relationships in pride and prejudice :: essays research papers

Relationship in Pride and Prejudice In the novel Pride and Prejudice, composed by Jane Austen, a few, if not every last bit of her characters, can affirm the conviction that so as to accomplish satisfaction one must dispose of their pride and thus, supplant it with sense of pride joined by some quietude. Furthermore, acknowledgment and common regard must supplant one’s partiality. The tale uncovers four couples that live through social inconviences. The setting, in spite of the fact that the novel happens in various spots, is for the most part communicated from Longbourn, some place in England. It is set around the Bennet family, which comprises of seven individuals. Mr. furthermore, Mrs. Bennet, and their five little girls which of whom none are yet hitched. At this period in time, marriage was put together a lot with respect to cash and notoriety, less love and trust. At the point when a solitary man entered town, he was called upon just if his budgetary circumstance was better than average. Marriage was based around land, family associations, and riches. In numerous minor characters of the novel, pride is a typical trademark. Mrs. Bennet, for example, is amazingly pleased with regards to her daughter’s relationships of hired fighter benefits. She is worried to such an extent that her neighbors have a high assessment of her that her own vanity won't Proposition Scenes The principal proposition scene manages Mr. Collins' proposition to Elizabeth, this is an odd event as Mr. Collins is Elizabeth's cousin and he kind of shows up from no place and anticipates that Elizabeth should wed him. This is what is amusing about this proposition since Mr. Collins anticipates that Elizabeth should wed him since he is a pastor and it would be correct and appropriate for him to wed a polite miss Bennett.When Mr. Collins, a tall, dark youngster of twenty-five,arrives, he stores aimless applause on everything. He praises Mrs. Bennett on her cooking and praises everything about the young ladies. All around, he has all the earmarks of being an unconventional figure. Mr. Collins asks Mrs. Bennett "May I trust, madam, for your enthusiasm with your reasonable little girl Elizabeth, when I request for the respect of a private crowd with her over the span of this morning?"Mrs. Bennett concurs and attempts to leave the room taking Kitty with her however Elizabeth stops her and says "Dear madam, don't go. I implore you won't go. Mr. Collins must reason me.

Summer Solstice in the Northern Hemisphere

Summer Solstice in the Northern Hemisphere June 20-21 is a significant day for our planet and its relationship with the sun. June 20-21 is one of two solstices, days when the beams of the sun legitimately strike one of the two tropical scope lines. June 21 denotes the start of summer in the northern half of the globe and all the while messengers the start of winter in the southern side of the equator. In 2014, the late spring solstice happens and summer starts in the Northern Hemisphere on Friday, June 21 at 6:51 a.m. EDT, which is 10:51Â UTC. The earth turns around its pivot, a nonexistent line going directly through the planet between the north and south posts. The hub is tilted to some degree off the plane of the earths unrest around the sun. The tilt of the hub is 23.5 degrees; on account of this tilt, we appreciate the four seasons. For a while of the year, one portion of the earth gets more straightforward beams of the sun than the other half. At the point when the pivot tilts towards the sun, as it does among June and September, it is summer in the northern side of the equator however winter in the southern half of the globe. On the other hand, when the hub guides from the sun from December toward March, the southern half of the globe appreciates the immediate beams of the sun throughout their late spring months. June 21 is known as the mid year solstice in the Northern Hemisphere and at the same time the winter solstice in the Southern Hemisphere. Around December 21 the solstices are switched and winter starts in the northern side of the equator. On June 21, there are 24 hours of sunshine north of the Arctic Circle (66.5â ° north of the equator) and 24 hours of murkiness south of the Antarctic Circle (66.5â ° south of the equator). The suns beams are straightforwardly overhead along the Tropic of Cancer (the scope line at 23.5â ° north, going through Mexico, Saharan Africa, and India) on June 21. The Reason for Seasons Without the tilt of the earths pivot, we would have no seasons. The suns beams would be legitimately overhead of the equator throughout the entire year. Just a slight change would happen as the earth makes its somewhat curved circle around the sun. The earth is farthest from the sun about July 3; this point is known as the aphelion and the earth is 94,555,000 miles from the sun. The perihelion happens about January 4 when the earth is an insignificant 91,445,000 miles from the sun. At the point when summer happens in a side of the equator, it is because of that half of the globe accepting more straightforward beams of the sun than the contrary side of the equator where it is winter. In winter, the suns vitality hits the earth at sideways points and is in this way less focused. During spring and fall, the earths pivot is pointing sideways so the two halves of the globe have moderate climate and the beams of the sun are legitimately overhead the equator. Between the Tropic of Cancer and the Tropic of Capricorn (23.5â ° scope south) there truly are no seasons as the sun is never low in the sky so it remains warm and sticky (tropical) all year. Just those individuals in the upper scopes north and south of the tropics experience seasons.

Understanding of a Business Model

Question: Talk about the Understanding of a Business Model. Answer: Presentation Having the goal of effective business practice and income age, a business association builds up its plans of action. It would thus be able to be said that a plan of action is the structure that is made so as to guarantee solid business systems on which a business is run. Cutting edge business experts have changed their idea of perfect plans of action (Dudin et al., 2015). Prior plans of action depended on the accomplished net benefit. Nonetheless, digitalisation in business area has moved the pattern of investigating net business benefit to perceiving the estimation of gross benefit. Estimation of gross benefit is finished by deducting the expense of the items from all out income. This has been helping the investigators in understanding the present method of income in the market just as in the business (Saebi Foss, 2015). The progression of money is legitimately proportionate to the expansion in net benefit in a business. The accompanying paper will look at and afterward fathom the r eality of plan of action through breaking down the equivalent. The proposed plan of action has been planned by Mitsuru Kodama. The recommended plan of action depends on the Japanese business firms (Birasnav, 2014). Kodama guesses that the idea of plan of action can be fathomed through the down to earth direction and action based frameworks. He doesn't bolster the hypothetical act of the plan of action that may bring about shallow movement of business investigation (Becerra-Fernandez Sabherwal, 2015). In his paper Boundaries Innovation and Knowledge Integration in the Japanese Firm, Mitsuru Kodama has planned another casing work which has been named as information mix model. Information joining model is very unmistakable regarding business examination is very particular to the organizations of Japan. The analyst of this paper, Kodama has estimated that there are four essential segments in information reconciliation. These segments are inside information on the firm, creation and age of new information in the business and market field that is coordinated by outer information systems. Outer information is promoted by the outside partners of an association. They are the outside accomplices and the clients. The expert has structured the model so as to comprehend the originations of new limit. The possibility of new limit is additionally conceptualized by inventiveness and logic sees. New information creation is cultivated by the idea of dynamic human systems and structure and state of information combination process. Kodama has approved the sub-models through the advancement of limits. Avocation of the plan of action has two fundamental observations. These are: Vertical worth chain model Co-development model The accompanying outline shows the plan of action structured and proposed by Kodama. Fig 1; Kodamas Knowledge Integration Model Source: Kodama, 2009 Information reconciliation is about the execution of information process in business the executives. Since the majority of the organizations are run dependent on the present market patterns, it has two crease impacts upon the structure of their plan of action. Information related ideas are to be progressed while maintaining an effective business (Caridi?Zahavi, Carmeli Arazy, 2015). The natural thought of the organizations as far as their limits structures the premise of the whole system for business procedures and model. The specialist of the case has put crucial accentuation on the worth chain investigation as it is the establishment of all out business (Wang, Noe Wang, 2014). The whole segments of the business, for example, the foundation, mechanical progression, accessibility of solid and talented workforce, set up flexibly chain the executives are the center and intrinsic determinants for the achievement of a business (Hsiao, Neuhold Sacks-Davis, 2014). A perfect plan of action, as indicated by Kodama, is required to extemporize methodologies to expand the limits of significant worth chain of a firm (Holsapple, 2013).. Kodama has ordered the limits of a firm in two fragments. These are the vertical and flat limits (Hasanali, 2015). Vertical limits of a firm make the worth jawline exercises while its even limits make the open doors for extension and incorpor ation of various innovations. Having experienced the plan of action structure by Kodama, it tends to be plainly expressed that it is planned based on outer and inward system establishment of a firm (Hislop, 2013). If there should be an occurrence of the formation of information in a business firm, two circles are taken from the information reconciliation. These are New limit originations Dynamic human systems structure of the procedure of information coordination. The procedure of information creation moves through various working sorts. Before all else, the information is made from both the interior and outer elements. The fundamental spotlight stays on the outer workforce. Even specialization in Japanese plan of action is very unique in relation to that of the Western plan of action. If there should be an occurrence of Japanese business condition, the organizations understand that vertically incorporated systems are abused by the new items. Kodama has exemplified a Japanese media transmission firm, NTT DoCoMo and its item I-mode that has made an extraordinary plan of action affected by vertically coordinated worth chain related with the outside systems. Kodama further stressed on the joint effort of the inside and outside partners in a business subsequently making a collaboration and helping build a solid plan of action. If there should be an occurrence of information joining model the analyst has built up a thought of information sharing. He clarified that human systems administration framework is the prime bit of leeway for a business to create. Kodama has utilized a word-Coherence. Soundness alludes to the reconciliation and coordinated effort of information based exercises inside a firm. Auxiliary advancement of a business is legitimately proportionate to the basic improvement of the workforce (Hollensen, 2015). Dynamic investment of various specialists brings the subjective ability of the partners as it broadens the limit of working. Thus the vast majority of the business firms currently will in general consolidate different ideas of getting potential workforce just as broadening the solid business limits. In this manner, the fundamental particular idea of Kodamas business structure is that the business firms need to fortify the workforce mix through vertical system mix. It infers production of expert and passionate bond among the current workforce in an organization. In addition, the information on reconciliation can be reinforced through the augmentation of the business limits of the organizations. It is related with usage of trend setting innovations. The other component of this proposed model is the intelligibility of the outer and interior partners of go with. These partners might be the providers of items that a particular business firm acquire from them or might be the colleagues of the principle business wing. So as to relate the conceptualized plan of action of Kodama, the paper investigates the business systems of McDonalds. McDonalds is one of the biggest inexpensive food =chain arranges on the planet. It has a few wings far and wide covering right around fifty nations. McDonalds expansive business limit can be identified with the Knowledge of Integration model. Since the matter of McDonalds depends on the establishments, the system and limits can be the significant worry of the organization. Despite the fact that the organization has diverse plan of action and systems of its own, t can be effectively identified with the model planned by Kodama. Kodamas model lean towards the joining of the partners and the connection of the worth chain process with its last item. Development of the business limits is enthusiastically prescribed to the efficient establishment organizing arrangement of McDonalds or some other inexpensive food chain business associations on the planet. Since the head part of the organization is situated far away from the divisional establishments, limit improvement model can be actualized upon the business systems of it. Reference: Becerra-Fernandez, I., Sabherwal, R. (2015).Knowledge administration. Routledge,. Birasnav, M. (2014). Information the executives and authoritative presentation in the administration business: The job of transformational initiative past the impacts of value-based leadership.Journal of Business Research,67(8), 1622-1629. Caridi?Zahavi, O., Carmeli, An., Arazy, O. (2015). The Influence of CEOs' Visionary Innovation Leadership on the Performance of High?Technology Ventures: The Mediating Roles of Connectivity and Knowledge Integration.Journal of Product Innovation Management. Dudin, M. N., Kucuri, G. N., Fedorova, I. J. E., Dzusova, S. S., Namitulina, A. Z. (2015). The inventive plan of action canvas in the arrangement of successful planning. From, C. P. N. R., Rules, A. E., Employers, U. F., Stands, R. V., Threats, D. F., Its, B. A. E., Judge, N. L. R. B. (2015). In a Landmark Decision, Board Radically Expands Definition of Joint Employer. Hasanali, F. (2015). Basic Success Factors of Knowledge Management (2002). Hislop, D. (2013).Knowledge administration in associations: A basic presentation. Oxford University Press. Hollensen, S. (2015).Marketing administration: A relationship approach. Pearson Education. Holsapple, C. (Ed.). (2013).Handbook on information the executives 1: Knowledge matters(Vol. 1). Springer Science Business Media. Hsiao, D. K., Neuhold, E. J., Sacks-Davis, R. (2014, May). Information based combination of heterogeneous databases. InInteroperable Database Systems (DS-5): Proceedings of the IFIP WG2. 6 Database Semantics Conference on Interoperable Database Systems (DS-5) Lorne, Victoria, Australia, 16-20 November, 1992(Vol. 25, p. 155). Elsevier. Saebi, T., Foss, N. J. (2015). Plans of action for open development:

The Recently Leaked Secrets to Websites That Write Research Papers for You Uncovered

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Does Segregation Still Exist

Segregation refers to the legal and practical separation of people on the basis of group status, like race, ethnicity, class, gender, sex, sexuality, or nationality, among other things. Some forms of segregation are so mundane that we take them for granted and hardly even notice them. For example, segregation on the basis of biological sex is common and hardly questioned, as with toilets, changing rooms, and locker rooms specific to males and females, or separation of the sexes within the armed forces, in student housing, and in prison. Though none of these instances of sex segregation are without critique, it is segregation on the basis of race that comes to mind for most when they hear the word. Racial Segregation Today, many think of racial segregation as something that is in the past because it was legally outlawed in the U.S. by the Civil Rights Act of 1964. But though de jure segregation, that enforced by law was banned, de facto segregation, the real practice of it, continues today.  Sociological research that demonstrates the patterns and trends present in society makes it very clear that racial segregation persists strongly in the U.S., and in fact, segregation on the basis of economic class has intensified since the 1980s. In 2014 a team of social scientists, supported by the American Communities Project and the Russell Sage Foundation, published a report titled Separate and Unequal in Suburbia. The authors of the study used data from the 2010 Census to take a close look at how racial segregation has evolved since it was outlawed. When thinking about racial segregation, images of ghettoized Black communities likely come to mind for many, and this is because inner cities across the U.S. historically have been greatly segregated on the basis of race. But Census data show that racial segregation has changed since the 1960s. Today, cities are a bit more integrated than they were in the past, though they are still racially segregated: Black and Latino people are more likely to live among their racial group than they are among whites. And though suburbs have diversified since the 1970s, neighborhoods within them are now very segregated by race, and in ways that have damaging effects. When you look at the racial composition of suburbs, you see that Black and Latino households are nearly twice as likely as white ones to live in neighborhoods where poverty is present. The authors point out that the effect of race on where someone lives is so great that it trumps income: ...blacks and Hispanics with  incomes over $75,000 live in neighborhoods with a higher poverty rate than do whites who earn less than $40,000. Class Segregation Results like this make the intersection between segregation on the basis of race and class clear, but its important to recognize that segregation on the basis of class is a phenomenon unto itself. Using the same 2010 Census data, Pew Research Center reported in 2012 that residential segregation on the basis of household income has increased since the 1980s. (See the report titled The Rise of Residential Segregation by Income.)  Today,  more lower-income households are located in majority low-income areas, and the same is true of upper-income households. The authors of the Pew study point out that this form of segregation has been fueled by rising income inequality in the U.S., which was greatly exacerbated by the Great Recession which began in 2007. As income inequality has increased, the share of  neighborhoods that are predominantly middle class or mixed income has decreased. Unequal Access to Education Many social scientists, educators, and activists are concerned about one deeply troubling consequence of racial and economic segregation: unequal access to education. Theres a very clear correlation between the income level of a neighborhood and its quality of schooling (as measured by student performance on standardized tests). This means that unequal access to education is a result of residential segregation on the basis of race and class, and it is Black and Latino students who are disproportionately exposed to this problem due to the fact that they are more likely to live in low-income areas than their white peers. Even in more affluent settings, they are more likely than their white peers to be tracked into lower-level courses that reduce the quality of their education. Social Segregation Another implication of residential segregation on the basis of race is that our society is very socially segregated, which makes it difficult for us to tackle the problems of racism that persist. In 2014 the Public Religion Research Institute released a study that examined data from the 2013 American Values Survey. Their analysis revealed that the social networks of white Americans are nearly 91 percent white, and are  exclusively  white for a full 75 percent of the white population. Black and Latino citizens have more diverse social networks than do whites, but they too are still mostly socializing with people of the same race. Theres a lot more to be said about the causes and consequences of the many forms of segregation, and about their dynamics. Fortunately, theres a lot of research available to students who wish to learn about it.

Medicine Was Religion A Holistic Approach Into Our...

â€Å"Medicine was religion. Religion was society. Society was medicine† (Fadiman, 1997). To the Hmong’s, this is a way of life. Everything in their culture is interrelated and represents a holistic view. As Americans, we try to incorporate the holistic approach into our health care system, but heavily rely on medications and science to treat illness. Arthur Kelinman developed the explanatory model of illness which incorporates a series of questions that is unique to a patient’s illness to develop a treatment plan. This model assesses how patient illnesses are associated with the environment and the culture around them, while also â€Å"seeking the how, why, what, when, where, and what next of illness, disease, and health experience† (â€Å"Explanatory Model†). Asking the patient their opinion on what caused their illness and how they think it should be treated will help identify their beliefs and help when planning an intervention. According to Li a’s parents, they believe that Lia’s soul was taken by a dab in a different realm after her sister slammed a door. In Hmong culture, having seizures is associated with having honor and the power to heal. Her parents believed that she should be treated by her culture’s holistic remedies, which includes animal scarifies, multiple herbs, and rituals. By taking Lia to the hospital, they believed American medicine was the cause of her deterioration. They reacted by not following certain instruction from the medical team and also did not haveShow MoreRelatedThe Spirit Catches You And You Fall Down968 Words   |  4 PagesResponse to The Spirit Catches You and You Fall Down â€Å"Medicine was religion. Religion was society. Society was medicine† (Fadiman, 1997). To the Hmong’s, this is a way of life. Everything in their culture is interrelated and represents a holistic view. 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I took a deep breath, and stood up, not knowing I would leave here to follow theirRead MoreNative American Religion : Medicine And Spiritual Healing1694 Wor ds   |  7 PagesErika Lenis-Abril REL-337 5/10/2015 Native American Religion: Medicine and Spiritual Healing Native American traditional medicine and spiritual healing rituals go back for thousands of years, these traditions often focus on different variations of alternative medicine. This knowledge is passed on throughout generations, many of the tribes learn that by mixing natural plants such as herbs and roots they can make remedies with healing properties. It is believed that being healthy is when peopleRead MoreThe Responsibility Of Health Care For Our Patients As A Whole Body, Mind And Spirit1194 Words   |  5 PagesI believe it is the responsibility of health care professionals to care for our patients as a whole - body, mind and spirit. The United States (U.S.) is becoming progressively more diverse. 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Management and Leadership are the Same Thing -Samples for Students

Question: Discuss about the Management and Leadership are the Same Thing. Answer: Solomon, Costea Nita (2016) argued that leadership andmanagement could be same if the organization is small. However, the large organizations should have a clear-cut distinction between leaders and managers. In large organizations both leaders and managers can experience the same challenges in executing the fourmanagement functions. These include: Planning- unclear or unattainable vision Organizing- inadequate resources including manpower Leading- resistance from the team Controlling- poor/failed performance standards Authors highlighted that as a manager it is important to behave in a professional manner at all times. The employees should never see their manager acting unprofessional, because they will lose respect for them. A leader commands respect based on their actions. Authors saidthat a "manager and leader can be one of the same". In fact, setting these terms against each other makes leadership into a poor form ofmanagement and management into a poor form of leadership. Leaders and managers have a tough job, they have to ensure that are T's are crossed and I's are dotted. They also have to ensure everyone has their job duties and are carrying them out as they should. Whether a person is a leader or a manager they have great responsibilities and should always be trying to gain to insight in order to grow the company.A leader will knowingly or subconsciously, use a style of leadership to lead a team of people but it is imperative to take note of the various leadership styles and adopt one tha t can help him/ her to operate efficiently. Servant leaders selflessly strives to meet the needs of those they are serving. The leader believes in increased moral courage to help others. A vocation/calling is a persons life purpose on earth. A servant leader believes that it is his/her calling to treat others with dignity. They do not let their positional ego influence their behavior, but their ultimate focus is to serve others. Authors also argued that that some conflict is good in a sense that it promotes completion amongst employees and departments. However, the healthy conflict does not extend into the realm of unethical behavior in order to achieve desired outcomes. Authors concluded that leadership and management could be same thing for small organizations. However, the large organizations should have different connotations for management and leadership. (Nijstad, Berger-Selman De Dreu, 2014) discussed how some leaders may be hesitant to discipline or terminate employees whereas managers are usually administrators that understand the bottom line while work to meet organizational goals. The differences seem to be emotionally connected to help people get the job done versus non-emotionally connected to meet goals and expectations. A challenge that can face a leader is allowing the progression of the project under the direct supervision of the director or manager even though there may be times of failure or the level of progress does not meet expectations. In the article, authors provided a nursing example to differentiate between managers and leaders. For example in nursing if the managers have to decrease the development of pressure ulcers in the unit, the leaders will search the new ideas to prevent the development of pressure ulcers and will compare the products currently in use and evaluate the benefits of new products over the ol d. It may be necessary for him/her to implement the plan to turn and reposition the patient every 2 hours or ambulate the patient 2 times a shift or the application of the skin protectant to prevent the skin breakdown. As leader, the manager can provide the data about the development of pressure ulcers, educate the staff about the strategies to prevent skin breakdown. Or the leaders can plan to use new mattress or skin protectant to prevent pressure ulcers. Another innovative idea she can have is the addition of another care person so the patients are turned and reposition more frequently. Leaders who can come up with creative ways to view the real challenges of their organizations and present them can then have the power to change those issues that others are overlooking. According to authors, when employees are lead with motivation and role modeling, employees come back meeting their expected goals. After the initial discussion, authors argued the reason to practice the leadership and servant leadership in particular. Authors highlighted that the next logical step in the path of management should be leadership. It is expected that a leader would be a good manager. Authors highlighted that leader has capabilities that are beyond then the capabilities of managers. If a leader views people merely as a means to an end, and utilizes aspects of servant leadership simply because they believe it will gain them some personal advantage by causing people to work harder to achieve a goal, then the basis of the theory itself is being undermined. A situation of this nature could very easily unravel as those in the followership position may react negatively if/when any disingenuous motivations/sentiments are discovered. It can leave followers with a myriad of negative emotional and psychological consequences. Authors argued that the leaders should be humble to teach the leadership traits to va rious managers. The contemporary organizations require more leaders than managers as the focus is on transformation of organizations and not on transactional work. Authors, further extended this argument that situational leadership style should suits well the organizations in contemporary environment. For the situational leader, servant leadership may be viewed as a tactic or a tool, but they need to tread lightly, as mistaking servant leadership for a means of manipulation could be a very detrimental error. Authors concluded that there are significant differences between leadership and management. The role of leaders is more of transformational in nature and role of managers is more of transactional in nature. Van Dierendonck, Stam, Boersma, Windt Alkema (2014) highlighted that leadership places emphasis on the needs of others. For example, leaders will tend to empathize, developing potential, nurturing, and so forth. The problem is, todays word is less ethical, and have fewer regards for religious components plus the needs of the collective will prioritize over individuals. Additionally, todays culture chooses not or not having the time to accommodate the needs of individuals, its a shame but there is a light at the end of the tunnel. On that note, there are more firms using such leadership style than ever before even though the numbers are small but growing. Authors discussed various difference between leaders and managers. Authors highlighted that leaders are generally more supportive than managers. A true leader is one who is always approachable and people can discuss anything with leader without any hesitation. However, the relationship between a manager and a subordinate is more for mal and transactional in nature. In most of the cases, manager would be the one who will daily interact with employees for small works. Authors agreed with the perspective that a leader should always motivate the employees. There are times when leaders are not directly involved with the employees. However, the motivation can be done through speeches, video conferencing meetings, etc. Authors also presented that there could be cases when the managers are power hungry. However, a leader is someone who has natural power. They do not seek or need power, and only want what is best for the people. Good leaders are able to do this and still ensure that the goals of an organization are met by their influence over others. Authors concluded that organizations should realize the difference between management and leadership. It is correct that organizations would need the support of both leaders and managers. However, leaders must have the capability to manage the managers. It is important that an integrated eco-system should be created where all the leaders, managers and employees can work together. Edwards, Schedlitzki, Turnbull Gill (2015) argued that servant leadership style is the old but contemporary style of leadership. The way servant leadership differ from traditional forms of leadership is when a servant leader possesses the calling of a servant first, wanting and willing to serve others first. Being a servant will come natural for those who feel like they have a calling over their lives to be a servant. The leadership role comes through actions to show others that you can be a leader. In the book Servant Leadership, Greenleaf talks about how Leo was a leader and the difference in being a servant and a leader and how they can work together. Leadership was bestowed upon a person who was by nature a servant. It was something given, or assumed, that could be taken away. His servant nature was the real man, not bestowed, not assumed, and not to be taken away. The servant leaders have a better understanding of managers and it appears that the managers who can attain the pat h of servant leaders would be good and effective leaders in the organization. Authors concluded that organization needs both managers and leaders for successful working. The leaders may want to establish the vision and decide the high-level goals. However, it is the role of managers to get the things done and ensure that all the employees are on same page. Zhu, Newman, Miao Hooke (2013) argued that to focus on leadership is not to focus on the traditional form of management. Leadership differ from traditional forms of management by means of his or her perspective regarding his or her own behaviors. Traditional management focuses on top down leadership with the belief that their leadership capabilities comes from their position of authority. In traditional management, it can be found that the leader maintain ownership of information and may or may not listen to suggestion from team members. Greater demands of leadership are placed on the traditional leader. In this day and time traditional leadership or management seems to be in the past and from the past. Many organizations are moving into leadership style. This is very common in higher education. The servant leadership traits, act as positive principles that help the overall effectiveness and productivity of the organization. Organizations are evolving and using new leadership strate gies, styles and traits to be effective. Appealing to their customers, clients, students is very important. Making sure the needs of employees and customers are being met. Effective leadership is important for any organizations growth and development. Boards of directors have a responsibility to more than those in leadership who work for them. Friendships are great, networking is invaluable, but when a leader is working unethically, it is paramount that friendships and acquaintances be set aside for the good of the company. Since leaders set the tone for the ethics of the organization, to allow them to be have detrimentally to the overall organization, will ultimately lead to their followers acting the same way. Experience teaches that some lower level employees wait for the opportunity to blame their leaders and use that leaders behavior as an excuse to behave the same way. Author states that if at any time the leadership within any organization acts in was that are unethical, the board must act as a governing body that takes corrective action to improve the behavior of that leader or remove that individual. The reason being is that the board of directors must always see to serve the needs of all stakeholders, both internal and external. Authors concluded that there exist stark differences in the role of management and leadership. It is important the focus of organizations should be to convert managers into leaders. The leaders are more outcome oriented and managers are more process oriented. It is important that managers should also have a vision shared by leaders. Conclusion The above paper discussed the annotated bibliography for the topic, management and leadership are the same thing. The initial research suggests that in the contemporary business environment, leadership and management should not be considered as same thing. The literature suggests that leadership is a journey and management could be a pit stop. It is critical that organizations should have a balance of both managers and leaders for effective functioning. After reading through multiple articles, there are two main types of behaviors leaders demonstrate, which are ethical behavior and a concern for his or her subordinates. These leaders are committed to the growth and welfare of people. As for behaviors that would be prohibited personally as well as within the organization they are leading, I would think a vital one to point out would be deceit especially since servant leadership is built on trust. References Zhu, W., Newman, A., Miao, Q. and Hooke, A., 2013. 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