SAMPLING Speech or Presentation Example | Topics and Well Written Essays - 500 words

SAMPLING - Speech or Presentation Example Simple random sample? Explain. This sampling plan results in a random sample, but not a simple random sample. The sample collected is a random sample because every school has the same chance of being selected. The sample is not a simple random sample because no teacher will be selected from schools that were not included in the ten schools selected. In other words, some schools have 100% representation in the sample while some schools have no representation at all. 4. A polling company obtains an alphabetical list of names of voters in a precinct. They select every 20th person from the list until a sample of 100 is obtained. They then call these 100 people. Does this sampling plan result in a random sample? Simple random sample? Explain. This sampling plan results in a random sample, but not a simple random sample. This is a case of systematic random sampling. This is a random sample because each person on the list has an equal chance of being selected. This is not a simple random sample because once the first person is selected, the rest of the selections are already determined. 5. The personnel manager at a company wants to investigate job satisfaction among the female employees. One evening after a meeting she talks to all 30 female employees who attended the meeting. Does this sampling plan result in a random sample? Simple random sample? Explain. No, this sampling plan does not result in a random sample and therefore not a simple random sample. This is a case of convenience sampling, as the personal manager only talks to all 30 female employees who attended the meeting that is whoever happens to be

Questions Assignment Example | Topics and Well Written Essays - 250 words - 1

Questions - Assignment Example I expect to learn different methodologies of researching career opportunities. A cover letter expresses your interest in and qualifications for a position to a prospective employer. It expresses your intent, interest, and enthusiasm in position. It complements and emphasizes highlights of your resume and demonstrates your personality and writing ability 2. It must be clear and understandable. Use concrete words, prefer present tense and be specific in communicating your experiences. Being vague in descriptions, using weak words such as endeavored, using sexiest language must completely be avoided. The guy was not suited in appropriate attire. He was wearing a jeans & a t-shirt with a cap. He was totally looking unprofessional. If he even hadn’t wear the appropriate dress during the interview day, one cannot expect from him to wear three piece or dress paint and shirt on duty which is mandatory for the culture of restaurant. On the other hand, the lady was quite well suited with the most appropriate attire. She was looking professional and educated. She was more confident than the guy. She was looking in the eyes of the interviewer whereas the boy was looking here and there while speaking which reveals that he was unconfident or may be, rude. The qualifications and work experience of the lady were related to the post. She has achieved a degree in Business which is the most suitable qualification for a Manager. She worked with Apple Beas for 4 years which shows that she has been consistent in her work and the reason for leaving the job was also reasonable. On the other hand, the boy worked as a clerk for a video shop for just 2 months. It probably means that he would not remain in the restaurant for a consistent period, if hired. The boy was not prepared whereas the girl was totally prepared and that was why she was confident in answering the question. She even knew the names of the location

Analisis of Peru political, governmental and economical system Essay

Analisis of Peru political, governmental and economical system - Essay Example World Bank has ranked Peru as upper middle income, and also it is the 40th largest in the world by the total GDP. In the year 2012 Peru was the one of the world's rapid-growing economies with the GDP growth rate of 6.3%.Presently it has a high human development index of 0.741 and per capita GDP above $12,000 by Purchasing power parity (PPP). The election in Peru’s members of the Regional Council, comprise the President and Vice-President, is consecutively held by direct suffrage for a phase of four years. They can't reassign their offices, but it can be revoked. Peru is a presidential democratic republic with a multi-party system. In the present constitution, the President is both the head of state and government; he or she is elected for one term that is five years and is not allowed to seek abrupt re-election, he or she must step down for at least one full constitutional term before being re-elected. The President can be in the office for a five-year term . Bills may be proposed by the executive or the legislative branch; they are assented law after they are passed by Congress and publicized by the President. Executive power is managed by the government. Legislative power is secured in both the government and the Congress In Peru the head of state, as well as the legislature, are directly elected by the people. The president is elected to rule the country for a five-year term. The Congress has 130 members, all elected for a term of five years by proportional representation.

The Automotive Industry in the 21st Century Essay

The Automotive Industry in the 21st Century - Essay Example This industry is of great economic meaning to various countries that have exploited it largely for trade and employment creation. It is also evident that the industry has largely experienced change and improvement in technology, though to a limited extent. The case note from European Case Clearing House (ECCH) on the automobile industry covers the social and political significance of the automobile industry within the first ten years of the 21st century. It gives information on the challenges faced by the industry in the constant profit making process at each stage. It also gives details on the value chain involved in the industry. Challenges in the introduction and effects of new technology are also given a wide view, including the rigidity in the application and use of particular raw materials. The competition in the industry has been on with different innovations emerging, as a result. More improvements have been seen, which has brought a variety of commodities for consumers to choose from. The major players in the field include the general motors’ company of the United States, Toyota Motor Corporation of Japan, Hyundai motors of South Korea, Renault of France among others. Background Background The development automobile traces its origin late in the twentieth century. Entrepreneurs and engineers dealing in machinery in Europe and the US geared its progress. The countries included Germany producing their first car, France, United States and Japan, which also made their first cars between 1890 and 1914. 1) Scale and economic importance of the industry The industry scale is one that can be termed as large in a general view. This is because it ranges from large-scale manufacture of cars and car parts widely spread in renowned nations such as China, Japan, USA, Germany, UK, among others. It is global since the trade barriers reduction has encouraged wide investments in the emerging markets (Mitchell, Borroni-Bird & Burns, 2007). Most manufacturers export their automobile products and some kept for their domestic markets. There is various economic importance of the industry being exhibited worldwide. To begin with, it provides market for fuel producing industries. Al l automobiles require fuel or energy to propel them. Petroleum is the most widely used fuel by most automobiles. Petroleum refining industries, therefore, market their products to the automobile users. Refined steel has been used constantly used in the bodybuilding, as explained by Constable and Procter (2007). Another sector that has developed is employment creation. For instance, in Germany, the sector provides for not less than 14 percent of people employed in the manufacturing. The world has, to a significant extent, experienced unemployment problems in the 21st century; motor vehicle industry has helped curb the problem through employing engineers, entrepreneurs, and managers, sales personnel among other professionals on permanent and casual basis. The industry is a major source of income. Innovation in the automobile industry has led to an increase in flexibility and mobility of cash inflow to the various countries that deal in the industry. Marketing of the products and their spare parts locally and abroad generates cash. It can be noted that the industry is a major global driver of growth. 2) The static technology of the industry and factors that make it difficult for the industry to change to technology Technological innovations in the automobile sector has been rather static due to various factors including safety, risk of job loss, and

Payroll System Essay Example for Free

Payroll System Essay 1.0 Introduction A payroll system involves everything that has to do with the payment of employees and the filing of employment taxes. This includes keeping track of hours, calculating wages, withholding taxes and other deductions, printing and delivering checks and paying employment taxes to the government. A computerized payroll system saves on time and lowers your error ratio. You can enter payroll payment information quicker than with a manual system, and run payroll registers to double check your information before printing the checks. This allows you to detect errors and adjust them beforehand I have completed a preliminary investigation of the payroll system. As our project the payroll system is one of the software that the professional is develop, the system is good for its specialty in the fields of accounting, it is easy to use and effective and efficient in organizing and calculating the payroll process and it is more important application that should be used by businesses of any size. Payroll systems are very simple to use, they can easily be incorporated into any business applications being used by the company. These systems are a guaranteed way to make sure your payroll is done on time and in agreement with all taxing authorities. Tax laws and rates have continually changed in recent years, new tax credits, expiration of old credits and rate changes can all affect the outcome of your payroll. 1.1 Background of the study Holy Rosary School of Science Technology was established in 1987 by Mr. and Mrs. Rosario. The old name of the school is Holy Rosary Child Center School. It started as learning center and has been improved until 4th year high school. There are four quarters every year. Every last week of the quarters, the examinations are conducted. First quarter will start from the beginning of the school year mainly June and ends at the month of August. Second quarter will start from September until October. Third quarter will start from November until December. Then Christmas break will fall in the middle of December and last until the first week of January. The examination for third quarter will be on the second week of January. Fourth and the last quarter  will start from January until the end of the school year mainly March. In every classroom there are 20-30 students. The system they are using is manual. The manual payroll system is an inexpensive method of performing the payroll process. Manual payroll means that you, or another employee within your company, calculate the payroll each pay period entirely on paper. You will need to calculate taxes, insurance, 401K, and any other applicable deductions in addition to each employees actual earnings. The advantage of using a manual system is that it is very inexpensive, with virtually no start-up costs. The disadvantage is that whatever you save on start-up costs will probably be eaten up by the amount of time it takes to process payroll. In addition, its very easy to make mistakes when processing payroll manually, and the penalty for mistakes, especially mistakes in taxing, can be very costly. There are at least free payroll templates out there, but it still difficult to do manual payroll processing. Student’s knowledge is measured by having examinations. Teachers will manually create the exam inations base on the lessons they already tackled each quarter. There are problems occur during these days. First is the creation of the questionnaire, it takes time and effort for it to be done and be ready for the examination day. Second, the examinations are mirrored to each other, so some of the students can easily cheat. Third, the questionnaire will be manually checked and it takes time before the Teachers and the student can see the results. Lastly the Teachers are having a hard time manually creating reports for the student record. 1.1 Statement of the problem 1.2.1 General problem As a manual payroll system is done entirely by hand, there are plenty of points at which things can go wrong due to human error. They need a long time to enroll and lack of security such as because of poor data storage. An individual carries out all timesheets, taxes, wages, checks, verification and recordings, and there are many small calculations that can be slightly mistaken that will cause far more serious problems further down the line. The fact that a manual payroll is done by hand can cause problems  with liability. If one individual is in charge of the payroll system, then anything and everything that goes wrong is their responsibility, meaning they will have to deal with the consequences. If there are any mistakes made with taxes, then the individual can infer penalties from the government. A manual payroll system can only really used successfully and efficiently if it is only for a handful of employees. 1.2.2 Specific problems 1.2.2.1 Poor Student Info. Using manual system, the students information are only place or written in index card, so there are times that some of the index must misplace or lost. Because it is not a computerized system, computerized payroll system saves on time and lowers your error ratio. You can enter payroll payment information quicker than with a manual system, and run payroll registers to double-check your information before printing the checks. 1.2.2.2 Lack of Security Using manual system, there is a tendency that a data will be lost or misplaced. Storing of data in everywhere, like in the table which can lead to misplacement of the data because its not a computerized system, using that system they dont need to store it everywhere because it is placed on a computer, which is a data are secured. 1.2.2.3 Problems with a paycheck Problems with a paycheck can mess up an employees budgeting for the month. Being over or underpaid and too early or too late is not only extremely irritating, but can lead to bills not being paid on time and payments being missed. The most common problems in manual payroll systems are due to the margin for error being much higher than other systems. 1.3 Objectives of the Study 1.3.1 General objective To provide a computerized system because manual system can consume time or it can waste time. Using manual system, there are plenty of points at which things can go wrong due to human error. The fact that a manual payroll is  done by hand can cause problems with liability. If one individual is in charge of the payroll system, then anything and everything that goes wrong is their responsibility, meaning they will have to deal with the consequences. Computerized system can help Holy Rosary School of Science and Technology to secure important data by the use of computer. Computerized System can manage things easier and faster. 1.3.2 Specific Objectives 1.3.2.1 Complete and Upgraded Student Information Students and Teachers in Holy Rosary School of Science and Technology can find any information easily and more accurate because it is already stored in computer. 1.3.2.2 To maintain a data secured By keeping a data secured, all students and teachers are worry free from their files or data by the help of a computerized system. They can secured it more by using password. 1.3.2.3 Complete paycheck Using computerized system, employers can manage their workers or teachers salary accurately or on time. 1.4 Significance of the study This study is conducted by the researchers for the purpose of developing a manual system to lessen the chances of the aforementioned problems to occur again. Nowadays, computerized system are widely used by schools around the world. This gave the researchers the idea to conduct this study and give solutions to the problems encountered. This study can also benefits school, principal, registrar, faculty, students, parents, researchers, and also future researchers. 1. The school The researchers proposed study can benefit Holy Rosary School of Science and Technology by having a record that we conduct a survey and interview or we are studying the system of their school. 2.The Principal The researchers proposed study will benefit the principal of the school that we conduct a survey by gaining a knowledge from our interview because the principal will know that they need to upgrade their system from manual system to computerized system. 3. The Registrar The benefit of the researchers prop osed study is to influence the owner of the school to upgrade their system, to find any  information easily and accurately. 4. The Faculty The researchers proposed study will benefit the faculty from their study because it will help them check, locate and print the reports easily. 5. Students/ Pupils The researchers proposed study serves the students as their reference or guide in creating their program. It will also help students taking computer related courses to identify the best programming language to use. 6. Parents The researchers proposed study will benefit every parents or researchers parents by being happy because of the knowledge of the researchers gained. 7. The researchers Researchers will benefit from this study by applying the knowledge and skills gained in programming to real life scenario. 8. The future researchers The proposed study will benefits and help the future researcher as their guide. The study can also open in development of this study. 1.5 Scope and Limitation of the Study Scope of the Study Easily to find data Security Setting Certification of Grades Sectioning of the Students Viewing of Student Form Updating Requirements Viewing of Schedule of Exam Viewing of Students Schedule Limitations Students examination Payment Students grade 2.0 Methodology of the Study Figure 1 Waterfall Model 1. Software Requirement Specification – This is the most crucial phase of the whole project. Here, the project team, along with the customer makes a detailed list of user requirements. The project team chalks out, in detail, the functionality and limitations of the software they are developing. The document which contains all this information is called SRS and it clearly and unambiguously indicates the requirements. A small amount of top-level analysis and design is also documented. This document is verified and endorsed by the customer before starting the project. SRS serves as the input for further phases. 2. Software Design and System Design – Using SRS as input, system design is done. System design includes designing of software and hardware i.e. functionality of hardware and software is delineated. After the separation design of the software, the modules are done. The design process translates requirements into representation of the software that can be assessed for quality before generation of code begins. At the same time test plan is prepared. Test plan describes the various tests which will be carried out on the system after completion of development. 3. Implementation and Unit Testing – After the system design, code generation begins. Code generation is the conversion of design into machine-readable form. If designing of software and system is done well, code generation can be easy. Software modules are now further divided into units. A unit is a logically separable part of the software. Testing of units can be done separately. In this phase unit testing is done by the developer himself, to ensure that there are no defects.

Patient Outcomes for Fibromyalgia Treatments

Patient Outcomes for Fibromyalgia Treatments Busch et al. (2011) describes fibromyalgia as chronic condition that exhibits symptoms that include widespread pain, non-recuperative sleep and fatigue. Fibromyalgia can affect anyone of any age but is most prevalent in women aged 50 or older (Traska, Rutledge, Mouttapa, Weiss, Aquino, 2010). Currently, the etiology of fibromyalgia is not understood. Fibromyalgia also has no specific diagnostic tests or cures (Becker, Stuifbergen, Taxis, Beal, Pierini, 2009). Diagnosis is established with guidelines set by the American College of Rheumatology (Gore, Sadosky, Zlateva, Clauw, 2009). Gore, et al. (2009) states that the guidelines stress the incidence of pain and tenderness at least 11 of the 18 defined tender points. Treatment for fibromyalgia, according to Zhao, Sun, Watson, Mitchell, and Swindle (2011), is palliative measures that include pharmacological treatment, behavioral modifications, physical and exercise therapy, and alternative medicines. This literature review is an examination of both pharmacologic and non-pharmacologic treatments for fibromyalgia and the effectiveness of the treatments. The following text will review and analyze several pieces of literature that provide information and statistics regarding the different methods of controlling the symptoms of fibromyalgia. The conclusion of this review will present suggestions and recommendations for enhancing and expanding the current body of research. Literature Review Pharmacologic Treatment Pharmacologic treatment for fibromyalgia includes many classes of medications. Medications include analgesics, antidepressants, anticonvulsants, opioids, and dopamine agonists (Zhao, Sun, Watson, Mitchell, Swindle, 2011). The pathophysiology of fibromyalgia is not well understood, but is believed to be the result of an increase in pain signal transmission of the central nervous system (Gore, et al. 2009). Gore, et al. (2009) focused attention on the medications gabapentin and pregabalin. A commercial database was used to study identifying traits among patients newly prescribed gabapentin and pregabalin that included clinical characteristics, healthcare resource use, and pharmacologic therapy (Gore, et al. 2009). Statistics were limited to those with at least one healthcare encounter during 2006 and 2007 with a diagnosis of fibromyalgia and naive to both gabapentin and pregabalin. The sample was majority female (85%) and greater than 70% over the age of 45 (Gore, et al. 2009). Results indicated that pregabalin users in the cohort study saw statistically significant reduction (p values A systematic literature review of 14 studies revealed a decrease in healthcare access among Latinos in the US as compared to Caucasian Americans (Timmins, 2002). Fifty-five percent of these studies indicated significant negative effects to healthcare access for Latino individuals with LEP (Timmins, 2002). Cancer screenings, mental health evaluations, and reproductive care among Latino populations were substantially lower (Timmins, 2002). The reason for this decline was primarily linked to poor health education and promotion as a result of linguistic barriers (Timmins, 2002). Communication barriers also hindered therapeutic rapport that potentially contributed to decreased access to care (Timmins, 2002). Shi, Lebrun, and Tsai (2009) conducted descriptive and comparative research on a national health survey that involved 29,868 participants. The purpose of this research was to determine the influence of LEP on healthcare access (Shi et al., 2009). Analysis showed that respondents with LEP were more inclined to waive needed medical care and less inclined to have healthcare visits (Shi et al., 2009). In particular, unadjusted analysis showed 58% of respondents with LEP and adjusted analysis revealed 34% of those respondents were more likely to have reduced healthcare visits (Shi et al., 2009). This study revealed multivariable impacts upon healthcare access; however, strategic analysis allowed for variable isolation in order to fully assess the effect of language barriers alone upon healthcare access. In a descriptive study, DuBard and Gizlice (2008) examined responses from 45,076 Hispanics in a randomized national health survey. The study indicated that healthcare access was substantially limited for Hispanics with LEP than Hispanics with English proficiency. The results showed 55% of Hispanics with LEP had no health insurance; whereas, 23% of Hispanics who spoke English were uninsured (DuBard Gizlice, 2008). An additional comparison revealed that 58% of Hispanics with LEP had not obtained a primary doctor, while 29% of English-speaking Hispanics were under primary physician care (DuBard Gizlice, 2008). Hispanics with LEP were also less likely to have annual health visits and preventative services, such as immunization, dental, and screening care (DuBard Gizlice, 2008). These results have implied a prominent influence of language barriers upon access to healthcare. Multivariate analysis disclosed limitations to healthcare access for all Hispanics, but a substantial decrease in access to health services was observed for Hispanics with LEP (DuBard Gizlice, 2008). Safety and Quality of Care In his systematic review, Timmins (2002) reported that 86% of studies indicated a definite negative effect of linguistic barriers upon the quality of care for Hispanics with LEP. In comparison to Hispanics that were proficient in English, one study revealed Hispanics with LEP were significantly (P Masland, Kang, and Ma (2011) conducted a study that assessed medication prescription comprehension in the following five ethnic minority groups: (a) Mexican, (b) Central American, (c) Chinese, (d) Korean, and (e) Vietnamese. Limited English proficiency inhibited communication and understanding of prescriptions in all ethnicities except Vietnamese (Masland et al., 2011). In particular, limited English proficiency in the Mexican, Central American, and Korean groups tripled the chance of misinterpretation and quadrupled the chance for the Chinese group (Masland et al., 2011). Poor communication and unavailability of prescription labels in native languages were associative reasons that inhibited prescription understanding and ultimately compromised client safety (Masland et al., 2011). However, most all ethnicities greatly benefitted from having language concordant physicians (Masland et al., 2011). As a result of physician/patient communication barriers, patients with LEP had an increased probability of undergoing more diagnostic testing (Pares-Avila et al., 2011). Studies reported physicians unnecessarily ordering an array of tests to determine or rule out health problems (Pares-Avila et al., 2011). This action not only potentially contributed to poor patient satisfaction but also promoted delays in care services (Pares-Avila et al., 2011). Health Status and Management According to DuBard and Gizlice (2008), 39% of Hispanics with LEP reported fair or poor health status; whereas, 17% of Hispanics who were English proficient conveyed fair or poor health condition. Timmins (2002) added that negative health status and outcomes could be attributed to language barriers. Misdiagnosing and prescription errors were found in one study to have contributed to negative health outcomes, yet limited English proficiency was not clearly isolated as a specific cause (Timmins 2002). Another study alluded to a casual association between language barriers and negative health outcomes, which potentially promoted declines in health status (Timmins, 2002). Wisnivesky et al. (2009) conducted a cohort study to analyze asthma control and quality of life. Upon comparing English proficiency levels, Wisnivesky et al. (2009) discovered major language barrier impacts. Latinos with LEP had statistically significant (P Fernandez et al. (2010) examined data from the 2005-2006 Diabetes Study of Northern California, a well-designed cohort of insured clients, to determine diabetes management of Hispanic individuals with LEP. Although this study’s multivariate analysis examined other variables that could have contributed to ineffective glycemic control, limited English proficiency was identified as the primary â€Å"independent predictor† (Fernandez et al., 2010, p. 170) of poor glycemic management among US Hispanics. Analysis further revealed statistically significant improvement (P Future Research and Practice Recommendations Literature has confirmed the existence of multivariable elements that compound, exacerbate, and/or lead to healthcare disparities among minority populations. Ongoing research is needed to explore all potential variables, to analyze the impact each variable has upon healthcare, and to discover best methods to improve healthcare for minority groups. A substantial amount of literature has corroborated language barriers as a major source contributing to negative healthcare management; therefore, this appraiser has considered this evidence indicative of poor professional practice that insufficiently bridges language barrier divisions and compromises patient healthcare. Nurses should be proactive in employing interpreter services and finding best practice measures to effectively communicate with patients. Pares-Avila et al. (2011) reported that patients with LEP are often not informed of their legal rights to have interpreters; hence, nurses must be client advocates and inform patients of this entitlement. Furthermore, quality improvement measures and future research should be implemented to continually evaluate interpreter service use and effectiveness. In the US, rapid expansion in language diversity has not mirrored the available diversity among healthcare workers (Pares-Avila et al., 2011). Literature has reflected improvements in healthcare directly related to having language concordant physicians, yet accessibility of language concordant providers has not adequately complemented the increasing number of patients with linguistic diversities. This literature review lacked studies that addressed or assessed the impact of nurse language concordance. However, this appraiser values language agreement between nurse and patient, perceiving it a powerful measure to ensure affective communication and promote health. More research is needed to analyze the effect of language unity between nurses and clients. With a growing diverse nation and competitive work arena, nurses should envision secondary language acquisition as the â€Å"edge† toward professional success and patient satisfaction. References Becker, H., Stuifbergen, A., Taxis, C., Beal, C. C., Pierini, D. M. (2009). The use of goal attainment scaling to facilitate and assess individualized change in a wellness intervention for women with fibromyalgia syndrome.Journal of Holistic Nursing,27, 232-240. doi: 10.1111/j.1365-2702.2010.03501 Busch, A. J., Webber, S. C., Brachaniec, M., Bidonde, J., Bello-Haas, V. D., Danyliw, A. D., . . . Schacter, C.L. (2011).Exercise therapy for fibromyalgia.Current Pain Headache Reports, 15, 358-367. Gore, M., Sadosky, A. B., Zlateva, G., Clauw, D. J. (2009).Clinical Characteristics, Pharmacotherapy and Healthcare Resource Use among Patients with Fibromyalgia Newly Prescribed Gabapentin or Pregabalin.Pain Practice,9, 363-374. doi: 10.1111/j.1533-2500.2009.00292 Traska, T. K., Rutledge, D. N., Mouttapa, M., Weiss, J., Aquino, J. (2010). Strategies used for managing symptoms by women with fibromyalgia.Journal of Clinical Nursing,21, 626-635. doi: 10.1177/0898010109339525 Zhao, Y., Sun, P., Watson, P., Mitchell, B., Swindle, R.(2010). Comparison of medication adherence and healthcare costs between duloxetine and pregabalin initiators among patients with fibromyalgia.Pain Practice,11, 204-216.

Study On Charismatic Leadership Management Essay

Study On Charismatic Leadership Management Essay Introduction Nowadays, managing people is a common issue on all type of businesses but it is important. To effectively and efficiently leading the personnel in the organization without wasting intellectual capital or the companys resources is the ideal that organizations want to achieve. In our research, we attempt to clarify the correlation between the charismatic leadership and the organizational change. Charisma is the extraordinary ability that a person possesses naturally and let them able to influence people, attract their attention and admiration. Charismatic leadership is the type of leadership which make people admire and willing to follow them. Charismatic leader is a person who is dominant, self-confident, convinced of the moral righteousness of his beliefs, and able to arouse a sense of excitement and adventure in followers. According to Max Weber, Charismatic leader has a fire that ignites followers energy and commitment, which produce results beyond the call of duty. Thus, he had the ability to inspire and motivate people. There are several qualities of Charismatic leadership: Lofty visions Ability to understand and empathize Empowering and trusting subordinates Proactive, high energy and action orientation Everything is changing except the status quo of change. Every individuals, every things, could not running out of the scope of change. Similarly to organization, changes will always affects every part of the companies include their business, their environment, their people and so on. The Objective of this report is to enhance the leading style of charismatic leadership on the organizational change. Besides, improve the organization to adapt to the changes of environment, and the organization growth through globalization. Content Analysis From the study, the researchers found that the followers who rated their leaders as charismatic also reported being open and accepting the changes occurring in their organization. Specifically, followers of charismatic leaders were much more open to their work-roles changes and had a positive outlook on the benefits of the changes to their organization. Given the nature of organizational change and the pervasiveness of employee resistance to change, this finding suggests that charismatic leadership behaviours may engender follower attitudes and beliefs that promote rather than resist organizational change. Besides, a necessary ingredient of successful organizational change is leadership behaviour capable of overcoming resistance to change by causing followers to experience a felt need for the proposed changes. Indeed, the results suggest that charismatic leadership behaviours, including the ability to powerfully articulate an inspiring vision and communicate to followers a sense of ownership of the vision, may affect followers openness to organizational change and perceptions of leadership effectiveness. (Kevin, 2005, p. 19) In conclusion, the effectiveness of the charismatic leadership will influence the followers behaviour. From the study, the researchers found that the both of the visionary and expressive delivery components of charismatic leadership can influence follower task performance. The expressive delivery includes having energy, leaning toward followers, maintaining direct eye contact, having a relaxed posture, and exhibiting animated facial expressions. Second, they also found that the extent to which each of these components affects the follower task performance is dependent on the type of tasks in which followers are engaged. They suggested that organizations should consider the importance of performance quantity versus quality in their decision to select or promote a charismatic leader or non-charismatic leader. For example, if performance quality is much more important than quantity, the use of charismatic vision might be especially relevant. Regarding task type, charismatic leaders in non-charisma-conducive jobs or industries might be encouraged to adopt a contingent-reward or structuring style of leadership rather than focusing on the communication of a charismatic vision to followers. When followers are in a more charisma conducive job or industry, leaders should communicate a vision to followers to improve followers task performance. In addition, a charismatic vision may provide meaning to the task, which can add to followers motivation. Under these conditions, followers might work to get the task done right, resulting in high quality rather than simply working to get the task done. A lack of vision for followers could, therefore, translate into very poor performance on more difficult tasks. (Stefanie Robert, 2008, p. 102) Charismatic leader Work Engagement OCB In the diagram above, it is the combination of the four hypotheses. Four of the hypotheses are all links with each other. Work engagement is a mediator which is likely an intermediary trying to find solution and between the two disagreement of two parties (charismatic leader and Organisational Citizenship Behaviour-OCB). OCB is defined as individual behaviour that is discretionary. The relationship between charismatic leaders is also closely related. As OCB discuss mainly about the organization behaviour, it will also reflect charismatic leadership. Since charismatic leaders can spark an employees engagement in work, it will lead to more participation in positive behaviours that promote the organization. In the journal Toward a Behavioural Theory of Charismatic Leadership in Organizational Settings, there are some significant variables discussed. The term charisma here refers to the particular type of character by follower and leaders behaviour. First, the behavioural and nature of the charismatic leader can be determined by doing empirical test. The method can through questionnaire to identify it. Then, they can use the result to compare with the person to find out that whether he is a charismatic or non charismatic leader. Second, after determining charismatic leader, it can be use as a tool to change the organization. A charismatic leader may not only key to success of an organization but also vital to countries that are developing which may require to adopt new technologies and transform traditional way of operating. From the study of Workgroup gender diversity-asymmetric among men and women, the need of charismatic leadership is generated from a situation of uneasiness and uncertainty created in context of weak social diversity. For example, increasing levels of gender diversity comes with lower levels of pro-social behaviour where the behaviour that is beyond the requirements of the job, higher levels of conflict, lower levels of friendliness, and lower levels of job-related satisfaction and self-esteem. This situation brings indefinite and doubtful social circumstance when role expectations are less clear. The reason of these negative effects of gender heterogeneity comes from similarity-attraction paradigm, which is people with similar attitudes are attracted among themselves, in contrast, distrust and discomfort could occur when dissimilarity of attribute in group are happened. In the circumstance of gender heterogeneity, tendency of needs of charismatic leadership is greater than in homogen eous group or attribution of charisma is lower in homogeneous group than in heterogeneity group. Meanwhile, the hypotheses are made based on the journal. Hypothesis said that as the level of gender diversity increases in the work team, individual members would attribute higher levels of charismatic leadership to their elected leader and the result are partially supports this hypothesis. So, as expected, the higher the gender diversity, the higher the needs of charismatic leadership to their elected leader. Besides, they also made a hypothesis that the positive effect of gender diversity on individual charismatic relationship with the leader will be stronger for men than for women. The result shown that, it may happen when teams are formed in major; minor or a balanced condition. From the journal of Team climate, work team members tend to share their mood at work, so called team affective climate that related to job satisfaction, commitment, and performance of the workers. Related with the climate, team leaders need to play an important role in influencing individuals different dimensions and modelling the group climate. The key is leaders with charisma, which can strongly influences the work-team effects, such as performance and other intangible aspects. In fact, charismatic leadership is said to be the result of an attribution based on followers perception of their leaders behaviour, specifically behaviours that articulate and help build a positive vision and foster an impression of the importance of the followers mission. Hence, leader with charisma is said to have an important implication of building team affective climate and they need to articulate a constructive affect that results in a positive affect facing by followers. From the study, they had made few hypotheses. First, they posit that higher levels of perceived leaders charisma will predict higher levels of team optimism whereas higher levels of perceived leaders charisma will predict lower levels of team tension. As the result, team optimism and charisma leaders are correlated meanwhile lower levels of team tension cannot create by charisma leaders. Besides that, they also hypothesizes that Leaders influence will make the positive relationship between leaders charisma and team optimism stronger; at the same time, leaders influence will make the negative relationship between leaders charisma and team tension stronger. The result shown that, both hypotheses are supported by their findings. Lastly, they had made guesses that more frequent leaders interaction will make the positive relationship between leaders charisma and team optimism stronger and negative relationship between leaders charisma and team tension stronger. After they had processed th eir findings, the result showed that both guesses are not correct. From the study of Political Connection: The Missing Dimension in Leadership, Strong Networks cans Supplement Other Leadership Deficiencies. While, Larry Chasteen, the PhD holder state out that many people will think leadership is just a part of the business. It is a key ingredient for successful firm, making profit or non profit and even using in the countries. They have examines in the combination of traits to find out the change in organization behaviour in the organization. Some even use more than three of the traits such as emotional intelligence versus intellectual quotient or charismatic leadership versus instrumental leadership. The Classical Myers Briggs has made a classification on uses the four dimensions. There are physics notes that more dimension will lead to confusing from explaining our original traits. This article just focus on leadership :charismatic leadership instrumental leadership and political connections .These three tools can be use as a tool for self-assessment .It has combine the attributes of leaders , managers and networking. The research showing a charismatic leader is not enough to change the organization in long term as it can wear off easily .The instrumental leadership has been include the strength of charismatic leadership. It will lay over through structuring , controlling and rewarding to give out support for achieving the organization final goal .Charismatic leadership is needed to generate the initial energy and to create commitment. Many government and industry leaders who uses charismatic and instrumental leadership have fail to make changes to the organizations. For example, Colin Powell has exhibit a great charismatic and instrumental that serve him exceptionally well during his early career. But because of his lack of political support, he has been hindered of accomplishment and legacy as a U.S. Secretary of State. However, Condoleezza have a political connections led to a longer-lasting accomplishments at the Department of State. As a fact, General Electric has passing by such a leadership matrix to allow more variation in selected parameters for company decisions. In a great changing of an organization, charismatic is not enough to achieve an effective institutional re-organization. It requires both the charismatic and instrumental leadership as well with political powers to move on to the higher position. A good political connection can overcome the weakness of the leadership and bring strength in any firms and government offices. Make sure you are clear enough on which goals are most important and for the organization are the first steps to career advancement. From the study of Charismatic Leadership: A Phenomenological and Structural Approach The author of this journal propose that the most direct impact of the visionary charismatics characteristics is on the perceptions and feelings of the followers. Their interpretative schemes and what flows from them purposefully, emotionally and motivationally. Intrinsic and extrinsic validity are experienced whenever perceptions and feelings are congruent with behaviour is congruent with consequences. Changes in follower perceptions, feelings or behaviour in the consequences of that behaviour therefore could establish the necessary conditions for phenomenological validity to be experienced. The direct impacts of leader behaviour on the feelings of followers will an indirect impact on the followers. As an example, when leaders changes task or environmental variables, which hypothesized to affect internal and external correspondence such as task design, reward systems, and organizational structure. There are some proposition consists in charismatic leadership. Proposition is that it believes that it must be based on the articulation of an ideological goal. The writers may not fully agree as in crisis situation, ideological is too restrictive to be broadening to include the cognitions, values and need structures. Propositions 2 will lets he followers experiencing the leaders and others behaviours as well as their own. Propositions 3 to 8 primarily concern factors that influence whether cognitions and feelings and behaviours will be high on internal correspondence and will be experienced by the followers as intrinsically valid. Propositions 9 to 15 is concern about the primarily thought to affect external correspondence. The implication of the writer model is that charismatic effect may not be limited to a few who are endowed with exceptional gifts or supernatural qualities. They imply that charismatic effect may be widespread. They feel that their model invites an understanding of meaning, reasons motivations, and intentions as it seeks explanatory connections between formal structural arrangements and behaviour. From the study of The role of emotional intelligence and personality variables on attitudes toward organizational change People-oriented research in organizational change explored issues of charismatic or transformational leadership, the role of top management in organizational change and the phenomenon of resistance to change, without considering the psychological traits or predispositions of individuals experiencing the change, which are equally crucial for its success. Nevertheless, they argued that individual difference variables, such as locus of control, positive affectivity, openness to experience and tolerance for ambiguity play an important role in employees work attitudes (e.g. organizational commitment, satisfaction) as well as they predict self and supervisory assessments of coping with change. King and Anderson (1995) also indicated the role of individual differences along with previous bad experiences of change as responsible for high levels of negative attitudes and re sistance to change. It shows that there is correlation between charismatic leaderships role perception, personality and organisational change. From the study of Beyond the Charismatic Leader: Leadership and Organizational Change By: David A. Nadler Michael L. Tushman While the subject of leadership has received much attention over the years, the more specific issue of leadership during periods of change has only recently attracted serious attention. What emerges from various discussions of leadership and organizational change is a picture of the special kind of leadership that appears to be critical during times of strategic organizational change. While various words have been used to portray this type of leadership, we prefer the label charismatic leader. It refers to a special quality that enables the leader to mobilize and sustain activity within an organization through specific personal actions combined with perceived personal characteristics. There are three types of behaviour that categorises these leaders. They are envisioning, energising and enabling. In envisioning, it involves the creation of a picture of the future, or of a desired future state with which people can identify and which can generate excitement. By creating vision, the leader provides a vehicle for people to develop commitment, a common goal around which people can rally, and a way for people to feel successful. It is then easier to achieve the new organisational goals. Energising means that the role of leaders to motivate members in the organisation. Different leaders engage in energizing in different ways, but some of the most common include demonstration of their own personal excitement and energy, combined with leveraging that excitement through direct personal contact with large numbers of people in the organization. They express confidence in their own ability to succeed. They find, and use, successes to celebrate progress towards the vision. Las tly, enabling is where the leader psychologically helps people act or perform in the face of challenging goals. Charismatic leaders demonstrate empathy-the ability to listen, understands, and shares the feelings of those in the organization. They express support for individuals. Because of this, people tend to be motivated in achieving their goals when there is change in the organisation. From the study Journal of ERP Implementation lifecycle, it revealing the changes made by the charismatic leadership. Charismatic leadership is an exemplary type of leadership that shows significant relationship to the level of ERP assimilation. Environmental sensitivity of a charismatic leader will lead the organization change and make significant improvement to the organization since he is able to diagnose and update himself to the internal and external environment. Communication of the leaders vision is significantly important it will influence and lead his follower to align the vision with the organization and make the organization growth stronger and change accordingly to the leaders vision. Expectation of leader also will indicate a positive outcome from his follower and organization. According to Self-fulfilling prophecy, positive expectation from a leader will create a positive desired result from his followers. It shows that, the complete guide and influences of the vision from a leader toward his followers, will affect them to be motivated and collaborated to help in achieving the vision of the leader. Furthermore, complete guide and influences of the vision from a leader toward his followers, will make them to be motivated and collaborated themselves that help in achieving the vision of the leader. Similarly caring of the leader will make the followers feel more supported and secure and trust to the leader. Besides, it also builds confident to the followers. If the leader is trusted and respected by his followers, his followers are more likely to follow and help the leader to achieve his vision. Therefore, the followers do not mind to work hard for achieving the organization vision and thus the organization change and performance increase. Cohesiveness from the follower shows changes in organizational norms and culture. It shows that a positive norms and culture such as organizational citizenship behaviour. Thus, the cohesiveness of the follower will indicate changes in organizational norms and culture, if this type of positive norms and culture stay longer; the growth of the organization will be undoubtedly fast. It shows that a leaders charismatic leadership is significantly related to organizational change and all level of ERP implementation lifecycle. Conclusion: In our research there are significant relationship between Charismatic leadership and Organisational Change. Firstly, it shows that a Charismatic leadership behaviour is an exemplary or model for his followers which enable and capable for overcoming the constraints for organisational change. It drives the followers to learn from many aspect of the charismatic leader. Significantly, the behaviour of the leader creates organisational citizenship behaviour toward the employees that allow them to take good care about the organisation image and the internal environment. Similarly to the norms of working of employees, it is also creating a working culture and work standard that improving the performance in an organisation. Secondly, the role perception of a Charismatic leadership is significant important as well as the personal meaning for the leadership. It influences their follower understand of their role and this will incur the organisational change. Form this aspect, it shows that if the leader able to give motivation, support and cheer the work of employees will smoothen the organisational changing process. Thirdly, the relationship and collaboration among group, team and the charismatic leadership also will indicate significant changes in the organisation performance and organisational culture. Similarly to the workgroup diversity, the strong and cohesiveness workgroup will indicate high performance culture that makes the organisation have high sustainability where the entire organisation culture can aligns with the organisational performance. Lastly, good attribution from charismatic leadership such as environmental sensitivity, persuasive communication, and unconventional vision will foster and lead the changes in the organisational environment. Recommendation Unconventional styles used by charismatic leader will often create the undesired conflicts among the colleagues in the organisation as changing the status quo of works. Therefore the charismatic leader had to consider the others feelings and try to make them follow and align with his vision even if he is able to take the accountability and risk by himself. Morals are often covered up by the deficiencies of wisdom. However, wisdom is not always filled up by morals. This is referring to the negative charismatic leadership. Some charismatic leaders tend to use the leadership style for their own personal gain and thus neglect the moral values. In order to manage change in the organization efficiently, charismatic leaders must put the organizations interest above his personal interest. Being a charismatic leader gives an advantage to him because he may influence others in the organization to follow his bidding and if it is against the organizations interest, it will be very much unhealthy to it. That is the reason why charismatic leaders should have strong moral values in them. Besides that, organizations should also encourage whistle blowing in the company. This can help reduce the negative charismatic leadership from expanding in the organization. When an organization is facing with changes, it will be chaotic and this will give chances to charismatic leaders to do under the table exchanges. By encouraging such behaviour among employees, executives are able to keep most charismatic leaders under control from influencing others for personal gain. Charismatic leaders should also make contingency plans. This serves as a backup plan when the original plan fails to work. During a change, charismatic leaders may be responsible to keep followers in track and to maintain order. This needs the leaders to come out with more plans to keep followers motivated into accepting the change. Some employees tend to resist change and so the charismatic leaders must form plans and considering the scenarios that may happen so that it will make him or her influence them to accept the changes. In addition, during a huge crisis, these charismatic leaders must think conventionally and behave unconventionally. During a change, things will be hectic and many problems may arise or perhaps conflict may happen among followers. Leaders need to think rationally on how to handle this kind of situation and not just simply jump into it and create even more confusion. Charismatic leaders should also come up with strategies to minimize the resistance of followers to the change. Many followers tend to resist change because they think that it is going to mess up their normal routine. As a leader, charismatic leaders need to come up with ways to persuade these types of followers to accept the change instead of going against it in order to reduce the conflict that might have arise if it is not handled properly.