Working Together for the Benefit of Children and Young People

CU1523 Working together for the benefit of children and young people 1.1 Multi-agency working aims to support children and young people earlier to ensure they meet the five Every Child Matters (ECM) outcomes. The five outcomes of ECM state that we need to be working together to achieve the best possible outcomes for children in our setting. These outcomes are: †¢ Be healthy †¢ Stay safe †¢ Enjoy and achieve †¢ Make a positive contribution †¢ Achieve economic well being Multi-agency working brings together practitioners from different sectors and professions to provide an integrated way of working to support children, young people and families. It is a way of working that ensures children and young people who need additional support†¦show more content†¦They are there for information, help and support. Health Care Professionals – Where a child has a developmental need, we often work with a range of health professionals such as speech and language therapists. Their function is to provide information and advice using different methods to help the child overcome or improve a difficulty. Recently a speech therapist visited our setting before a child attended sessions at our playgroup. Together we made an in depth plan of action for staff to follow in order to help the child’s speech develop further. The speech therapist will have regular contact with the child, parent and GP to ensure the best possible outcome for the child. We too can contact health professionals at any required time or if an issue arises within the setting. 1.4 Common barriers for integrated working and multi- agency working, is not everyone will agree on things and different professions may work in different ways and word things differently. People may have been trained in a different role to which they may find it difficult to be managed by a person with different skills. Some people may not be used to sharing their knowledge with others. It’s important that each profession respect one another and that they value there knowledge and expertise by doing this it will make better multi-agencies working together. Make sure they have clear aims, roles and responsibilities and timetables that have been agreed between the different agencies also that goodShow MoreRelatedCyp 3.6/Cu1523 – Working Together for the Benefit of Children and Young People1250 Words   |  5 PagesCYP 3.6/CU1523 – Working together for the benefit of children and young people 1.1 Explain the importance of multi agency working and integrated working ------------------------------------------------- As an early years setting I have a responsibility to help the children in my care achieve the 5 outcomes of the UK Governments Every Child Matters (ECM) – Be Healthy, Stay Safe, Enjoy amp; Achieve, Make a positive contribution and Achieve economic well-being. Whilst we as practitioners doRead MoreCu1521 Support Children and Young Peoples HS , Cu1522 Develop Positive Relationship with Children, Young People and Others Involved with Care, Cu1523 Working Together for the Benefit of Children and Young People2845 Words   |  12 PagesE50097040.CU1521 - CU1521 - Support Children and Young Peoples Health and Safety My employer has a responsibility to provide a safe working environment which has safe access to and from my workplace including individual child’s homes and in community, and provide a risk assessment for all hazards which is reviewed and updating regular intervals. 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Children will feel secureRead MoreYoung People Essay893 Words   |  4 Pages1.1 Explain why working in partnership with others is important for children and young people Partnership is driven by a desire for collaborative advantage and can offer many positive outcomes, like benefits for staff and services such as less replication between different service providers. It helps them see others point of view and it keeps them from being selfish, it helps young people interact with others to achieve a goal, and it helps them develop socially. It’s important to work in partnershipRead MoreCyp 3.6 Working Together for the Benefit of Child and Young People1324 Words   |  6 PagesCYP Core 3.6 Working together for the benefit of children and young people 1.1 Explain the importance of multi-agency working and integrated working. As a childcare practitioner it is important that I am able to recognise when a child in their early years may have a range of learning needs. To be able to understand the way I need to work with others to ensure that the learning plan that is in place for this child has a positive impact on their health, development and learning. To ensure IRead MoreIntegrated And Collaborative Working Within Childhood Practice1102 Words   |  5 PagesWhy the need for integrated and collaborative working within childhood practice. Outcome 1 Integrated working is achieved through effective collaboration and co-ordination across all services and sectors including voluntary who work with children, young people and their families. These sectors could be housing, police, health, child-minders, community groups or early year’s workers. The above services are a fundamental role for both children, families and carers who may need the support of theseRead MoreEssay on Current US Welfare Reform 763 Words   |  4 Pagesreform consists of more than cash payment that the poor US citizen could bank on. There is a monthly payment that each poor person received in spite of their ability to work. The main people who received this payment were both mothers and children. Moreover, the payment does not have time limit and those people could not remain on the welfare for the rest of their live. However, US citizen begun to be uncomfortable with the old welfare system by the 1990’s because it did not offer incentive forRead MoreIdentify the Current Legislations, Guidelines, Policies and Procedures for Safeguarding the Welfare of Children and Young People Including E-Safety.758 Words   |  4 Pagesthe welfare of children and young people including e-safety. Many accounts of child abuse and neglect can be avoided in many cases if all the agencies involved with children worked well together and were able to identify the signs that a child was at risk. Many children have their development affected through the actions of abuse, neglect or bullying, the majority of these events happen behind closed doors. Policies and procedures for child protection and safeguarding children that are in placeRead MoreThe Importance Of Safeguarding The Wellbeing Of Children And Young People1599 Words   |  7 Pages14 -Understand How to Safeguard the Wellbeing of Children and Young People 1.1 Outline current legislation, guidelines, policies and procedures within own UK Home Nation affecting the safeguarding of children and young people Policies and procedures for safeguarding the welfare of children and young people are - The United Nations Convention on the Rights of the Child 1989 - which ensure that children are safe and looked after, children have the right to be protected from all forms of physicalRead MoreThe Importance Of Safeguarding Children And Young People1421 Words   |  6 Pages6. Explain the importance of safeguarding children and young people. Children and young people are vulnerable in nature. As their journey of life is in initial stages of development. They lack experience to understand and handle certain situations. Their lives can be severely affected by the risk, danger and fear from unknown or from people who are considered closest. If they are not taken care during their childhood, they may suffer from difficult young age and adulthood. Victoria Climbie’s tragic

The Jerry Rescue, And The Fugitive Slave Act Of 1850

The Jerry Rescue, and the Fugitive Slave Act of 1850 As the nation descended further into a split entity, with the issue of slavery at the forefront of the debate. The North and South needed to find a way to deal with their differences before the Union fell in shambles. The Compromise of 1850 was passed after long extensive debate in congress, the compromise was intended to settle the debate over how slavery would be controlled throughout the expanding nation. The Fugitive Slave Act was included in the compromise to satisfy southern states, that wanted to preserve the institution of slavery. The act allowed for run away slaves to be hunted down and returned to their past owners, even after they made it to the free states in the North. The Southerners wished to preserve their right to property, which is among the â€Å"Unalienable Rights†. Some northern states refuse to recognize the law which infuriated the South because they saw this as an explicit violation of the slave hold er’s rights, this intensified the South’s urge to become a separate State. The Fugitive Slave Act relied on a corrupt judicial system that paid judges according to their judgments on a case, a judge could have been paid more for returning a â€Å"fugitive slave† back into slavery rather than returning them to freedom. The people of the North were, for the most part, in opposition to the fugitive slave act, so it wasn’t uncommon for fugitive slaves to be â€Å"overlooked† by members of their community. These flawsShow MoreRelatedHistory IA on Slavery1380 Words   |  6 Pagesï » ¿To what extent did the Fugitive Slave Act of 1850 weaken political unification between the North and South through 1865? C. Evaluation of Sources Equal Protection and the African American Constitutional Experience (2000) is a compilation of over a hundred primary source documents. The primary sources (legislation, letters, testimony and more) were compiled, edited and analyzed by Robert P. Green, a â€Å"distinguished professor† who claims a Masters in United States History, a Bachelors in History

Financial Data Of Double Printers Limited â€Myassigmenthelp.Com

Question: Discuss About The Financial Data Of Double Printers Limited? Answer: Introducation The analytical process that persists with the financial data of Double Ink Printers Limited (DIPL) has been an influential factor for the construction of their audit plan. The constructed plan could be regarded as a parameter that would become a key to be followed during the preparation of the audit. These parameters have been helpful to the auditor in order to keep track of the entire cost that would be required during the computation of the audit at an efficient degree and this would aid in lowering the gap of understanding with the customers. The analytical method for the financial declarations of DIPL specifies the process of dissemination of the data (Audit Australia 2015). These processes of assessment can be undertaken making use of a variety of techniques. On the other hand, by taking assistance analytical method of examining the financial declarations, various financial experts and the accountants as well could interpret the data for attaining the decisions that would be be neficial for the business. The generalising of the analytical process assists in examining the financial disclosures at a general reference point. As an outcome, the financial records can be differentiated with reference to the numerous entities or with the time schedule. The auditors try to think of several items that have been disclosed in the financial statement with respect to the financial reporting technique (Sarens et al., 2013). An example can be drawn that like the registration of the items that are inclusive of liabilities, assets and the equity stakeholders in the reporting of the financial statements of DIPL along with investigating deviations from the practical situation. It has been observed that benchmarking has been regarded as a process of evaluation and this process can be used in a precise manner for the scrutiny and the evaluation of the audit plan (Stevens 2014). The differentiation in the real financial announcement from the benchmark aids in discovering the variances and is aids in asses sing the discovery of the factors of the recognised variances. Furthermore, the ratio analysis could be attuned as an effectual technique of evaluation that can be exploited for the explanation of the financial declarations that is attached with the evaluation of the audit plan. Explanation to the Case Study The end result of the decision planning related with the planning of the audit is persuaded mostly through the results of the analytical process in order to publicize the data from the financial statements. The tables given below provide the financial ratios that have been constructed with respect to the case study. Particulars 2013 2014 2015 Solvency ratio 0.62 0.44 0.21 Profit margin 0.068 0.60 0.06 Current ratio 1.42 1.46 1.50 The table that has been computed above has revealed that the current ratio of DIPL has grown over the last three years. Furthermore, the margin profit has been noticed to be changing for the last few years. By taking assistance of the ratios computed above, the net profit margin of DIPL can be contrasted with the total profit that has been created (Wang et al., 2015). Conversely, this could be of significant value to the auditor in gaining an indication of whether the expenses are higher or are lower and if the administration of DIPL has the requirement to decrease the budget and the total expenditure of the same. The alterations in the ratio whether positive or adverse can be exploited as a preferential reason for examining the authenticity and the preciseness of the financial situation of DIPL. For instance, the solvency ratio that has been constructed in the table above assists in understanding the positive and the adverse patterns in the entire financial condition of DIPL (Brown et al., 2015). In a comparable manner, the comparison of the ratios for the last three years would be helpful in giving out the knowledge of eliminating the long and short term compulsions of the organization. Therefore, the auditors can get effective knowledge of the comparative situation of DIPL for the past three years along with examining the issues that leads to unwanted condition of DIPL. There are several factors that are intrinsic in nature during the constitution of the incidence of the misstatement of the materials in the financial disclosures of a specific individual. Conversely, it is natural for the existence of several types of unsystematic and systematic risks that shows a path for the misstatement of the financials in the financial declaration of DIPL. Furthermore, the discovered threats may be due to the financial and the non-financial reasons, which can consequently prevent a specific entity in showing a positive viewpoint of the financial statements. According to Stanislaus, et al., (2016), the risks that have been recognised may be related with the numerous threats of elimination that has been doubled with the threats of several undesirable mistakes for a specific accountant. Therefore, this could be understood as a intrinsic threat that arises from the activities of DIPL. Moreover, the DIPL employees are does not have sufficient insights and has a lower level of proficiency level. That has led to the rise in the level of internal risk for DIPL. Additionally; this shortage of experience may lead to the commitment of faults thereby leading to the increase in the level of risk (Pascoe, et al., 2014). This has been mainly because of the fact that the staffs constitute a key part of DIPL and it is impossible for DIPL to ensure the success of their business and future growth without an efficient contribution from the employees. Another key factor that leads to the rise of risk can be segregated into two segments mainly the external aspects and the environmental prospect for the misstatement of the materials during the past and the fraudulent practices. The factors that are environmental in nature helping in discovering the internal risks comprises of the swift modifications where the problems could be related to the valuation of the inventory, rise in the d egree of competition in the economy and the deficiency in the amount of capital (Stute et al., 2014). Furthermore, there exists a probability of misstatement of the materials, which could be influential for directing DIPL in the past of risk for the future years to come. The assessment of the current case study that is related to DIPL explains the fact that the problems and the convolutions that are associated to the progression of the CEO consists of the internal threats as well (Christopher 2015). In this respect, the changes in the CEO can be modified to be dissimilar as the nominees are entities. Therefore, the progress of the procedure without any alignment to the plan, delayed instigation of the method, inefficient initiation of the CEO and rise in the level of employee attrition may lead to such risks. The examination of the given case study has given out the answer that the introduction procedure if the IT mechanism has been the cause for the rise of specific problems. There has been a scarcity of employees in DIPL for handling the method of installation and execution while undertaking the examination and the reconciliation before implementation of the fresh arrangement during the completion of the accounting year (Harrison 2015). Furthermore, the primary evaluation has discovered that numerous transactions that were undertaken were not maintained in a precise manner. Therefore, this has led to the misstatement of the documents because of the inherent reasons, which has been discovered to be an omission error within a specific financial declaration. The DIPL employees are required to pursue a suitable series for the registration of the values of the accounts receivable and the ledgers related with the accounts receivable. Furthermore, the reconciliation of the bank is required to be maintained in an effective manner as well (Gurran et al., 2013). Along with this, the revenue registration that is obtained from the e-book and allowing for the textbook printing on the coming years could lead to several intrinsic threats due to the intricacy linked with the procedure. Therefore the inventory valuation that is in relation to the raw material at an aggregate cost is not ideal as the aggregate cost is lower than the current paper cost (Arntz-Gray 2016). The intrinsic costs that have been disclosed can be adjusted as the vulnerability of a distinct affirmation in accordance to the misstatement of the materials and they have been explained below: Rise in the pressure on the management and the employees It has been noticed that due to the increase in the work pressure of the employees who are working in DIPL, there has been fraudulent accounting within the company (Bunker 2015). As an outcome the numerous qualities have occurred that are inclusive of the inclination in differentiating cash flows, improper liquidity and operational outcomes. Misrepresentation The increasing pressure of work on the employees of DIPL has led to the ineffective accounting. It is due to this effect that several aspects have taken place that is inclusive of the tendency in meeting the cash slow statements, operational outcomes and inadequate liquidity. Overall management integrity According to the case study, the administration of DIPL has ineffective integrity and is predicted to be aware of fall in the brand image within the society of business (Alzeban, Gwilliam 2014). Overall management integrity In accordance with the provided case study, the DIPL administration has the integration deficiency and it is anticipated to be prepared for any sort of reputation loss in the organizational society. Abnormal burden on the management It has been observed that frequently there has been a survival of remunerations for the administration. As an outcome, it may lead to financial reporting misstatement. Nature of business entity DIPL has sustained to expansion for the key competitive and economic situations. Furthermore, these aspects may have an impact on the intrinsic threats of the business for the evaluation of the framework of audit planning in a suitable manner. The data with respect to DIPL has been obtained taking the assistance of the provided case study and this data has been influential for the disclosure of the potentiality for the implementation of a precise construction of the financial report procedure of DIPL. The various significant risk factors that are linked with the utilisation of the practices have been shown in the table below: Risk Type Explanation Workforce engagement in fraudulent activities After the examination of the data that has been observed from the case study of DIPL, it can be cited that the significant counterfeits of risk is in association to the employees of DIPL as they have the probability to be related to the activities. The significant factors that is related with the threat is the dissatisfaction among the employees of DIPL. In accordance to the case study, there have been an surveillance that there have been a huge strain from the management side so that the new accounting concept can be introduced. It has been noticed that the introduction of the new accounting process creates a massive stress in the employees, there is a rise in the level of threat as the staffs may be related with various fake practices (Morse Deutsch 2016). Hence, in order to perform as a remedy for the method of reconciliation, the DIPL staffs improvise several false practices and these methods may lead to the misstatement of the financial reports. With respect to the case study t hat is under consideration. due to inefficient use of the new software of accounts, the accountants of the organization has not been able to maintain in a precise process the primary accounting and the financial transactions for the current financial year. Additionally, the fraud risks can be understood in the process of selecting the succession of the CEO of DIPL. It is because f this event that there has been a rise in the internal risks of the firm. Processes related to financial reporting There have been various risks that have been observed with respect to the process of financial reporting of DIPL. In this condition, if the employees have significant financial predictions from the performance of DIPL, there is a rising chance of alterations in the financial reports that has tried to influence the stakeholders that the firm has been undergoing efficient activities and rise in the financial revenue (Bunker 2014). Hence it can be stated that the fraud risk in the construction of the financial reports id the significant threats of DIPL. According to the DIPL case study, there have been a key shortage in the raw material valuation of DIP, that is dependent on the computation of the average cost. The main reason has been the rise in the paper cost that is a value more than the average cost. Thus it can be said that it is not a precise method. The fundamental threat related with the implementation of the new system of accounting can be understood by taking help of understanding the various performance phase inside the firm. Moreover, the examination and the scrutiny of the financial reports of DIPL is helpful to the management to find out the fraud risks that is linked with the construction of the financial reports. The analysis of the ratios and the other financial techniques would be helpful for the identification of the precise results. Hence, it is important for the DIPL management to conclude the evaluation and the investigation within a stipulated time period. Reference List Alzeban, A., Gwilliam, D. (2014). Factors affecting the internal audit effectiveness: A survey of the Saudi public sector.Journal of International Accounting, Auditing and Taxation,23(2), 74-86. Arntz-Gray, J. (2016). Plan, Do, Check, Act: The need for independent audit of the internal responsibility system in occupational health and safety.Safety Science,84, 12-23. Audit, A. I., Australia, I. (2015). SUBMISSION: AUSTRALIAN INFRASTRUCTURE AUDIT. Brown, A., Santilli, M., Scott, B. (2015). The internal audit of clinical areas: a pilot of the internal audit methodology in a health service emergency department.International Journal for Quality in Health Care, mzv085. Bunker, R. (2014). How is the compact city faring in Australia?.Planning Practice Research,29(5), 449-460. Bunker, R. (2015). Can We Plan Too Much?The Case of the 2010 Metropolitan Strategy for Adelaide.Australian Journal of Public Administration,74(3), 381-389. Christopher, J. (2015). Internal audit: Does it enhance governance in the Australian public university sector?.Educational Management Administration Leadership,43(6), 954-971. Gurran, N., Norman, B., Hamin, E. (2013). Climate change adaptation in coastal Australia: an audit of planning practice.Ocean coastal management,86, 100-109. Harrison, M. (2015). Implementing the 2014 changes to internal audit.Governance Directions,67(1), 38. Morse, S. C., Deutsch, R. (2016). Tax Anti-Avoidance Law in Australia and the United States. Pascoe, H., Gill, S. D., Hughes, A., McCall-White, M. (2014). Clinical handover: An audit from Australia.The Australasian medical journal,7(9), 363. Sarens, G., Christopher, J., Zaman, M. (2013). A study of the informal interactions between audit committees and internal auditors in Australia.Australian Accounting Review,23(4), 307-329. Stanislaus, V., Bastiampillai, T., Harris, M., Battersby, M. (2016). Care Plans in Community Mental Health: an Audit Focusing on People with Recent Hospital Admissions.The journal of behavioral health services research, 1-9. Stevens, D. (2014). Managed Aquifer Recharge and Stormwater Use Options: Audit of the Parafield Stormwater Harvesting and Managed Aquifer Recharge System for Non-Potable Use against the Stormwater Risk-Based Management Plan.Goyder Institute for Water Research, Technical Report. https://goyderinstitute. org/index. php. Stute, M., Hurwood, A., Hulcombe, J., Kuipers, P. (2014). Pilot implementation of allied health assistant roles within publicly funded health services in Queensland, Australia: results of a workplace audit.BMC health services research,14(1), 258. Wang, N., Yu, P., Hailey, D. (2015). The quality of paper-based versus electronic nursing care plan in Australian aged care homes: A documentation audit study.International journal of medical informatics,84(8), 561-569.

Ineffective Leader free essay sample

Everyone has had a leader that they thought was ineffective, but do they know what makes a leader effective? There are many qualities that go into making a good leader, and not all leaders will have every trait. There is no one right way to lead. There are many effective styles of leading, but there is a wrong way to lead. By using an example of a bad leader, the traits of an good leader will emerge. Leadership is much more than individuals and their decisions and acts. Leadership as a quality may be more innate than acquired, but some qualities and characteristics can be identified and consciously brought to bear in difficult and complex situations. I worked with a manager that was great at the operational side of the business but he was not an effective leader. He felt that everyone should be treated the same and expected the same productivity and accuracy out of each employee. The drive that he placed on meeting the operational objectives with disregard for the human culture only backfired. Instead of getting better results they worsened. Morale became an issue, as well as, absences, stress related illnesses and conflicts between co-workers. I believe these were all a result from the manager’s ineffective leadership skills. When looking at leaders it is important to remember that they come from different backgrounds. Some leaders have authority based on their expertise, which is a function of their skills, knowledge and ability. Leaders with high levels of competence are valuable to their company, particularly if they share their knowledge and skills with others. They are very knowledgeable about their work unit, technical processes or organizational goals and objectives. They are usually labeled technical experts and may have such credentials as advanced degrees or professional certifications. They have a consistent pattern of knowing what to do at a given time. As a result, they exert much influence over others. Some of these leaders bring this authority with them at the time of production. In other cases it is developed on the job through years of repeated successes (Weiss, 1994). The personality of good leaders can be very different. Some are subdued and analytical; others are more outgoing. Different situations can call for different leaders. Different people also respond to diverse types of leadership (Goleman, 2004). Even though leaders may have differences, one thing they mostly have in common is emotional intelligence. It is not that high IQ’s and great skills don’t matter, more it is that they add to qualities of a good leader (Goleman, 2004). Part of emotional intelligence is having self-awareness. People that are self-aware understand how feelings can effect them. This type of person knows what frustrates them, and can deal with it in a way that will not upset anyone. By being self-aware, a leader can make judgement calls on their, and other’s, abilities. They understand how the people are feeling (Goleman, 2004). If my manager would have been more self-aware, he would have understood that pushing many people can cause them to pull back, instead of doing better. A trait of an effective leader is to be tough but fair when dealing with people. Being tough means to be firm, not overbearing. Toughness will help people know what the rules are and that they have to be followed. An effective leader treats everyone the same or fairly. When they do this, people know what to expect and what is expected of them. It is also important for people to have room to do their jobs (Knight Dyer, 2005). Two important traits of a leader are listening and communication. Leaders should listen to learn about others and about what is going on in the business. After a leader listens, they are able to communicate more effectively. The leader says what they feel and not just what policy dictates (Gitomer, 2004). Even a great strategy cannot be fully effective unless it is communicated to other in a way that they understand and support. My manager never seemed to make any decisions unless they were by the book, and he seemed to communicate in the same way, he really had no ideas that were his. A good leader understands that there is more to supervising than just assigning work. To become a leader, one needs to understand that people need to be understood and be communicated with in a clear manner. To earn respect it is important to talk to people enough that they feel there is a bond, or common interests. However, showing respect doesnt always result in favors being done for you in return. Nothing in life always works the way a leader wants it to. One way to help to get things working right is to ask for people’s advice or opinion to show that the leader is aware of their expertise in a given field. Weiss, 1994). Setting and demanding high standards is a trait that leaders must have. These standards are not just for the people being lead, but also for the leader. If the leader does not try to achieve these standards they can not expect others to. By living up to these standards other people will not want to let them down (Knight Dyer, 2005). Vision is important for an effective leader. They have the ability to know where they want things to go, and how to get there. Without vision a leader had nothing, they are wondering around blind. Ideas are what get people going and get them to join in the work. To provide good vision a leader must show how the idea is going to work, and give it its own life (Goleman, 2004). My manager had no ideas of his own, they only things that happened were what he was told to do. Humility is a quality that can make an effective leader. It is not arrogance that makes people follow, as many people may think, but humility. A person that is humble knows that everyone, including themselves, has strengths and weaknesses. They will play to their strengths and try to minimize their weaknesses. By doing this for themselves, humble leaders understand that all people need this to be productive (Walsh, 2004). My manager did not do this, if he would have realized that people need to be treated differently and not the same, our office would have ran much smoother. A trait that almost every good leader has is the ability to motivate. They want everyone to achieve beyond expectations. The leader will be motivated, not by money, but by passion for what they doing, and to do a great job. A leader is also motivated to make sure everyone does a good job and participates. These leaders are optimistic, which motivates others to think more positively. They have social skills, trust and focus on results. It includes providing awareness that balance the merit of the individual with the needs and stability of the group (Goleman, 2004). A personal ability that is important for leaders is to have good social skills. This is not just being friendly, it is friendliness with a purpose. Leaders can motivate people in the direction they wish to go. Social skills allow a leader to find common ground with most people. The common ground helps get people to agree. These leaders have a network of people that can help them get a task finished (Goleman, 2004). My ineffective leader did not seem to have the social skills need to get everything done. He never took the time to get to know everyone, which in turn made many people not seem to care much about what he wanted done. To be an effective leader one must be committed to success. They will know that a task needs to be completed, and will stay until it is finished. The perseverance of getting things done is contagious, because everyone wants to be on a team that does well. A leader will make a daily commitment to redirection (Knight Dyer, 2005). A successful leader also needs to possess empathy. This does not mean to take on how everyone feels. Empathy in the business world means that they understand how people are feeling and why. By using empathy, a leader is able to make decisions that everyone can go along with, and be okay with (Goleman, 2004). Finally, it is very important to remember that before a person can take any action to lead their followers, they must be able to recognize approximately where their followers are in the developmental cycle. To do this, he or she must watch closely the actions of his or her followers and determine to what degree their actions are being influenced dominantly by either confidence or competence. Once the leader knows the point of confidence vs. competence in his or her followers, he or she will know which factor to build on. When the leader feels they have successfully motivated their followers to be both very confident and competent, and that the followers are ready and have the responsibility to lead themselves to their goal, then they know that at that point, the followers are ready to accept some leadership themselves. Once the followers are ready for some leadership of their own, the next problem at hand becomes how to go about empowering them with the leadership responsibilities (Knight Dyer, 2005). Needless to say, the leader cannot simply step away and allow the responsibility to dump onto the followers; surely if that happened, they would quickly lose confidence and possibly competence too. Instead, the leadership and responsibility of the followers should be increased gradually as they are steadily empowered, and at a rate that depends on how well the newly gained leadership is handled. At all times though, the leader must be prepared to guide or even realign the direction the newly independent followers take (Goleman, 2004). The leader must also realize the risk of failure in the complete empowerment of his or her followers, as starting over completely is hardly possible. Were that to occur, the subject would near definitely experience a severe loss of confidence as a major consequence to a premature empowerment situation. And lastly, if a leader is completely successful in empowering his or her subjects and has sent them well off on their way to their ultimate goal, the leader must realize that he/she has completed his or her own (Walsh, 2004). Effective leaders create a spirit of performance by doing the right thing and getting the right things done. They possess integrity of character, possess a vision for the purpose, and focus primarily outwardly, on opportunities to achieve satisfaction and meet goals. They pay special attention to people decisions (Maciariello, 2007). If my ineffective manager would have taken more time to understand how to be a leader, the job situation would have been more pleasant. But instead he was just a manager, someone who tells people what to do without caring about the person. The functions of a leader are many and varied. Its hard to say the one theory is better. Each situation, each environment, and each group of people requires a different approach. If a leader is trained to understand that different approaches are needed for different situations, then an leader can succeed. Being a leader is never an easy task, and only a select few have the ability to lead. Not many people can take an organization, a team, or their local neighborhood and get them to work together toward a single goal. They have to be stern but at the same time sympathetic, they have to be able to delegate power without causing uproar. So many things go into being a leader that when everything is said and done, most people shy away from being a leader and feel as though they need to follow. However, that is the difference between a leader and a follower. When crunch time comes, the true leader will stand forward and guide his/her team, organization, or what have to victory.