...Awards for Everyone Society has made significant changes in the manner in which it treats children involved in competitions. Trophies should convey an individual’s hard work, discipline, success and accomplishments. So why are there so much discussion around it, specifically for children? This phenomenon of giving a trophy for simply showing up is termed “Participation Trophy”. There are proponents who believe that this will bolster children’s confidence and motivate them to persevere. Conversely, opponents consider this practice damaging as it aids in encouraging a sense of entitlement and complacency in children. Vivian Diller’s “Do We All Deserve Gold? Setting Kids Up to Fail” highlights that this perception of all receiving a trophy is...
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...Participation trophies have had both a positive and negative effect on children. People believe that participation trophies make children grow up in an entitled generation, expecting awards for every little amount of work they put into anything they do. While others believe it teaches kids lessons, for example, lessons that will help them in the future including the value of commitment, hard work, and skills needed to achieve their goals regardless the outcome. Observations show that parents tend to lean more into one side of the argument, depending on how it affected them or their child. The article by Lisa Heffernan, a TODAY Contributor, was in favor of participation trophies based on how it influenced her hardworking son. The article was effective in providing a strong argument to parents using the emotional support that came from authors and her child's experience....
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...Should Everyone Get a Trophy In the article “Should Everyone Get a Trophy” it states, “In life, most people are not rewarded for simply doing what’s required. A student doesn't get an A for just going to class. A employee doesn't get a raise for just arriving to work on time. Shouldn’t only the hardest-working or highest performing athletes get accolades?” For the past couple of years there has been a system in sports programs called, “Trophies for all” where everyone gets a trophy even for participating. But should a kid have a trophy to motivate them and not mistakes? Not every age group should be given a trophy for participating because kids need to learn to make mistakes and fail, and it improves kids motivation and makes kids work harder for it....
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...Let me take you back to 2008. I’m four, ending my first season of soccer, with a smile stretching from ear to ear plastered on my face. Why? I had gotten a trophy! Little did I know, or care, that we had lost every game that season. Fast-forward to 2014. I’m ten, ending my fourth season of basketball, throwing a temper tantrum. Why? I didn’t get a trophy. Participation trophies have become a tradition in recreational sports that spoils and ruins the competition of sports. Recreational sports organizations shouldn’t give out participation trophies because it loses value if everybody gets one, it increases narcissism and selfishness, and it doesn’t teach good work ethic. Trophies are special because they’re for winners. They lose value if everybody gets one. To start, Brenda Iasevoli, from Time for Kids, has a quote in the article “Should Everyone Get a Trophy?” saying, “‘The trophy has to stand for something,’ Dweck told TFK. ‘If we give a trophy to everyone, then the award has no value.’” Trophies are...
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...Imagine if kids got trophies for eating? According to the "throphies for All" policy, youth athletes are being awarded with particiption trophies, By rewards for everyday receiving rewards for everyday activities, youth athletes will not kknow what to do in the real world. The more trophies given out to youth athletes the less each one means. Buying participation trophies a poor use of scarce funds. However, some parents of youth athletes might think theres nothing wong with giving a throphy to say, "good job." In order to be rewarded, the youth athlete should make a positive impact. By being rewarded for completeing everyday activities, youth athletes will not learn what to expect in the real world. According to "Should Eveyone get a...
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...Argumentative Essay “Have we gone trophy-crazy as a society, bestowing trophies on children for almost anything, even just showing up? Are we afraid children will be hurt by losing, so we make everyone a winner? Or are awards an effective way to raise children’s self-esteem and keep them motivated to do better?”(Gonchar). Something that has always crossed my mind is how many participation trophy’s I got as a child, ribbons and prizes for sitting around and not doing much. Why do we give out so many trophies? Will our children end up spoiled and entitled? Unable to be independent and outgoing? I believe that we give out too many trophies to children that do nothing and it encourages them to be entitled, lazy, and unable to be independent....
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...would go through this much work to make sure they did not have a vengeful spirit after them, they later used the heads in many religious ceremonies. Some say that most heads were destroyed, and very little of them were kept as a trophy after they went through the shrinking. The ritual for the head shrinking would take place once a year, where they would barge into people’s homes, killing the oldest male. Not only would they kill the oldest male, they would send a spear through the eldest woman, and then they would take the youngest women, forcing them to be their brides. Another way they would obtain a head for shrinking is in battle with apposing side. The first thing you normally see when looking at these shrunken heads is something long hanging from their mouth. This was either a band of hair or some sort of vine, making it easier for them to carry the head back home, using it as their trophy. “Though trophies of colonial expansion acquired by Euro-Ecuadorians in the Upper Amazon, shrunken heads are presented as trophies of the Shuar Warfare—so museums can present themselves not as collectors of shrunken head humans, but as collectors of tokens of “Shuar Culture.” In this article Steven L. Rubenstein states that most of these so called trophies end up in museums, and some people even give their heads to the museums because they feel uneasy keeping them around. The process of the Tsantsa seems like a very long and precise one. After obtaining their victim’s body, they...
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...kept as a trophy after they went through the shrinking. The ritual for the head shrinking would take place once a year, where they would barge into people’s homes, killing the oldest male. Not only would they kill the oldest male, they would send a spear through the eldest woman, and then they would take the youngest women, forcing them to be their brides. “In silence the killers bent over him and began to sever the head from the body. A long knife, acquired by barter, speeded up the work. In a few moments the trophy, still warm and bleeding, hung over the murderers' shoulders as they ran swiftly homewards. They hurried, although no one pursued them.” In the book Jivaro: Head-hunters of the Amazon, they described how they would sneak up to enemies and take their lives without even blinking. Another way they would obtain a head for shrinking is in battle with apposing side. The first thing you normally see when looking at these shrunken heads is something long hanging from their mouth. This was either a band of hair or some sort of vine, making it easier for them to carry the head back home, using it as their trophy. “Though trophies of colonial expansion acquired by Euro-Ecuadorians in the Upper Amazon, shrunken heads are presented as trophies of the Shuar Warfare—so museums can present themselves not as collectors of shrunken head humans, but as collectors of tokens of “Shuar Culture.” In this article Steven L. Rubenstein states that most of these so called trophies end up in...
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...By Göran Goldkuhl ACTION and MEDIA in INTERORGANIZATIONAL INTERACTION T Coordinating the role of IT with business processes. he language-action perspective (LAP) has contributed to several models of coordination of work. In the seminal work of Winograd and Flores [12] the conversation-foraction (cfa) scheme was introduced. This scheme describes, as a kind of generic construct, how two actors come to an agreement about what is to be done. There is someone who asks for the work and someone to perform the work. There are several approaches to business modeling following the cfa scheme. The two most famous approaches seem to be Action Workflow [9] and DEMO [1]; see the article by Dietz in this section for more on the DEMO methodology. The general idea is to get a business model of how people, through conversation, coordinate their work. Such a business model, focusing on coordination, should be seen as foundational for the development of supporting software. The LAP spirit is to consider software as a tool for coordination. COMMUNICATIONS OF THE ACM May 2006/Vol. 49, No. 5 53 Action Workflow and DEMO are general business imply. BAT is a generic model for describing busimodeling methods based on LAP. They can be used ness interaction between a customer and supplier for modeling coordination within one organization (see Figure 2). It describes business interaction in (intraorganizational coordination) and can also be terms of four phases of...
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...Project Control Management Assignment Abstract Introduction Section 1: The Trophy Project: Project Controls 1.1 Project Planning and Estimating 1.2 Requirements Definition 1.3 Risk & Issue Management 1.4 Reporting (Cost & Status) 1.5 Integrated Planning Section 2: The Importance of Integrated Planning as a Project Control 2.1 Integrated Planning 2.2 Integrated Planning in BAE Systems Section 3: The Consideration of Human Factors at WCE 3.1 The WCE Strategic Change Programme 3.2 Why Change Programmes Fail Conclusion Abstract Wynn Computer Equipment – a reasonably successful and good business to work for (benefits & salary wise), had been suffering with issues in productivity. These issues were mainly derived from a combination of poor communication, bad planning, a confusing organisation structure and a lack of direction & team morale/ teamwork. The company received a contract for the ‘Trophy Project’ – which was project managed by a previously junior member of staff – Reichart. The project was extremely problematic and was delivered very late and at great cost, mostly due to the poorly executed project control mechanisms within the business (during planning and project implementation). The business could have greatly benefitted from using a more integrated approach to project planning and control- something which BAE Systems finds of great importance to their project management activities. Introduction...
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...The Trophy Project | | Save Paper | Category: Case Study Analysis | Word(s): 3104 | Page(s): 13 | View(s): 1572 | Rank: 0 | | [pic] TABLE OF CONTENTS 1. EXECUTIVE SUMMARY 2. INTRODUCTION 3. QUESTION 1 4. QUESTION 2 5. QUESTION 3 6. QUESTION 4 7. CONCLUSION 8. BIBLIOGRAPHY 1. EXECUTIVE SUMMARY | The lack of support from top leadership on The Trophy project compounded Reinhart’s problems and made managing the project a complete nightmare. This was also mainly due to the fact that there was no business case formulated for this project. The baseline plan might have been formulated but it did not cover all aspects of the project plan. For instance there was no clear project objective outlined so the team members only realised that they had a role to play months after the project had started. Had the project been divided into work packages commonly called Work Breakdown Structure, and responsibilities handed to the right parties the project would have kicked of on a positive note. By creating a network diagram which shows what goes where and the interdependencies of activities it would have made it easier for everyone to see the objective of the project. There was a need to review the project immediately after it was realise it was falling behind and measures put in place to remedy this. Reinhart conducted his own investigation and realised that the line managers where charging him direct labour time which...
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...M2 GROUP ASSIGNMENT CASE: The Trophy Project DATE: 13 March 2013 We hereby declare that this assignment is entirely our own work, and that it has not previously been submitted to any other Higher Education Institution. We also declare that all published and unpublished sources have been fully acknowledged and properly referenced. This includes figures, tables and exhibits. Where modified by us, this has also been indicated. Name | Signature | ID Number | Dorothy van Heerden | | 7003230015080 | Delareze Joubert | | 7911030059084 | George Klopper | | 6510115056089 | Morne Grobler | | 8006265241082 | Salome Cilliers | | 8502170130089 | Tammy Pieterse | | 7811030086089 | Thabi Qaqane | | 7812220436084 | Andre Henn | | 7807285013083 | * Index Index 2 1 Executive Summary 3 2 Introduction 4 3 Problem Identification 5 3.1 SWOT Analysis of the Trophy Project 5 3.2 Problem Analysis 6 3.2.1 STRUCTURAL 6 3.2.2 Behavioural 7 3.2.3 Organisational 13 4 Recommendation 15 4.1 Organisational Effectiveness 15 4.2 The Balanced Score Card Approach 15 5 Conclusion 18 6 Bibliography 19 Executive Summary This document, by means of a thorough analysis of the case study, reveals that the Trophy Project is in a state of disorder. It identifies problematic behavioural structural and organisational issues within the company and discuses leadership problems that the company experiences throughout the execution of the trophy project. The company is experiencing...
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...MODULE 2 PROJECT MANAGEMENT: PROGRAMME MANAGING ORGANISATIONAL PERFORMANCE AND INNOVATIVE IMPROVEMENT CASE STUDY: “TROPHY PROJECT” GROUP ASSIGNMENT 05 JUNE 2012 We the undersigned hereby declare that this assignment is our own work. It has not been previously submitted for any other examination. Nocawa Johnson________________________________ Nolusindiso Mitani_________________________________ Welhemina Mnguni_________________________________ Content 1. Executive Summary………………………………………………………….....2 2. Body (Problems and Causes)……………………………………………….....3 2.1 Poor Planning…........................................................................................3 2.2 Programme behind schedule….................................................................4 2.3 Fruitless expenditure……………………………………………………...….4 2.4 Lack of Leadership………………………………………………………..….5 2.5 Lack of Communication……………………………………………….….….6 2.6 Lack of teamwork (no cohesion)……………………………………….……6 2.7 No goals and no objectives…………………………………………………..7 2.8 Conflict and Resistance………………………………………………………8 2.9 No Programme Management Office…………………………..………….….8 2.10 No required skills..........................................................................9 2.11 Lack of Technology……………………………………………….…9 2.12 Lack of Authority……………………………………………………10 3. About leadership in the top and functional management levels of the Organisation…………………………………………………………………...
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...Table of Contents 1. Executive Summary 3 2. Major problems Experienced in the Trophy Project 4 2.1. Synopsis of the Trophy project case study problems 4 3. List of Problems 4 3.1. Operational 4 3.2. Behavioural 5 3.3. Structural 5 4. Leadership at Top Management and functional management levels of the Organisation 7 4.1. Initiation Structures 8 4.2. Dysfunctional roles of Functional Manager 8 4.3. Lack of Senior Management Support 8 4.4. Reactionary Management style 10 4.5. Implementation strategy 10 4.6. Lack of Customer Relationship Management (CRM) 11 4.7. Internal Processes perspectives 11 4.8. Lack of Innovation and Learning (Learning and Growth) Perspective 11 5. Reichart’s Leadership and Managerial Abilities 12 5.1. Planning 12 5.2. Organizing 12 5.3. Staffing 12 5.4. Leading 13 5.5. Controlling 13 5.6. Major Skills lacking in Reichart’s leadership 14 6. Recommendations 14 6.1. Implementing a Strategic Transformation and Change Management Programme 15 6.1.1. Strategic transformation planning 15 6.1.2. Creating a Climate for Change 17 6.1.3. Continuous Organisational Improvement 17 6.1.4. Risk Management 18 6.1.5. Control 18 6.1.6. Stage–Gate Model 18 6.1.7. Balanced Scorecard 19 7. Conclusion 19 8. References 20 9. Annexure 22 9.1. Planning, Control, organising, & leading 22 9.2. BS – PM Learning Organisation Value Chain Schematic 23 9.3. Kotter’s 8-Step Process for Leading Change 23 9.4. Strategic transformation process 24 9.5...
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...The Trophy Project INTRODUCTION Already mentioned by the first sentence in the case study, this was an "ill fated" project. Upon reading the case it is evident that there are multiple issues related to this project. Reichart, a previous assistant project manager was assigned his first, The Trophy Project, project as project manager. From the beginning it seemed that he was in over his head, since they were already over budget and under schedule. Due to his lack of experience as project manager, it seemed that he was not respected among the functional managers. They were taking advantage of his position to charge direct labor time and also taking the advantage to work on their own pet projects. When he complained he was not taken seriously. A major issue plaguing this project is the a lack of planning resulted in schedules slipping and excess expenditures. There was absence of the organization of resources and budget during this project. This along with disorganization and insufficient tactical leadership leading to resulting in chaos and the downfall of the project. With all of these issues plaguing the project, it was destined to be a failure. PROJECT PLANNING There was no planning when this project was conceived, which resulted in the project finishing behind schedule and over budgeted. There was no obvious work breakdown structure(WBS) to show what work need to be completed and who needs to complete it. Since this project had its issues from the start it was...
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