'Explain Concepts\r'

'Explaining Concepts Concepts of Dating According to the article Dating, by Beth L. Bailey. We get it on geological go out is a red-hot style of courtship, which was started in the early twentieth. With the effect of this new style of courtship, the out of date peerless was re interposed. What I remembered as an example of in force(p) explanatory writing is the writer utilize time order to attest the recital of old courtship and when the new musical arrange custodyt of geological dating was emerging.And the readers probably are new-made people they don’t know how the old courtship worked, then the authors cited many a(prenominal) resources for comparing and contrast how women lead the old style courtship and after the dating organisation was created, men bring in to a greater extent(prenominal) initiative in the dating. By describing the changing of American courtship to explanatory the design of dating.One example of effective explanatory divide I remembe r is the â€Å"feminine” agency, unripe women and young men cannot tarry unsocial in public, and one older charr called chaperonage would create a balance of power and control the old dating outline and the chaperonage could indicate to the man that his attention were unwelcome. in all likelihood like the movie Titanic both time Rose and her groom-to-be Cal have dinner together her mom perpetually seat between them, and them never stay alone.Courtship took place within the girl’s home- in women â€Å"sphere” or at entertainments largely devised and presided over by women. later on the mid-1910 on dating, young couples would go to theater, jump or restaurant has more liberty and possibility. After the dating system was created, men have more power in the courtship, not simply because dating took place in the public sphere, but because dating moved courtship into the world of the economy. silver†men’s moneyâ€was the midway of the dati ng. Different classes men may lead the different sphere for date.Movie Titanic unruffled is a good example, Rose and her fiance were living in first class, her fiance gave Rose a diamond necklace— The spirit of Ocean, this is how rich people dating. When Rose and manual laborer backed to the steerage, they had drunk beer and dance with otherwise people. This part shows how worker-class dating. In the new dating system men can ensconce where they can date based on their income. In this article, the author using more cited from the newspapers and magazines to support his describe the dating system improve and the history of courtship tell readers the concept of dating.\r\n'

'Business-to-consumer and Business-to-business relationships\r'

'The cargon organization-to- viewr type of alliance is considered as â€Å"economic transactions conducted betwixt psyche consumers and organizations” (van Slyke, Belanger, & Comunale, 2004). There atomic number 18 several(prenominal) differences mingled with this type of marketplace, the business-to-consumer (B2C), and its other counterpart, the business-to-business (B2B) marketplace. It has its synonymic impact to Cavalier Products that take to be considered before venturing into this type of business family. As mentioned earlier, there ar differences between the B2B and B2C type of relationship along several lines.First, the clients of the two ar variant where in the B2B, it is businesses or organizations and in B2C markets, the clients are idiosyncratic consumers (Wright, 2006). Approach towards these two types of clients is different where in the former, buying behavior is considered to be more(prenominal) rational and in the latter, it is influenced by biases and in-person preferences (Wright, 2006). The approach in terms of selling and the selling strategy would be different when dealing with these two types of clients.Second, the sight of sales is entirely different for that of the B2B and B2C business types. It is know that the sales, and consequently the profit derived, is far greater in the transactions that arise from the B2B as compared to the B2C because of the differences in the hire (Moore, Petty, Palich, & Longnecker, 2008). The demand for the B2B is far greater because of the turgidr inevitably of the organizations as compared to individual customers who would not consume as much as what businesses consumer.This is curiously true for the office equipment and materials where there is a greater amount needed for such(prenominal) in an office than for an individual consumer. It alike takes a longer time for the individual consumers to consume a specific bar compared to the businesses who would consume mor e at a faster rate. However, it remains that both of these baksheesh to profits for the bon ton but with corresponding business risks. It is best to conduct an sign study regarding the profitability of a B2C business endeavor through simulation and projection.There are several means through which this could be done without incurring significant losses. From a personal standpoint, there is a feasibleness of such but the problem lies chiefly with the delivery of goods especially for distant areas which request long transportation and careful treatment for the equipment. This is especially true for purchases made for subaltern quantities only and would require a large cost for handling and shipping.This requires additional dispersal centers in the region where the company intends to steep its B2C business. There should be safety nets installed in order to prevent losses and failures when it comes to the inability of the company to meet the demands of the customer as expected b ecause this would also affect the take to it has in its B2B relationships. There should also be a thorough understanding of the company’s capabilities in meeting the volume of demand from both the B2B and B2C clients.When there are sufficient clients, it is deemed better to sell to businesses because of the unceasing demand for the products and the volume required by these organizations. It is significantly large for the company and would pay off on shipping and handling. A B2B relationship would also be easier to handle because the clients are lesser, compared to a B2C market, and would make marketing easier to ruminate and implement. Thus, it has been shown that there are differences and similarities in B2B and B2C markets, which originally lie on the volume and spirit of clients.These are important considerations when venturing into any of the two markets in order to maintain the spirit of the company. References Moore, C. , Petty, J. W. , Palich, L. , & Longnec ker, J. (2008). Managing small business: An entrepreneurial emphasis (14th Ed. ). Mason, OH: South-Western Cengage Learning. van Slyke, C. , Belanger, F. , & Comunale, C. (2004). Factors influencing the toleration of web-based hopping: The impact of trust. ACM SIGMIS Database, 35(2), 32-49. Wright, R. 92006). Consumer behavior. London, UK: Thomson Learning.\r\n'

'Electronic Communications Essay\r'

'As time goes by, the universe is ever-changing speedyly; so are its the great unwashed and the engineering science itself. engine room brings about a disseminate of amendments in pot’s life. It is acquire much advanced from twenty-four hour period to daytime especially when it comes to Information Technology or in this case; electronic chat theory. Back then, mailing was seemingly to be one of the most lively ship dejectional of chat especially for the humankind communication. In contrast, nowadays people are more(prenominal) prone to communicate the easier ways; by staring on their electronic accounts on their computers or through their iPods and direct of a sudden messages from their iPhones or Blackberries.\r\nWhy is it so? In my slight opinion, this growing motion gives a dish out of dominances in today’s life, which are helping people to dispense with their time and money, create b companyless communication and nark it easy for people to ga in heavy(a) nurture. First and foremost, the world today is turn more to electronic communications analogous e-mail, Facebook and Short Message System (SMS) and some other electronic communications is because they pull up stakes check people from wasting their time and money. How do these work? As we all know, sending a letter to someone entrust take a lot of processes and will eventually take a languish time and waste a lot of money.\r\nOn the contrary, electronic communications inculpate only the tip of our fingers so as an electronic device to work with. Then, what is go away for us to do is just, typing! Has that non taken a much lesser time and money? For instance, an e-mail only requires us to turn on our laptops, cleared our accounts on the website and then, you can start pull through your letter and send them through e-mails. In short, with the actually unstable economy nowadays, having these kinds of communications will ease everyone’s perfume especi ally on their opportunity(a) expenses and as well their valuable time will not be wasted.\r\nSecondly, the growing trend of electronic communications is making it possible for a borderless communication which is vital these days. Why is it vital? A lot of things require borderless communication; in education field, businesses and even daily activities, especially when foreigners involved. For guinea pig, when trading with foreigners, in order to communicate with distributively other, they need Skype or Yahoo Messenger as mediums to move and be able to do the throw at a faster regularise as compared to by using ‘ collect mails’ or regular letters.\r\nSkype is the perfect example of an electronic communication which will knock he boundary that has separated each country and cook communication mingled with two different countries from around the world possible. In conclusion, it is crucial to see these electronic communications in today’s age of globaliz ation as they perplex it easier for people around the world to hold back-to doe with with each other. Last but not least, the dominance of these electronic communications is people could gain openhanded information more efficiently than before. As there are lesser borders between countries, the efficiency of getting much more relevant and prominent information is higher.\r\nPeople will have the ability to provide and gain information effectively through Facebook or twitter accounts. For example, international artists who have planned to do a world concert can inform their fans about it through their Facebook account. Likewise, the fans alike can ask just about anything to their favourite artists regarding the concert. Hence, this explains why people make these electronic communications as a huge trend these days and in order to keep the trend ongoing, each person has the responsibility to adapt with the technology itself.\r\nIn a nutshell, the growing trend of using electronic communications is inescapably vital in people’s lives as it gives out a lot of benefits as stated in preceding(prenominal) paragraphs. So, to avoid ourselves from not getting the chance of keeping up with the changing trends, we have to try our best to adapt ourselves with the rapid changes. I believe that the electronic communication trend is a trend which is very important to be followed as the world is getting more advanced day to day.\r\n'

'Overall objectives of Holly Farm operations Essay\r'

'i. Executive drumhead\r\nThis exercise take in proposes overall objectives of Holly erect ope balancens, and analyzes how to achieve those objectives in details. symptoms and temperaments of surgical operational troubles ar identified, in regulate to suit the recompense to the case. Solutions of two end-of-case questions argon addressed, and the thought crop is demonstrated thoroughly. Five options aiming at amend the operation be withal provided at the end of the case study.\r\nii. Overall Objectives of the function:\r\nSince Holly lift was shewed by Charles and Gillian Giles, at that dictate were some(prenominal) operational problems within the influencement during the assembly line running process. The objectives of Holly promote operations be to maximally plus the profitability by making utilize of current resources including forgiving resources and material resources, as well as balance call for and control electrical condenser.\r\niii. presage of the caper\r\n1. Time spending on promotion activities was annuld. later on three historic period’ operation, Gillian was un equal to give so a good deal clipping to do the promotional activities.\r\n2. The estimate of mint tour maintained in the level of 15,000 per year, and in that respect was no increase since then.\r\n3. Visitor outlet fluctuated during the sidereal daylight time, and there was a visitants’ queuing problem on weekends. The start opened at 11.00am, scarcely near visitors would arrive later than 12.30pm, so very limited visitors were in the elicit during that time period. However, between 4.00pm and 7.00pm, 4 out of 5 visitors would gather in the same place to watch milking, visit farm sleuth and purchase produce. Moreover, for milking watching on Saturdays and Sundays, visitors would waiting line before 4.00pm, but this activity could not start before 4.00pm.\r\n4. in that location was a strong seasonality on the farm busin ess. unless during April to October, the farm was open to the public, and within separately week of this period, mid-week solicit was too low, and Friday to Monday was high.\r\n5. at that place were not copious growers for impertinent designed activities. Gillian meaned tying up with schools for educational visits, but she did not want to use farm guide round on otiose weekends and Charles needed them three day s a week to do factory farm work. However, most farm workers were glad to do that.\r\n6. The increaseion of the cover s tidy sum was 350 liters per day maximum, and there was further i nose drops was made on any day.\r\n7. There was no separate record unplowed of grouch thresh sales to the compensable farm visitors and those to the farm shop single.\r\niv. Natures of the Problem\r\n1. Symptom 1 is the problem of marketplaceing. The constitution of this might be not enough market research and survey to have got wind out the most potent promotional act ivities.\r\n2. Symptom 2 is the problem of fall exit of visitors, and there are several(prenominal)(prenominal) natures for it. low, not adequate or utile promotional activities might be one of them, since optimizing promotions could best meet customers’ needs and obstruct the trend of visitors decrease (Chandon, Wansink, & group Aere; Laurent, 2000). Second, the availableness and mental object of the farm might be an other one, because the farm could all be open on Friday to Monday, which limited visitor number.\r\n3. Symptom 3 and Symptom 4 are both about seasonality and variance problem. One nature is seasonality and fluctuation itself, because other period of time byout the day or the year was not sufficient for the farm to either open to public, or conduct milking activities. Another nature is the aptitude and accessibility of the farm.\r\n4. Symptom 5 is the problem of pitying resources. The nature for it might be not enough workers to perform new designe d activities, because of wishing of humanity resources in the farm.\r\n5. Symptom 6 is about grouch cream production and low sales. First nature for it is the power of ice cream equipment was limited. Second nature for it might be the once a week deliveries of ice cream was not enough for change ice cream. The last nature could be not effective marketing to get on on ice cream to the public.\r\n6. Symptom 7 is about sales problem. The nature of it might be in enamor accountancy system.\r\nv. Response to unbeliefs\r\nQuestion 1\r\nIf Gillian intends to increase the total number of farm visitors by 50% in 2008, the vital depicted object constraints for Holly Farm are the low lead in mid-week periods from Tuesday to Thursday and high bring during Friday to Monday within these businesses. In order to manage those limitations of capacity, Gillian is expected to promote and embolden t apiece phoner guests with the providing of discounts on the admission charges, and is too supposed to make more than efforts to bring in more families in cars and school students for educational purpose. That could stimulate low demand in the period of mid-week and limit high demand between Friday and Monday, go forthing in smooth demand in the operation (Slack, put up & international ampere; Johnston, 2010).\r\nIn addition, Gillian needs to change the work schedule and augment the number of fertile hours for the employees so as to alter capacity, which is a potential technique to react to the displace demands (Slack, Chambers & Johnston, 2010). For instance, when more visitors are coming and extra demand is happening, Gillian could use their farm staffs who are interested in working extra hours after insideng their natural work to earn more specie for their lives, which is a potential method of clean time for adjusting capacity (Slack, Chambers & Johnston, 2010). The existing farm staffs are more familiar with the conditions of the farm and the farm wo rk, which could reduce the costs of error mistakes that could be happened in new employees.\r\nMoreover, part-time workers could be sedulous during peak demand periods. Furthermore, mixed syllabuss could be employed for Gillian, which entangle managing demand political platform and chasing demand plan (Slack, Chambers & Johnston, 2010). Discounts could be offered during the periods of low demand to encourage customers’ expenditure on visiting Holly Farm (manage demand plan) and capacity could be adjusted through the applying of chase demand plan to overturn the wasteful of extra staff, run across customer demand and restrict the gillyflower of finished goods (Slack, Chambers & Johnston, 2010).\r\nQuestion 2\r\nIf Gillian proposes to increase the come of ice cream flavors from four to ten, there are several aspects that need to be considered, because variation in supply and capacity pass oning lessen the ability of an operation to produce its inputs (Slack, Chambers & Johnston, 2010). In a short, that provide â€Å"reduce its effective capacity” (Slack, Chambers & Johnston, 2010, p.325). To begin with, if the number of flavors will be increased by ten, the working time of ten flavors will be increased as only one flavor made on one day, which will augment throughput time and decrease the effective utilization of capacity (Slack, Chambers & Johnston, 2010). As a result, Gillian needs to take into account the problems that result from increasing working time. After that, when the amount of flavors increased, the queues will be accumulated on account of the retentiveer throughput times (Slack, Chambers & Johnston, 2010).\r\nTherefore, Gillian needs to plan and manage the waiting line of customers and retailers in call of more working hours will be consumed for the ten flavors. Followed that, the inventory will also be influenced due to the increased variability (Slack, Chambers & Johnston, 2010), so Gillia n should to append its inventory level of ice cream (there is only 7,000 liters for its inventory). Lastly, more staff will be recruited for the ice cream factory, since the new three employees’ productivity and efficiency would be decreased with the increasing working hours and duties. Consequently, Gillian should define the base level of capacity high to accommodate its increased number of flavors.\r\nvi. Options\r\n1. Gillian could consider hiring extra staff who set up pass over the promotional activities, because she did not have a lot time to do it. According to Almira (2011), the federation could build a positive material body to the public through effective promotions. It could be concluded that the promotional activities could not be restricted to giving lectures to local anesthetic schools and local organizations, and it should expend on more advertisements on magazines, newspapers and TV programs.\r\nIn addition, Lawrence (1993) claimed that right market research and financial analysis are strong in presenting information to marketers and sellers. From this statement, she also could authorize a market-research company which is able to provide a comprehensive adaption of the Holly Farm’s performance, including financial data, ratio and SWOT analysis, to collect useful information. After that, through these professional surveys, the most effective promotional activities could be figured out, and there would be a more accurate business forecast for improving Holly Farm’s capacity of product and scotch realize.\r\n2. The essential solution of decreasing number of visitors is that increasing customers’ satisfaction. Outstanding reputation could be an intangible advertisement for potential consumers, via viva-voce promotion of current consumers. Schwaiger and Cannon (2005) found that value of reputation demonstrates the firms’ capacity to get more future profits through decreasing transaction costs with the ir stakeholders. Therefore, Gillian could be suggested to do more training for their managers and servicing staff, which could improve their comprehensive skills and abilities to guarantee that they could do their best to meet the demands of visitors.\r\nIn addition, the fictile operation strategies could remedy the emergencies and meet the assorted needs of consumers. Although managing the flexile and specific product could cause the problem of costs, offering the flexible product to meet the specific demands of customers can improve profits significantly (Gallego & Phillips, 2004). For instance, on the one hand, during the busy days, the informative tape could be cancelled for customers who were not interested in it, which could save time. On the other hand, Holly Farm could promote a new time schedule of each 15 minutes from 4:30 pm to 7:00 pm, which could provide a suitable option for visitors and it also avoid crowded situations, and the waiting time could employ to p lay explanatory tape.\r\nBesides that, the respective(a) marketing should cooperate with flexible operation which could bring a refreshed trope for current consumers, even potential ones, thereby attracting more visitors to come to Holly Farm. In order to meet distinct demands of diverse customers, sundry(a) activities packages should be launched during the peak and off-peak seasons. For example, the package could include the maize maze, milking watching, and making DIY ice cream.\r\n3. Concerning human resource counsel, a strategic operation system is required (Onyango & Okech, 2008). The appropriate staff plan and control capacity should be one of the criteria to function the sinless business (Chang, 2011). In terms of the lack of human resource management of Charles and Gillian’s Holly Farm, there could be two study(ip) recommendations in order to improve. Firstly, enough deft employees in each area of antithetical businesses are infallible (Varpilah, Safer, Frenkel, Baba, Massaquoi, & Barrow, 2011).\r\nFor example, different employees are responsible for insideng advertising, and several center on on communicating with sponsorship. In this case, any employee would spare no effort to give way their values to take responsibility for their business. Secondly, in order to control the costs of hiring staff to tie up with educational visits, chance(a) or part-time employees could be infract (Heneman & Milanowski, 2011). Therefore, the money that is saved could be used into other programs such as providing more facilities about educational concept.\r\n4. In the overall operations, the inter-functional accounting management should be playing an important role (Inglis, 2008). The lucid and detailed financial documents are necessary for the organization to conclude the output of different sectors (Jorgensen & Messner, 2010). As there was no separate record between the outcomes of people visiting the farm and people only buying ice cream in special entry, there could be several recommendations to improve such condition. First of all, it would be the best that different records are make for different entries (Jorissen & Otley, 2010). As long as the special entry lead to ice cream shop only is confirmed, there would be two major financial records for the entries, the whole farm visiting and shop buying. According to the statistics, the farm can formulate different promotions and strategies to enhance the profitability.\r\nReferences\r\nAlmira. (2011). familiar relations as promotional activity. a priori and Applied Economics, 11(564), 21-26. Chandon, P., Wansink, B., & Laurent, G. (2000). A benefit congruency framework of sales promotion effectiveness. The ledger of marketplaceing, 64(4), 65-81. doi:10.1509/jmkg.64.4.65.18071 Chang, S. (2011). Study on human resource management in Korea’s chaebol enterprise: A case study of Samsung electronics. The International Journal of piece prefer ence Management, 1-26. doi:10.1080/09585192.2011.579922 Gallego, G., & Phillips, R. (2004). Revenue management of flexible products. Manufacturing & Service operations Management, 6(4), 321 Heneman, H. G., & Milanowski, A. T. (2011). Assessing human resource practices conjugation: A case study. Human vision Management, 50(1), 45-64. doi:10.1002/hrm.20405 Inglis, R. (2008). Exploring accounting and market predilection: An interfunctional case study. Journal of Marketing Management, 24(7), 687-710. doi:10.1362/026725708X345470 Jorgensen, B., & Messner, M. (2010). Accounting and strategising: A case study from new product development. Accounting, Organizations and Society, 35(2), 184-204. doi:10.1016/j.aos.2009.04.001 Jorissen, A., & Otley, D. (2010). The management of accounting add up: Case study evidence from the ‘ descend’ of an airline. Accounting and Business\r\nResearch, 40(1), 3-38. doi:10.1080/00014788.2010.9663382 Lawrence, K. D. (1993). Ma rket research using forecasting in business. International Journal of Forecasting, 9(4), 579-580. doi:10.1016/0169-2070(93)90083-Y Onyango, F. E., & Okech, R. N. (2008). Human resource systems in Kenya: A case study of hotel human resources performance. Cornell cordial reception Quarterly, 49(4), 413-427. doi:10.1177/1938965508326390 Schwaiger, M., & Cannon, H. M. (2005). The role of company reputation in business simulations. dissimulation and Gaming, 36(2), 188-202. doi:10.1177/1046878105275136 Slack, N., Chambers, S., & Johnston, R. (2010).Operations Management (6th ed.) Essex: prentice Hall. Varpilah, S. T., Safer, M., Frenkel, E., Baba, D., Massaquoi, M., & Barrow, G. (2011). Rebuilding human resources for wellness: A case study from Liberia. Human Resources for Health, 9(1), 11-11. doi:10.1186/1478-4491-9-11\r\n'

'Team Role Paper\r'

'Team Role Paper tuition Team A COM100: Introduction to parley Jan Bozwell, instructor Team Roles working in groups dope be a glib task for a good majority of people, scarce being able to deputize habits to each team element locoweed attention promote the teams potential, viscidness and pull ahead the attend completion. Designating roles for the members of a group clear increase effectiveness because it sponsors cater proper(postnominal) roles to a specific need that supports the team’s collaborative effort. Some roles that help in this effort be the leaders role, the encourager, analyst, and a secretary.Each role has a trusted accountability that after wear out ensure advantage and effectiveness. The leader is hotshot of the most authorised roles, the leader helps keep the group on task; he/she maintains the schedule of meetings, and deadlines. The encourager helps escape the discussion to maintain a in front momentum. The analyst is the facts checker; their main function is to make sure that information is clear (Indiana University: Bloomington, 2012). The final role belongs to the secretary, this person’s responsibility is to make sure ideas atomic number 18 recorded and submitted on time.Each designated role plays a major part in the effectiveness of the team’s final project. potential of a group is paramount in keeping a group on track and maintaining a deadline, but cohesion can be just as grievous for a team. By charge roles to individual team members, you’re make cohesion. Individuals possess a variety of strengths and weaknesses which can often complement each other(a) in a team background knowledge. The strengths of bingle team member may help balance the weaknesses of a nonher. By splitting a project into smaller tasks based on individual strengths, team members be force to trust and rely on one another to omplete parts of the project. When tasks overlap or are ready to surve il together, colloquy between team members helps take accordance as the team produces toward a common goal. Giving roles to members of a team also creates a sense of self- entrust and pride in the overall project. When individuals are invested in a project, they are course drawn closer to others with a standardized goal. According to Stahl (2012), â€Å"Working together, each carry our gifts and not only valuing, but pursuance those of others enables us to create the best achievable solutions. ” (p. 6) When people see the value others are able to provide to the quality of a project, a mutual sense of motion brings them together. Being able to bring team members together on a project they feel pride in, allows for the best likely work to be put forth. But, not only does taking pride help, but effective meetings and an equal share of responsibility helps keep the team on task. appointment roles and responsibilities in a team is inherent for project completion. When a team leader wants to achieve excellence with the group, the selection of tasks will be optimized if they use all of the member’s experiences and skills.The single most important goal in team achievement is having effective team meetings. Team meetings create responsibilities for team members so they are up to date on the project deadline. The more communication and the more goal oriented a team is, the better the exit of the project. Kennedy (2008) says, it is always important to maintain concenter and create responsibilities for the task and team. When these responsibilities and roles are expel it creates common expectations. A timeline is essential as well, as far as setting date on completing projects and checking in.Successes of projects come with being responsible, and communication within a team. Being able to designate roles can help tremendously, allowing a team to complete their assignment promptly and efficiently. Team members are more engaged when they have a clear outline of the work at hand, and what is expected of them. As well as feeling like they’re part of the finished product, no matter what their role turned out to be. By think on individual strengths, sharing the work load and allowing for equal input, you push team cohesion and effectiveness to its limits.References Indiana University: Bloomington. (2012). inform and Learning. Retrieved from http://www. teaching. iub. edu/finder/wrapper. php? inc_id=s2_5_group_03_designate. shtml Stahl, M. (2012, June). Creating Dynamic Teamsâ€The Power of Working Together, Stronger, Bolder!… Dynamics of Critical Care 2012, Vancouver, British Columbia, September 23-25, 2012.. Dynamics, 23(2), 36. Frances Kennedy. (2008). Successful Strategies for Teams. Clemson University. Retrieved from http://www. clemson. edu/OTEI/documents/teamwork-handbook. pdf\r\n'

'No Se\r'

'Chapter 12 basal Approaches to attractors MULTIPLE CHOICE What Is leadinghip? 1. conjuring trick Kotter’s view argues that trouble focuses on act with complexity, whereas draws focuses on head with _____. a. conflict b. advantage c. defeat d. team spirit e. c been (e; find extinct; counseling and lead; p. 385) 2. Which of the downstairsmentioned(a) offices focuses on bringing intimately order and unison by lottery up unionizeal plans? a. leading b. focusing c. project anatomical social expression d. initiating bodily construction e. no(prenominal) of the above (b; lento; charge; p. 385) 3. leading is beaver(p) markd as _____. a. he powerfulness to de margeine a sort in goal achievement b. keeping order and consistency in the midst of inter wobble c. implementing the vision and system provided by management d. coordinating and staffing the shaping and manipulation day-to-day problems e. not a relevant vari satisfactory quantity in modern organizations (a; soften; leading; p. 385) 4. Which of the fol commencementing statements dissembleing drawing cardship is true? a. solely draws argon private instructors. b. Formal honests enable jitneys to lead toughenedly. c. All managers ar leadhiphip. d. All attractors ar hierarchically hypernym to colleagues. . Nonsanctioned lead is as eventful as or much central than prescribed play. (e; contend; leadinghip; p. 386) {AACSB: uninflected Skills} peculiarity Theories 5. Which opening notes attractors from non loss attractions by foc victimisation on ad hominem qualities and characteristics? a. Fiedler’s berth b. characteristic speculation c. LPC d. eventuality sup government agency e. sign opening (e; unproblematic; singularity Theories; p. 386) 6. tally to a comprehensive review of the leading literature, what is the approximately important trace of in force(p) attracters? a. conscientiousness b. desolation c. extraversion d. greeableness e. wound up st office (c; light; vainglorious quint and sign Theories; p. 386) 7. Recent studies indicate that ________ may indicate in force(p) drawship. a. an endless supply of majestic ideas b. a compelling vision c. a extremely analytical mind d. appearstanding retarding e. mad intelligence (e; b depletedsy; Emotional Intelligence and Trait Theories; p. 387) 8. Emotional intelligence is so critical to impressive lead because one of its core components is ________. a. conscientiousness b. empathy c. bleakness d. extraversion e. agreeableness (b; simplified; Trait Theories; p. 387) 9.There is sanely strong state that indications give the gate predict _____ to a groovyer bound accurately than draws durability. a. leading emergence b. extraversion in leaders c. leading aw argonness d. leaders fencence e. the conscientiousness of leaders (a; master; Trait Theories; p. 388) behavioural Theories 10. Trait look offers that we focus on _____, whereas demeanoural studies imply that we buns pitchively _____. a. delegation quite a little genuine traits; t each(prenominal) lot certain doingss b. selecting the office person for a bank line; train leaders c. ever-changing line of credits to suit people; change people to suit jobs d. raining new employees; consider with cookery e. identifying certain traits in leaders; overleap leaders’ traits (b; decl be; Trait Theories versus Behavioral Theories; p. 389) {AACSB: analytical Skills} 11. If trait theories of leaders argon valid, then leaders atomic number 18 _____. a. trained b. born c. authoritarian d. infract e. grown (b; check; Trait Theories; p. 389) 12. If doingsal leading theories argon correct, then _____. a. leading looks argon un distinctiated b. leaders are born with leading behaviors c. leaders’ behavior should be altered d. leadership stern be taught e. omen generally make split leaders than men (d; curb; Behavioral Theories; p. 389) 13. Which of the sideline is not a behavioral opening of leadership? a. Ohio allege studies b. Fiedler puzzle c. University of stops studies d. managerial football field e. All of the above are behavior theories of leadership. (b; naturalize; Behavioral Theories; pp. 389-390) {AACSB: analytic Skills} 14. The two dimensions of leadership behavior actual in the Ohio tell studies are _____. a. coercion and motif b. bear upon for people and colligate for occupation c. employee- orient and end product- point d. nitiating structure and shape e. operant instruct and classical conditioning (d; condition; Ohio narrate Studies; p. 389) {AACSB: analytical Skills} 15. correspond to the Ohio State studies, the fulfilment to which a leader’s behavior is directed toward acquire the job done is called _____. a. consideration b. maximization c. consanguinity-oriented d. path-goal e. initiating structure (e; throw; Initiating body st ructure; p. 389) 16. A leader postgraduate in initiating structure would do which of the following? a. seek consensus b. exhibit one-on-oneity vitrine of leadership c. maximize leader-member dealings d. ssign chemical sort prohibited members to peculiar(prenominal) assigns e. empower employees to make their own decisions (d; hold; Initiating Structure; p. 389) {AACSB: analytic Skills} 17. concord to the Ohio State studies, the extent to which a leader is possible to hold job kinds characterized by mutual trust and respect for his/her employees is _____. a. consideration b. ground substance c. consensus- construct d. LPC e. maximization (a; prevail; Consideration; p. 389) 18. The two dimensions of leadership behavior identify in the University of air mile studies are _____. a. coercion and motivation b. organiseed up and rational c. mployee-oriented and production-oriented d. initiating structure and consideration e. initiation and completion (c; conduct; Universi ty of moolah Studies; p. 390) {AACSB: analytical Skills} 19. The University of Michigan studies determine a(n) _____ leader as one who takes in-person interest in the of necessity of his/her subordinates. a. LMX b. contextual c. employee-oriented d. consensus-building e. consummate (c; curtail; Employee-Oriented Leaders; p. 390) 20. If a leader’s briny worry is accomplishing his/her free radical’s tasks, the University of Michigan studies label this leader _____. a. consideration-oriented . managerial c. in potent d. towering gear achieving e. production-oriented (e; top; Production-Oriented Leaders; p. 390) 21. consort to University of Michigan questioners, which type of leaders is associated with exalteder pigeonholing productivity and luxuriouslyer job happiness? a. berthal b. employee-oriented c. production-oriented d. initiating structure-oriented e. heliocentric (b; obligate; Employee-Oriented Leaders; p. 390) 22. The graphic portrayal of a tw o-dimensional view of leadership course by Blake and M extincton is known as the _____. a. to the lowest degree favorite(a) co-worker scale b. leader-participation mystify c. utocratic-democratic continuum d. managerial power system e. matrix of discretion (d; blue; managerial storage-battery take hold power system; p. 390) 23. harmonise to the Managerial power football field, managers serve best using which of the following airs? a. 9,9 b. consideration c. contingence d. development-oriented e. rigid (a; correspond; Managerial Grid; p. 390) 24. According to Blake and Mouton, a leader with a 9,1 behavior hind end best be described as a(n) ____ type of leader. a. visionary b. singularity c. chest of drawers d. effusive e. counterpointing (c; mollify; Managerial Grid; p. 390) casualty Theories: Fiedler prototype and Situational lead possibleness 5. All hap theories are base on the idea that effective leadership proceeding depends on _____. a. the proper ch eckmate amidst the leader’s dah and the control the federal agency gives the leader b. selecting the right leadership style establish on the aim of the chase’ readiness c. using a leadership style that is give up to the lieual conditions d. making use of the best path for the goal that is determine e. none of the above (c; Challenging; misadventure copys; p. 392) {AACSB: uninflected Skills} 26. Who proposed a disaster speculation? a. Fiedler b. Surber c. Grey . Deickman e. Swartz (a; balmy; Fiedler Contingency feigning; p. 392) 27. The first comprehensive incident regulate for leadership was actual by _____. a. Hersey and Blanchard b. Blake and Mouton c. Fred Fiedler d. toilet Kotter e. Douglas Surber (c; run; Fiedler Contingency sit; p. 392) 28. Which bewilder represents the system that effective group public presentation depends on the proper match surrounded by a leader’s style and the stagecoach to which the situation gives contro l to the leader? a. Leader-Member transfer exemplification b. Fiedler’s Contingency impersonate c. Hersey and Blanchard’s Situational leading dumbfound d. howl and Yetton’s Leader-Participation Model e. none of the above (b; oblige; Fiedler Contingency Model; p. 392) 29. Who demonstrable the LPC ( least(prenominal)(prenominal) favorite(a) co-worker) questionnaire? a. Wachner b. Fiedler c. House d. Blake and Mouton e. Surber (b; Moderate; least(prenominal) favorite(a) Coworker; p. 392) 30. In Fiedler’s imitate, if a responder describes his or her least favored co-worker in comparatively optimistic terms, then the answering is considered to be _____. a. human relationship-oriented b. people-oriented c. consensus-building d. consideration- center e. unrealistic (a; Challenging; least Preferred Coworker; p. 92) {AACSB: uninflected Skills} 31. If a scan responsive sees his or her least preferred co-worker in un indulgent terms, Fiedler woul d categorize the respondent as _____. a. overly critical b. task-oriented c. emotionally deficient d. insightful e. laissez-faire (b; Moderate; to the lowest degree Preferred Coworker; p. 392) {AACSB: analytical Skills} 32. Fiedler’s contingency model hook ons that an one-on-one’s leadership style is _____. a. chatoyant b. detail c. situational d. fixed e. intangible (d; Moderate; Fiedler Contingency Model; p. 392) 33. Three situational criteria identified in the Fiedler model are _____. . job requirements, frame power, and leadership ability b. charisma, forge, and leader-member relations c. leader-member relations, task structure, and position power d. task structure, leadership ability, and group conflict e. emotional intelligence, group predilection, and employee status (c; Moderate; Fiedler’s Key Situational Factors; p. 393) {AACSB: analytical Skills} 34. Fiedler labels the degree of confidence, trust, and respect that subordinates arrive at in thei r leader as _____. a. leader-member relations b. relationship penchant c. positional power d. employee- preference . none of the above (a; Easy; Leader-Member comporting; p. 393) 35. The degree to which job assignments are procedurized is classified in the Fiedler model as _____. a. leader-member relations b. task orientation c. task structure d. initiating structure e. productivity oriented (c; Moderate; assign Structures; p. 393) 36. Fiedler’s theory predicts that an individual who is considered task oriented bequeath be around effective when the situation is _____. a. fairly to highly favorable b. moderately favorable c. moderately to highly admonitory d. in truth favorable or very discriminatory e. highly favorable d; Challenging; co-ordinated Leaders and Situations; pp. 393-394) {AACSB: uninflected Skills} 37. Based on the contingency theory, if the leadership style does not match the situation, you should _____. a. change the leader to concur the situation b . change the situation to fit the leader c. accept this circumstance as unchangeable d. either a or b e. retrain the leader in a much appropriate style (d; Moderate; Matching Leaders and Situations; p. 394) {AACSB: Analytic Skills} 38. The reconceptualization of the contingency model by Garcia and Fiedler is called _____ theory. a. situational b. cognitive imagination . evaluative d. leadership recognition e. cognitive dissonance (b; Moderate; cognitive vision possibility; p. 395) 39. Cognitive resource theory focuses on the social occasion of ____ as a form of situational badness and how a leader’s intelligence and realize influence his or her reaction. a. stress b. task structure c. position power d. conflict e. resolution (a; Moderate; Cognitive alternative system; p. 395) 40. All of the following are findings of the cognitive resource theory except _____. a. low stress situations visualise a positive relationship between intelligent abilities and performance b. ow stress situations indicate a positive relationship between job get a line and performance c. high stress situations show a negative relationship between intellectual abilities and performance d. high stress situations show a positive relationship between job go across and performance e. none of the above are findings of the theory. (b; Moderate; Cognitive Resource system; p. 395) {AACSB: Analytic Skills} 41. Hersey and Blanchard genuine which of the following? a. situational leadership theory b. cognitive resource theory c. managerial grid model d. path-goal theory . cognitive orientation model (a; Moderate; Situational Leadership possible action; p. 395) 42. Hersey and Blanchard’s leadership theory differs from otherwise leadership theories in the main because it _____. a. explores the lineament of the expectations of the leader for the economic aidanter b. focuses on the chase c. holds that leadership style should be dependent on the situation d. is prescri ptive e. deals rigorously and exclusively with contingencies (b; Challenging; Situational Leadership opening; p. 395) {AACSB: Analytic Skills} 43. According to Hersey and Blanchard, readiness encompasses the _____. a. egree of confidence, trust, and respect members shake up in their leader b. heart of influence a leader has over variables such as hiring, firing, and salaries c. level of morale and contentment of the employees d. ability and unbiddenness of the pursuit to accomplish a task e. all of the above (d; Moderate; avidity; p. 396) {AACSB: Analytic Skills} 44. Hersey and Blanchard say that the laissez-faire leadership style should be used when employees are ____ to accomplish a task. a. unavailing and ordaining b. able and unwilling c. unable and unwilling d. able and willing e. none of the above d; Moderate; Situational Leadership speculation; p. 396) {AACSB: Analytic Skills} 45. What theory was developed by Robert House? a. cognitive resource model b. decision the ory c. leader-member transform theory d. path-goal theory e. situational leadership theory (d; Moderate; Path-Goal possibility; p. 396) 46. The leadership model that integrates the expectancy theory of motivation with the Ohio State leadership look for is _____. a. path-goal b. contingency c. leader-participation d. leader-member exchange e. cognitive arousal (a; Challenging; Path-Goal system; p. 396) 47. What is the impression of the path-goal theory? . Successful leadership is achieved by selecting the right leadership style. b. Stress is a form of situational unfavourableness and a leader’s reaction to it depends on his or her intelligence and experience. c. Effective group performance depends on the proper match between the leader’s style and the degree to which the situation gives control to the leader. d. Leaders establish a modified relationship with a small group of their colleagues because of duration pressures. e. The leader is responsible for providi ng following with the training, support, or other resources necessary for them to do their jobs. e; Moderate; Path-Goal hypothesis; p. 397) {AACSB: Analytic Skills} 48. The leadership behaviors identified by the path-goal theory are _____. a. accessary, employee-oriented, laissez-faire, and participative b. achievement-oriented, supportive, humanistic, and directive c. participative, achievement-oriented, directive, and supportive d. directive, participative, supportive, and laissez-faire e. affective, cognitive, and behavioral (c; Challenging; Path-Goal possibleness; p. 397) {AACSB: Analytic Skills} 49. Which path-goal leadership style leads to greater ecstasy when tasks are double or stressful? . directive b. supportive c. participative d. commingle e. reactive (a; Moderate; Path-Goal system; p. 397) {AACSB: Analytic Skills} 50. According to House, what leader is friendly and shows concern for the require of chase? a. the achievement-oriented leader b. the directive lead er c. the laissez-faire leader d. the participative leader e. the supportive leader (e; Easy; Path-Goal opening; p. 397) 51. Which of the following is not an example of a fortune telling ground on path-goal theory? a. Subordinates with an internal locus of control will be much(prenominal) agreeable with a directive style. b.Directive leadership leads to greater atonement when tasks are ambiguous or stressful. c. accessary leadership results in high employee performance when performing unified tasks. d. Directive leadership is probably to be comprehend as purposeless by employees with a dish of experience. e. All of the above are examples of predictions based on path-goal theory. (a; Challenging; Path-Goal surmise Predictions; p. 398) {AACSB: Analytic Skills} Leader-Member transfer (LMX) Theory 52. Which of the following theories argues that because of succession pressures, leaders establish a special relationship with a small group of their subordinates? . managerial grid b. leader-member exchange c. path-goal d. expectancy e. contingency (b; Easy; Leader-Member commute Theory; p. 398) 53. According to LMX theory, which of the following is not true of those individuals who sink into the out-group? a. They come across a disproportionate criterion of the leader’s attention. b. They earn leader-follower relations based on formal authority moveion. c. They are less trusted. d. They perk up fewer of the preferred rewards that the leader controls. e. All of the above statements are true. (a; Easy; Leader-Member Exchange Theory; p. 99) {AACSB: Analytic Skills} 54. According to LMX theory, a leader implicitly categorizes followers as â€Å"in” or â€Å"out” _____. a. after careful compend b. on a temporary basis c. proterozoic in the interaction d. because of political pressure e. based on job requirements (c; Easy; Leader-Member Exchange Theory; p. 399) Decision Theory; howl and Yetton’s Leader-Participation Model 55. The leader-participation model was developed by _____. a. Hersey and Blanchard b. Fred Fiedler c. Blake and Mouton d. roar and Yetton e. Douglas and Surber (d; Moderate; Leadership-Participation Model; p. 400) 56.Vroom and Yetton’s leadership theory could also be described as a _____ theory. a. contingency b. decision c. behavioral d. trait e. cognitive dissonance (b; Moderate; Leadership-Participation Model; p. 400) 57. comment of Vroom and Yetton’s leader-participation model focus on ________. a. the model’s overall complexity b. the lack of re inquisition testing of the model c. the abstract nature of the model d. the model’s emphasis on follower commitment e. the model’s emphasis on time restrictions relate to decision-making (a; Challenging; Criticism of Leadership-Participation Model; p. 400) TRUE/FALSEWhat Is Leadership? 58. Leadership and management are two terms that are often confused. ( straight; Easy; Management and Leadership; p. 385) 59. According to Kotter, management focuses on act with change; leadership focuses on coping with complexity. (False; Moderate; Management and Leadership; p. 385) 60. Leadership can be defined as the ability to influence a group towards the achievement of cohesiveness. (False; Moderate; Leadership; p. 385) 61. Holding a management position is an important step towards becoming a leader in an organization. (False; Moderate; Management and Leadership; p. 385) 62.Strong leadership is the elementary element needed for optimum organizational effectiveness. (False; Moderate; Leadership; p. 385) Trait Theories 63. By the 1990s, numerous studies indicated that leaders differed from nonleaders solo in ambition and self-confidence. (False; Challenging; Leadership; p. 386) 64. Research efforts at isolate leadership traits achieved a breakthrough, of sorts, when researchers began organizing traits around the lifesize 5 personalisedity framework. (True; Moderate; braggart(a) five and Trait Theories; p. 386) 65. The bouffant Five personality framework revealed that traits are well-nigh utilizable as predictors of leadership emergence. True; Moderate; Big Five and Trait Theories; p. 386) Behavioral Theories 66. Trait research would provide a basis for selecting the â€Å"right” persons to assume formal positions requiring leadership. (True; Easy; Trait Theories; p. 389) 67. champion confidence of the trait view of leadership is that leaders cannot be trained. (True; Moderate; Trait Theories; p. 389) 68. If behavioral theories of leadership are valid, choice of leaders should focus on continuance of experience an individual has obtained in the right situations. (False; Easy; Behavioral Theories; p. 389) 69.If behavioral theories of leadership are valid, we could have an infinite supply of effective leaders. (True; Challenging; Behavioral Theories; p. 389) 70. The just about comprehensive and replicated of the behavioral theories resulted from re search begun by Fred Fiedler. (False; Moderate; Ohio State Studies; p. 389) 71. The Ohio State Studies involved research on hardly two dimensions †initiating structure and consideration. (True; Moderate; Ohio State Studies; p. 389) 72. A leader purportated as high on initiating structure would be in all likelihood to sluttishly define the roles of his or her subordinates. (True; Easy; Initiating Structure; p. 389) 3. According to the University of Michigan studies, production-oriented leadership is defined as the extent to which a leader tends to emphasize the technical or task aspects of the job. (False; Moderate; University of Michigan Studies; p. 390) 74. The University of Michigan studies plant that production-oriented leaders were associated with higher group productivity than employee-oriented leaders. (False; Challenging; University of Michigan Studies; p. 390) 75. The managerial grid model of leadership uses a grid containing nine possible positions on each axis, representing 81 different positions in which a leader’s style may autumn. True; Moderate; Managerial Grid; p. 390) 76. The managerial grid model holds that managers tend to perform best low a 9,9 management style. (True; Moderate; Managerial Grid; p. 390) 77. The managerial grid was developed by a team of researchers known as the Scandinavian Studies group. (False; Easy; Managerial Grid; p. 390) 78. The managerial grid admirered good deal up the progress of leadership research by identifying the productivity results produced by each of 81 different leadership styles. (False; Challenging; Managerial Grid; p. 390) Contingency Theories: Fiedler Model and Situational Leadership Theory 79.The Fiedler contingency model proposes that effective group performance depends upon the proper match between a leader’s style and the degree to which a situation gives control to the leader. (True; Moderate; Fiedler Contingency Model; p. 392) 80. Fiedler’s contingency model i s considered to be the first comprehensive contingency model for leadership. (True; Moderate; Fiedler Contingency Model; p. 392) 81. Contingency models of leadership suggest that there is no one best style of leadership. (True; Easy; Contingency Models; p. 392) 82. Fiedler believes that a key cistron in leadership success is the follower’s preferences for co-worker types. False; Easy; Fiedler Contingency Model; p. 392) 83. Fiedler’s findings focused on results obtained from his pioneering use of the most preferred co-worker (MPC) questionnaire. (False; Easy; Least Preferred Coworker; p. 392) 84. In Fiedler’s approach, if a respondent uses unfavorable terms to describe the co-worker in question, the respondent can be said to be primarily task-oriented. (True; Moderate; Least Preferred Coworker; p. 392) 85. Fiedler’s theory is based on the assumption that leaders can’t change their styles to fit changing situations. (True; Moderate; Fiedler Continge ncy Model; p. 392) 86.Fiedler’s theory suggests that planning is an effective tool to alter leader effectiveness. (False; Moderate; Fiedler Contingency Model; p. 392) 87. Fiedler’s three situational factors include: leader-member relations, task structure, and stress. (False; Moderate; Fiedler’s Key Situational Factors; p. 393) 88. According to Fiedler, task structure is the degree to which the job assignments are procedurized. (True; Moderate; Task Structures; p. 393) 89. According to Fiedler, leader-member relations concern the degree to which a leader takes a personal interest in the needs of his or her employees and accepts individual inequalitys among them. False; Challenging; prepare Power; p. 393) 90. According to Fiedler’s contingency model, task-oriented leaders are most effective in situations of high or low control. (True; Moderate; Matching Leaders and Situations; pp. 393-394) 91. Fiedler assumes that we should concentrate on changing sit uations to suit the leaders or changing the leaders to fit the situation. (True; Moderate; Matching Leaders and Situations; p. 394) 92. Taken as a whole, tests of the overall harshness of the Fiedler model tend to support substantial part of the model. (True; Moderate; Fiedler Contingency Model; p. 394) 93.One criticism of the Fiedler model concerns the fact that the logic underlying the model’s questionnaire is not well understood. (True; Moderate; Problems with Fiedler Contingency Model; p. 395) 94. Studies regarding the Fiedler model have shown that respondents’ questionnaire scores tend to be relatively stable. (False; Moderate; Problems with Fiedler Contingency Model; p. 395) 95. One advantage of the Fiedler model is that its contingency variables are unsophisticated and easy to assess. (False; Moderate; Problems with Fiedler Contingency Model; p. 395) 96. The essence of cognitive resource theory is that stress is the enemy of rationality. True; Moderate; Cogn itive Resource Theory; p. 395) 97. Cognitive resource theory predicts that in low-stress situations, twinkling(prenominal) individuals perform unwrap in the leadership role than their less intelligent counterparts. (True; Moderate; Cognitive Resource Theory; p. 395) 98. Cognitive resource theory predicts that in high-stress situations, more experienced individuals perform better than do less experienced people. (True; Moderate; Cognitive Resource Theory; p. 395) 99. Under the cognitive resource theory, experience is generally a strong predictor of leadership effectiveness. False; Easy; Cognitive Resource Theory; p. 395) 100. Hersey and Blanchard argue that the correct leadership style is contingent on the level of the follower’s readiness. (True; Easy; Situational Leadership Theory; p. 395) 101. Situational leadership theory fundamentally views the leader-follower relationship as analogous to that between a parent and child. (True; Easy; Situational Leadership Theory; p. 39 6) 102. Situational leadership theory has been well validated by research but not well authorized by practitioners because there are so m any factors to examine. (False; Moderate; Situational Leadership Theory; p. 96) 103. SLT is an example of a trait theory. (False; Easy; Situational Leadership Theory; pp. 395-396) 104. The path-goal model of leadership integrates the expectancy model of motivation with key elements of the Ohio State Studies. (True; Moderate; Path-Goal Theory; p. 396) 105. Path-goal theory assumes leaders are pliant and can present different leadership behavior depending on the situation. (True; Moderate; Path-Goal Theory; p. 397) 106. A hypothesis that has evolved out of path-goal theory is that directive leadership leads to greater satisfaction when tasks are ambiguous or stressful. True; Moderate; Path-Goal Theory Predictions; p. 398) Leader-Member Exchange (LMX) Theory 107. In the leader-member exchange theory, leaders don’t treat all of their subordi nates alike. (True; Moderate; Leader-Member Exchange Theory; p. 397) 108. According to LMX theory, out-group members get more of the leader’s time, but in a negative manner. (False; Moderate; Leader-Member Exchange Theory; p. 397) 109. In the leader-member exchange theory, leaders establish a special relationship with a small group of employees called the â€Å"supportive followers. ” (False; Moderate; Leader-Member Exchange Theory; p. 397) 110.Research testing of LMX theory has been generally supportive. (True, Moderate, valuation of Leader-Member Exchange Theory; p. 398) Decision Theory; Vroom and Yetton’s Leader-Participation Model 111. The leader-participation model provides a set of rules that leaders can use to determine the appropriate leadership behavior for a given task structure. (True; Moderate; Leadership-Participation Model; p. 400) 112. The complexity of the leadership-participation model enables leaders to apply it realistically when they are ass essing decision-making situations. (False; Challenging; Criticism of Leadership-Participation Model; p. 00) SCENARIO-BASED QUESTIONS action of Trait Theories Your company’s HR theatre coach is a believer in trait theories of leadership. He believes that he can differentiate leaders from non-leaders by focusing on personal qualities and characteristics. The HR theatre theater director plans to promote Lawrence, a highly extroverted manager with a great deal of ambition and energy. Furthermore, the chairperson of the company is preparing to retire, and the HR director is searching for her replacement. He asks for your expertise in share him to apply trait theory to leadership selection within your company. 13. You explain that research efforts at isolating leadership traits have ________. a. identified six leadership traits that predict leadership b. been supportive of the Big Five leadership traits predicting leadership c. shown that conscientiousness does not attend t o much in predicting leadership d. identified emotional stability as the most strongly related trait to leader emergence e. been more focused on growth contingency theories and replacing trait theories (b; Easy; Big Five and Trait Theories; p. 386) {AACSB: Analytic Skills} 114.When selecting individuals for leadership positions, trait theory suggests that which of the following is least helpful for identifying leaders? a. extraversion b. conscientiousness c. receptiveness to experience d. agreeableness e. ambition (d; Moderate; Big Five and Trait Theories; p. 387) {AACSB: Analytic Skills} 115. You advise the director to prioritize which of the following when looking for appropriate candidates for the president’s replacement? a. goal-orientation b. analytical capacity c. emotional intelligence d. emotional stability e. training (c; Moderate; Emotional Intelligence and Trait Theories; p. 387) {AACSB: Analytic Skills} 16. The director believes that because of these innate char acteristics, Lawrence will be highly effective at helping the company achieve its production goals. You advise the director against this decision because ________. a. research has identified emotional stability as the strongest predictor of leadership effectiveness b. studies have found that the Big Five traits are difficult to identify in leaders c. studies have shown that traits are poor predictors of leadership effectiveness d. research has found that conscientiousness is a better predictor of effectiveness than extraversion e. esearch has shown that effective managers are often unlikely to become effective leaders (c; Moderate; Trait Theories; p. 388) {AACSB: Analytic Skills} Application of Trait and Behavioral Theories You are the chief executive officer of an engineering concept firm that has some(prenominal) plane sections, each specializing in the design of different products. You have noticed a great deal of difference between the styles of the various plane section d irectors. You also see a big difference in the morale, employee satisfaction levels, and effectiveness (productivity) levels of the departments.One of your goals as CEO is to maximize productivity across all departments. 117. As you look at the difference between the department directors, you notice that some are more attractive and enthusiastic than others. In identifying this difference, you are looking at the directors’ _____. a. behaviors b. traits c. personalities d. attitudes e. all of the above (b; Easy; Traits; p. 386) {AACSB: Analytic Skills} 118. some of the departmental directors spend more time training and helping their employees, while other spend more time on the technical issues that arise in the development process.According to the categories used in the University of Michigan studies, the directors can be described as ________. a. oriented toward initiating structure vs. oriented toward consideration b. employee-oriented vs. production-oriented c. training -oriented vs. development-oriented d. assistance-oriented vs. growth-oriented e. authority-type leaders vs. laissez faire-type leaders (b; Moderate; University of Michigan Studies; p. 390) {AACSB: Analytic Skills} 119. Based on the results of the University of Michigan studies, which directors most likely have departments with higher productivity and job satisfaction? . the employee-oriented leaders b. the production-oriented leaders c. the consideration-oriented leaders d. the development-oriented leaders e. the task-oriented leaders (a; Moderate; Employee-Oriented Leaders; p. 390) {AACSB: Analytic Skills} 120. Of all the departments, Gerard’s department has the greatest production output. His employees seem most satisfied with his leadership as well. You categorize the behavioral styles of each department director using the managerial grid. According to the work of Blake and Mouton, who developed the grid, which of the following is most likely to reflect Gerard’s sco re on he grid? a. 8,8 b. 5,5 c. 1,7 d. 7,1 e. 1,1 (a; Moderate; Managerial Grid; p. 390) {AACSB: Analytic Skills} 121. It can be inferred that the poorest performing director is most likely to receive which of the following scores on the managerial grid? a. 9,9 b. 1,9 c. 9,1 d. 5,5 e. 1,1 (e; Challenging; Managerial Grid; p. 390) {AACSB: Analytic Skills} Application of Fiedler’s Contingency Theory You have persistent to use Fiedler’s LPC questionnaire to help your employees learn more roughly their leadership styles. severally of your employees has filled out and scored the instrument.It is your job to try to explain to them how to use the sketch information. 122. According to Fiedler’s approach, your employees should assume which of the following about the leadership styles determined through using the survey? a. Each person’s style is fundamentally fixed. b. Each person can use the information to change his/her style to a more profitable style. c. Task-oriented leaders will not perform as well as relationship-oriented leaders in situations that are very unfavorable. d. Task-oriented leaders will perform better than relationship-oriented leaders in moderately favorable situations. . Each person’s style will change in accordance with the situation at hand. (a; Moderate; Fiedler Contingency Model; p. 392) {AACSB: Analytic Skills} 123. Fran completes the LPC questionnaire and finds that she described her least preferred co-worker in relatively positive terms. She is surprised by this finding because she recalls being peculiarly annoyed by this difficult co-worker. Based on your understanding of Fiedler’s model, you explain to Fran that her LPC score makes reason within the model because ________. a. Fran tends to become very despotic when given ambiguous tasks b.Fran is usually much more focused on productivity than on developing relationships c. Fran tends in general to focus on building good relationships with the other employees at your company d. Fran has a spotty work history and has tended to switch jobs every couple of years e. Fran is usually chosen for positions of high responsibility within your organization (c; Challenging; Least Preferred Coworker; p. 392) {AACSB: Analytic Skills} 124. In utilizing Fiedler’s contingency model, which of the following contingency dimensions should your employees pay attention to? a. leader-member relations b. ask structure c. position power d. All of the above are important dimensions in this model. e. None of the above are important dimensions in this model. (d; Moderate; Fiedler’s Key Situational Factors; p. 393) {AACSB: Analytic Skills} 125. The Fiedler model proposes ________. a. changing the leader b. changing the situation c. unified leaders and situations d. changing the employees e. training the leader to match each situation (c; Easy; Matching Leaders and Situations; p. 394) {AACSB: Analytic Skills} Application of Various T heories Your headman has been practice session several books on leadership. You notice that every ew months he is spouting a different approach and philosophy. You have been toilsome to keep up with him and figure out which â€Å"leadership theory of the month” he is studying. 126. on the spur of the moment your boss begins sending people to training to help them develop more effective leadership styles. It is undecided that he is reading an author who supports _____. a. trait theories b. behavioral theories c. Fiedler’s contingency model d. the reflection effect e. none of the above (b; Easy; Behavioral Theories; p. 389) {AACSB: Analytic Skills} 127. You have noticed that your boss is often inquire you what types of peers you least like to work with.You suspect that he is trying to covertly determine your leadership style according to _____. a. Hersey and Blanchard b. Vroom and Yetton c. Fiedler d. Sondak e. none of the above (c; Easy; Fiedler Contingency Model; p. 392) {AACSB: Analytic Skills} 128. This month your boss seems less concerned about his leaders than he is about the people who work for them and whether these employees are willing and able to perform particular tasks. Your boss is most likely reading _____. a. Hersey and Blanchard b. Vroom and Yetton c. Fiedler d. Christos e. Fiedler and Garcia (a; Easy, Situational Leadership Theory; p. 95) {AACSB: Analytic Skills} 129. Now your boss seems to be trying to analyze each leader according to which employees they interact with most and least, and which employees they rate highest and lowest. You suspect that he is reading about which of the following models? a. SLT b. LMX c. LPC d. PGT e. SNFU (b; Moderate; Leader-Member Exchange Theory; p. 398) {AACSB: Analytic Skills} Application of Leader-Member Exchange (LMX) Theory As you have observed your department manager and her interactions with the department’s employees, you have come to believe in LMX theory.Sarah and Joe get le ss of the manager’s time. fracture gets fewer of the preferred rewards that the manager controls and John has a relationship with the manager based on formal authority interactions. Rebecca is trusted. Jennifer gets a disproportionate amount of the manager’s attention and is more likely to receive special privileges. 130. According to LMX theory, the in-group is likely to be comprised of _____. a. Rebecca and Jennifer however b. Jennifer only c. Rebecca only d. John, Rebecca, and Jennifer only e. Sarah, Joe, Sally, and John only (a; Moderate; In-Group; pp. 398-399) {AACSB: Analytic Skills} 31. According to LMX theory, which of the following employees is likely to be included in the out-group? a. Rebecca only b. Jennifer only c. Sarah and Jennifer only d. Sarah and Joe only e. Sarah, Joe, Sally, and John only (c; Easy; Out-Group; p. 399) {AACSB: Analytic Skills} 132. When you look at this department’s performance evaluations, you expect to find that _____. a. R ebecca and Jennifer have high ratings b. Rebecca, John, and Jennifer have high ratings c. Rebecca and Jennifer have high ratings, John has moderate ratings, and the rest of the employees have low ratings d.John has received more promotions than any of the other employees e. Rebecca and John compete with each other for the highest ratings (a; Moderate; In-Group; p. 399) {AACSB: Analytic Skills} 133. The manager of this particular department is very goal-oriented in his leadership style. Which of the following employees is also likely to be very goal-oriented? a. Sarah b. Jennifer c. Joe d. Sally e. John (b; Moderate; In-Group; p. 399) {AACSB: Analytic Skills} sententious DISCUSSION QUESTIONS 134. What is the difference between leadership and management? Leadership is defined as the ability to influence a group toward the achievement of goals.Leadership is about coping with change, management is about coping with complexity. Good management brings about order and consistency by drawi ng up formal plans, designing rigid organization structures, and monitoring results against plans. Management consists of implementing the vision and strategy provided by leaders, coordinating and staffing the organization, and handling day-to-day problems. (Easy; Management and Leadership; p. 385) {AACSB: Analytic Skills} 135. What â€Å"breakthrough” resulted in unvarying and strong support for traits as predictors of leadership?When researchers began organizing traits around the Big Five personality framework, it became clear that most of the piles of traits that emerged in various leadership reviews could be subsumed under one of the Big Five. This approach resulted in consistent and strong support for traits as predictors of leadership emergence. (Easy; Leadership; p. 385) {AACSB: Analytic Skills} 136. What are the implications of the behavioral theories of leadership? If trait research had been successful, it would have provided a basis for selecting the â€Å"rightà ¢â‚¬Â persons to assume formal positions in groups and organizations requiring leadership.In contrast, if behavioral studies were to construction up critical behavioral determinants of leadership, we could train people to be leaders. The difference between trait and behavioral theories, in terms of application, lies in their underlying assumptions. If trait theories were valid, then leaders are born quite a than do. On the other hand, if there were circumstantial behaviors that identified leaders, then we could teach leadership †we could design programs that infix these behavioral patterns in individuals who desired to be effective leaders. Moderate; Implications of Behavioral Theories; p. 389) {AACSB: Analytic Skills} 137. Identify and explain the two dimensions of leadership described in the Ohio State studies. The Ohio State studies proposed that two categories accounted for most of the leadership behavior described by employees. They called these two dimensions initia ting structure and consideration. a) Initiating structure refers to the extent to which a leader is likely to define and structure his or her role and those of employees in the search for goal attainment. ) Consideration is described as the extent to which a person is likely to have job relationships that are characterized by mutual trust, respect for employees’ ideas, and regard for their feelings. (Easy; Ohio State Studies; p. 389) {AACSB: Analytic Skills} 138. relieve the components of Blake and Mouton’s managerial grid. Blake and Mouton proposed a managerial grid based on the styles of concern for people and concern for production. This grid shows the dominating factors in a leader’s thinking in regard to getting results. Managers were found to perform best under a 9,9 style.The dimensions represent the Ohio State dimensions of consideration and initiating structure and the Michigan dimensions of employee oriented and production oriented. (Easy; Managerial Grid; p. 390) {AACSB: Analytic Skills} 139. How was cognitive resource theory developed, and what are its main findings? Fiedler and Joe Garcia re-conceptualized Fiedler’s contingency model. They focused on the role of stress as a form of situational unfavorableness and how a leader’s intelligence and experience influence his or her reaction to stress. The essence of the theory is that stress is the enemy of rationality.Fiedler and Garcia found that a leader’s intellectual abilities correlate positively with performance under low stress but negatively under high stress. According to the theory, it’s the level of stress in the situation that determines whether an individual’s intelligence and experience will contribute to leadership performance. (Moderate; Cognitive Resource Theory; p. 395) {AACSB: Analytic Skills} 140. notice LMX theory and identify its main article of faiths. This theory argues that because of time pressures, leaders establish a special relationship with a small group of their followers.These individuals make up the in-group †they are trusted, get a disproportionate amount of the leader’s attention, and are more likely to receive special privileges. Other followers fall into the out-group. They get less of the leader’s time, fewer of the preferred rewards that the leader controls, and have leader-follower relations based on formal authority interactions. The leader implicitly categorizes the follower as an â€Å"in” or â€Å"out” and that relationship is relatively stable over time. (Moderate; Leader-Member Exchange Theory; pp. 398-399) {AACSB: Analytic Skills} 141. Describe the leader-participation model.Victor Vroom and Phillip Yetton developed a model that related leadership behavior and participation in decision making. Recognizing that task structures have varying demands for routine and non-routine activities, these researchers argued that leader behavior essential a djust to reflect the task structure. The model was normative †it provided a sequential set of rules that should be followed in determining the form and amount of participation in decision making, as determined by different types of situations. The model was a decision tree incorporating seven-spot contingencies and five alternative leadership styles. Easy; Leadership-Participation Model; p. 400) {AACSB: Analytic Skills} MEDIUM LENGTH DISCUSSION QUESTIONS 142. explicate the principles of Hersey and Blanchard’s situational leadership theory. Situational leadership is a contingency theory that focuses on the followers. Successful leadership is achieved by selecting the right leadership style, which they argue is contingent on the level of the followers’ readiness. The emphasis on the followers in leadership effectiveness reflects the creation that it is the followers who accept or reject the leaders.Readiness refers to the extent to which people have the ability a nd willingness to accomplish a specific task. SLT says if a follower is unable and unwilling to do a task, the leader needs to give clear and specific directions; if followers are unable and willing, the leader needs to display high task orientation to compensate for the followers’ lack of ability and high relationship orientation to get the follower to â€Å" subvert into” the leader’s desires; if followers are able and unwilling, the leader needs to use a supportive and participative style; and if the employee is twain able and willing, the leader doesn’t need to do much. Moderate; Situational Leadership Theory; pp. 395-396) {AACSB: Analytic Skills} 143. What are the predictions of path-goal theory? Path-goal theory made several predictions: a) Directive leadership leads to greater satisfaction when tasks are ambiguous or stressful than when they are highly structured and well laid out. b) Supportive leadership results in high employee performance and satisfaction when employees are performing structured tasks. c) Directive leadership is likely to be perceived as redundant among employees with high perceived ability or with significant experience. ) Employees with an internal locus of control will be more satisfied with a participative style. e) Achievement-oriented leadership will increase employees’ expectancies that effort will lead to high performance when tasks are ambiguously structured. (Moderate; Path-Goal Theory Predictions; p. 398) {AACSB: Analytic Skills} 144. Summarize the leader-member exchange theory. The leader-member exchange (LMX) theory argues that because of time pressures, leaders establish a special relationship with a small group of their followers.These individuals make up the in-groupâ€they are trusted, get a disproportionate amount of the leader’s attention, and are more likely to receive special privileges. Other followers fall into the out-group. They get less of the leader’s ti me, fewer of the preferred rewards that the leader controls, and have leader-follower relations based on formal authority interactions. The theory proposes that premature in the history of the interaction between a leader and a given follower, the leader implicitly categorizes the follower as an â€Å"in” or an â€Å"out” and that relationship is relatively stable over time.The theory and research surrounding it provide substantive evidence that leaders do differentiate among followers; that these disparities are far from random; and that followers with in-group status will have higher performance ratings, lower disorder intentions, greater satisfaction with their superior, and higher overall satisfaction than will the out-group. These positive findings for in-group members are consistent with our friendship of the self-fulfilling prophesy. (Moderate; Leader-Member Exchange Theory; pp. 98-399) {AACSB: Analytic Skills} COMPREHENSIVE ESSAYS 145. Explain Fiedlerâ€℠¢s contingency model. In your discussion, describe the role of the LPC (least preferred coworker) questionnaire and identify the key situational factors that determine leadership effectiveness, according to this model. Fred Fiedler developed the first comprehensive contingency model for leadership. This model proposes that effective group performance depends upon the proper match between the leader’s style and the degree to which the situation gives control to the leader.The least preferred co-worker (LPC) questionnaire is used to determine what the leader’s basic style is. Sixteen contrasting adjectives are used to ask respondents to describe their least-preferred co-worker. If the least preferred co-worker is described in relatively positive terms (a high LPC score), then the respondent is primarily interested in good personal relations with this co-worker. This person is considered relationship oriented. If the least preferred co-worker is primarily interested in pr oductivity, they would be labeled task oriented.Fiedler assumes that an individual’s leadership style is fixed. Fiedler identified three contingency dimensions that define the key situational factors that determine leadership effectiveness. a) Leader-member relations are the degree of confidence, trust, and respect members have in their leader. b) Task structure is the degree to which the job assignments are procedurized. c) Position power is the degree of influence a leader has over power variables such as hiring, firing, discipline, promotions, and honorarium increases.The better the leader-member relations, the more highly structured the job, and the stronger the position power, the more control the leader has. With knowledge of an individual’s LPC and an assessment of the three contingency variables, Fiedler proposes matching them up to achieve maximum leadership effectiveness. Task-oriented leaders tend to perform better in situations that were very favorable to them and in situations that were very unfavorable. Relationship oriented leaders perform better in moderately favorable situations.Fiedler has suggested recently that task-oriented leaders perform best in situations of high and low control, while relationship-oriented leaders perform best in moderate control situations. There are two ways to improve leader effectiveness. You can change the leader to fit the situation. The second alternative would be to change the situation to fit the leader. This could be done by restructuring tasks or increasing or decreasing the power that the leader has to control factors such as salary increases, promotions, and disciplinary actions. (Challenging; Fiedler Contingency Model; pp. 92- 394) {AACSB: Analytic Skills} 146. Compare and contrast Hersey and Blanchard’s situational leadership theory with House’s path-goal theory. Hersey and Blanchard’s situation leadership theory is a contingency theory that focuses on the followers. Successful leadership is achieved by selecting the right leadership style, which Hersey and Blanchard argue is contingent on the level of the followers’ readiness. The emphasis on the followers in leadership effectiveness reflects the reality that it is the followers who accept or reject the leaders.The term readiness refers to the extent to which people have the ability and willingness to accomplish a specific task. SLT says if a follower is unable and unwilling to do a task, the leader needs to give clear and specific directions; if followers are unable and willing, the leader needs to display high task orientation to compensate for the followers’ lack of ability and high relationship orientation to get the follower to â€Å"buy into” the leader’s desires; if followers are able and unwilling, the leader needs to use a supportive and articipative style; and if the employee is both able and willing, the leader doesn’t need to do much. Path-goal the ory was developed by Robert House. The essence of the theory is that it’s the leader’s job to assist followers in attaining their goals and to provide the necessary direction and/or support to ensure that their goals are matched with the overall objectives of the group or organization.The term path-goal is derived from the belief that effective leaders clarify the path to help their followers get from where they are to the achievement of their work goals and make the journey along the path easier by reducing roadblocks. House identified four leadership behaviors. The directive leader lets followers know what is pass judgment of them, schedules work to be done, and gives specific guidance as to how to accomplish tasks. The supportive leader is friendly and shows concern for the needs of followers.The participative leader consults with followers and uses their suggestions before making a decision. The achievement-oriented leader sets challenging goals and expects follo wers to perform at their highest level. House assumes that leaders are flexible and that the same leader can display any or all of these behaviors depending on the situation. (Challenging; Situational Leadership Theory and Path-Goal Theory; pp. 395-396) {AACSB: Analytic Skills}\r\n'

'University should be free\r'

'Thesis: University should be vindicate. Today, university fees ar ordinarily quite high. Many scholars husking that it is extremely intemperate to find the funds to gestate for an expensive command, so they look for school loans. These loans fecal matter weigh heavy on the minds of university bookmans and put in any case much mash to consider to schoolchilds befuddleping issue. Thus, palliate high pedagogy is necessary for every bingle. B. Terms place * University: A university is an institution of higher(prenominal) education and research, which grants academic degrees in a variety of subjects.\r\nUniversity provides both undergrad education (also called first degree, knight lives degree or plainly degree) and post potassium alum education. A postgraduate degree is whizz earned after receiving a Bachelors degree. Examples of postgraduate degrees atomic number 18 master degree, doctor degree … * University is warrant: University is vacate message that access to higher education should be obtainable to all who disposition it and should be available without regard to ability to compensation. C. Background In diversityation Today, university fee is so very high that more than learners stinker non figure at university.\r\nOnly the wealthy families litter buckle under to send their children to universities, and the families having low incomes foundation non. Moreover, those students with low-income family ar hard to crap good jobs that rent professional skills. If students motive to limit at university, they hurl to buy out coin from organization for pinnacleing the be. That allow for give them the huge loans. These loans can weigh intemperately on the minds of university students and put also much pressure to drive to students dropping out. Hence, university should be free for everyone. Every student can run into at university without recompenseing guardianship yieldment.\r\nIn addition, students progress to more than notes to pay for books, rent, foods, dissect material, attire when they ensure at university. D. assembly lines original Argument: University should be free because university fee weigh heavily on the minds of university students and students accept with financial issue or bills trouble. That is the lawsuit for many students drop out of university. E. First argument * First Argument: University should be free because university fee weigh heavily on the minds of university students and students plump for with financial issue or money trouble.\r\nThat is the contend for many students drop out of university. * University fees are comm precisely very high. When student go to university they realize that it is overly difficult to find the funds to pay for university fee. They go out search for school loans. Student loans are the salient help if students need some financial upkeep to get through university. These loans can weigh heavily on the min ds of university students, and put inordinate amounts of pressure to lead to students dropping out to earn money and pay back their student loans. In the United States, for example, many students obtain loans for higher education. The student loans debt statistics from Chronicle. com (date July 9, 2009) show that approximately 20 million Americans attend university each year. Of that 20 million, we provoke 60% students borrows annually to help cover cost and the average student loan debt of graduating university was slightly $58,000 before interest salarys and typically $10,000 more including interest. This means that when students graduate from university, instead of locking to make money for their future, they are turning to make money to pay back their past.\r\nEspecially, if their family could not pass on their school loan, they leave alone drop out of university to render the job. Even the jobs do not suit for students and the regressment of loans can mother many yea rs. The statistic from website http://www. asa. org shows that we get down two out of tailfin student loan borrowers †or 41% †are delinquent at some point in the first five years after accounting entry repayment. In addition, from 2004 to 2009 there was 33% students drop out of university before earning a degree to struggle nigh with student loans. If university is not free, students allow for pay a lot of money for their conduct.\r\nThat is the main reason lead to student drop out of university. * With free university education, student can go to university without crushing debt burden. University can provide a huge opportunity and student can study what they wish. Student will deport more money to pay for their books, aliment, and other costs when they learn at university. * The statistics from website http://www. utoronto. ca show that the cost of financial backing in Canada, and in particular Toronto, is very high. When students want to learn at university, t hey cast off to pay a lot of money for living expenses. In conclusion, it is can that university should be free. University should be available to all who desire it and should be available without regard to ability to pay. Because the cost that students pay for their study at university is very high, many students will drop out of school to take jobs, earn money and pay back their student loans. Students cannot get the good jobs because they do not bump off their study to get the graduation. It takes many years for students repay the debt. H. end University should be free for every student.\r\nWhen they study at university, they will pay a lot of money for studying cost and living cost. In addition, those costs are very high. Students have to borrow money from political relation to help cover cost. They cannot relent to pay back money to regimen. Therefore, they will drop out of university to earn money for paying the student loans. II. Opposition: A. Proposition’s arg ument 1: Universities need money to buy modern equipment for give student a good study environment. III. re justter A. Review i. Thesis: University should be free. Today, university fees are usually quite high.\r\nMany students find that it is extremely difficult to find the funds to pay for an expensive education, so they look for school loans. These loans can weigh heavily on the minds of university students and put too much pressure to lead to students dropping out. Thus, free higher education is necessary for everyone. ii. Arguments 1. First argument: University should be free because university fee weigh heavily on the minds of university students and students suffer with financial issue or money trouble. That is the reason for many students drop out of university. B. Defend Argument . First argument: It is too expensive for students to pay discipline fees plus books, living, and other cost. * When students learn at university, they have to pay the tuition payment and they b land have problems with paying for books, accommodate and food. People scold about education is free, and they forget such elements as housing and books. It is normal for students from countries with free education in Europe to leave the university with a big loan. learning is indeed an investment and paying pack government the money you loaned to live while studying is reasonable.\r\nIt is not only tuition payment that makes education expensive, but also rising living cost and wish of financial-support make education payment is more expensive. If university is free, students only pay for books, rent, foods, study material, clothes, and of course their nights out. Moreover, they do not pay for the tuition payment. If not, students will have to work in order to pay for tuition payment and living cost while studying. By working, students are near likely to skip their classes if their shifts overlap their schedules.\r\nFurthermore, they will not have enough time to study and revie w their lessons. When they are at school, they will most likely to fall asleep and cannot pay attention in class. * The Pew Research Centers 2011 study find that 57 per centum of students who dropped out preferred to work and earn money, while 48 percent could not afford university whether they were working or not, and 50 percent of students do not pass the exams during their first semester of university when they are working part time jobs while studying. If university is free, students do not work to earn money, do not pay for student loans in the future, and will have more money to pay for books, rent, foods, study material, clothes. C. blast opposition’s Arguments 1. First argument : Universities need money to buy modern equipment for supplying student a good study environment. †If universities need money to buy modern equipment for supplying student a good study environment, the tuition fee will be very high.\r\nTherefore, only students with wealthy families can go to university, and students with low-income families cannot. Thus, university should be free and education should be for everyone. * Whether university education should be free and reachable for both rich citizenry and poor people is one of many burning problem that the education is relations at the moment. If university education is not free, only the wealthy families can afford to give their children to universities, and the families having low incomes cannot because the higher education is so expensive.\r\nIf students do not have money to pay, students have to borrow money from the government that will give them a huge loan, and they have to pay back after their studies done. It is also valuable to remember the cost outside the school with housing and books. This is unfair for the people who do not have the family money or the wealth that other people have. The students who are the poor family will not afford to attend university, they cannot get higher education and they w ill get a lower paid job. * The statistics form website www. ostsecondary. org, date May 02, 2012, show that while 79% of students born into the top income in the U. S. obtain bachelor’s degrees, only 11% of students from bottom families graduate from four-year universities. Put another way, about 55% of the bachelor’s degrees awarded in the U. S. went to students from top families with 2010 income above $98,875; 9. 4% of those degrees went to students with family income below $33,000.\r\nTherefore, sonly students from high-income families can learn at university because the tuition payments are very high. University should be free and education should be for everyone. Every student will have the opportunity to study. This means there would be more students going to university and more students will have higher degrees. Students will get the good jobs and bright future. D. Conclusion Therefore, we should say that university should be free for everyone. Every student ca n learn at university. Without paying tuition fee, students can get higher degrees without taking student loans, have more money for paying living cost, and have a bright future with a good job.Reference\r\nUniversity fee should be free. (2013). Retrieved from http://debatewise.org/debates/1315-university-fees-should-be-scrapped/ Why University precept should be Free. (Tuesday, October 2, 2007). Retrieved from http://debatewise.org/debates/1315-university-fees-should-be-scrapped/ Poor Students Are The Real Victims Of College Discrimination. (5/02/2012). Retrieved from http://www.forbes.com/sites/danielfisher/2012/05/02/poor-students-are-the-real-victims-of-college-discrimination/ Casil. (2013). What luck of College Students Fail Their First Semester? Retrieved from http://everydaylife.globalpost.com/percentage-college-students-fail-first-sem\r\n'