Carer Term Definition Essay Example for Free

Carer Term Definition Essay By firstly understanding what the term carer means I can look at the challenges both care givers, and care receivers face. According to a government website a â€Å"carer is someone who looks after a friend, relative, or neighbour who needs support because of their sickness, age or disability.† A 2001 census report noted that â€Å"6 million people said that they provide unpaid care to a family member.† This is 12% of the adult population in the United Kingdom. This is a great amount of families providing and receiving care. For a family carer to claim financial help as a carer, the carer must be caring for someone for at least 35 hours a week, be over 16 and not a student. They must also be caring for someone formally recognised as â€Å"disabled† or someone over the age of 65. the carer must also not earn more than  £95 a week. These are the guidelines for application from a government website. Many carers may not no this and may be suffering financially from providing care within families. I will answer the essay title by looking at giving care and receiving care and the challenges both person face. I will also introduce you to the story of Ann, Angus and their family. There are many challenges in been a carer of a family member. But firstly a advantage of been a recognised carer is you can claim to qualify for a carers allowance of  £45.70 per week, also from a government website. The carers equal oppourtunities act 2004, â€Å"it gives carers the right to a assessment of their needs, with regards not just to their caring role but also to their needs for leisure, training and work.† This benefits the care giver in social terms and educationally. There are many difficulties in being a carer. It is demanding and hard work. Both physically and emotionally.

Cyprus :: History

Cyprus A TIME TO REMEMBER Experience cautions us that irreparable damage could be done by those who somehow seem to regard Cyprus as a dazzling intellectual challenge and fail to put human faces behind the issues. Of one thing we can be sure: They will not be around when their ill-conceived paper glory is blown away in the storm that is bound to follow. It has been 35 years since the stationing on the island of a UN peace-keeping force that could prevent neither a secret invasion by Greece nor the continuation of the entire range of faits accomplis created by force over the next 11 years. KORKMAZ HAKTANIR Founding Member of the Cyprus Foundation It was September, still warm in daytime, but a welcome cool descended on the central plain by nightfall. The window panes had cracks in them and there were bullet holes on the walls. The house was on what used to be the northern edge of the Turkish quarter. No one had lived on the second floor since it had come under gunfire from a tall and ugly building down the street occupied by Greek Cypriots. I was the first tenant after many years. When I began, in this way, to live in Northern Cyprus more than twenty years ago, my neighbor was an elderly lady who had not seen the sea for eight years after 1963. In the afternoon, she sat on the porch in the shade of the lemon tree in her garden and watched over her grandchildren. Nalan hanà ½m and her family had survived those traumatic years in caves, in tents and in enclaves into which Turkish Cypriots had been squeezed, leaving behind loved ones, homes and property, and a peaceful life. She always felt living on an island without a glimpse of the Mediterranean around her had been the worst punishment of all. This experience alone seemed to symbolize in her mind the unforgotten fears, abuse, desperation and isolation of those years. She recalled how she had ventured to the northern shore and stared at the sea for the first time after so many years, feeling the cool breeze on her face. The policy of doing away with Turkish Cypriots was by that time being pursued through sever e economic sanctions, this time to squeeze them out of the island. She was then, like the rest of her people, still a hostage in her own homeland.

Providian Trust

(1) What key issues and challenges led to the initiation of the Access Plus project? Please think about the external vs. internal and business vs. technological aspects of the issues and challenges.From an internal point of view, Providian Trust board members felt that the trust’s information system was outdated and therefore the day-to-day activities, which could be done more efficiently with a new software and process, were taking long periods of time and lots of resources. Per example, generating a financial report for a client would take the effort of several trust operators from the front office and back office which is an excess of human resource, and would take about 3 months to generate it.Clients felt they didn’t have to wait so much for a report. These kind of complain were making Providian Trust look bad against their competitors, who took considerably less time doing the same activities. Technological speaking, the Access Plus project has a big challenge. Ac cording to the information provided, the trust officers are very old dated when it comes to PC usage, some of them don’t even use one.One of the biggest division of Providian Trust (Pension & Institutional Trust Services) had the largest amount of full time employees (FTE) yet they were losing money, that’s why another important issue that led to the initiation of this project was the amount of money that was wasted by wrong handling of processes. Since trust officers usually gave late or inaccurate statements, the company was giving around 2 to 5 million $ a year in compensating wages.(2) What organizational changes that the company should have made (but failed to do) before and during the project to ensure the success of the Access Plus project?This project was basically a change initiative project. To have an effective change implementation, a careful evaluation of the problem needs to be made to begin with. I believe the team leader, Michael LeBlanc, understood the problem well but failed to properly select the change initiative team and also failed to create a sense of urgency among the organization regarding  why the change was needed. To have an effective change team, champions and helpers from every step of the organization need to be chosen.Per example, by completely ignoring the 240 IT personnel (even when IT was an essential part of the project, if not the most essential), the change team was missing important members and that made it lack credibility. The employees and trust officers were not convinced from the beginning about why the change was needed, therefore they didn’t believe in it and they didn’t even put in the effort. They also should have done a better selection of the program, focusing more in the company’s needs then in the competitor’s status.(3) What were the strengths and weaknesses of Providian’s approach in managing the project?As far as strengths go, I would only think that havin g the funds ready to make the project is one of them and also having a leader convinced that the change is needed. When it comes down to weaknesses we have lack of communication between change teams. Also, the employees are not convinced about the change and most of them were resisting it until the end. Another weakness is the lack of computer knowledge from the staff and trust officers and also how behind the IT staff was regarding the installation of computers. And lastly, informing employees that some of them will be let go off after the change, created stress in the job and made it harder for the initiative to be effective.(4) How would you evaluate the role (good or bad) that the internal auditor Peter Storey played throughout the project? Do you agree with him, why and why not? (if you were in his role what would you have done differently?)Should he be fired, why and why not?I believe Peter Storey played a good role. His job was to audit the system and give an unbiased opinion . It was his opinion that the proper controls were not in place to implement the change and I also share that view. In his report he states 13 identified risks that were not communicated to Walsh by LeBlanc. I would have sent this report to the CEO as well. I don’t think he should have been fired since he was informing his point of view and seemed  very valid. I believe the CEO made this decision without the proper information, and he also wanted the implementation to happen so he chose to follow the external audit.(5) If you were in charge of the project, what would you do differently? What have been your experience and observations of IS projects in your organization? If you were in charge of a healthcare IS implementation project in your organization, what would be the top three things-issues on your agenda list?I would’ve created a bigger sense of urgency regarding the need for change. It’s a critical aspect for a change initiative to be successful, otherw ise people don’t believe in it and its doom to fail, or work inappropriately. I would have chosen a more qualified steering committee (seeing as they didn’t feel accountable for what they were doing).I have never been part of a IS project, however I think my top three things would be: A. Properly training staff training in IT basic. B. Selection of a well varied change team and a good planned objective, easy to share with the staff. C. Open communication channels between the organizational line, from back staff to change champion. When these kind of changes are being implemented, most of the times the lower level has a better view of the issues that occur than the higher level.

How Business Process Management ( Bpm ) - 1339 Words

1. INTRODUCTION Over the past years, firms have faced unpredicted changes: globalization, political realignment, and rapid advance of information technology. Against this background the concept of Business Process Reengineering (BPR) quickly caught the imaginations of corporate leaders. (Kettinger et al., 2007). The recruitment process in the Public Service - Office of the Prime Minister is indeed a long process and the question is, how Business Process Management (BPM) principles and technologies can be used to shorten the recruitment process within the Office of the Prime Minister? According to (Harmon, 2003) â€Å"Definitions of Business Process Management (BPM) range from IT-focused views to BPM as a holisticManagement practice. The†¦show more content†¦The intention is to blend multiple channels taken during the recruitment process to achieve the intended benefits of the public service and that of the applicant using BPM principles and tools. Fueled by the continuing demand for corporate transformation, there has been a flood of BPR consultants and a proliferation of methodologies, techniques, and tools (MTTs) for conducting business process change projects. Faced with this onslaught, BPR project planners often confused as to which methods are best suited for the project at hand (Ives 1994). This research will seek to detail the current lengthy recruitment process within the Public Service and the impact it has on the Public Service. The report will illustrate the scope, business case, analysis for improving the recruitment process in terms of BPtrends methodology. Collected feedback from applicants, Chief Human Resource officer, Public Service Commission, and Department Human Resource Management-Policy Analysts, Permanent Secretary, Supervisor can help to maintain an effective and efficient recruitment process. This paper is structured as follows. The 1st section will illustrate the current recruitment process OPM and the challenges faced, 2nd section is the definition of the used methodology being used to shorten the current business process, 3rd , 4th and 5th section provide a Process scoping

Use Of Neurotrophins On The Function Of The Neuron...

Within nerve cells there are proteins called neurotrophins. They play a role in development and in the function of neuron signalling. Nerve Growth Factor (NGf) is a neurotrophin that stimulates division and development of sympathetic and embryonic sensory neurons. Without it functioning effectively neuron signalling is reduced. A 2010 study conducted on the brains of lab rats (Durson et al 2011) indicated that Vitamin D has the potential to upregulate VDR expression and nerve growth factor (NGF), thus reducing cell apoptosis and increasing nerve cell signalling. This mechanism indicates that VD may have cognitive enhancing effects as well as AD preventative effects. Vitamin D and Animal Studies In 2011 researchers, having grown an understanding of the mechanisms of AD development in humans, wanted to see if genetically modified mice with the ABPP gene could develop plaques in the brain similarly to aging human brains. 35% of transgenic mice died before 6 months and high levels of AB were found in the brains of these mice upon dissection. The transgenic mice who remained alive had increased levels of AB in the brain and increased biomarkers of DNA oxidative damage. When compared with wild mice the transgenic mice showed significantly higher memory deficits after behavioural testing (Xiong et al 2011). This indicates that when genetically modified to increase AB plaque formation, transgenic mouse models could be used in preliminary study of VD3 on AB accumulation. AnotherShow MoreRelatedEssay On Fmri1267 Words   |  6 Pagesbecause of the inability to record from the entire brain. Using a staggered single trial design, where stimuli are presented at different timings across trials (relative to temporal resolution), could achieve sub-temporal resolution as well (14). The use of multiple receiver coils can also decrease scan time in proportion to the number of coils used (10). By using single-shot, gradient-echo acquisition with a phased array coil, the grid space of a single slice can be covered in less time (31). ThisRead MoreAnnotated Bibliography On Human Biology Department3407 Words   |  14 Pagesthat can be useful in the framework of neurodegeneration. Deleglise et al (2013) fabricated a 3 chamber microfluidic chip. The chambers held one of: coritical neuron soma and dendrites, cortical axons, or striatal neurons. The chip was designed to replicate an oriented neuronal connection from the coritcal to the striatal cells. Through the us e of a chemically induced axotomy, by adding fluid to the central chamber (housing the cortical axon), showed that their chip could be used to simulate a lesion

Gender Roles, Stereotypes, And Expectations Essay

Gender roles, stereotypes, and expectations found in the Puritan New England community can be examined by using source documents from the Salem Witch Trials which took place in 1692. While the trials themselves are an important part of American history, the glimpse into that time period afforded by these surviving documents is invaluable. Gender roles and religious beliefs play a large role in the hysteria which spread across Puritan New England as it had in Europe for centuries before. Briefly the hysteria in around Salem occurred in January of 1692 when the daughter of Reverend Samuel Parris of Salem Village became ill. She did not appear to get better over time so the village doctor, William Griggs was called in to see her. He diagnosed her with bewitchment most likely because he could find no other cause for her illness. This put into motion a hysteria that would ultimately result in the death of a number of men and women and change the lives of many more. It is important to examine and understand what beliefs the people of Puritan America believed in the seventeenth century. Seventeenth century life in Massachusetts was not easy; there were many trials and tribulations of a new environment. There was a strong belief in the devil during this time and along with a rivalry within the different towns in the region, a recent small pox epidemic and the threat of attack by tribes of Native Americans all coming together to create a basis for fear and suspicion. God and theShow MoreRelatedTeaching In A Twenty First Century Society, The Expectation1140 Words   |  5 PagesTeaching in a twenty first century society, the expectation for gender equality is important to provide the proper exposure, understanding, and educate individuals about society’s norms. These expectations that students will need to make acceptable choices for the betterment of their future. 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The Role of Values and Leadership Style in Developing

Question: Describe about The Role of Values and Leadership Style in Developing? Answer: Introduction: The particular report deals with the leadership style, ethics, morals, their intelligence and credibility etc. Baldoni (2014), according to him he describes about the most famous leader Dr. Martin Luther King and also describes about the Five Practices of Exemplary Leadership in this report. Buford (2014), according to him he describes leadership as a control relation amongst leaders and employees who propose real transformation and outcome that reproduce their collective principle. The reason for good leadership is a reputable character and generous service to employees and the association (Taylor, Psotka Legree, 2015). A vital attribute of leadership is employing human aptitude to produce performance, expectation and honesty in human resources and the organization (Abd El Majid Cohen, 2015). Dr, Martin Luther King, he is a great leaders and born in the year of 1929 in Atlanta. King had an extraordinary aptitude to get community, who would or else be continually feud, to work mutually. He was constantly unwilling to separate or sour relationships with anybody who may help the source. The leadership style followed by Dr. Martin Luther King was a transformational leader. Transformational leadership begins with the expansion of company visualization, a vision of the outlook that will stimulate and exchange potential supporters. This vision might be urbanized by the leader, by the superior team or might appear from an extensive sequence of planning (Taylor, Psotka Legree, 2015). The most significant issue is the leader acquire into it, clip, procession, and sinker whilst the transformational leader seeks overtly to transform the organization, there is also a implicit guarantee to supporters that they moreover will be transformed in several method, maybe to be additional in t his amazing leadership style (Alkassabi, Alsobayel Aleisa, 2015). The Five Practices of Exemplary Leadership Model: Leadership is not regarding behavior; its regarding performancea visible position of proficiency and aptitude (Deichmann Stam, 2015). And when we primary set out to determine what great leaders essentially do while they are at their individual best, we composed thousands of story from commonplace citizensthe knowledge they remember when ask to consider of a peak leadership understanding (Alkassabi, Alsobayel Aleisa, 2015). The five practices of exemplary leadership model are Model the way, inspire a shared vision, Challenges the process, Enable others to act, encourage the heart (Dartey-Baah Yaw Ampofo, 2015). Model the way- In these leaders set up main beliefs regarding the technique which people (ingredient, peers, generation, and consumers alike) must be delight and the system aim must be follow. They generate values of superiority and then locate a pattern for others to pursue (Taylor, Psotka Legree, 2015). Inspire a shared vision- In these leaders overpoweringly suppose that they can create dissimilarity. They visualize the prospect; generate a model and exclusive reflection of what the organization can turn out to be. Throughout their appeal and silent influence, leaders recruit others in their thoughts (Hopkins, O'Neil Stoller, 2015). Challenge the process- In theses leaders look for occasion to transform the position quo. They appear for innovative customs to recover the organization. In liability so, they research and take hazard (Gartzia Baniandrs, 2015). Enable others to act- In these Leaders promote teamwork and construct determined teams. They aggressively engage others (Dartey-Baah Yaw Ampofo, 2015). Leaders appreciate that communal esteem is what protract unusual hard work; they endeavor to generate an atmosphere of confidence and human self-esteem (Alkassabi, Alsobayel Aleisa, 2015). Encourage the heart- Achieve unusual things in organizations is difficult task. To remain hope and willpower energetic, leaders distinguish donations that persons create (Hadjithoma-Garstka, 2011) . Effective leaders: Creating values, beliefs and behavior in terms of effective leaders are: Beliefs are the statement which we create while concerning ourselves, regarding others in the humanity and regarding in what way we excluding thing to accomplish (Kotze Venter, 2011). Beliefs are concerning how we believe stuff actually are, what we imagine is actually correct and what consequently anticipate as expected penalty that will pursue from our performance (Dartey-Baah Yaw Ampofo, 2015). On the other hand, values are concerning how we encompass to reflect things should to be or community need to perform, particularly in conditions of behavior like sincerity, honesty and ingenuousness (Mehdinezhad Arbabi, 2015). Consequently, to be good leaders first we have to learn that leaders are made not natural. If we have the aspiration and resolution we can grow up to be effective leaders. Good leaders expand throughout a never end procedure of self-study, teaching, guidance and knowledge (Alkassabi, Alsobayel Aleisa, 2015). To motivate our employees into higher stage of cooperat ion, there is confident equipment we must be, recognize, and, accomplish. These do not appear logically, but are obtain throughout repeated work and learning. Good leaders are frequently functioning and study to recover their leadership ability (Morhart, Herzog Tomczak, 2011). Two Leadership Theories: The two theories which I had selected in this report are transactional and transformational leadership. There is an extensive and increasingly rising diversity of theories to give details about the idea and performance of leadership (Dartey-Baah Yaw Ampofo, 2015). I will offer a concise summary of the more leading or improved recognized theories (Mullen, Kelloway Teed, 2011). The majority of theories outlook leadership as beached in one or more of the subsequent three viewpoints: leadership as a procedure or association, leadership as a grouping of personality or character individuality, or leadership as convinced behaviors or, as they are extra usually referred to, leadership ability (Alkassabi, Alsobayel Aleisa, 2015). In practically all of the more leading theories there survive the ideas that, as a minimum to a number of amount, leadership is a procedure that occupy control with a cluster of populace near the understanding of objective. I will declare on the facade end to faci litate, in my estimation, leadership is a self-motivated and compound procedure, and that a good deal of what is printed this existence be liable to simplify this method (Alkassabi, Alsobayel Aleisa, 2015). My objective here is to supply an impression that keep stuff easy, devoid of crossing into generalization, and for the most element abstaining from any critiquing of a variety of theory (SACCOMANO PINTO-ZIPP, 2011). Transformational Theory: This theory condition that leadership is the procedure by which an individual connect with others and is capable to generate a relationship that consequences in enlarged motivation and principles in both supporters and leaders (Taylor, Psotka Legree, 2015). It is frequently compare to the theory of magnetic leadership that support that leaders with confident character, like self-assurance, sociability, and evidently confirmed values, are best able to motivate supporters (Dartey-Baah Yaw Ampofo, 2015). The most important part in transformational leadership is for the leader to be helpful to the requirements and motives of supporters in a challenge to assist them arrive at their maximum probable. Additionally, transformational leadership classically explains how leaders can commence, expand, and execute important transform in an organization (Alkassabi, Alsobayel Aleisa, 2015). This theory is often argued in dissimilarity with transactional leadership. As pe r the report Dr. Martin Luther King, he is a great leaders and he use to follow a transformational leadership style because Transformational leadership begins with the expansion of company visualization, a vision of the outlook that will stimulate and exchange potential supporters (Thomas Bendoly, 2009). Transactional leadership: This is a theory mainly pay attention on the connections that take place among leaders and supporters (Dartey-Baah Yaw Ampofo, 2015). It is base in the conception that a leaders occupation is to generate construction that makes it in abundance, and clearly what is predictable of his/her supporters and moreover the penalty (i.e. plunder and penalty) for gathering or not meeting these prospect. This theory is frequently compare to the idea and performance of organization and continue to be an enormously ordinary constituent of many leadership models and organizational construction (Ulrich Filler, 2015). The difference between these theories is the following: 1. Transactional leadership approach is more disturbed with uphold the usual flow of operation (Alkassabi, Alsobayel Aleisa, 2015). On the other hand, transformational leader go outside organization everyday operation and different technique approach for pleasing his company, subdivision or employment players to the next stage of presentation and accomplishment (Dartey-Baah Yaw Ampofo, 2015). 2. Transactional leadership can be explaining as "observance the transport floating." On the other hand, Transformational leadership mainly pays attention on team-building, inspiration and teamwork with staff at dissimilar stage of an organization to complete revolutionize for the superior (Taylor, Psotka Legree, 2015). 3. Transactional leaders use corrective control and a selection of inducement to motivate staff to execute at their paramount (Dartey-Baah Yaw Ampofo, 2015). On the other hand, Transformational leaders situate objective and motivation to press on their subordinate to superior performance levels, though provide chance for individual and specialized enlargement for each worker 4. Transformational leadership approach is critical to the strategic expansion of a small industry. Small industries with transformational leaders at the wheel shoot for determined objective and can they accomplish quick accomplishment throughout the idea and team-building ability of the leader (Alkassabi, Alsobayel Aleisa, 2015). Recommendation: The main finding of this report, leaders are basically excellent supporters. Leaders appreciate that they are responsible to persons in influence. This type of leaders does not propose to this influence since of fright of their senior. Leader recognize, it is not superior thought to perform as long as they consume, in its place to remain employment precedence associated with the organizations objective and suitable wisdom of superiority. Effective leader require the chance to increase and to concern in control, not only ones individual circumstances, but of persons being lead. Leadership approach are currently from a consistent option; it is a cognizant choice to take the responsibility with its rights duties An effective leader require the chance to increase and concerned in control not only ones individual circumstances, but of persons being lead. This leadership approach current from consistent option; it is cognizant choice to take the responsibility with its rights duties. Ind ividuals who direct in place and signify the requirement of subsequent dealings and adhere to recognized strategy to guarantee endurance of the organization (Alkassabi, Alsobayel Aleisa, 2015). Leaders and supporters play a vital responsibility in the organization accomplishment. Failure pursue might direct death individual managerial. The long-standing authority overcome by leaders is absolutely associated with the persons capability to be disciple. It is essential for leaders to stair exterior the package, to be inventive. This type of leaders is change manager. They are frequently prophet whose attendance and difficult task guide to transformative revolutionize. The recognisation that is essential to be elastic adequate and to know its time to endeavor new process or execute new strategy. For numerous taking a risk startling and such performance can be priceless, and benefit to the complete organization (Alkassabi, Alsobayel Aleisa, 2015). These leaders look for to improve ch ance allow for everyones probable to be accomplish through empowerment. The organizations mission Vision should internalized by the leaders. An effective leader is an individual who can entrust to use ones aptitude to lead others, and execute technical ability, and conceptualize circumstances, therefore serving guarantee goal to accomplish (Alkassabi, Alsobayel Aleisa, 2015). Conclusion: While concluding this report, I totally agreed with Dr. Martin Luther King, he is a great leader. He used transformational leadership style because transformation leaders keep on inspiring their leaders and motivate them toward their work. In this we should carry on to discover what comprise effective leadership. In liability so it might be that we can carry superior simplicity to what it obtain to be an effective leader. In this paper, I try my best to define the leadership style of Dr. Martin Luther King. And also try to explain the different values, beliefs and behaviors in effective leaders. In this I describe about what we learn from this theories and what leaders need to do toward their organization. Leaders are not born, leaders are made. To be good leaders the leaders should follow their theories and their roles toward the organization, and then only he/she can be good leaders. In this researcher describe about the Five Practices of Exemplary Leadership Model, which help the leaders in five different ways to keep on motivating their employees. They are Model the way, inspire a shared vision, Challenges the process, and Enable others to act, encourage the heart. An effective leader requirements the chance to increase and to be concerned in control not only ones individual circumstances, but that of persons being lead. The most important part in transformational leadership is for the leader to be helpful to the requirements and motives of supporters in a challenge to assist them arrive at their maximum probable. Additionally, transformational leadership classically explains how leaders can commence, expand, and execute important transform in an organization. This leadership approach current from a consistent option; it is a cognizant choice to take on the responsibility with all its rights and duties. An effective leader anticipates conflict and is capable to administer it in a creative method. Such leaders look for to convene individual and the requirements of management. This can be completed throughout combination structure that permits the leader to collaboratively construct a schedule for change that meets the requirements of the organiz ation. References Abd El Majid, E., Cohen, A. (2015). The role of values and leadership style in developing OCB among Arab teachers in Israel. Leadership Organization Development Journal, 36(3), 308-327. doi:10.1108/lodj-06-2013-0077 Alkassabi, O., Alsobayel, H., Aleisa, E. (2015). Job satisfaction among physiotherapists: does the leadership style matter?. Physiotherapy, 101, e62-e63. doi:10.1016/j.physio.2015.03.184 Baldoni, J. (2014). MINDFUL LEADERS HAVE MOXIE. Leader To Leader, 2015(75), 31-36. doi:10.1002/ltl.20163 Buford, B. (2014). PETER DRUCKER AN AMAZING GRASP OF CONTEXT. Leader To Leader, 2015(75), 7-11. doi:10.1002/ltl.20159 Dartey-Baah, K., Yaw Ampofo, E. (2015). Examining the Influence of Transformational and Transactional Leadership Styles on Perceived Job Stress among Ghanaian Banking Employees. IJBM, 10(8). doi:10.5539/ijbm.v10n8p161 Deichmann, D., Stam, D. (2015). Leveraging transformational and transactional leadership to cultivate the generation of organization-focused ideas. The Leadership Quarterly, 26(2), 204-219. doi:10.1016/j.leaqua.2014.10.004 Gartzia, L., Baniandrs, J. (2015). Are people-oriented leaders perceived as less effective in task performance? Surprising results from two experimental studies. Journal Of Business Research. doi:10.1016/j.jbusres.2015.05.008 Hadjithoma-Garstka, C. (2011). The role of the principal's leadership style in the implementation of ICT policy. 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