Advantages and Disadvantages of the European Union Research Paper

Advantages and Disadvantages of the European Union - Research Paper Example The discussion will also briefly look at the criteria followed by the states in order to be part of the European Union. Before the World War II took place, the world did not experience common cases of International organizations (alliances) as there are seen today. However, the war served as an eye-opener in that a majority of the states became open for cooperation towards creating these unions. This has largely been attributed to the widespread crisis, both economic and political, that had hit the world following the harrowing war. This prompted the creation of most of the organizations seen today with the European Union being one of them. As a brief history of the European Union, the idea of the alliance was incepted in 1949 and implemented in 1951 when the first founders of the Union came together for the formation of an alliance. The six member nations, Belgium, Germany, France, the Netherlands, Italy, and Luxembourg created what was first referred to as the Council of Europe. Their main objective was to unify the region while also proclaiming peace which was a much-needed necessity following the WWII. Following this was an expansion of the body and consequently, a new name was adopted in 1957- The European Economic Community. As the name suggests, the body was determined to create and facilitate free trade between member states. In the next 50 years, various countries have joined the body and in 1993, the body adopted the name The European Union, which is what it is known today. Currently, the union comprises 27 member states in Europe with the latest members, Bulgaria and Romania having joined the body in 2007 (S ajdik & Schwarzinger, 2008). The European Union is governed by various policies and guidelines that have been formulated over the years in response to various emerging needs in the alliance. Today, the union allows citizens of the member states to move freely within the encompassed

Serving Justice in the Case of Billy Budd Essay Example for Free

Serving Justice in the Case of Billy Budd Essay From the case of Billy Budd, one must ponder about several important questions in regards to the power of the law and the extent to which it should be recognized. â€Å"Although Billy Budd killed Claggart unintentionally, he was aware that striking a superior officer was a serious offense, however, Claggart had provoked him by accusing him of organizing a mutiny† (Hunte). Thus, Billy Budd is described as the following, â€Å"His simple nature remained unsophisticated by those moral obliquities which are not in every case incompatible with that manufacturable thing known as respectability† (Melville). Perhaps Melville is emphasizing the point that Billy is some sort of special moral being, completely incapable of conceiving evil and bearing malice. Perchance, the case of Billy Budd should not be manipulated to fit the law; rather the law should be made to fit the case. In society, laws are made to serve justice and to protect individuals. Each case has unique circumstances and no one case is the same. Therefore, in order for justice to be served, the laws should be interpreted differently in each case. Captain Vere has illustrated his realization that this case has special circumstances, stating that â€Å"This case is an exceptional one† (Melville). Everyone on the Bellipotent knows Billy for his kindness; Billy even has attempted to befriend Claggart. By sentencing Billy to death, the Drumhead Court would eliminate a kind-spirited and hard-working man from the ship. Billy’s good heart and benevolent nature show that he is not likely to kill another man in the future, and killing him wont protect any individuals. Since a law is made for serving justice and protecting people, and sentencing Billy to death does neither. Furthermore, there are many things that make this case unique, and that need to be taken into consideration when devising Billy’s punishment. When considering this case, one must recognize that Billy Budd is crippled. It is true that he is not noticeably mentally or physically handicapped, but he does have a disability. In a situation where any other person would be able to speak up for himself, Billy was unable to. He has a condition that prevents him from verbalizing his thoughts when he feels very strongly about a certain topic or situation, which causes him to stutter. When Claggart accused Billy of conspiring with his fellow sailors, Billy could not verbally defend himself. As a result, he defended himself in the only way that he could, by striking Claggart across the head, causing his death. Because of his inability to protect his honor with words, Billys use of physical force was somewhat justified. Because every case is unique, and laws are made to properly serve justice leaving those responsible with clear consciences, they should not be made so strict that they do not allow for manipulation and mitigation depending on the situation at hand. Billy Budd’s case is unique for many reasons, including his own disability, and Billy’s lack of malicious intent. Through the eyes of an individual, Bill Budd can perhaps be viewed as innocent. Can one not support Bills actions of self defense? In order for justice be made, the case should shape the law and not the law mold the case as it happened in Billy Budd. Works Cited Billy Budd Morality and Ethics Quotes Page 1. shmoop. N.p., n.d. Web. 8 Feb. 2013. http://www.shmoop.com/billy-budd/morality-ethics-quotes.html. Erudite , Mann. Literature Criticism.Literary Works. N.p., n.d. Web. 8 Feb. 2013. http://www.mannmuseum.com/essay-serving-justice-in-the-case-of-billy-budd/ Hunte, Richard. West Port Wolf Pack .World Literature. N.p., n.d. Web. 7 Feb. 2013. www.marion.k12.fl.us/schools/wph/teacher Melville, Herman. Billy Budd. Raleigh, N.C.: Alex Catalogue, 199. Print.

Giving Up Smoking in Pregnancy

Giving Up Smoking in Pregnancy Health Promotion:SMOKING Giving up Smoking in Pregnancy Introduction The object of this assignment is to critically appraise a health promotion initiative related to midwifery practice. The initiative chosen Introduction The object of this assignment is to critically appraise a health promotion initiative related to midwifery practice. The initiative chosen is a NHS Health Scotland leaflet entitled Smoking: giving up during pregnancy: a guide for pregnant women who want to stop smoking (NHS Health Scotland 2003). It will be referred to as the initiative or the leaflet throughout this assignment. The World Health Organisation (WHO) identified that health promotion was a way of equipping people to have more power enabling them to make choices in regard to improving their well-being (WHO 1986). Ewles and Simnett (2003) determine from this, that the fundamental elements of health promotion are improving health and empowerment. The Scottish Office paper Towards a Healthier Scotland (1999) recommended making more health promotion available for pregnant smokers. This appraisal will systematically review the literature relating it to the health promotion initiative chosen using Ewles and Simnett (2003) Five Approaches to Health Promotion model. It will furthermore evaluate the midwifes role in promoting the issue highlighted and conclude with a summary and any proposals to improve future practice. Critical Appraisal The Scottish Office paper Towards a Healthier Scotland (Scottish Office 1999) recommends reducing the numbers of women smoking during pregnancy from 29% to 20% in the next 5 years. According to the Health Education Authority (1999) the rate for smoking in pregnancy in the UK was 30% however nearly 90% classified smoking as dangerous to their unborn child. Johnston et al (2003) point out that smoking is the main preventable cause of disease and disability in the fetus and newborn. Around 13 000 individuals die from smoking in Scotland each year (NHS Health Scotland and ASH Scotland 2004a). This initiative is based on the normative needs concept as it is influenced by expert opinion and government policies (Ewles and Simnett 2003). Epidemiological evidence in its favour allows the initiative to be evaluated by reduction in the mortality and morbidity (Naidoo and Wills 2000). This is cost effective because the initial resources for implementing the smoking cessation will be significantl y less than the cost of hospitalisation later in life (NHS Health Scotland and ASH Scotland 2003). The leaflet that will be critiqued (appendix 1) is aimed at pregnant women who currently smoke but who want to give up. It is split into five sections titled: pregnancy and smoking; stopping smoking; tips for stopping; stopping smoking is worth it and thinking about your smoking. The Ewles and Simnett (2003) model comprises of five approaches to health promotion; medical approach; behaviour change approach; educational approach; client-centred approach and societal change approach. The behaviour change approach is the main focus for this initiative, although it does utilise aspects of all approaches. The behaviour change approach as described by Ewles and Simnett (2003) is a way of encouraging changes in an individuals attitudes and beliefs to take up a healthier lifestyle. It is, however considered by some, to be more forceful depending on the degree of encouragement and persuasion utilised (Crafter 1997, Norton 1998). The behaviour change approach uses a number of models to guide health promoters to facilitate clients to achieve a positive outcome. The Stages of Change Model (Prochaska and DiClemente 1984 as cited by Ewles and Simnett 2003) is a five stage cyclical model that has been found to be particularly useful in work with addictive behaviours (Naidoo and Wills 2000). This cycle incorporates a pre-contemplation stage where the individual is unaware of any need for change or has no interest in changing (Ewles and Simnett 2003). At this stage the midwife would assess whether the woman is genuinely not interested in stopping smoking at present and respect this decision but inform her she will be asked throughout her pregnancy about her smoking status (Crafter 1997, Dunkley 2000). The leaflet may still be issued as having the information readily at hand may prompt the individual to think about stopping smoking. The advantages of leaflets mean they allow individuals to read through them at their own pace (Ewles and Simnett 2003). The second stage is the contemplation stage where the individual is motivated to consider changing their behaviour, maybe she reads the leaflet and attempts to seek information (Naidoo and Wills 2000). The role of the midwife at this stage would be to determine why the woman smokes and what barriers she may face in stopping smoking (Dunkley 2000). The leaflet facilitates this by allowing the woman to question why she smokes and how she feels about it. It also seeks to establish what the woman feels is good and bad about smoking and how she anticipates changing her behaviour towards smoking. It has been suggested (McLeod et al 2003) that some midwives find it difficult to broach the subject of smoking particularly with women who have no desire to stop and those who are still considering stopping. However McLeod et al (2003) found from their qualitative study that women expected to be asked about smoking during routine antenatal care and indeed they felt it was part of the midwives rol e to ask. The preparation stage is where the woman is committed to giving up smoking. She may seek extra help and is likely to attempt change soon (Dunkley 2000). If the woman is in this planning stage she may benefit from smoking cessation services, which the midwife can offer such as Smokeline, or other local services. Within the leaflet is a free phone number for Smokeline (HEBS 2003) who offer advice and issue the booklet Aspire to Stop Smoking (HEBS and Action on Smoking and Health Scotland 2001). This supporting information helps the woman to discover what she can do to help herself to stop smoking. NHS Health Scotland and ASH Scotland (2004b) challenge the reliability of answers to questions Midwives and other health promoters may be asking individuals with regard to their interest in stopping smoking as that individual may feel that agreeing is what is expected. Hesitancy in answering may be indicative of reluctance to commit to stopping at present, so ensuring they understand that the re are many options available in the future can enhance the chance of them stopping (NHS Health Scotland and ASH Scotland 2004b). The midwife would continue to support the individual during this time offering advice and encouragement (Crafter 1997) and also would remind the patient of the importance of social support from partners and friends (NHS Health Scotland and ASH Scotland 2004b). The findings from a study by McLeod et al (2003) concur with the need to have partner involvement. They found that although the women were supported by the midwives there was a failing in educating the partners to the womens needs while trying to stop smoking (McLeod et al 2003). Moreover Thompson et al (2004) would like to see this expanded out with the antenatal setting. This issue has been addressed in part by the initiative, which encourages the woman to seek partner involvement to support her at this time (HEBS 2003). The penultimate stage is the making the change stage this is when the woman is taking action (Naidoo and Wills 2000). NHS Lothian (2002) supports making a date to stop and sticking to it. One of the options is nicotine replacement therapy (NRT), which has caused debates over its place in smoking cessation during pregnancy (Dunkley 2000, McNeill et al 2001). McNeill et al (2001) found that using NRT, although not recommended in pregnancy, could be beneficial, as all the pollutants from actual cigarettes would not be delivered to the mother or the fetus. The final stage is the maintenance stage. It is vital that the midwife maintains good support through the postnatal period as Pollock (2003) found that 60% of women who give up during pregnancy restart smoking within 1 month of birth. Encouragement from the midwife to eat a sensible a diet (Crafter 1997) and use diversionary tactics like regular brushing of teeth and saving cigarette money up for treats (NHS Lothian) helps the woman to stay stopped. The leaflet in its favour mentions how other smokers managed to stop and what they have done to help themselves. In this final stage there is room for relapse or slipping. The leaflet lets individuals know it is ok to relapse but encourages them to learn from this. It also mentions some of the side effects that women may experience from nicotine withdrawal. The medical approach to health promotion aims to ensure individuals are disease and disability free (Ewles and Simnett 2003). This approach could be viewed as paternalistic, where professionals decide what is best for an individual (Crafter 1997) and as pregnancy is not a state of ill health (Dunkley 2000) it brings into question its validity in midwifery care. However women could jeopardise the health of themselves and their unborn child if they are involved in risk taking behaviour such as smoking during pregnancy. The initiative mentions some of the health risks involved such as miscarriage and low birth weight babies (HEBS 2003) but favourably does not go into detail to avoid victim-blaming. Within the medical approach such initiatives as General Practitioners or other health professionals advocating smoking cessation during consultations is found to be more useful than no mention at all (HEBS 1998) resulting in approximately 2% of smokers stopping long term. Recommendation 1.2 o f the Smoking Cessation Guidelines for Scotland (NHS Health Scotland and ASH Scotland 2004a) states that a midwife should ascertain a patients smoking status and discourage them from smoking at the earliest opportunity. The midwife should also offer support and treatment to aid cessation (NHS Health Scotland and ASH Scotland 2004a). Crafter (1997) identifies the need for midwives to give unbiased information, however justifies the obligation to educate women about damaging behaviour such as smoking during pregnancy. Facts specific to smoking in pregnancy are not included in the leaflet such as smoking in the first 3 months of pregnancy accounts for a quarter of low birth weight babies (Scottish Executive 2001). An educational approach to health promotion is giving individuals information to discover the health benefits or detriments for themselves (Ewles and Simnett 2003). Crafter (1997) argues that there can be no true educational approach when it comes to smoking in pregnancy because midwives would be unable to remain neutral due to the fact that evidence is available that clearly shows smoking is detrimental. Naidoo and Wills (2000) explain that the educational approach differs from the behaviour change model, as the educational model does not use encouragement to achieve its aims. NHS Health Scotland and ASH Scotland (2004b) concur with this view advocating that it is not the role of the midwife to persuade but to inform. They go on to defend the use of facts in conjunction with the leaflet. The National Institute for Clinical Excellence (2003) also emphasise the need for women to be informed of the risks, which can make a purely educational approach unattainable in relation to smoking cessation. The information could be available to patient who enquire about if for them to discover the advantages and disadvantages for themselves with the midwife advising them of where to find resources. In a study by Pullon et al (2003) it showed how suitable resources helped educate women to stop smoking. Critically however it appeared that the midwives concerned were involved in a more behavioural change role as then conclusion commented on the midwives powerful influence (Pullon et al 2003). The client-centred approach facilitates health promotion of things that the client feels will be of benefit (Ewles and Simnett 2003), this could mean that an individual may not consider that smoking cessation is an issue they want to address and as such the topic may never be discussed. This model is said to facilitate autonomy (Dunkley 2000) but as such the leaflet may never be looked. If however the client felt that smoking cessation was something she was interested in, the midwife would be able to offer any help that was available to her to empower the woman to achieve her objective (Crafter 1997). The societal change approach focuses on changing the whole society not just individuals within it (Ewles and Simnett 2003). Implementation of changes at community level or above looks to bring about changes to the attitudes and beliefs about smoking during pregnancy to the population. This would include laws such as that to be introduced in spring 2006 banning anybody smoking in enclosed public spaces in Scotland (Scottish Executive 2004). The majority of pregnant smokers are age 16-24 and low socio-economic groups highlighting the important fact that deprivation and inequality increase the incidences of smoking and of teen pregnancy (Lazenbatt et al 2000, NHS Health Scotland and ASH Scotland 2003). Conclusion Midwives play an important role in promoting the health and wellbeing of individuals and their families and delivery of health education (Scottish Executive 2001). The initiative appeared to have some weaknesses as a stand-alone leaflet, however as part of a multi-dimensional approach it emerged favourably. The midwife must endeavour to gain trust and support to deliver the required service and promote empowerment (Dunkley 2000). She must take care not to alienate the women that require her help. There must be a trusting relationship built up between the midwife and the woman to achieve a positive outcome. Approximately 20% of smoking mums give up during pregnancy and of them over 50% who gave up attributed it to being pregnant (HEA 1999) this indicates further that women want to stop and indeed manage successfully to stop smoking.

The Role of Marlowes Excessive Drinking :: essays research papers

The Role of Marlowe's Excessive Drinking   Ã‚  Ã‚  Ã‚  Ã‚  Throughout the book 'The Big Sleep'; the character Marlowe is a detective working in Criminal Justice. This job seems to bring about a lot of stress to Marlowe, and in order to cope; he turns to drinking which relaxes him. Although he is an alcoholic he still is able to function and get his investigations done. He is a functional alcoholic who abuses alcohol constantly and has a great desire for it for various reasons. Some of the reasons that may be directly linked to Marlowe's abuse of alcohol boredom, psychological and or physical dependence and sometimes he drinks casually and socially. But job- related stress is the main reason Marlowe turns to alcohol because there are times he is able to drink on the job, drinking helps him relax and cope with his job-related stress, and alcohol is the agent that helps him deal with those problems.   Ã‚  Ã‚  Ã‚  Ã‚  One of the reasons that may cause Marlowe to turn to alcohol is his job. His job as an investigator sometimes turns stressful and alcohol helps him relax and get his mind off the job. Dealing with people and criminals constantly through out the day on the job can be stressful. Besides the fact that he must deal with Carmen's craziness, as the author describes her to be. Marlowe at one moment states 'I went to bed full of whiskey and frustration.'; This shows us that he drinks to help deal with the frustration he goes through and whiskey helps him.   Ã‚  Ã‚  Ã‚  Ã‚  Often times Marlowe drinks while working. Usually when socializing with someone. In a conversation with Eddie Mars Marlowe says 'I made myself a drink and was drinking it when the phone rang.'; In another situation while talking to Carmen he mentioned that he is going to go mix himself a drink and offers her one as well. After saying yes, Carmen and Marlowe drink together. This is all taking place while Marlowe is on the job, again drinking to get his mind off of other things and relax. This shows that Marlowe is not just a social or casual drinker, he is an alcoholic and has some form of dependency to alcohol, not to mention a great tolerance as well. Marlowe recognizes this and drinks in front of people, with people while along, and he mentioned he doesn't care if anyone knows. When people are vulnerable Marlowe offers drinks and in most situations finds himself a drinking partner.

Priotities of Gene Therapy Essay -- Genetics Science Medicine Papers

Priotities of Gene Therapy Gene therapy is a relatively new area of medicine that attempts to apply recent advances in molecular biology, genetics and biotechnology to the treatment of human diseases. Gene therapy uses a set of approaches to the treatment of human disease based on the transfer of genetic material (DNA) into an individual. Gene delivery can be achieved either by direct administration of gene-containing viruses or DNA to blood or tissues, or indirectly through the introduction of cells manipulated in the laboratory to harbor foreign DNA. As a sophisticated extension of conventional medical therapy, gene therapy attempts to treat disease in an individual patient by the administration of DNA rather than a drug. (1) Genetic manipulations, such as replacing defective or missing genes with healthy ones, can be used to alter germ cells (egg or sperm) and somatic cells. Theoretically germ-line gene therapy appears to have more advantages since it aims at preventing a genetic defect from being transmitted to future generations. However, the prospects of germ-line gene therapy look more remote due to many unresolved ethical and social problems as well as technical obstacles. (2) What is presently understood as gene therapy is, mostly, somatic cell gene therapy. By altering the genetic material of somatic cells onetime cures of devastating, inherited disorders may be potentially achieved. But, "in principle, gene therapy should be applicable to many diseases for which current therapeutic approaches are ineffective or where the prospects of effective treatment appear exceedingly low." (1) However, gene therapy is still extremely new and highly experimental. The number of approved clinical trials is smal l, and relativ... ...scarbamylase deficiency. Hum Gene Ther 10(14):2419-37. 5. Lehrman, S. 1999. Virus treatment questioned after gene therapy death. Nature 401(6753):517-8. 6. Federico M. 1999. Lentiviruses as gene delivery vectors. Curr Opin Biotechnol 10(5):448-453. 7. Iwakuma, T, Y. Cui, L.J. Chang. 1999. Self-inactivating lentiviral vectors with U3 and U5 modifications. Virology 15;261(1):120-32. 8. Ropert, C. 1999. Liposomes as a gene delivery system. Braz J Med Biol Res;32(2):163-9. 9. Lanzov, V.A. 1999. Gene Targeting for Gene Therapy: Prospects. Mol Genet Metab 68(2):276-282. 10. Kren, B.T., R. Metz, R. Kumar, C.J. Steer .1999.Gene repair using chimeric RNA/DNA oligonucleotides. Semin Liver Dis 19(1):93-104. 11. Zanjani, D., W. French Anderson.1999. Prospects for in Utero Human Gene Therapy. Science 285(5436) p.2084-8. 12. New York Times, August 4, 1998.

Glendon’s criticism of current human rights discourse

Human rights are the basic rights that a person is entitled to by virtue of being a human being regardless of color, race, creed and country of origin. Many countries have been accused of violating human rights and it is for that reason that there has been put in place various watchdogs to oversee and ensure that basic human rights are not violated. Mary Ann Gledon is perhaps one of the most influential women in America as far as human rights are concerned. Besides her high qualifications as a Professor, Mary has been vocal and highly critical in the manner in which human rights laws are applied.The following discussion takes a brief overview of her criticism on the current human rights discourse . Glendon’s Rights Talk: The Impoverishment of Political Discourse is a book in which the author has criticized a great deal the application of human rights citing massive irregularities and thus abuse of human rights. Mary has in great depths criticized the courts arguing that by the ir unlimited authority to interpret the meaning of various human rights, the result has been that human rights have been individualized making people to lose responsibility for others.Besides this there is total detachment from moral standards and as an absolute right (as made to appear by the courts), is above all other considerations . Mary argues that looking at the property law many societal concerns are not put in place and thus workers and employees are left uncatered for. Mary’s general argument as far as human rights are concerned is that there is a lot deviation in implementation of these rights and thus the very purpose for which they were established is defeated . 2.What is the nature of Perry’s response to Glendon’s, and others, criticism of contemporary rights talk? Michael Perry a renowned scholar and a vocal human rights activist has in his book The Idea of Human Rights: Four Inquiries differed with Mary Glendon and has instead attempted to respon d to some of the issues raised in Mary’ book. This he has done by attempting to classify human rights in various categories . Firstly he argues that some rights that are classified under human rights actually do not apply to all but only to human beings in particular circumstances.For instance the right to vote only applies to those citizens in a particular territory but not to all human beings. Perry disagrees with Mary quite a great deal in many of the issues raised in her book and attempts to give a different approach to the same issue of human rights . 3. What refinements does Glendon suggest to current human rights discourse? Glendon feels that in order to bright order to the American system on human rights a lot of reference must be made to the European countries.She points out that the constitution and even decisions of courts of European countries are good examples of balanced human rights. This basically means that the scope would be expanded but only to the extent a nd limit where they do not interfere without concerns of the society. Conclusion To be able to arrive at the correct position we have to look at both authors critically since both have strong arguments but they also have some weaknesses in their arguments. Bibliography Glendon, Mary Ann. Rights Talk: The Impoverishment of Political Discourse:â€Å"Preface† (pages xi-xii, plus notes), and Chapter 7: â€Å"Refining the Rhetoric of Rights†, (pages 171-183, plus notes). Henry, J. Steiner. International Human Rights in Context, Oxford University Press US, 2008. Mahony, John. The Challenge of Human Rights, Wiley Black Well, 2007. Perry, Michael J. The Idea of Human Rights: Four Inquiries. Chapter 2 (pages 43-56, plus notes): â€Å"Rights Talk: What Does it Mean? And Is It Problematic? † Soohoo, Cynthia. Bringing Human Rights. Greenwood Publishing Group, 2008.

GORE TEX Essay

Gore-Tex is a multinational textile company. It was first founded by Bill and Vieve Gore as W.L. Gore & Associates in 1958. The company started with serving the electronic products market. In 1969, Bob Gore independently discovered expanded polytetrafluoroethylene and introduced in the market as Gore-Tex. In today’s date Gore-Tex is more focused on electronics, fabrics, industrial and medical products. It is a company that keeps on sustain its business with innovative design and improving the quality and service by understanding customer’s need and requirement. It is one of the 200 largest privately held U.S. companies. It has also been awarded as 21st best place to work in overall â€Å"100 best companies to work for in United States† in 2013. As it is a multinational company it has revenue of $ 3 billion and overall 10,000 employees working for the company all over the world. (Gore, 2013) As we look into the company they function in a very unique way. They follow the inversion of traditional management principal through which there are no manager, bosses and fixed assigned job. They only have leaders that they have to follow as per their wish and contribute their knowledge and skills to make the project successful. At Gore-Tex people are free to come up with their own ideas and innovation. As there is no position hierarchy they are all fair to each other. They also encourage each other to grow in knowledge and responsibility as they believe growth within the staff member will help in the growth of a company. Gore-Tex Company once has hired outsider to work on project which had a negative impact on the company, they had to bring their existing staff member from other branch to help them improve. When associates are hired, they are guided by sponsor, growing understanding of opportunities and team’s goal. This all happens in an environment that combines freedom w ith cooperation and autonomy with synergy. (Gore, 2013) So, Building trust and organizing team work with the  employees is the one of the key success factor of the company. Leader at Gore-Tex â€Å"Leadership is a process whereby an individual influence’s a group of individual to achieve a common goal’’ (Northouse, 2013). At Gore-Tex Company there is fairness among all the leaders and associates. The leaders in Gore-Tex consult with other associates within the company before undertaking any action that would impact the company’s reputation. They have different types of leader some are leaders of project, some are team leader. When an individual survey was done at Gore 50% of the associates said they are leaders. Leaders at Gore are followers as well. They believe to be a leader you need to be a follower as well. Leaders can’t be leader without having any followers. As a leader when they come up with their innovative design they share with the associates and convince them to follow them. The leader can only influence people to follow them if they have earned respect with their knowledge and skills. The company believes that one should be able to convince other associates if they want to come up a leader. In other word they should earn their position as a leader. Being a leader in Gore-Tex is hard as compared to other organisation. In other companies they have their positional power as a leader. When it comes to Gore-Tex they should be able to convince their follower to maintain their position (Hamel, 2010). We can see there is a very high level of trust within the leader and associates in the organization. As today they may be the leader but tomorrow they will another leader. The leader of the team is also elected from the team member itself. The leader is not chosen to command the team members, but to act as the representative of the team and to create coordination among them to achieve goal. Leaders in Gore-Tex are seemed to be transformational leadership as they are energetic, enthusiastic and passionate and they seemed to be concerned about the growth of their team members. (Cherry, 2013) They are also emergent leaders as they are emerged with respect to the respond they get from group of employees that work in Gore-Tex. â€Å"When others perceive an individual as the most influential member of group or an organization, regardless of the individual’s title, the person is exhibiting emergent leadership†. (Northhouse, 2013) As we looked into the case study we can identify that company operates in a very distinctive way. There are no  managers or bosses in the company but only leaders and associates. When an independent survey was done 50 % of Gore’s associates said that they all are leaders. In Gore Individual employee become leader by convincing other associates about their ideas. They create their own idea and share among the associates and the people who believe in the idea will support and follow them. There are different types of leadership styles and theories like Transactional and Transformational. When we look into transactional leaders there are usually rewarding and punishment. Although the performance is based on the followers, both leaders and associates maintain their relation as give and take. When someone performs well then they will be rewarded and if they are not performing properly they will be punished. (Cherry, 2013) â€Å"Transformational leadership is the process whereby a person engages with others and creates a connection that raises the level of motivation and mora lity in the leaders and the followers†.(Downton, 1973) The concept of Transformational leader was introduced by James Burns, he explained Transformational leader are those who come up with their own creative ideas and innovation which will help to lead the top level management of an organization to achieve similar goal. It is also a process that changes, transforms people, concerns with emotion, values ethics, standard and long-term goal (Northouse, 2013). As in Gore-Tex there is no layer of positioning among the staff members. They have different team and the team are led by team members. They all show the characteristics of transformational leadership. They come up with their own ideas and strategy which they put among their associates and convince them to follow. Not only ideas, but the contribution or effort they put will help them to show the direction through which they can achieve goal. Comparing with the case study we can see that Gore-Tex influence there associates to come up with their idea and lead the group. Unlike in other company, associates in Gore-Tex do what is beneficial for the overall company. There is no pressure or fixed job assigned to the associates. So, they have to be leader when they come with their own innovative ideas. There is high level of trust among the employees within the company, which will help the leader to convince their follower. It is also said to be a leader you need to be a follower as well. We can also see when an associate come with a new idea, they share with everyone so that other employee interested in the idea will support and contribute. As a leader in Gore-Tex you should understand that their job is to unite team member and organize them to accomplish the objective. As we look into the Managerial Grid it helps us to give the idea about how leaders will help an organization to achieve its goal. This model is based on two factors that are â€Å"Concern for production† and â€Å"Concern for the people†. This theory was introduced by Blake & Mouton, where they stated that leaders are likely to be successful if there is a balance between concern for people and the common objective. It can also be taken as a graphical plot where leader should evaluate the importance of task and the employees. As shown in the above figure leader’s behaviour are separated in two dimension, concern of the production fall in x-axis and concern of people falls in y-axis. It helps us to show the different leadership style followed by the leaders. The managerial grid also helps us to rate the leaders according to their orientation towards the production and the people. The leaders who values the importance of their team and is also focused in the personal growth of their team members while moving forward towards the objective belongs to the concern for people. Similarly, the leaders who are more focused towards achieving the concrete objective falls in concern for the production. There are different types of leadership style shown by the Managerial Grid. They are as follows: 1) Country club leadership (1,9) :- In this leadership style, leaders are usually focused in the maintaining their relationship with their people. They are more concerned about the creating a friendly and pleasant working environment. In this leadership style the outcome level of production in low. 2) Produce or perish leadership (9,1):- In this leadership style, leaders basically focused on their work to be completed. There are less bother about the employees need and their personal development. Their main target is to achieve the objective. In this style the production will be high and the concern for the people will be less. 3) Impoverished leadership (1,1):- In this type of leadership, leader is neither much interested in maintaining relationship with people nor concerned about the production. This type of leadership style will lead towards less production and low satisfactory level of their people. It is likely to result in failure or dissatisfaction. 4) Middle of the Road Leadership (5,5):- In this leadership style, leader tries to balance both the relation with employees and production. These kinds of leaders are average performers as they tries to maintain and compromise both the concerning factors. 5) Team leadership (9,9):- The leaders are highly focused on maintaining both the production and satisfaction level of the people. This type of leadership will lead towards high production and satisfaction level. These leaders are also successful leader as they balances the both concerning factors to the maximum level. This kind of leadership will helps organization to achieve its objective. When we look into the case study we can see that leaders in Gore-Tex are highly focused in maintaining the outcome of production and the relation of their fellow employees. They also have a strong relationship between the company and the associates. The member of the team is also focused towards reaching their target. The team leader will balance everything thing in a very high level. They will increase the production as well as help their people in the personal growth. As we know the (9,9) managerial grid explains that the employees understand the value of the organizations objective and is determined to achieve it. So, these characteristics can prove that, leaders in Gore-Tex belong to the (9,9) Team management where leaders are highly concern about the production and their people. Motivation at Gore-Tex â€Å"Getting the best from people, achieving results through individuals and teams, maintaining consistent high performance, inspiring oneself and other into action is known as motivation† (Adair, 2004) In Gore-Tex motivation has been another key factor for the success of their business. They motivate their staff members by encouraging them to work in their own interested areas. The associates are allowed to choose their own work field. If you work at Gore-Tex you are not paid for your work but for the contribution you have made towards the project. In Gore-Tex the associates will evaluate the contribution made by their colleagues and hence the earning is determined. This will lead to self-motivation where all the associates will be satisfied and there won’t be any discrimination. If Gore-Tex makes more profit than the company’s expectancy, it is divided among the leader and the associate though which can motivate staff member to be more focused towards their work. Another motivating factor at Gore-Tex is there is no restriction for anything. The information freely flows within the organization and anyone can directly contact anyone and get what they needed to be successful. (Hamel, 2010)Bill Gore was influenced by the theory of Douglas McGregor, â€Å"The Human Side of Enterprise†. It explained the theory X as the traditional view of direction and control and theory Y as the integration of individual and organizational goals. (Hamel, 2010) Douglas McGregor has developed the above theory X and theory Y based from Maslow’s Hierarchy of Needs. In this theory he explains that management should be aware of this given factors to motivate their employees. Both the theories have factors that belong to human behaviour, but if the management choose the theory Y rather than theory X then they will have a better result. (Adair,2004) This theory simply explains the human behaviour at their work place and towards their organization. Theory X:- Theory X explains that the human behaviour will try to ignore the work and will try to negotiate as much as possible. The reason for them to dislike or avoid the work is because they are controlled, pressurized, directed or used them to provide the adequate effort towards the organizational goal. As the employee is not willing to take the responsibility, a close supervision is required in form of supervisors and manager. When manager and supervisors take their action they mostly use directive style. In this way the employee will lose their working ambition. Theory Y:- This theory explains that supervision, punishment, control are not only the factors that will make people to add effort in their work to achieve the organizational goal. If people are committed to the work then they will be give their best without anyone supervision. It also says that average employee will not only accept the responsibility but they will look for more responsibilities. The people have their own style of creativity and understanding. Organization should be able to use people the creativity, skills as a means of resource and solve their problem. According to the case study, In Gore-Tex they are free to choose and work in their interested areas. There is no specific job assigned by their leader it’s only the contribution they make towards their work. They don’t have any form of close supervision to control them. There are only leaders and they help to guide them in moving forward towards their goal. The Gore-Tex follows theory Y as their motivating factor. People in Gore-Tex are highly motivated as there is independence in work and the environment within the company helps them to be responsible and to seek more responsibility. Groups, Teams and Team leaders at Gore-Tex â€Å"A group of individual who are united to achieve a common objective that is too large to achieve by single individual is known as team† (Boller, 2005). Team work is required in each and every business organisation. In Gore-Tex Team work Play a vital role in functioning and operating of the business. The team member in Gore-Tex plans own way of functioning, objectives and plans to achieve the goal. The team members are the ones who elect their leader. Although leaders will help them to facilitate the achievement of objective, the team member will have the knowledge of the product they are working on. In Gore- the team members will decide the earning of the colleagues according to the contribution they have made towards the project. If an employee is interested in a project and feels like they can contribute, the team members will discuss the commitment and decide their involvement in new team. The team members directly communicate between themselves easily and are aware of the changes happening in the company. Gore-Tex is a team based, Flat Lattice Organization where all team members are equally responsible to help each other to gain the objective. (Gore, 2013) Team work has always played a vital role in each and every organization. Team works helps the work to be more efficient, convenient, faster and easier. It also helps the work level to be divided among all the team members so that an individual alone will not be pressurized. An effective team work will lead an organization towards its goal. Now-a-days each and every organization is focused in creating effective teams. Teams are usually build with respect, trust, understanding and similar goals. A team can only be effective if each and every member of team contributes equally. There are different types of team according to its nature. They are as follows: 1) Functional teams 2) Cross functional teams 3) Self-directed teams 1) Functional teams: These are the teams that work on particular department with the vertical layers. These are the team that has a manager and his fellowship of a particular sector. For example, a team working on a marketing sector consists of a manager and the staff members who will be focused in marketing department only. Basically it is a layer of staff members from different hierarchy functioning together in particular sector to achieve a goal. 2) Cross-functional teams: The expertise of different department but will come and work together as a team to achieve the organization goal are known as Cross-functional team. The cross functional team are usually temporary. They have specialized skills and experience. They are bought together to achieve or complete a particular task. 3) Self-directed teams:- These are the team that works without any supervision. These team take relative action themselves to solve day to day problems. These team members also have access to information that helps them in making decision, operating day to day function and improving their operation. When we compare the different types of team with the case study we can see that the teams in Gore-Tex fall into self-managing team. They team member in Gore-Tex are self-responsible for the functioning and operating of the business. They don’t need any supervision and they are also allowed to access to all the information. The teams in Gore-Tex are also independent as they have greater flexibility. In Gore-Tex the team member has better response for their work done. It will help to increase more commitment towards their work and organization. We can also see that associates in Gore-Tex are self-motivated and they don’t depend on anyone. Recommendation & Conclusion:- From the above study we can see that in Gore-Tex leaders are using transformational leadership style to lead their people. They have been successful in motivating their staff to meet the company’s objective. Although we can see that in Gore-Tex they don’t assign any particular work for their associates the company is still doing well. They believe there should be trust and understanding between the team members. The leader leading the team should be admired by their followers. The leaders also influence and help their associate in their personal development. The team members are self-motivated and help each other to function properly. We can also acknowledge that Gore-Tex has a very distinctive working environment. Although they are successful in running their business they should still maintain some rules and regulation within the organization. They should also create a hierarchy level because money is not only the motivating factor. Employee can get motivated by their job position. As there is no seniority level in the company and if they hire a new staff member they might have misunderstanding which may lead to divided teams within the organization. As Gore-Tex is multinational company and they have branches in different part of the world. So, they should adjust their company’s policy putting diversity factors in account. They should at least have a department head that should be responsible for running day- to day operation. Gore-Tex doesn’t assign any task to their associates which may lead into missing of the task that was supposed to be competed. As in Gore-Tex people get paid according to amount of contribution they make towards their work. This sometime may be demotivating as the associates may not be satisfied with the  money they received for they contribution they made to complete the task. In overall, Gore-Tex should have a layer of hierarchy. They should also maintain some regulation which should be followed by all the associates. They should also introduce some professionalism such as formal communication in their organization. They use transformational leadership which might not work in each and every situation. As they are free to choose their task, associates who doesn’t like challenges will always choose easier task. So, the task level should be equally divided. References:- Gore-Tex company information available at www. gore.co.uk Gore-Tex leadership Style available at www.gore.co.uk Peter G. Northouse, (2013) leadership: theory and practice. 6th edition, California; Sega publications Neil Thomas Ed, (2004) The John Adair handbook of Management and leadership. Thorogood Garry Hamel, (2010) Innovation Democracy: W.L Gore’s original management model available at www.managementexchange.com Kendra Cherry,(2013) transformational leaders available at www.psychology.about.com Leadership image available at www.google.co.uk