts anyone else is asking for trouble _4. It is hard to get ahead without cutting corners and bending the rules. _5. It is safest to assure that all people have a vicious streak – and that it will come out when given a chance. _6. It is never right to lie someone else. _7. Most people are basically good and kind. _8. Most people work hard only when they are forced to do so. Scoring: Add your responses to items 1,3,4,5 and 8. To this number add the sum of 2, 6, and 7, after scoring them in reverse (If you responded with a 5, add 1 point; if you responded with a 4, add 2 points; if you responded with a 3, add 3 points; if you responded with a 2, add 4 points; if you responded with a 1, add 5 points) Then, add you scores. The higher your score, the more Machiavellian you tend to be. The Big Five Dimension of Personality Directions: Indicate the extent to which you agree or disagree with each item by putting a number in the space...
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...an understanding of why one wants to go there, some planning to get there, and some realization of whether what you really want to do is awaiting you when you arrive. This paper will analyze strengths and weaknesses of Shantel’s leadership style, compare and contrast leadership theories, and identify jobs that will fit her leadership style. Strengths and Weaknesses Leadership, according to Stephen P. Robbins, is the ability to guide a team with a vision toward the fulfillment of a set of goals. In review of the Big Five Model of Leadership, extraversion is the most important trait out of extraversion, agreeableness, conscientiousness, emotional stability and openness to experience (Robbins & Judge 2007). Shantel showed moderate strength in the following categories: agreeableness, emotional stability, openness to experience and conscientiousness, with conscientiousness having the lowest score. Shantel showed high...
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...Observations TUTORIAL!! ObservationsI have used the scientific process in my life so that I could better understand from where my anger comes in certain situations. The first step is the unsystematic observation, which was done by paying attention to the way I act when I feel angry and when this is most often happening. This was done over a few days and I took notes in order to document a pattern or a regularity that would occur and possibly understand why I become angry. Then I used the second step, which is building a theory. I built my theory based on specific times and corresponding levels of stress. The times evaluated were in the morning, right after waking up, in the late afternoon after a long day of work and in the evening just before bedtime. My hypothesis was that I am most angry and irritable in the late afternoon, after a long day of work. The best possible way for me to evaluate my hypothesis was to ask a friend to stay at my house and observe me. I informed her about my hypothesis and the importance for her to remain as objective as possible. To evaluate my hypothesis I used an experiment. I simply changed one of the variables (took a day off work) and had my friend observe any changes in my demeanor. As I had hypothesized, I am most angry and irritated in the late afternoon, after a long day of work. Therefore, by using the scientific process I now understand the cause and effect of my anger. References McAdams, D. (2006). The person: A new introduction...
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...done by employees are also reflected in the outputs. Some common types of losses found in Perfect Pizzeria are waste of inputs or issue of outputs without charge. 2. Perfect Pizzeria has a large variety of employees and the company must take time to decide which employees would be most qualified to the job openings. A good way to help them decide which candidates to hire is thru a personalization test. This test will help them narrow their search to certain individuals who have certain traits that would be ideal for the organization. They should look for employees who have a high score in conscientiousness. This type of trait will give a dependable and careful employee. Another good candidate for the position would be a person who is openness to experience. These types of people are usually very creative and imaginative. These characteristics can be quite useful in an organization, as it can bring new ideas in improving profit or productivity. 3. The manager at Perfect Pizzeria has tried to change certain negative behaviors of employees thru punishment, continence’s of reinforcement. But unfortunately has not been very successful. This method has shown, that not only is not affective but rather that employees are not taking it seriously. The most effective way of...
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