Saturday, December 28, 2019

My Personal Goal of Becoming a Mechanical Engineer

Admission Essay I have literally known what I want to be since I was a toddler. Of course, as a three-year old putting together Legos, I could not have verbalized that I want to be a mechanical engineer. However, it was at that time that I began to develop and use the skills that I will need for my desired career. I began to consider how parts went together and the different components necessary to build and sustain various systems. Part of the inspiration was the simple fun that I had while putting together these small toys, but part of my inspiration was my father. He was a maintenance turn-around coordinator at an oil refinery, which led to my own desire to work as a mechanical engineer in a refinery one day. As I grew older, my interest in mechanical engineering remained constant, though I expanded my interest beyond the oil refineries. In fact, after attending a pre-college program, Jackling Introduction to Engineering, offered by Missouri Science and Technology in Rolla, Missouri in the summe r of 2011, I realized that engineering was the perfect way to exercise my curiosity and inventiveness in a constructive and productive manner. Interestingly enough, I would say that Legos played a tremendous role in helping me develop my goals. I began playing with the toys when I was 3 years old, a hobby I embraced throughout my childhood. I participated in the Lego Robotics competition at Florissant Valley Community College in Missouri in 2005. When I was 10 years old, IShow MoreRelatedStatement of Purpose for an Education in Mechanical Engineering1247 Words   |  5 PagesIntroduction The purpose of this report is to design my process to become a World Class Engineering student. This will help me become a better engineering student and In this report I will discuss my goals and plans to become a better engineering student. My goal is to earn a bachelors degree in Mechanical Engineering and then find a career as a mechanical engineer. In order to achieve my goals I will have to have a plan and then work hard to stay on track in order to be successful engineeringRead MoreMy Personal Goals809 Words   |  4 PagesPersistence is the cornerstone to my character and it fuels my passion towards reaching my goals. Each time I am presented with a new challenge in life it is my persistence that assures my success. Everything I have achieved is due to my willingness to press forward. I have always set ambitious goals for myself because I enjoy the process required to attain them. I have found that hidden in the arduous process of attaining challenging goals is the key to de veloping self-discipline. I am convincedRead MoreThe Key to My Future1075 Words   |  4 PagesKnowledge and Skills A) The specific academic program that is best for turning my passion into a powerful career is mechanical engineering. This will be my academic major course of study, and will most likely lead to a graduate program in mechanical engineering. Naturally, the academic coursework needed to complete an undergraduate degree in mechanical engineering will prepare me for a successful career in the field of applied science and product design. Specific courses that I will encounterRead MoreEngineering Essay1652 Words   |  7 Pagesways. The development of electricity led to the creation of electrical engineering, a challenging vocation that changed and improved our way of life. In this paper I will discuss the history of electrical engineering, the preparation for becoming an electrical engineer, and the actual career. The history of electrical engineering is rather recent, but it is based on ancient ideas. Electricity and magnetism are the two bases for electrical engineering. The Greeks were the first to discover the natureRead MoreTechnology Case Study767 Words   |  4 Pages I came across Matthew Rajaratnam’s resume in early 2017 while my team and I were looking for additional help on a time-sensitive project involving the manual segmentation of CT scans to create a repository of data for machine learning purposes. Matthew stood out among the applicants and was hired. He quickly became adept at using the software and contributed significantly to completion of the project. I have since renewed his initial contract for an additional timequarter here at Intuitive SurgicalRead MoreThe Field Of Computer Engineering1347 Words   |  6 Pagesand mathematics) are attractive for many prospective students. My own personal interest lies in the field of computer engineering, which is categorized as a STEM career and reaps the benefits of such a classification. The field of computer engineering requires relatively modest education, but still rewards employees with a comfortable life, numerous benefits, and personal fulfillment. The qualifications of working as a computer engineer are relatively modest when compared to its rewards. AccordingRead MoreMechanical Engineering Career Paper7307 Words   |  30 Pages| Mechanical EngineeringRobert MolinowskiVocollect703 Rodi Road, Pittsburgh, PA, 15235(412) 829-8145 | | | | | Pd. 6/7 Career Paper December 15, 2011 Mechanical Engineering According to projected job employment in the year, 2018, mechanical engineering will have an estimated quarter of a million jobs nationwide. This is an increase of roughly 6% between 2008 and 2018. As the need for better, more economical necessities, a needRead MoreThe Importance Of A Project Manager With Gibbs Reflective Cycle ( Gibbs ) Essay1029 Words   |  5 Pageswill try to highlight an event during my time as a Project Manager with my present organisation in 2013. I will be analysing the event in line with Gibbs’ Reflective Cycle (GIBBS, 1988), as per the diagram below. Figure 1 Gibbs Reflective Cycle(GIBBS, 1988) 2. PD REFLECTION Background Before I undertook the job as a Project Manager at my present organisation, I had been working as a Mechanical Engineer in the Oil Energy sector for nearly six years. My current organisation is responsible forRead MoreMy Dream Job Is A Successful Software Engineer2151 Words   |  9 Pagesdone many times. Though because of the progression of technology I feel I would be more suited in a field involving computers. My dream job is to become a successful software engineer because I have always been into computers systems but can I fit this job, is the career life something I can manage and what opportunities should I go after when becoming a software engineer. Each time I notice how a program is used I wonder how can I make it become faster or more efficient. When you are using your cellphoneRead MoreOverview of Biomedical Engineering as a Career Path1805 Words   |  8 PagesWhitaker Foundation). Becoming a biomedical engineer is an excellent career choice because it has a positive outlook, earnings are excellent, and it is an opportunity to contribute to the health of humankind. According to the United States Bureau of Labor Statistics’ Occupational Outlook Handbook, biomedical engineers held about 19,400 jobs in 2012. The state of California currently employs 5,420 biomedical engineers and Massachusetts employs 1,750 biomedical engineers. My commitment to become a

Friday, December 20, 2019

Organizational Contextual Dimension Culture - 773 Words

What is Organizational Culture? Organizational culture is a set of shared values, the unwritten rules which are often taken for granted, that guide the employees towards acceptable and rewarding behavior. The organizational culture exists at two distinct levels, visible and hidden. The visible aspect of the organization is reflected in artifacts, symbols and visible behavior of employees. The hidden aspect is related to underlying values and assumptions that employees make regarding the acceptable and unacceptable behaviors. Artifacts: These are visible components of culture, they are easy to formulate, have some physical shape, yet its perception varies from one individual to another. 1-Rituals and ceremonies: New hire trainings,†¦show more content†¦Control/Decision: Management by nature is about control, the difference is how it enforces it. Well defined guidance, job description and authority of taking decisions are formal methods of control, while team or collective decision making is a social or cultural method of control. The functional or divisional structure encourages formal control while process or network structures promote a culture of employee empowerment. Responsibility: The authority of decision making is closely related to issue of responsibilities. The culture of responsibility is measured by observing whether the individuals are expected to take responsibility of their decisions or there is a collective responsibility in case of team decisions. Assumptions: Both the artifacts and the values give rise to assumptions the employees make about the organizations culture. Finally, it’s the assumptions that govern how an employee determines the right behavior and feels about his job and career, how the culture actually operates within the organizational system. Failures: The implication of failure is the most influential assumption that every employee derives from all the artifacts, stories, myths and values. The fear of failure and how it would be perceived determines the actual empowerment felt by the employee; the stated values vs. practicedShow MoreRelatedPlaza Inn Essays1169 Words   |  5 Pages E-mail: sammar@bloomu.edu OR soniaz23@aol.com 3. Department: Department of Management 4. Course Number: 93.362 5. Course Title: Organizational Design 6. Credit Hours: 3 7. Prerequisites: 93.344, Principles of Management 8. Catalog Description: This course discusses the difference between micro and macro perspectives in the study of organization and provides a macro view inRead MoreThe Impact Of Globalization On The Business Environment1356 Words   |  6 Pagesopportunities and barriers (Papulova Papulova, 2006). This turbulence has made several firms come to rely on alliances as strategic necessities for sustaining competitive advantage and creating customers value (Dyer, 2002). Strategic alliances are inter-organizational cooperative structures formed to accomplish strategic objectives of the partnering firms. A number of business literatures and management practitioners have acknowledged the positive outcomes for companies engaged in it, such as higher returnsRead MoreTransgenerational Family Therapy1441 Words   |  6 PagesBoszormenyi- Nagy developed the integrated systems model of contextual therapy. Contextual therapy focused on the four interacting dimensions of relationships. This theory states that the first dimension which is facts, says that things that happen are destiny. Which destiny flows with the things that a person actually deals with in their life such as ethnic identity, gender, physical handicaps, parental divorce, abuse, illness, and so on. The second dimension is Psychology; it focuses on the meanings in whichRead MoreOrganizational Theory and Design Essay1529 Words   |  7 PagesOrganizational Theory and Design Organizational Theory and Design According to Grand Canyon University (2013), organizational theory is an attempt to explain the workings of an organization, and the design is the structure, process, and plan which describe all the actions of an organization and how well they fit to meet the organizational goals. This paper seeks to identify the structural dimensions of Ternary Software Co. along with the application of certain strategic frameworks used forRead MoreThe Effect of Contextual Factors on the Design of Management Control Systems1560 Words   |  7 PagesTHE EFFECT OF CONTEXTUAL FACTORS ON THE DESIGN OF MANAGEMENT CONTROL SYSTEMS For implementation of the management control system (MCS) of the organisation in a dynamic and ambiguous environment, it is necessary to analyse and assess the external and internal factors, as well as predicting how they will change over time, given the unpredictability of certain factors of the environment: tight competition, accelerating changes in the environment, dynamic changes in consumer demands, the sudden appearanceRead MoreCultural Values And Social Values1439 Words   |  6 PagesCulture plays a key role in individual motivation. Culture is defined as, â€Å"†¦values, attitudes, meanings (attributed to language), beliefs, and ways of acting and interacting that are learned and shared by a group of people over a period of history and are often taken for granted as reality by those within the ‘said’ culture† (Glazer, 2002, p. 146). If culture defines our values and beliefs, then culture influences our cognitive representations of needs, in turn a ffecting how individuals perceiveRead MoreCh01 Organizations and Organization Theory1457 Words   |  6 Pagesdepartmental level [pic] Dimensions of Organization Design Structural Dimensions 1. Formalization ââ€" ª Pertains to the amount of written documentation in the organization, including procedures, job descriptions, regulations, and policy manuals, describing behaviour and activities ââ€" ª A large state university would be high on formulization and a small, family-owned business would be low on formulization 2. Specialization ââ€" ª The degree to which organizational tasks are subdivided intoRead MoreHuman Relations, Employee Retention And Organizational Culture1687 Words   |  7 Pagesbesotted or by which he or she is intrigued (Sarantakos, 2005). This preceding chapter examined through in-depth discourse of extant literature, the nature and relationship between the study variables (human relations, employee retention and organizational culture); with previous research studies closely examined with regards to identifying relationship patterns or attributes; this chapter examines the relative methods and techniques which can be considered as suitable or appropriate; given the intentRead MoreTaking a Look at Ben and Jerry1762 Words   |  7 Pagesshaping and aligning all the components towards the achievement of an agreed mission’ (Stanford, 2007) while it can be viewed in the structural and contextual dimensions (Daft, Murphy and Willmott, 2010). The followings will discuss how Ben Jerry’s organisation design had been changing in the structural dimension and two elements in the contextual dimensions, the strategy and environment, in order to react to external environments and internal managing problems between 19 90 and 1995. Also, analysingRead MoreProblem Statement For Emr1190 Words   |  5 Pages- What contextual elements supported and facilitated: a) The EMR implementation at Amman RSP? b) The use of the EMR for clinical care at Amman RSP? - What strategic approaches contributed to the implementation of the Amman EMR? - What were the processes used from a clinical, administrative, governance and IT perspective that contributed to the EMR implementation? To do this we will use Pettigrew’s framework for understanding strategic change, which analyzes three interactive dimensions – context

Thursday, December 12, 2019

Government Policy Tools Economic Behavior †MyAssignmenthelp.com

Question: Discuss about the Government Policy Tools Economic Behavior. Answer: Introduction: When making any pricing decision, it is crucial for the decision maker to determine the price elasticity of demand for the product at consideration. This is because it determines the level of change in demand that may result from that price change. The major idea of imposing a tax on sugar is to make the products expensive so as to discourage consumption. I would support the tax imposition on the basis that it will most likely discourage the consumption of the product especially to the low and middle income group who rely mostly on the government health care management. For the rich group, consumption may not change but this will not impose huge costs on the government as most of them have some private doctors. For the high calorie sweets and sugary snacks, PED is -0.270 whereas for low calories its -0.295. This inelastic demand represents a small decrease in demand. The inelastic demand is the reason for the small demand decrease after the high price is charged; the shift to healthy eating is lower. However, the governments revenue will rise enabling subsidization of fruits and vegetables whose demand is depressed by high prices. The cost on health services will somehow be lower; but the tax imposed has to be high to effect some significant change. Pumping up total spending is an expansionary fiscal government policy. It is mainly aimed and expanding the economys income level and subsequently enabling the consumers and households to raise their spending. The additional spending will result in an increase in the aggregate demand and hence the economys price level will rise. Makin noted that this increase in spending will distort the balance of trade by consumption of goods that would have been exported if demand didnt go up. However, the simple idea is formed on the basis of Keynesian assumption of a closed economy. When general price rises, private investors produce more to supplement the high demand. Automatic changes causes an increase in the governments budget balance. Given a fixed level of government spending and a recessionary situation, the governments revenue collected from tax will fall since demand for goods and services from where government gets indirect taxes will fall. There will also be a loss of jobs from where government gets its direct taxes. So the government will be spending more but raising less revenue (budget deficit). To control the situation, the government cannot raise taxes because it will worsen the situation, it raises its spending by sourcing from increased borrowing. High borrowing raises the government budget balance. Makin argued that a fiscal contraction is the best idea to boost macroeconomic growth management. The government spends more on unnecessary programs of which it can do without and have no change on the economy. He quoted that increased borrowing to supplement extra spending only suppressed growth for the private investors as it resulted in increased interest rate. Thus, spending on wasteful programs should be cut. This cut will reduce the need for government to borrow and a lower budget balance will be the outcome. This change will result in a falling interest rate which will boost the investment level and hence growth stimulation. Conclusion: Economic stimulus is not always created through fiscal policy tools. Sometimes there could be the use of monetary policy tools by the central bank. What the central bank does during low economic performance is either cutting the interest rate or to facilitate the growth of the money supply. As Makin noted, a reduction in interest rate will have a positive effect on the economys level of investment as investors will be stimulated to borrow more capital. In the same way, increased money supply expands economys income and encourages spending which end up stimulating output growth. Monetary policy doesnt risk the economys credit worthiness and is thus effective compared to fiscal.

Wednesday, December 4, 2019

German Journal Of Human Resource Management â€Myassignmenthelp.Com

Question: Discuss About The German Journal Of Human Resource Management? Answer: Introduction Meaning and concept of Leadership have been changing through times. The basic understanding of leadership stands as leading and influencing someone for something to accomplish. It is about finding out what a company wants to achieve and then influencing the people of that company to follow and achieve that. Leadership can be seen as a complex relationship between people and the relationship is shaped and guided by trust, emotions and commitment. In very simple words, it is the process of influencing other people for accomplishing something common (Northouse, 2015). The concept of leadership has been defined by many experts in different ways depending on various contexts. Leadership theories are structured ways to analyse how the concept of leadership has been used and practiced in different ways. Leadership can be conceptualised in different ways and leadership theories has identified those ways in a systematic aspect. From time to time, leading people is seen as influencing or guidi ng or commanding. Different leadership theories explained the relationship between leaders and followers in different way (Antonakis, 2017). This report analysed two leadership theories namely Transactional Leadership and Transformational Leadership in detailed. Further, in this report, mentioned two theories discussed in detailed with suitable examples. Also, these two theories have been compared with each other to understand the in-depth perspective of each one. Meaning of Transactional Leadership The word Transaction means act of transacting something between groups or within the group. Transactional Leadership can be understood as management process of organising, supervising or controlling subordinates to achieve certain performance. In transactional leadership, followers are motivated by self-interest which is appealing to them. It can be simply viewed as exchange of rewards for the purpose of compliance with regards to followers. It based on basic idea that employees are not self-motivated to do something, so leaders need to give something to employees and in return employees will do something which a leader wants. Employees require instructions, guidelines, structure and monitoring to do and complete the tasks assigned (Furtner, Baldegger Rauthmann, 2013). Transactional Leadership is useful in the organisations where structure is very important and it is not effective in organisations where taking initiatives are encouraged. Transactional leaders work within the establi shed structure to achieve results. In this type of leadership, leaders are given with power and they can correct, evaluate and train their subordinates to achieve predetermined goals. It primarily focuses on achieving goals in exchange of giving something; it can be reward or punishment (Hamstra et al. 2014). Development of Transactional Leadership This theory was first developed by Max Weber in 1947 and then further research and development was done by Bernard M. Bass in 1981. This leadership style was widely practiced in the United States of America after World War II. It is most commonly adopted by managers in business organisations as it increases the ability to confirm the implementation of management process (McCleskey, 2014). Assumptions of Transactional Leadership In this aspect, there some important assumptions of transactional leadership theory; First, it is assumed that employees are only influenced and motivated by the means of reward and punishment. Second, employees have to obey and act accordingly as per the instructions and orders given by the superior. Third, leaders follow the telling style; it means leaders tell subordinates about what to do as subordinates are not self-motivated. To achieve desired performance and predetermined goals, a transaction takes place in between leaders and followers. In general sense, transactional leaders believe that human being always tries to maximise their pleasurable experience and minimise their non-pleasurable experience (Dinh et al. 2014). Characteristics of Transactional Leadership In transactional leadership, motivation work as external approach. It means employees are rewarded for desired outcome and punished for deviation. Leader leads team in a reward-punish system within which teamwork play a narrower role. Leaders following transactional style of leadership are very practical as they are only concerned and focused with desired result. They are adverse to change; it means they want to work in the existing system. Transactional leaders are not proactive; they are passive in nature as they react when something happens. They micro manage things and want things should go as per predefined plans. In this leadership style, organisation structure is strictly followed; hierarchical importance is there. It is also focused on short-term goals and inflexible in nature (McCleskey, 2014). Advantages and Disadvantages of Transactional Leadership This type of leadership is very effective in terms of achieving short term goals. It works well in structured and organised business organisations. In this framework of leadership, rewards and punishments are clearly defined for employees. Also, there are certain disadvantages are associated with transactional leadership. Transactional leaders can only motivate base level employees as the concept of transaction works well for base level employees only. This type of leadership limits the scope and applicability of creativity. Also, employee initiatives are not appreciated and rewarded in transactional leadership (Tyssen, Wald Spieth, 2014). Applicability of Transactional Leadership In todays world, there are places where transactional leadership can work well. Especially in multinational companies where diversified group of employees work together, transactional leadership is the best style to guide employees as it works on the basis of clear structure. It is very easy to learn and implement. Extensive training requirement is low in this type of leadership. Due to its simplicity in learning and implementation, it is preferred leadership style in crisis situation. In military and police organisations, transactional leadership is adopted. In some cases, transactional leadership is viewed as insufficient but it is not ineffective and bad style of leadership. Transactional Leadership forms the basis of mature communication within an organisation but precisely leaders should take care about exclusive and extensive practice of it (Huijun Jianjun, 2015). Example of Transactional Leader: Howard Schultz Many military leaders and CEOs of well-known multinationals are known to be Transactional Leaders. To explain transactional leadership, in this report well known American Businessman Howard Schultz is discussed as an example. He is former CEO of Starbucks and now he is the executive chairman of Starbucks. He was born in July 19th, 1953 in New York, USA. He is a Northern Michigan University graduate. He stared his career as sales representative in Xerox Corporation in 1975. In 1979, he became General Manager of Swedish company HAMMARPLAST. Later on, in 1982, he stared his journey in Starbucks. He joined as Director of Retail Operations and Marketing. He tried to fancy Italian coffee culture in Starbucks but failed to get the permission from then owner of Starbucks. He left Starbucks in 1985 and opened his own coffee bar Il Giornale. In 1987, Schultz purchased Starbucks from its owner in $3.8 million (Starbucks Newsroom, 2017). His transactional leadership was based on dominant trait a s contingent rewards. It includes more pay to employees above the minimum pay, offer of extra benefits, and offer of stock options and promotions options. It proves to be effective in Starbucks as employees felt motivated due to all these efforts. As a result of his transactional leadership efforts, Starbucks share rose up to 6%, employees got well trained in handling customers, employees were motivated to do their assigned tasks as proper guidelines were provide with them and as result employees turnover decreased up to 50%. Schultz as a transactional leader became successful in many aspects but his leadership style worked only in base level. He achieved obedience of his employees but in long term due to low task satisfaction, employees lost their commitment (Venngage, 2017) Meaning of Transformational Leadership Transformational Leadership refers to the process of transforming an organisation by empowering employees to initiate major changes. Transformational Leaders are motivators and they motivate their employees to do more. Through transformational leadership both leaders and follower can be raised to a higher level of motivation and morality by engaging with one another. Leaders who are transformational, they believe that employees can be inspired to achieve extraordinary results (Mitchell et al. 2014). Along with this process, leaders can become more good leaders as it lifts the process of positive transformation for both leaders and followers. Leaders are treated as ideal by followers in this type of leadership. Transformational Leaders pay attention to individuals and show concern for followers as they want their followers should achieve more. Transformational Leadership follows a process. It starts with creating a vision which should excite and attract followers. Then leaders should try to sell the unique vision among followers to develop network. This way transformational leaders guide their followers through a roadmap. They take charge of leading task, always visible and lead from being in the front (Carter et al. 2013). Development of Transformational Leadership The concept of transformational leadership was first developed by J.V. Downton in 1973. Then in 1978, James McGregor introduced this term in his book Leadership. In 1985, Banard M. Bass has discussed the formal framework for Transformational Leadership. In 1986, a book named The Transformational Leadership was written by Noel M. Tichy and Marry Anne Devanna and in this book they have discussed this concept in detail (McCleskey, 2014). Assumptions of Transformational Leadership There are certain assumptions of Transformational Leadership. First, people will naturally follow a leader who inspires them. The passion and vision of transformational leader can influence his or her followers to achieve more great things. Third, in this type of leadership, leaders positive energy and enthusiasm are most important to motivate and inspire their followers. Fourth, leaders must challenge their follower in order to stimulate their intelligence to do more and achieve more (Herman Chiu, 2014). Characteristics of Transformational Leadership Transformational Leadership based on the leaders belief that motivation is internal and self-management is most crucial. Difficult decisions are taken on the basis of clearly stated vision, goals and objectives. Transformational Leaders can initiate required transformation within the organisation as they can put aside their ego and work for organisations objectives. In transformational leadership, leaders take risk on the basis cost and benefit, which is better known as calculated risk. Leaders who adopt this leadership should know about the circumstances of the organisation and it will increase their knowledge base about the organisation. Transformational leaders are good listener and they appreciate new ideas. They work as proactive and visionary (Carter et al. 2014). Advantages and Disadvantages of Transformational Leadership In Transformational Leadership, leaders can assure higher achievement and efficiency by employees. Leaders focus on employees and put emphasis on their needs, morals and values. It creates a positive and enthusiastic work environment which helps to achieve more. Also, through transformational leadership, leaders can develop future leaders from his followers. An organisation where transformational leadership is practiced, employees feel they are working in more creative and innovative work environment. As employees are inspired to work more, they will work for their leader if they are not monetarily well paid. In spite of all these advantages, there are some limitations and disadvantages of transformational leadership. In transformational leadership, the outcome is totally depends on leaders ability. Transformational Leadership lacks some conceptual clarity. Sometimes, leaders may lack some required skill and characteristics which are required to inspire and motivate their followers ( Vito, Higgins Denney, 2014). Applicability of Transformational Leadership Transformational Leadership is best applicable in an organisation which needs transformation due to being out-dated with regards to present business environment. It also works best in small business organisations as they try to achieve big and very adaptive to change. In big organisations, transformational leaders can be brought by board of directors to motivate employees and inspire them to achieve organisational goals in a better way, whenever it is needed. Transformational Leadership is best in developing trust between employees and leaders (Breevaart et al. 2014). Example of Transformational Leader: Elon Musk To discuss transformational leadership, in this report, Elon Musk and his leadership style have been discussed. Elon Musk is an American Businessman, Inventor, Investor, Engineer and CEO of many famous companies. He is well known for founding and leading companies like SpaceX, PayPal, Tesla Motors, Hyperloop, SolarCity and many more. Elon Musk is famous for his visionary approach towards his work and dream. He leads his team to drive towards excellence and solving problems for mankind. In such a manner, Musk is always inspirational for his employees. Employees feel inspired as vision of Musk keep them motivating as they feel they are part of a great journey (Blazek, 2016). The incredible journey of Elon Musk started in South Africa. He did not experience a happy childhood. Despite of all these facts, he pushed himself to achieve more and got admission in Ph.D. program in Applied Physics of Stanford University; but he left this program in two days to work on his entrepreneurial dreams . In PayPal, due to his approach and transformational style of leadership, he got involved in conflict situation with other leaders. Tesla Motors experienced many failures time to time, it is Elon Musk who continued to fund Tesla Motors and build the trust between employees. Musk always outspoken about his ability and eagerness to learn new things, which in turn, provided road map for his employees. When Tesla Motors were facing funding issues, Elon himself work at very ground level with team and given outstanding efforts for raising funds. Its altogether proves his transformational leadership and leading from being in the front (Braun el al. 2013). Comparison between Transactional and Transformational Leadership The difference between transactional and transformational leadership is quite large and considerable. In simple words, Transactional Leadership is about telling leadership and Transformational Leadership is selling leadership. Transactional Leadership focuses on rewards and punishment, in other words it is about positive and negative enforcement; while Transformational Leadership is about inspiration and motivation by leaders. Transactional Leaders are reactive as they only react when something happened; Transformational Leaders are proactive as they belief on inspiring their followers. Transactional Leadership is concerned with appealing to individuals self-interest and Transformational Leadership is concerned with progress of group (Taylor, Cornelius Colvin, 2014). Transactional Leaders are mostly successful in big organisations where there is a proper structure is in place. Transformational Leaders are mostly successful in small organisation format as small organisations are adap tive to change and visionary transformation (Odumeru Ogbonna, 2013). Transactional Leadership deals with the present situation while Transformational Leadership deals with new expectations of followers. Regarding organisation culture, transformational leaders change organisation culture through bringing new ideas and on other side transactional leaders within the existing organisation culture. Transactional Leaders try to implement management by exception to maintain status quo. Transformational Leaders crate learning environment and opportunities for their followers and inspire their followers to learn new things and solve problems. Transactional Leadership can be viewed as normal social exchange between leaders and his or her followers. In contrast, through transformational leadership, higher level of trust can be built between leaders and followers (Rowold, 2014). Conclusion Review of Transformational and Transactional Leadership Theory shows that concept of leadership is broadly contrasted in practice and depends on the organisation structure and requirement. Every leadership style has its own advantage and disadvantages; it is on the wisdom of leaders to apply which one in which context. Application of suitable leadership in right context can increase productivity and efficiency of organisation (Vito, Higgins Denney, 2014). Leadership and Leaders can influence employees and followers and in turn organisations and groups performance is impacted. In conclusion, it can be said that a great and good leader is who, who is able chose and apply different types of leadership style according to the situation. There is not effective and efficient leadership style for any particular organisation structure or situation, applicability of leadership style largely depends on choice and personality of a leader (Buble, Juras Mati?, 2014). References Antonakis, J. (2017).The nature of leadership. Sage publications. Aritz, J., Walker, R. C. (2014). Leadership styles in multicultural groups: Americans and East Asians working together.International Journal of Business Communication,51(1), 72-92. Blazek, K. (2016). THE TRANSFORMATIONAL LEADERSHIP STYLE OF ELON MUSK. Retrieved 20 September 2017, from https://www.boothco.com/360-feedback-resources/leadership-style-of-elon-musk/ Braun, S., Peus, C., Weisweiler, S., Frey, D. (2013). Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust.The Leadership Quarterly,24(1), 270-283. Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O. K., Espevik, R. (2014). Daily transactional and transformational leadership and daily employee engagement.Journal of occupational and organizational psychology,87(1), 138-157. Buble, M., Juras, A., Mati?, I. (2014). The relationship between managers leadership styles and motivation.Management: journal of contemporary management issues,19(1), 161-193. Carter, M. Z., Armenakis, A. A., Feild, H. S., Mossholder, K. W. (2013). Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change.Journal of Organizational Behavior,34(7), 942-958. Carter, M. Z., Mossholder, K. W., Feild, H. S., Armenakis, A. A. (2014). Transformational leadership, interactional justice, and organizational citizenship behavior: The effects of racial and gender dissimilarity between supervisors and subordinates.Group Organization Management,39(6), 691-719. Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., Hu, J. (2014). 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