Motivation

I just really need help showing I deserve to be accepted in the FSU’s CMPA. It’s incredibly competitive and I need to prove that even though I lack experience, I am capable of succeeding at this school and in this industry. PROMPT: Write an essay that describes your creative influences, personal objectives, and future career goals – in short, your motivation for pursuing a career in this field. What could I add or take away to make this more unique and impressive?

From a very young age, I was taught to idolize all forms of cinema culture. My father – a self-proclaimed cinephile, had me watch highly praised films early in my youth. Aside from the expected, animated Disney movies of my generation, I grew up admiring movies such as Fight Club, Shawshank Redemption, and Rear Window, despite my mother’s arguments about what was “appropriate” for my age. Such exposure to movies of this caliber from so young an age nourished my deeply rooted appreciation for the art of film.

However, it wasn’t until I watched one movie, in particular, that my ambition and enthusiasm for participating in the cinema industry really sprouted. Hobgoblins was, by far, the most unacceptable and appalling movie on which I have ever wasted my time. Even at the inexperienced age of twelve, I could distinguish that this movie was unfit to be seen by the general public. I couldn’t possibly imagine why anyone would want to subject him or herself to this kind of painful, dreadful escapade. The moment the credits rolled, I promised to dedicate myself to learning more about the craft of quality filmmaking in order to compensate for what Hobgoblins lacked.

The idea of creating the unthinkable always enticed me. Since childhood, I have always viewed the world of motion pictures as limitless, allowing my already substantial imagination to grow further. I could visualize what life would be like working on the bustling sets of Hollywood studios, next to big name directors such as George Lucas or Steven Spielberg, fabricating an entire story and world out of a simple idea. I envisioned myself working as their producer, showcasing my organizational and creative abilities, which were surprisingly impressive for a child. Considering I wasn’t entirely aware of what a producer’s obligations entailed, that was about as far as the fantasy went.

Nonetheless, I’ve always believed there was something more to my childhood aspirations – a morsel of real ambition. Since then, I have informally studied books and movies in order to further understand this complex industry, while participating in and producing my own minor, amateur filming projects. Every book about motion pictures I can lay my hands on, every movie I experience, and every project I start only drives me to work harder toward a career in cinema.

In addition to gaining a theoretical knowledge of filmmaking, I have always enjoyed photography as a hobby, and have practiced it throughout my life. One of the major creative influences in my life is a professional from this field who has aided me in my technical growth of lighting, composition, and narrative photography. Richard Avedon is the foremost of many creative influences that I have always respected. During my senior year of high school, I participated in an advanced placement studio art course on photography, which required me to choose a famous photographer to emulate. Using Avedon as a mentor, I studied his work in order to develop a concept, and create a narrative for my artwork.

Avedon’s work is mainly comprised of portraits; however, a lot of his famous portraits were an evaluation of age and beauty in modern society – a concept I value. Avedon always managed to give his subjects character and depth within their portraits. By utilizing this concept, I developed my own collection of portraits that depicted various personal issues with which many individuals struggle with today. Avedon taught me how to give subjects profundity and complexity using, not only content, but lighting and composition, as well.

Another principal, creative influence in my work, and someone who has assisted me with character development, is Darren Afronsky, a man whose work in the film industry I much admire. His illustrations of individuals who self-destruct due to their obsessions represent a distinctive style that he successfully modernized. His cynical, yet artistic approach to personal maturation in his narratives is refreshing, and he is able to portray it uniquely. Even in features he didn’t write, but only directed such as Black Swan, his ability to depict the character’s demise in a visual sense is inspiring and provocative. In future assignments, I hope to create similarly dynamic and intellectually stimulating stories, while displaying them in a visually fascinating way, as well.

In the long run, I strive to gain a higher understanding of the cinema industry and every aspect of how a variety of motion pictures are produced and executed. My ultimate goal is to secure a rewarding position as a respected producer or editor, as those occupations would foster my imaginative potential, as well as my organizational and managerial dexterity. Nevertheless, collaborating with a team of highly knowledgeable experts for my personal, and professional growth would be ideal for my open mind, passion, and creative drive.

I believe the environment, curriculum, and staff at Florida State will provide me with the most comprehensive and vigorous learning experience available to students today. The college of Motion Picture Arts will furnish me with the professional expertise necessary to succeed in this trade. Whether I end up working on small-budget independent films, or large-scale Hollywood blockbusters, being a part of this field will be rewarding enough.

Automation is a term that was first used by Del S. Harder to describe the Ford Motor Company’s 1947 production process, describing it as ‘the automatic handling of parts between progressive production processes’ (Grabbe, 1957, p. 20). Automation changed the way factories worked, many workers had found themselves to have been replaced by various machinery. This shift towards an automated production line was a result of Taylorism, a management theory developed by F.W. Taylor (1914) which aims to improve a workforces efficiency by analysing and then optimizing the production line. In the past however, as mentioned by Dirk De Wit (1994, p. 79), automation was something that was only ‘limited to plants and material handling’.

This has all changed in recent years. Due to recent technological advancements, machines have become more complex, able to do more and are being used in more than just factories. Elon Musk, a multi-billionaire owner of SpaceX and Tesla believes that “Robots will be able to do everything better than us” (Clifford, 2017). There has been much discussion recently into what could or will happen should machines replace the human workforce. There are many high-profile people, Elon Musk included, supporting the idea of a Universal Basic Income. A ‘system in which everyone receives a standard amount of money just for being alive’ (Weller, 2017). Automation brings many benefits to a business and its production process.

How is Automation Affecting Employees?

However, there are challenges that managers and organizations are facing. It can be argued that the use of automation has a detrimental effect on employee motivation, thus decreasing performance. This can be shown by looking at various behavioural theories and their effect on intrinsically and extrinsically motivated individuals. According to Maslow’s Hierarchy of Needs (1943) a person requires their basic needs to be fulfilled before they can achieve their higher-level motivations.

It can be suggested that automation influences an individual’s job security, something the second level of Maslow’s Hierarchy, Safety. As shown in Figure 1, a survey performed by Pew Research Center found that over 70% of U.S. adults were worried about a ‘Future where robots and computers can do many human jobs’ (Smith & Anderson, 2017, p. 1). The lack of job security means that, according to Maslow, one of the basic needs isn’t being met resulting in a demotivated workforce as they would feel as if their jobs are being threatened by robotics. Henceforth they wouldn’t want to seek social or personal fulfilment in the workplace.

Looking at the next level on Maslow’s Hierarchy we find peoples social needs (Maslow, 1943). As automation becomes more prevalent in the workplace, it can be assumed that they are replacing the human workforce and less people for the current employees to work with. Applying Maslow’s Hierarchy in this case could suggest that the remaining workforce would be demotivated as they aren’t having their social needs met in the workplace, halting progress to the upper levels of the hierarchy such as esteem and self-actualisation.

Even though Maslow’s theory offers an insight into how automation could influence the individual within a workplace, it is quite a narrow vision and there are some flaws when applying it to automation. For example, Robert V. Presthus (1958) suggests that there are different orientations to work.

Someone who identifies with the organization (known as an Upward mobile) may welcome the change that automation can bring as opposed to an ambivalent, someone who is critical of what their organization does (Presthus, 1958). It would be safe to assume that an ambivalent would be more demotivated and at a higher risk of leaving the job than a person with an upward mobile orientation. It also stands to show, that someone who does not care for social fulfilment at their workplace could benefit from robotic co-workers, since the individual wouldn’t be affected by the lack of human co-workers, but productivity improved through a more efficient piece of machinery.

Amazon.com, one of the largest e-retailers in the world which is listed as No.83 on the Forbes Global 2000 list (Forbes, 2017), is a company that has been making large advancements in the automation field, more specifically in their warehouses. Their management has faced challenges that have been solved by automation, but it can also be claimed that in the long term, greater challenges will appear.
Despite being a large multibillion dollar company (Forbes, 2017), Amazon have often been criticised over their working conditions (Kantor & Streitfeld, 2015), specifically in the warehouses where conditions were described as ‘demoralizing and dehumanizing’.

Employees were not satisfied with the long hours and the ways they suffered to provide a ‘good customer experience’ (McClelland, 2012). To rectify this problem, Amazon have been making a push to automate their warehouses more and more (Wingfield, 2017). Whereas this could be a cause for concern when it comes to the employee’s job safety, Amazon have decided to retrain employees to be able to supervise the new machinery, with Dave Clark, a top Amazon executive saying that new roles were found for the affected workers (Wingfield, 2017).

It can be argued that Amazon’s use of automation is effective for both the employee, and management. By retraining workers, rather than firing them, the workers have not lost any ability to achieve social fulfilment from their jobs. At the same time, the workload for the employees has been reduced and shifted onto the new machinery.

Looking at Equity Theory, a theory developed by J.S. Adams which puts forward the notion that people can be motivated or demotivated based on what they feel is fair (Adams, 1965), one can assume that the Amazon workers will feel more motivated. This is because they would be getting paid the same wage but they will have a reduced workload. This combination of a more efficient warehouse workflow and more motivated employees could lead to more capital being earned for the business.

Although Amazon has seemingly implemented automation in an effective way, there are still doubts. Especially as it is still being reported that employee conditions are ‘exhausting’ (Agerholm, 2017) despite being more productive. It could be suggested that Amazon are merely purely concerned with profit and that in the long term they desire to replace most of the workforce with automated counterparts. The fact that robotics has somewhat improved morale is an added benefit, but not Amazons primary goal.

The workers continued lack of motivation can be explained using Locke and Latham’s goal setting theory, which puts forward that an individual is motivated by specific, measurable and attainable goals (Locke & Latham, 2002). Because the goals Amazon set are unrealistic and seemingly unattainable (Agerholm, 2017; Kantor & Streitfeld, 2015) despite the improved conditions they will remain demotivated until more realistic goals are put in place.

The term digital taylorism has been used by The Economist to describe the approach that Amazon is taking, stating that technology is being used to apply Taylors theory of scientific management (1914) to employees in the service industry as well as managers themselves rather than just the production line (“Digital Taylorism,” 2015).

Although Taylorism and digital taylorism can be viewed as unpopular to workers due to the dehumanising aspects, it proves to be an efficient way of optimizing a companies’ workflow as we can see by looking at the improved efficiency in Amazon’s warehouses, and the fact that they have been able to expand their warehouse operations (Bury, 2017).
How Should Automation Be Implemented?

I would suggest that to combat the challenges automation brings would be to use robotics to enhance the worker, rather than simply aiming to make more profit. Companies should be asking their workers, perhaps through meetings, how their workflow could be improved. I believe that if you start with the employee not only will a process be optimized, but motivation will be improved. This will be because the workers see that management cares and the fact that the robotics will be designed around the employee.

One challenge that is offered is that despite the benefits, is that employees should be entitled to some of the profit, be it through a bonus, wage hike or other reward. Using a Fujitsu strike (“Manchester Fujitsu workers to strike for job security, pay and pensions,” 2016) as an example, even though the company was posting healthy profits, workers were being fired and wages stayed the same causing industry action.

This strike action can be explained by looking back to Adam’s equity theory (Adams, 1965), workers put in the effort and were successful, but were not rewarded and some even fired. Similarly, if automation were to help a company’s profits but were to replace workers, then the remaining workers would feel demotivated, leading to possible backlash and a negative impact on a company’s productivity. This thought is echoed in a newsletter from Vocalabs, a company which provides customer feedback services, in which Leppik writes that automation should be implemented not for the sole purpose to save money, but to improve a service (Leppik, 2004).

In conclusion, automation is seen as a threat to workers and it can be shown that it is having an effect on their motivation. It is unknown if automation will completely take over the workplace completely and a universal basic income come into effect. But in the meantime, when companies and managers are seeking to install new robotic systems they should try to cater towards the employee, since the choice to implement automation can influence an employee’s social life at work. It should be noted that large tech companies are working towards making robots more advanced (Mercer, 2017).

It can be assumed that as more human-like machine could possibly one day end up being able to socialise with workers, providing other employees with a social outlet. On top of this, if a system is put in place that is significantly reducing the number of employees, then they may feel as if their job security is being threatened and under Maslow’s theory (Maslow, 1943) they can be demotivated. Since all employees can’t be replaced by robotics at this moment in time, managers and organizations should try to keep the current employees motivated by rewarding them with some of the profit. As for keeping an employee’s social needs fulfilled there are few suggestions.

Bibliography

• Adams, J. S. (1965). Inequity in social exchange. Advances in Experimental Social Psychology, 2, 267–299.
• Agerholm, H. (2017, November 27). Amazon workers working 55-hour weeks and so exhausted by targets they “fall asleep standing up.” Independant. Retrieved from https://www.economist.com/news/business/21664190-modern-version-scientific-management-threatens-dehumanise-workplace-digital
• Bury, R. (2017, December 3). Amazon leaves rivals behind on warehouse expansion. The Telegraph. Retrieved from http://www.telegraph.co.uk/business/2017/12/03/amazon-leaves-rivals-behind-warehouse-expansion/
• Clifford, C. (2017, July 17). Elon Musk: “Robots will be able to do everything better than us.” CNBC. Retrieved from https://www.cnbc.com/2017/07/17/elon-musk-robots-will-be-able-to-do-everything-better-than-us.html
• De Wit, D. (1994). The shaping of automation: A historical analysis of the interaction between technology and organization, 1950-1985 (Vol. 13). Uitgeverij Verloren.
• Digital Taylorism. (2015, September 10). The Economist. Retrieved from https://www.economist.com/news/business/21664190-modern-version-scientific-management-threatens-dehumanise-workplace-digital
• Forbes. (2017). Amazon.com. Retrieved from https://www.forbes.com/companies/amazon/
  Grabbe, E. M. (1957). Automation in business and industry. John Wiley & Sons.
• Kantor, J., & Streitfeld, D. (2015, August 15). Inside Amazon: Wrestling Big Ideas in a Bruising Workplace. The New York Times.
• Retrieved from https://www.nytimes.com/2015/08/16/technology/inside-amazon-wrestling-big-ideas-in-a-bruising-workplace.html
• Leppik, P. (2004). Traps Leading from Good Intentions to Bad Automation. Quality Times. Retrieved from https://www.vocalabs.com/newsletter/good-intentions-bad-automation
• Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705.
• Manchester Fujitsu workers to strike for job security, pay and pensions. (2016, October 27). Unite The Union. Retrieved from http://www.unitetheunion.org/news/manchester-fujitsu-workers-to-strike-for-job-security-pay-and-pensions/
• Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370.
  McClelland, M. (2012). I Was a Warehouse Wage Slave. Mother Jones. Retrieved from http://www.motherjones.com/politics/2012/02/mac-mcclelland-free-online-shipping-warehouses-labor/
• Mercer, C. (2017). 11 tech giants investing in artificial intelligence. Techworld. Retrieved from https://www.techworld.com/picture-gallery/data/tech-giants-investing-in-artificial-intelligence-3629737/
• Presthus, R. V. (1958). Toward a Theory of Organizational Behavior. Administrative Science Quarterly, 3(1), 48–72. Retrieved from http://www.jstor.org/stable/2390604
• Smith, A., & Anderson, M. (2017). Automation in Everyday Life. Retrieved from http://www.pewinternet.org/2017/10/04/automation-in-everyday-life/
• Taylor, F. W. (1914). The principles of scientific management. Harper.
• Weller, C. (2017, March 21). Universal basic income has support from some big names. World Economic Forum. Retrieved from https://www.weforum.org/agenda/2017/03/these-entrepreneurs-have-endorsed-universal-basic-income
• Wingfield, N. (2017, September 10). As Amazon Pushes Forward With Robots, Workers Find New Roles. The New York Times. Retrieved from https://www.nytimes.com/2017/09/10/technology/amazon-robots-workers.html

The concept of altruism has been around for a long time and the debate on its existence has been for almost as long in both philosophical and psychological circles. Altruism has been defined by Batson et.al (1981): the motivation that arises within an individual to help another in distress, from the desires to reduce the others distress. Some have argued that true altruism does not exist.
Those believe that every act of kindness us humans commit has an underlying alterative motive: we help others to help ourselves.

This is known as egoistic; and current theories regarding its existence of altruism tend to be egoistic that everything we do is directed towards one end state goal, and that benefiting ourselves. Benefiting ourselves does not necessarily entail gaining something in return for preforming the act, but merely reducing our own personal distress (guilt, shock, fear) was a result of seeing another in distress and by helping the other person by reducing their stress is not an act of altruism but echoism as reducing their distress reduced their own distress.

Matthieu Ricard states, “So we humans have an extraordinary potential for goodness, but also an immense power to do harm. Any tool can be used to build or to destroy. That all depends on our motivation. Therefore, it is all the more important to foster an altruistic motivation rather than a selfish one.” Youtube 0:11 I like to think that most people will choose to do good rather than evil.
I am a single mom with three kids and about 18 months ago I had a sudden illness that caused me to be rushed to the hospital and have surgery to remove an infection that could have taken my life.

I was on a ventilator for 20 days and was in a coma almost 7 weeks. The doctors had given me less than 30% chance to survive as I had coded on the operating table. My family and friends were at the hospital to be there for me. In the first week, we had people call and pay for a motel room right there by the hospital so family could go shower or take a nap and just rest away from the hospital.

Someone set up a charge account at a local gas station so my kids could get gas for their vehicles for all the trips back and forth to Little Rock. Someone opened a bank account where anyone could go to the bank and deposit money in my name to help with whatever was needed. Then they had a benefit meal and auction to raise money to help with my bills or whatever it was that me or my kids needed. People were sending me cards with checks in them. The benefit alone raised $18,500. I say all of this to say, people all did this out of the kindness of their hearts. Just to help me and my family, there was no reward, no incentive to give money. It was all given to help me, which I believe an altruistic motivation.

Another thing that comes to mind, is the tornado that came through Arkadelphia on March 1, 1997. That tornado killed six people, wiped out much of downtown, many homes and lives were destroyed. One of the first things I noticed, was people helping people. People worked many hours without stopping, all for the good of others. Another view of altruistic motivation.
In our YouTube video, at 14:31. Ricard states.

“But on a global level, what can we do? We need three things. Enhancing cooperation: Cooperative learning in the school instead of competitive learning. Un conditional cooperation with corporations—there can be some competition between corporations, but not within. We need sustainable harmony. I love that term. Not sustainable growth anymore. Sustainable harmony means now we will reduce inequality.

In the future, we do more with less, and we continue to grow qualitatively, not quantitatively. We need caring economics. The Homo economics cannot deal with poverty in the midst of plenty, cannot deal with the problem of the common goods of the atmosphere, of the oceans. We need caring economics. If the economics should be compassionate, they say, “That’s not our job.” But if you say they don’t care, that looks bad. We need local commitment, global responsibility. We need to extend altruism to the other 1.6 million species. Setient beings are co-citizens in this world and we need to dare altruism.”

After hearing him talk it seems that one of the big things we all need is harmony and change. We can all change, one person influences another, and then we can start to change culturally, this is the way we can achieve a more altruistic society.

Domain: Altruism – refers to a motive for helping behavior that is primarily intended to relieveanother person’s worriedness, with little or no regard for the helper’s self-interest.

Subdomains with Operational Definition:

1. Kin Altruism: Kin altruism is a type of natural selection where individuals will sacrifice their ownlives in an effort to save closely related organisms; therefore, ensuring the survival ofgenes that they both share.

Kinship is one of the main organizing principles ofsociety. It is one of the basic social institutions found in every society. This institutionestablishes relationships between individuals and groups. People in all societies arebound together by various kinds of bonds, e.g., family relationship or closeconnection. Once action governed by self-interest is promoted by evolutionaryselection, its extension to kin is inevitable, and this extension is often regarded as theprincipal manifestation of altruism (Foster et al. 2006; Lehmann and Keller, 2006;West et al. 2007).

Indicators:

• 1. Close kina. Family or Relatives

  Ex. Initiative actions to help relatives.

• 2. Reciprocal Altruism (Mutualism):

Altruism is motivated by a need to reciprocate a specific act of kindness, or theneed to pay back general kindnesses received over the years. People tend to feelthat it is a necessity to help back someone who have helped them. Helping comeswith an expectation to gain something someday in exchange of the offered help. This idea involves the general principle of social exchange which explains thatpeople use each other to gain rewards and to help protect ourselves from harm thatpeople will terminate or abandon social relationships, and helping is one type ofbenefit that we can provide to others.

For example, situation like two students takenotes for each other in classes that they miss may engage reciprocal altruism. In Axelrod’s (1984) reciprocal altruism simulations, tit-for-tat was the most successful ofthe strategies submitted. Tit-for-tat is “nice,” i.e., cooperating first and in response tocooperation by the other, “provokable,” i.e., responding to defection with defection,”forgiving,” i.e., responding to the resumption of cooperation with cooperation, and”transparent,” i.e., acting in a way readily grasped by others. In the analysis ofreciprocal altruism, it is not genotypic similarity that is critical to altruism, but assorted phenotypic behavior (Fletcher and Zwick 2006; Queller 1985).

Indicators:

1. Direct reciprocity

   Ex. Helping others if there is a chance that they can and will reciprocate thehelp.

2. Indirect reciprocity

   Ex. A person with a good reputation for reciprocity has higher chance ofreceiving help even from person they have had no direct interactions withpreviously.

3. Community Needs (Group-based):

Altruism emerges out of an effort to respond to a group or Community need or isa response to a persistent to the inefficacy of existing social institutions. People tendto sacrifice or help for the benefit of a group. A group solidarity – it’s very importanton responding to a group community needs toward sacrificing by oneself in responseto a societal-level problem.

Human nature has been endowed by evolution withapredisposition towards cooperation, given the right circumstances, with those withwhom we identify. We also live in a context of culture, which provides othermotivations for altruistic action. So human group altruism is supported from both”below” (nature} and “above” (culture). Direct biological support is strong only up tothe scale of small groups, but it still provides a basis for further increasing the scopeof altruism at higher levels. Such biological influences are not specific to humanbeings, but occur in other social primates; evidence exists even for pro-socialbehavior in rodents (Barta et al. 2011).

Indicators:

1. Small group

2. Organization

3. Ethnic groups nations

4. Followers of the same religion

Every item was written in a statement form and in a “first person perspective. Thetest composed of both positive and negative items, the scoring for positive item wouldbe:

1. (4) “always ( the item indicates that the person does it 6-7 times a week )”

2. (3) “often ( the item indicates that the person does it 4-5 times a week )”

3. (2) “occasionally ( the item indicates that the person does it 2-3 times a week )”

4. (1) “rarely ( does not do it or do it once a week )”While in the negative items the scoring would opposite,.

Test developers utilizesthe Four-point Likert scale to avoid the central tendency error, where the raters alwaysanswered the middle choice.

This can affect the test developers’ goal to measure thealtruism of adolescence. The developers will use a cumulative scoring. A total score per subdomain will beobtained across all items in the set, and those who will get a low score will be interpretedthat they have a low level of this trait or trait was less frequently observed and those whowill got a high scores will be interpreted that they have a high level of this trait or traitwas more frequently observed.

Phase III: Test Try-Out

The Pilot Testing was done in and outside the University of Makati. The testdevelopers made sure that all the materials and tools are ready and with the guidance of ourprofessors for conducting the test. The developers used purposive sampling technique to gather250 respondents ranging from 18-35. The developers gave a brief information of what a test allabout and they also gave instruction on how to answer the test. The test time frame should onlybe 30-45 minutes.

Discussion

The administration process of a test has its strength and limitation to discuss inthis section. Identifying the strength and limitations of the test is for future testdevelopers and that needed to be discussed further. Strength for AdministrationThe test can be administered in different settings such as educational, industrial,and clinical settings. The test user can be the test developer or any professionalswho have knowledge about the test. The test used basic English that can be easilyunderstood by the target test taker, and the instruction is clear to be followedproperly.

The test is said to be valid and reliable because of its psychometricproperties that is within the accepted range. LimitationsLimitations The limitations can be the lack of references or sources for thedeveloping of the test, the test can only be used by the test developers andprofessionals who have the knowledge about the test. Some of the limitations for thetest developers are the sudden changes in administrating their test.

It ended upgiving online test to our participants because of the enhance community quarantine,we didn’t see the actual scenario that was supposed to happen face to face betweenthe test developers 

and test takers, and also the limited resources to facilitate ourtest. Not all of the test developers have the right materials (laptop and wifi) tofacilitate the online test to our participants.

Not every person is given the opportunity to be a leader in the best sense of the word. Many are convinced that being ahead of everyone is very prestigious, but they are really poorly aware of what a true leader should be, what qualities he must possess, so that people strive to follow him and would like to follow him.

After all, in essence, this person is like a lighthouse that indicates where people trusting him should move.

The leader can be the person whose interests are much more extensive than just his own, because he thinks extremely broadly – and, first of all, he is most interested in the personal growth, development and self-realization of other people.

Qualities that are inherent in this leader:

1. Clear awareness of one’s own goal

A true leader knows exactly and realizes where and why he is going, because this gives him the opportunity to lead other people – his followers. Otherwise, it will be just a small unit of a large crowd.

2. Self-control, ability to listen to one’s intuition

It is good to know oneself, the ability to deal with what is happening inside oneself, the ability to understand and at the right time to listen to one’s own emotions, feelings, intuitions is a really important quality of a true leader.

Are you surprised that so much attention is paid to ordinary feelings? In vain. It is they who help at the right time to correctly navigate what is happening and “notice” in time the chance that life carefully provides. It is impossible to manipulate a true leader; he cannot be led astray from the intended path – after all, he clearly represents what he wants.

Read also: Long and Short Essays on Leadership

3. Adequate self-esteem

The leader must be calm, sober, confident in himself and in his abilities. All these important qualities help him to behave correctly in certain critical cases, and thanks to them, sometimes he can even take risks at some point, because in certain critical situations his determination and courage are really enhanced.

Adequate self-confidence significantly expands the leader’s capabilities, as a result of which he can gain new positive life experience. Typically, such a person has a much higher sense of self-confidence than his followers.

4. Moral preparedness for reasonable risk

A true leader is ready to take risks not only in business, in his own business, in his own work, but also in his usual everyday life.

Moreover, he is absolutely not afraid to do this, and all because he clearly understands that for the initiative not shown on time, he will have to pay a serious price in the future. That is why in some cases he is ready to literally get ahead of possible events and consciously take a certain risk.

5. Honesty and reliability

Any leader is, in a sense, the bearer of certain general moral norms of a certain association of people, therefore his own worldview and actions must correspond to the universal human and moral norms that are familiar to us – justice, honesty, reliability, a certain responsibility and a clear sequence in his own actions and actions.

6. Motivational activity and adequate initiative

A true leader never waits until someone else can arouse in him a productive desire to work. He understands and clearly understands that all responsibility for convincing himself to do something lies solely with him. Therefore, at first he tries to learn how to properly motivate himself, and later makes self-motivation a necessary and absolutely regular practice.

7. Active life position

It is she who helps the leader correctly and adequately navigate in any given situation. Thanks to her, he is always almost in the thick of any events, knows how to learn everything directly from the first hand, and as a result of this, he is well informed about everything that happens and has an absolutely clear personal opinion on every occasion.

8. The ability to gather people in a team

A strong personality, as a rule, constantly attracts people with his thoughts or ideas, certain ideals, as well as the strength of his ability to convince, this is how a certain group of like-minded people gathers and becomes a united team.

It is this skill of a simple person that is the most important ability, which subsequently determines him in successful development as a leader. A competent setting of the right values ​​and rational control over the commitment of the followers themselves to these goals is an important quality of the leader himself.

9. Definition and clear vision

Agree that the person leading the team must know the direction where he is going. Therefore, the most important organizational qualities of a true leader, among others, also include observation, determination and a clear understanding of the prospects for the specific activities of his team – the people who follow him.

A true leader does not notice the obstacles that arise in his way, but he sees absolutely clearly and clearly the specific goal he is striving for.

10. The ability to organize and motivate a team to quickly solve problems

This is the fundamental organizational quality of a true leader. It consists in the ability to correctly and adequately distribute responsibilities among team members, as well as the ability to properly motivate and at the right time to inspire people to perform specific tasks and coordinate work in case of real need.

11. The ability to quickly navigate in any given situation

In fact, the leader is the main participant in the complex process, he is literally in the center of events, where various forces interact and confront, which very often for objective reasons they cannot independently control.

Therefore, a true leader must feel the potential development of events, literally “feel the situation” and at the same time be able to instantly navigate it, so that his decision is extremely true.

12. Willingness to help and support your followers in difficult times

These qualities characterize a true leader as a person. People begin to respect him even more because he always remembers their interests, and if he is also puzzled by what he can give them, and not what he as a leader can get from them, then respect and love for him are simply will not know the boundaries. Bad is the leader who does not notice the problems of his followers and does not consider it possible to support them in a difficult situation, especially when he can and is able to do this.

In addition to this extensive list of leadership qualities, a true leader should be able to thank and encourage his followers in time. This will help him much more successfully perform specific functions of organizing the management process.

How often have you met such people in your life? Most likely, really rare. Sometimes life tests the strength of such comrades. They begin as true leaders, but, alas, they do not pass the tests, because they are weak in character or they are not leaders at all, but they are ordinary upstarts.

If you suddenly noticed certain leadership inclinations in yourself, then you should know that positive qualities need to be developed, which means that you are able to overcome all obstacles that arise, avoid possible temptations of abuse of authority and become a real leader, but this is not achieved right away. Do not be afraid to work on improving your self!

In general, there are four types Of argumentative (persuasive) essays.

1) experience & example

2) prefer

3) agree ‘disagree

4) compare and contrast or advantages and disadvantages

With the first three essays, it is easier to write a five paragraph essay.

5 paragraph essay (experience & example, prefer, agree/disagree)

Intro — paragraph should be at least 3-5 sentences.

Support 1- The paragraph should be at least 3-5 sentences.

Support 2 – The paragraph should be at least 3-5 sentences.

Support 3 – The paragraph should be at least 3-5 sentences.

Conclusion-The paragraph should be at least 3-5 sentences.

Sometimes it is easier to write a four paragraph essay.

4 paragraph essay (compare and contrast, advantages and disadvantages)

Intro — The paragraph should be at least 3-5 sentences.

Advantages -The paragraph should be at least 3-5 sentences.

Disadvantages -The paragraph should be at least 3-5 sentences.

Conclusion -The paragraph should be at least 3-5 sentences.

Essay Outline

Argument: I would support a plan to build a restaur

ant in my neighborhood.

Support 1: A restaurant would be very helpful catering for the needs of those who have long working hours and

those who don’t work anywhere close to their houses.

Support 2: Having a restaurant would provide a ready market for the farm produce.

Support 3: A restaurant would definitely need workers like cleaners, waiters. and other employees.

Thesis: A restaurant can greatly fuel the growth of my neighborhood and open it up to more investors who would

aiming to tap the growing numb

er of people.

Model Essay

Eating out is a culture that dates back several hundred years. The habit increases with urbanization. People in

towns and cines like restaurants because apart from providing an opportunity for a change in the way one dines,

restaurants provide the convenience that they need. As such, I would support a plan to build a restaurant in my neighborhood.

For starters, a restaurant would be very helpful in catering for the needs of those who have long working

hours and those who don’t work anywhere close to their houses. These people need to at different and since

they not have to eat food prepared at home (at least for some meals), it would make sense that they eat out.

This will ultimately make working in the area more attractive for people who have come there lust for work.

Since my neighborhood has many farmers, having a restaurant would provide a ready market for the farm

produce. And as more people continue eating our, the market for farm produce would also increase, which means more sales for the farmers. This would mean that farmers would not have to worry about their fresh farm produce going bad or being forced to transport the produce to far distances to find customers.

A restaurant would definitely need workers like cleaners, waiters, and other employees. Some of these are

very likely to come from my neighborhood. This would mean that employment rates tn the area would increase.

Ultimately, these people will have greater spending power and the ripple effect pertaining growth would definitely be felt.

The growth of any neighborhood is highly dependent on the facilities that are available in that area. For

instance, a restaurant can greatly fuel the growth of my neighborhood and open it up to more Investors who would be aiming to tap the growing number of people. All this would definitely result to faster growth and better standards of living for the residents.

Useful Expressions