June 16, 2001 Essay Example For Students

June 16, 2001 Essay gmcGeneral Motors Class Action SettlementP.O. Box 2590Young America MN 55553-9680RE: Application for CertificateIn May of 2000 we bought a 2000 GMC Sierra pickup, which we are satisfied with. At that point in April 2001, multi week before we got the settlement notice, we bought a 2001 Tahoe. We are extremely content with both General Motors buys we made. I feel we acted multi week before we got the notification via the post office. We believe we ought to have the option to utilize it on the Tahoe buy. We would be upbeat on the off chance that you would let us use it on the Tahoe buy and credit us the $1000 that could have been utilized on the off chance that we would have stood by to purchase the Tahoe seven days after the fact when the notification showed up. We are GM steadfast individuals and in all probability will remain as such regardless of what you choose. Much obliged to you for setting aside the effort to think about our solicitation. Sincerely,fred drukeyasdf adsf ;lkj asdf ;lkj asdf;lkj asdfl;kj asdf;lkj asdfl;kj asdf;lkj adsf;lkj afds;lkj asdf;lkj adsf;lkj asdf;lkj adsf;lkj asdf;lkj June 16, 2001General Motors Class Action SettlementP.O. Box 2590Young America MN 55553-9680RE: Application for CertificateIn May of 2000 we bought a 2000 GMC Sierra pickup, which we are satisfied with. At that point in April 2001, multi week before we got the settlement notice, we bought a 2001 Tahoe. We are exceptionally content with both General Motors buys we made. I feel we acted multi week before we got the notification via the post office. We believe we ought to have the option to utilize it on the Tahoe buy. We would be extremely glad on the off chance that you would let us use it on the Tahoe buy and credit us the $1000 that could have been utilized on the off chance that we would have held on to purchase the Tahoe seven days after the fact when the notification showed up. We are GM faithful individuals and in all likelihood will remain as such regardless of what you choose. Much obliged to you for setting aside the effort to think about our solicitation. Sincerely,fred drukeyasdf adsf ;lkj asdf ;lkj asdf;lkj asdfl;kj asdf;lkj asdfl;kj asdf;lkj adsf;lkj afds;lkj asdf;lkj adsf;lkj asdf;lkj adsf;lkj asdf;lkj

References for Motivation Free Essays

Allen, R. S. ; White, C. We will compose a custom paper test on References for Motivation or on the other hand any comparable point just for you Request Now S. (2002). Value affectability hypothesis: A trial of reactions to two kinds of under-reward circumstances: JMI. Diary of Managerial Issues. 14 (4), 435-451. Buchanan, D. A. ; Huczynski, A. A. (2010). Hierarchical Behavior. seventh ed. Harlow: Pearson Education Limited. 819. Fadil, P. A. ; Williams, R. J. ; Limpaphayom, W. ; Smatt, C. (2005). Value or Equality? A Conceptual Examination of the Influence of Individualism/Collectivism on the Cross-Cultural Application of Equity Theory. Multifaceted Management: An International Journal. 12 (4), 17-35. Gambrel, P. A; Cianci, R. (2003). Maslow’s Hierarchy of Needs: Does It Apply In A Collectivist Culture. Diary of Applied Management and Entrepreneurship. 8 (2), 143-161. Huseman, R. C. ; Hatfield, J. D. ; Miles, E. W. (1987). A New Perspective on Equity Theory: The Equity Sensitivity Construct. The Academy of Management Review. 12 (2), 222-234. Robbins, S. P. ; Judge, T. A. ; Campbell, T. T. (2010). Authoritative Behavior. Harlow: Pearson Education Limited. 589. Sadri, G. ; Bowen, R. Clarke. (2011). Meeting EMPLOYEE prerequisites: Maslow’s chain of command of necessities is as yet a dependable manual for persuading staff. Mechanical Engineer: IE. 3 (10), 44-48. Sheldrake, J. (2003). The executives Theory. second ed. Derby: Thomson Learning. 257. Shore, T. H. (2004). Value affectability hypothesis: do we as a whole need more than we merit?. Diary of Managerial Psychology. 19 (7), 722-728. Steers, R. M. ; Mowday, R. T. ; Shapiro, D. L.. (2004). Prologue to Special Topic Forum: The Future of Work Motivatio n Theory. The Academy of Management Review. 29 (3), 379-387. Wahba, M. A. ; Bridwell, L. G.. (1976). Maslow Reconsidered: A Review of Research on the Need Hierarchy Theory. Hierarchical conduct and human execution. 15 (1), 212-240. Step by step instructions to refer to References for Motivation, Papers

Theme of Family in Works of Louise Erdrich and Sherman Alexie

Theme of Family in Works of Louise Erdrich and Sherman Alexie Theme of Family in the Poem Dear John and the Short Story Oct 30, 2018 in Literature Theme of Family Values in a Poem and Short Story Family is the most actual subject for poems, short stories and novels. It is broad in its meaning and can include family issues, family values, traditions, customs, and relationships between family members. Without a doubt, every author has his/her attitude to family issues, and this refers to their origin, education, growing and family values. Therefore, the poem Dear John Wayne written by Louise Erdrich and the short story War Dances by Sherman Alexie are the objects for analysis of the family theme. This essay intends to explain the ways of revealing the family values in a poem and short story.

An Anthropological View On Human Nature - 997 Words

From an anthropological view, we were evolved from a violent context. The strongest and most violent survived and were able to produce offspring. This should tell us a little bit about who we are as humans. We were born and breath in a violent nature. To kill or to be killed was the lineage’s method of survival for millions of years. Expecting that to completely change in the matter of a few thousand years is impractical. Sullivan was talking about how it was and still is â€Å"human nature† for us to act and react the way we do. It is not futile to make laws against such things, because we are incredibly intelligent creatures and the majority of us would respect such laws. We all have the tendency to react in a violent matter, but we are more than intelligent enough to know that killing each other is not good for our health. The best method of survival is not to kill your enemy, it is to not threaten them in the first place. That way you won’t become a victim to some pre-emptive strike. Just like in Hitler’s Germany, Jews weren’t just hunted because they were hated. They were hunted because of the Nazi’s fear for them. Unbeknown to me why the Nazi’s were threatened by the Jews. But regardless of reason, it was threatening enough that the Nazi’s thought they had to do something about it. I think Sullivan just wants for us to understand that being violent is of our nature, but he also wants us to understand that being rational is what make certain individuals exemplary humanShow MoreRelated Anthropology and Gender Essay1576 Words   |  7 Pagesuntil the early 1970’s that the field of anthropology and gender, or feminist anthropology emerged. Sex and gender roles have always been a vital part of any ethnographic study, but the contributors of this theory began to address the androcentric nature of anthropology itself. The substantial gap in information concerning the study of women was perceived as a male bias, a prejudice made more apparent because what little women-centered fieldwork was done received insufficient attention from the academicRead MoreA Critical Evaluation Of The Universal Nature Of Human Rights1329 Words   |  6 PagesA CRITICAL EVALUATION OF THE UNIVERSAL NATURE OF HUMAN RIGHTS INTRODUCTION Human Rights are the rights, that are considered to be inalienable, inseparable and vested upon individual by virtue of being human. For example, the Oxford English Dictionary defined the universal nature of Human Rights as ‘a right which is believed to belong to every person’. The aim of this essay is to critically evaluate the universal and relative nature of human rights postulated by the eminent scholars, who haveRead MoreWho Were The Pythagoreans? How Did They Try Solve The Dilemma Of Anaximander?1131 Words   |  5 Pagesthat is empty of everything. (Parker, 30) 8. Generally speaking, how were the Anthropological Philosophers different from the Cosmological Philosophers? Anthropological Philosophers and Cosmological Philosophers are different because, Cosmological Philosophers deal with atoms that work in the universe related to man. While Anthropological Philosophers deal with people and reality and relationships to man, in Anthropological Philosophy man is focused on. 9. In what way were the Sophists â€Å"skeptical†Read MoreWriting Across A Broad Spectrum1000 Words   |  4 Pages Getting to know Waiwai, with regards to the world of anthropology, is a traditional ethnography. A subject for those with little anthropological background it delivers a general account of the ‘Indian’ way of life, providing an insight in to the world of the Wayapi. Intended for those with an interest in Amazonia, Campbell provides a refreshing if not unorthodox encapsulation of the Wayapi culture. Writing across a broad spectrum, Campbell is sententious yet objective in this philosophicallyRead MoreThe United Nations Universal Human Rights Essay1657 Words   |  7 PagesThe United Nations’ Universal Declaration of Human Rights stands as the current gold standard for every individual’s rights. Focusing on culture, one may see that cultural rights are not clearly defined and are oftentimes in conflict with other types of rights. In this paper, I will first discuss the United Nations’ use of ‘cultural’ in its universal human rights in relation to the concept of cultural relativism. Then, using South African and American practices, such as virginity testing and discriminatoryRead MoreCultural Psychology And The Socio Anthropological Psychology803 Words   |  4 Pagespresents a workable framework in which to define safety culture because of the division into two rather large categories: the organizational psychology and the socio-anthropological psychology angles (Weigmann et al., 2004). The organizational culture category entails more traditional and analytical methods than does the socio-anthropological one. Specifically, this perspective presupposes that organizational culture can be broken down into smaller units that are empirically more measurable and manipulatedRead MoreValue Pluralism and Absolute Moral Judgments Essay1565 Words   |  7 Pagesregarding moral judgments. Normative Moral Relativity is the view that the truth or falsity of moral judgments is not absolute, but is relative to the convictions, practices, or traditions of some group of persons such as a society or culture. This answers the question â€Å"How should I live?† by saying that one should follow the values of your society or culture. Richard Shweder, in his â€Å"The Astonishment of Anthropology†, defends an anthropological relativism that stresses the importance of tolerance andRead MoreAnthropology : The Anthropology Of Sports1496 Words   |  6 Pagescovering every aspect of human behaviour, past, present and the future (Blanchard 1995:2). The anthropology of sports serves as a unique social scientific approach to understand and analyse sports alongside the practical application of results to real problems (Blanchard 1995:23) and like all other social sciences, operates within â€Å"paradigms, models, and theories† to provide a better understanding of the study of sports (Coakley and Dunning 2000:150). The anthropological approach to the ways researchRead MoreEssay on Reflexivity and Modern Works of Anthropology1090 Words   |  5 Pagesreflect on personal issues but most likely will cause profound changes in the way he or she will view the world. But in the past these changes were not important. What was necessary for the ethnographer to do in the past was to document a culture break it down structurally and quantify the observations made. The reflexive nature of his or her experiences were of little or no importance to the anthropological community. But over the years this has changed tremendously and Anthropology concerns itselfRead MoreCultural Study Of Anthropology Of Sports1493 Words   |  6 Pagespurview in which this study is conducted. These headings are relevant to this research because they provide utility to the study topic and in sports study, highlighting the arguments, successes, challenges, strengths, weaknesses and gap s in the anthropological (socio-cultural study of sports). 2.2 Anthropology of Sports Sports was only considered in the 1980s as a modern invention and focuses on cultural practices that is regarded as pre-modern. In the nineteenth century two sports forms emerged from

The Success of Primm Valley Business Strategy Analysis

Medina (2011) highlights the case of a small-town Nevada casino that has successfully courted the Hispanic market, which tended to be ignored not only by Las Vegas but also by other similar casinos in the area. The article discusses some of the different tactics that the casino has used to build the market, and these tactics have tended to go well beyond employing Spanish-speaking dealers and using Spanish on signs. The companys targeting strategy began when it noticed that there were a lot of Hispanic people at its slot machines, and the casino then expanded on that idea, cultivating the market more comprehensively. One of the reasons why this targeting was so successful is that the target market is not only underserved by other competitors, but is also large. There are millions of Hispanics in the southwest, such that it could scarcely be considered to be a niche market. However, because this segment of the population had never been targeted directly by a casino, it was a niche market for the Nevada casino industry. Primm Valley had a history of targeting niche markets, but more were not as large as this one, nor were they as underserved. One of the key principles that plays into the success of the Primm Valley is segmentation. The company had experimented with psychographic segmentation before (country music fans, for example), and that helped them to segment this demographic. The managers noticed habits, for example using slot machines primarily, and were able to

My finger Free Essays

Almost lost a finger When I was about 12 years old I loved to ride my Hard BMW bike around my neighborhood a lot with my friend nick. Nick and I used to fix our own bikes and learn how to do it all ourselves. We would work on our bikes all day every day and take them apart and put them back together, we got so good at riding and fixing our bikes we fixed are bikes anywhere at any time or at least I thought so. We will write a custom essay sample on My finger or any similar topic only for you Order Now One day during the summer of freshman year nick and I went for a ride to the park down the street from y house to play soccer. After we played soccer at the park for a while we decided to go to nicks house to play video games and get something to drink. So as were riding back to nicks house my chin felt a little loose so I thought it was a good idea to try and fix it while I was riding. I put my in on my chain while riding the bike and my hand got stuck in the chain and I couldn’t get it out and the only way to get my finger out was to peddle and get it out of the chain but once I peddled I felt this very sharp pain in my finger but didn’t look till I got to my friend’s house. Once I had finally looked at it, it took me a second to really realize my finger was Just barely hanging on by a small piece of skin. Nicks mom then did all she could and called my mom and said â€Å"you need to take Andrew to the emergency room†. My mom rushed over to nicks house and we went to the emergency room. After the x rays were taken of my finger they were able to stitch It back together and make sure I could still have feeling in my finger and that the bone healed well. My finger By Vanessa they were able to stitch it back together and make sure I could still have feeling in my How to cite My finger, Papers

The Female Leaders Obstacles to Gain Leadership positions in Universities

Introduction There are significantly new challenges that are now facing many universities all over the world and some are very fascinating as they present unique opportunities in the remarkably competitive global context.Advertising We will write a custom research paper sample on The Female Leaders’ Obstacles to Gain Leadership positions in Universities specifically for you for only $16.05 $11/page Learn More There is however persistent under-representation of women at the top management level of many universities, though recently, this has been receiving renewed attention having realized that there is no way the counties and institution of higher education could continue overlooking the management abilities and potential leadership. This representation at top management has to be equally for both men and women. The paper will also give information that is necessary for handling some of the factors that could have otherwise stop the contribution o f talented people. Problem Statement Women face greater challenges when they are seeking to gain leadership positions within the hierarchy of management in higher education. There is enough evidence to support this statement. Women are often seen as minorities and are in most cases underrepresented in management roles. Despite the obstacles, women still pursue leadership opportunities in universities. The Impact This paper addresses the obstacles that female leaders must go through in their pursuit to gain leadership positions in higher. Though correlation between the leadership skill and those that organization need for their success need to undergo challenges of the emerging globalization process has not today been translated into advantageous use either for universities or for social benefit. Women are disgustingly under-represented and this has impacted negatively on the way management of universities has been handled in the past. Research in the past has shown that men outnumbe r women by about five times in middle management positions. In terms of administration posts, a study by ACU shows that women have a greater possibility of succeeding as registrars, head of human resources than when put in posts like vice chancellor or even deans of university schools.Advertising Looking for research paper on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More Research Aims To undertake a study of women leadership styles in women concentrating on leadership theories, equal representation and obstacles of women strife to attain management positions. Address the women attitudes towards matters of leadership Offer an example for practical means that are set to train women in leadership formulate commendation for engendering and also set means of supporting more women to take up responsibilities in management positions Hypothesis The immediate problem that face women especially in leadership in higher learning is not so much that there is no attributes that are required by challenges that face institutions, nor that the organizations are less-equipped to react to the challenges, but rather that the style or input of leadership and further potential are still uncared for, under-acknowledged and inadequately integrated into the designs management of the universities. Research Questions Do you think female leaders can perform better in higher education management? What aspects of women character do you think develop leadership skills? Does university management encourage development of women’s leadership? What types of support are critical in higher education workplace to assist women in developing their management/leadership opportunities and skills? Are there differences in the efficiency and style of leadership between men and women? What obstacles challenge women’s efforts to obtain management position in university leadership? What measures are there to enhance the recognition of w omen interests? Significance of Study In leadership, gender matters a great deal. It is actually true that there is some difference between female leaders and male leaders? In light of this, there is need to explore the unique qualities necessary for female leaders to be regarded as effective leaders. This paper identifies the unique characteristics that women posses to make effective as men or even more. Annotated Bibliography Ramsay, E. (2001). ‘Women and Leadership in Higher Education: Facing International Challenges and Maximizing Opportunities’, ACU Bulletin, This paper talks about the ability of women in leading universities. Whereas this could be very tricky to tell whether women have been working hard enough to work through to the management class in Australian universities. The proportions of female leaders in senior posts in the academic and general administrative positions are gradually but bit by bit increasing. More considerably, the visibility of the fema le leaders in universities of Australia and their impact in terms of their public policy say have increased more speedily than their real figures as a consequence of these plans. The concerns for gender equality is highlighted o be critical in two respects. This will ensure that the government policies concerning leadership are fair. Priorities and directions of the higher education sector are enhanced by the experiences of the top management women in this sector. Additionally this formal, efficient and public voice makes sure that the female leaders in the universities cannot be ever overlooked as individual or as groups, realizing audibility, integrity for the women across the industry. This factor also standardizes the existence of women as senior and important players, lively in creating and manipulating the policy directions of the Australian University.Advertising We will write a custom research paper sample on The Female Leaders’ Obstacles to Gain Leadership posit ions in Universities specifically for you for only $16.05 $11/page Learn More The Australian government has seen the development of the policy and emphasis has been made on the development of specific skills and attributes that are required by the ever-changing international context. Thus whereas every step has demonstrably established situations, procedures and proposals which have increased the possibility of women advancing to senior positions, they have at the same time provided them with capacities that these institutions need in order to be Kulati, T. (2003). From Protest To Challenge: Leadership And Higher Education Change In South Africa, Tertiary Education and Management, Vol. 9, No. 1, pp. 13 – 27 This paper investigates the budding and different moves towards female leadership and more equity in higher education particularly how the new approaches are shaping organizational transformation strategies in the higher education colleges in the r epublic of South Africa. The study of these issues hinges upon the adoption of novel policies in the management of higher education, in addition to the ensuing challenges to the education sector, thanks to globalisation. White, K. (2003). Women And Leadership In Higher Education In Australia, Tertiary Education And Management, Vol. 9, Issue 1, pp. 45 – 60 In this paper, White notes that leaders in Australian universities especially the heads of departments and deans of schools usually get very little management training and are allocated leadership responsibilities.Advertising Looking for research paper on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More When addressing issues of under-representation of women in the university management hierarchies, White says that women express very little human capital compared to their men counterparts as rated in terms of formal academic qualifications and job experience. Middle managers are the central dogma of the study because there has been so much research on women at topmost level in universities but there has been very little on the middle managers who are aspiring to be top managers in future. Several studies have investigated women and equal representation principle at higher level in the positions of management in universities. Is specific study of universities Australia, White has assessed gender equity change in most universities, and all-encompassing climate and culture was designed from exceedingly conventional, male-centric job setting. The culture makes practical, varied changes like modification of the promotion system to acknowledge training and executing a convenient leadersh ip program for women that shore up promotion aspirations. The writer also explains very good examples that cite the way women have been advancing in leadership. It seems that there has not been so much study in Australia concerning the overall development of female managers in the middle management in the academics sector. This recognizes human capital standpoint to present knowledge; those official and unofficial development opportunities that offer women the qualifications, experience, skills and tacit understanding and the connections to make on more senior duties. Bond, S. (2000). ‘Culture and Feminine Leadership’, in Women, Power and the Academy, ed. M. Kearney, UNESCO and Berghahn Books, New York, pp. 79 – 85. This piece of work provides an opportunity for people to improve the situation on the ground as they embrace feminine leadership. In order to build a strong management team that displays equal representation in terms of gender, it’s important t hat the leadership skill and capabilities be tapped from all potential leaders as these are critical to the success of universities and perhaps even only way to ensure survival. Such interests are the ones that instigated additional investigation into management at higher education level, particularly those related to the representation of women minority. It has been found that women leaders are persuasive or assertive in their leadership styles. They also have stronger desire to get things moving and take risks. Women are also flexible and empathetic and have better interpersonal skills than men. This is very critical for reading situations more accurately and they also can integrate information from different sources. Hilary, W et al. (2006). â€Å"Academic women’s promotions in Australian universities†, Employee Relations, Vol. 28 Issue: 6, pp. 505 – 522 The purpose of this paper was to study the premise that under-representation of female leaders in Australi an higher learning sector reflects the obstacles in the academic process of promotion. The paper used three complementary models. Documents from the Australia University are used as a basis for assessing strategies and policies. There were 17 universities used as a sample for the interviews with the main gatekeepers to investigate the way promotions are done. Information promotions by level and sex orientation were examined for these universities. The findings of the paper shows that analysis of the policies set in practise are varied. The interviews underline the significance of support for and identification of women aspirants and the need for the organization of institution-wide and performance objectives for higher-ranking managers. Implicitly, many interviewees agreed the assumption that women faced barriers in the promotion strategy, including discretion in making application and stereotypically gendered ideas of merit. Nonetheless, the assessment of promotions information rev ealed a more encouraging picture. Application rates and achievement rates for the female leaders are the same as those of male leaders and at the professional level, a little higher. Nevertheless women remain under represented in senior positions as only a professoriate 16%. Practical implications drawn from this paper are that the vice chancellors’ committee will have a number of recommendations that will assist improvement strategies in the university policies. Ramsay, E. (2000). ‘Gender Employment Equity for Women in Australian Universities: Recent Research and Current Strategies’, In Second European Conference on Gender Equality in Higher Education, Zurich, pp. 1 – 17. Workforce is becoming more diverse as the world advances to global integration and in terms of demographic changes, women are getting more recognition. The cultural differences like race and sex and characteristics that describe member’s personality. This diversity is reflecting t he changing international market. The diversity of workforce is can either be negative or positive impact on the way organizations perform. Therefore it’s very important that a better medium and bigger business should embrace diversity. For the businesses to be able to manage the increasingly challenging workforce in the universities of Australia and to be able to stop discrimination there is need for strict policy on management is now regarded as a main element of tactical human resource management the purpose of this paper was to help the policy makers in establishing various aspects that discrimination occurs. This gender difference in Australian university is worth addressing since equality is a global concern and it helps in tapping the potential that women have as leaders. Managerial policy, character, the social and cultural organization and the laws governing work factors like educational qualification gender, community norms and workplace opinions have impacted on di scrimination greatly. According this paper, gender discrimination in Australia universities is evident in job processes like appointments and promotion to management. The Human resource is accused of being biased when it comes to job examinations, selection of candidates, interviews and appraisal of good performance. Failing to recognize and appreciate gender differences can result in sex prejudice, underperformance and deprived work relations. Jones, D.S. (2005). Leadership in Higher education: Influences on Perception of Black Women, Unpublished The African women are underrepresented in many leadership positions in America. Although several articles of research address leadership at workplaces, very few have specifically addressed the fate of black women in universities. The pathways that lead to management of administration are highlighted. For many academicians, management of higher education is an addendum and not an ambition, since assumption of these positions would be viewed as changing careers, whereas others view the higher education as a job of those with excellent intellectual skills hence believing that university faculties should take part in the administration of a university. This concept is founded on the idea that administrators should be drawn for the positions of faculty. In spite of the view one holds on this issue, there is one clear thing from this assessment. Effort is needed to advance towards a balanced representation black men and women in American universities at administrative level. The paper reports that women have made great progress in going further than the entry level position but are still not equally represented as men are. Men are possibly presenting fear of feminist ideas in management positions. When black women are appointed in the top leadership positions, would be a challenge to the normative connotation for executive leaders as white males. As a consequence, black women have been neglected from leadership posts and t hey have gained undervalued posts, esteem and eventually quality within higher education. About one out of ten professors is a woman in most parts of America and in the academic sector when the institution is more prestigious, fewer women will be professors and in management. Women have been forced to adapt to leadership by men and even though women are being incorporated, the model is designed according to male model. Jacobs, D Witt, J. (2006). An Indigenous Perspective on Women Leadership: An Example for Higher Education, Advancing Women in Leadership Online Journal, Vol. 21. For several years, many indigenous populations have been made to understand that the critical role of women in building and sustaining healthy communities and egalitarian relations is implicit. Women have hence carried the same values to other generations. They adapt to new regimes and continue renewing societies and their traditions at the tribal level. Unfortunately, women have been ignored even when they make bigger contribution to social and historical growth of a community. There are eight styles of leaderships that are discussed as being used by indigenous women to demonstrate that female leadership is similar to those applied in higher education though they have not attained all of their goals. Women understand that community issues are more significant that isolated individuals when trying to decide on interpersonal disagreements. This type of notion could be the explanation of why many indigenous cultures were matrilineal and actually the true authority was vested in women. This could be why men in European setting were so determined to change things by use of pen and paper. Women however used authority in a manner that would give fair judgment to men and women and even to non-humans. Even to date, women activists across the world have engaged in most critical issues of all time. Portraying political influence with dignity and modesty is said to be demonstrated by the presiden t of the Fielding University called Kuipers Judith among others. In early ages, the Europeans did not comprehend the major differences between their sex-duty stereotyping. In the first nation gendering of responsibilities, they in most cases called the councilmen wearing skirts with words that were offensive sexually. However, homosexuality was respected and there was not confusion of roles in society despite the orientation. In the Fielding ELC, it’s common to see gay and lesbian students address their issues outside their closet to deans. They bring their loved ones to graduation parties and talk about topics of sex comfortably. Traditional cultures have supported transformative kind of leadership rather than a model that is retributive. Through her, the Great Law about peace was created and ultimate solutions were set for challenging problems. Northouse, P.G. (2007). Leadership: Theory and Practice, Thousand Oaks, Ca: SAGE Publications Transactional theory: This paper addr essed various leadership styles that employed at workplaces including universities. For the transactional leadership model, employees usually seek that factor that would cause immediate reward or motivation for their work. Otherwise, this can be explained as the transaction that goes on between the manager and the workers to meet their needs. Employees are promised a negotiated reward for the tasks that they would perform. The motivation is that reward. Women leaders are not transactional leaders. They concentrate on the needs of employees and even get involved in their personal development. However transactional leadership does not take care of the works personal ambitions and their need are not individualized. Path-Goal theory: in this approach, Northouse notes that employees are motivated since they realize that they are improving their performance and more effort will translate to specific results, and if they believe that the outcomes for doing a certain job is worth. Women lea ders are hence critical because they can communicate with employees and make this assurance that they can work even better and that their work is very important for achievement of long-term goals of the organization. Nothhouse suggest that such leadership can form in groups and it’s likely to breed trust between the manager and the employees. Transformational Leadership recognizes leadership as a process of growth whereby an individual used to be part of a group and growth to be the one influencing that group to meet a specific goal. In this case, it is important to have women leaders. That feminine contribution to management decision can turn university departments around. Specifically, women are likely to engage others in creation of a relationship that boosts the level of motivation and building of morality. Additionally they are likely to pay more attention to the employee’s needs and motivating factors and attempt to assist them to achieve their greatest potential s. Stuart, J. (1999). ‘The Position Of Women Staff At The University Of Western Australia: Some Reflections on the Outcomes and Process of Two Reviews of Gender Equity’, International Review of Women and Leadership, Vol. 5, No. 4, Pp. 46 – 56. In the year 1995, Western Australian University revised its position on the role and responsibility of women leaders amidst concerns that there was a very low representation of women in its management staff especially the top management team. The university was just performing like others with regard to the process of recruitment and strategies of retention of the female workers. There are several considerations that came about after the review. Currently, there is good progress and its quite evident overall. The university now recognizes gender issues in the higher education management team. There are also excellent policies that have been put in place and this confirms that the university is dedicated to bring about impro vement in the position of women in university leadership. Whereas the progress has been very clear, the implementation of the major improvement proposal has been in some way uneven across the university departments. Some department have set strategies that demonstrate good progress while other have no clear set of information flow and not indication of results. The challenge has been that the university departments have not adhered to the affirmative action requirement up to date. The faculties do not keep their documents on equity measures in a proper way. The accountability level is varied at all levels though the performance goals include objectives on equity of gender. Full support from management is still a challenge and qualifications into management position have to be revised. An assessment of two institutions of higher education (Harvard and Cambridge) At Harvard University, the executive board of the institution is referred to as the Harvard Corporation. In this regard, th e Harvard Corporation constitutes one of the two governing boards at the institution. The other board is referred to as Board of Overseers. At Harvard University, the academic leadership is organized around the various schools. For example, school of engineering. In this case, every department is headed by a dean, who heads a specific school. There are also area deans who reports to the dean of a school (Harvard University, 2010). The area deans are charged with the responsibility of addressing the academic issues that affects a proposed or existing academic concentration. The deans of the various academic programs manage cross-school programs, educational policy, and coordinating teaching. On the other hand, at Cambridge University, the Faculty constitutes part of a school in a given discipline. For example, the faculty of education at Cambridge University is under the Scholl of Social Sciences and Humanities. There are a total of six schools at Cambridge University and collectivel y, they are referred to as ‘councils of the schools’ (Cambridge University, 2010). They include biological sciences, arts and humanities, physical sciences, clinical medicine, technology, and humanities and social sciences. There are various faculties that are affiliated with the aforementioned schools. Conclusion The issue of underrepresentation of women has infiltrated leadership positions in higher education. This is because previously, an increasingly higher number of men occupy positions of leadership in universities and colleges, in comparison with their female counterparts. However, this trend appears to be changing in favor of women. The immediate problem that face women especially in leadership in higher learning is not so much that there is no attributes that are required by challenges that face institutions, nor that the organizations are less-equipped to react to the challenges, but rather that the style or input of leadership and further potential are still uncared for, under-acknowledged and inadequately integrated into the designs management of the universities. Reference List Bond, S. (2000). ‘Culture and Feminine Leadership’, in Women, Power and the Academy, ed. M. Kearney, UNESCO and Berghahn Books, New York, pp. 79 – 85. Harvard University. (2010). The President and Fellows of Harvard College. Retrieved from https://www.harvard.edu/ Hilary, W., et al. (2006) â€Å"Academic women’s promotions in Australian universities†, Employee Relations, 28(6): 505 – 522. Jacobs, D Witt, J. (2006). 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(1999). ‘The Position Of Women Staff At The University Of Western Australia: Some Reflections on the Outcomes and Process of Two Reviews of Gender Equity’, International Review of Women and Leadership, 5(4): 46 – 56. University of Cambridge. (2010). About the Schools, Faculties Departments. Retrieved from https://www.cam.ac.uk/ White, K. (2003). Women and leadership in higher education in Australia, Tertiary Education and Management, 9(1): 45 – 60. This research paper on The Female Leaders’ Obstacles to Gain Leadership positions in Universities was written and submitted by user Jayce Q. 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.