Bobby Cox Essays - New York Yankees Players, Bobby Cox,

Bobby Cox Throughout his career, Bobby Cox never got the fame that every coach wants. He did his job and never complained about it. With all the criticism that he has gotten over the years he still puts together a well organized and in the most part well behaved team in baseball. Starting off as a player himself, he will always be remembered as one of the best managers of all time. He was born on May 21 in 1941 in Tulsa, Oklahoma. Attended a high school and junior college in California. His professional career started out in the Dodgers farm system for seven years. In 1966, he was acquired by the Atlanta Braves. He spent 1967 at the Richmond farm team but then traded to the New York Yankees in 1968 gaining the third base position. In his first year of play, he made the Topp's Rookie All-Start team. In the next year, he lost his position to Bob Murcer in 1969. Cox then ended his career at the age of 30 due to bad knees and began to coach. Cox was appointed the managing job of the Yankees Class A team in Fort Lauderdale in 1971. Within all of his 6 seasons, not one of his teams finished lower than fourth. He continued with the Yankees system until 1978. He ended up with winning the Eastern League pennant and championship with the club in West Haven in '72 and with the Syracuse club won the International League's Governor's Cup in '76. His last year with the Yankees he was the first base coach before going to manage the Braves. In Atlanta Cox stayed for 3 years, 1978 to 1981. He built the Braves up to be replaced before he could take them to the 1982 National League West title. His next endeavor was to bring a team up basically from the ground. In 1982, Cox was given four years to manage at Toronto. He was given the task of building a winner out of the returning last place team. His first season, he coached them to gain their best record since the Blue Jays birth. It was only a mere 78 wins to 84 losses but it was still a big accomplishment. The next two following seasons, Toronto still improved their record to a winning one with 89 wins to 73 losses which gave them seventh place. With one more win would have given the team a 1985 World Series first. From Toronto, Cox returned to Atlanta. In October of 1985, he was the General Manager with lots of different responsibilities. This time around he was to supervise a farm team giving us some of our superstars today. Also, accumulating the right to manage the field starting in June of '90. John Schuerholz was then given the General Manager spot in October of '90. Since then Bobby Cox has been the field manager for the best team of the nineties. The Braves went from worst to first and have even brought Brave fans a desired World Championship. Throughout his ten-year stay with the famed Atlanta team he's won eight straight Division titles with the exception of 1994 because of the baseball strike. They've also been in 5 World Series but only came out with one win. In 1992 he lost in the World Series to none other than the Toronto Blue Jays. His post-season record of 43 to 36 and a .544 winning percentage. That gives Bobby Cox the most wins in the post season by a manager. He has more wins than such great managers as Casey Stengel and Tommy Lasorda. Yet still, he has only been recognized once as a tremendous manager. He won National League Manger of The Year in 1991. So far in Atlanta, Cox has racked up a record of 957 wins and 797 losses equaling out to a .543 winning percentage. On June 17 in 1997 he gained his 900th National League victory. The Braves have won more games than any other team in the major leagues in the past decade, which makes Cox the winningest Braves manager of all time. All the wins do not make Bobby Cox a successful coach. Building teams up from the floor accounts for some of

John Gender Role and Women Essay

John Gender Role and Women Essay John: Gender Role and Women Essay Should Women be allowed in Combat Arms Careers in the Military? Women have move along in the society. It’s worthwhile to reflect on the social and political advancements of women during the past hundred of years. Women now have the right to vote and to own property. Women let their voice be heard and women are more advances than most men. There are many things that women are capable of doing. Women should be allowed in military combat; women are just as capable as men, gender is arbitrary, and equally important in the society. Women are not as capable as a man to protect the country or their dearly close one, ideals, freedoms, and liberties. Men is genetically bigger and more muscular simply in biology have proving to genetic code, but that has nothing to do with brains. Women and men can be equally as intelligent and determined when it comes to fighting for what is established. Women are just as gifted holding a gun and firing a gun. A woman is just as capable of being athlet ic. Women can run, swim, chase, and climb, their ability not limited. However, women have the mind set when come to expertise skill. Women have the physical structure ability to overcome the circumstances that allowed in the close combat military. They should have the same freedoms to proudly serve their country. Alongside males, battlefield technical expertise and judgment making skill or a leader are more important assets for modern warfare. With being allowed to serve in a combat situation, the military says they will not lower their standards. Usually combat duty is a precursor needed for advancement in armed force. There are no need to deny females from combat experience. Will assure that few will advancement. Accepting a candidate by its performances. Don’t judge by the gender; however, women and men are equally important. Women and men are equally important; therefore, things that men allow to do women should be allowed as well. Men are not cooking or stay around in the kitchen back then. Now a lot of men are lending a helping hand in the family by cooking and washing dishes. If there is

Technologies Used by Law Enforcement Research Paper

Technologies Used by Law Enforcement - Research Paper Example But whether or not this potential is fully recognized, and at what speed, is not an inevitable conclusion. Groundwork on this subject propose what if its incorporation is not correctly supervised, some features of information technology may meet with confrontation among officers and other staff, mainly when such technology is seen as unjustly invasive or technically unwieldy. Furthermore, questions about security cost, and privacy need to be addressed as well. (Reichert, 2001) Due to the speed and velocity of advances in this field of information technology in current years, sovereign studies on the collision of information technology on policing are also of our concern. It seems predominantly significant, in this regard, to evaluate the experiences of some of the founders of information technology in the field of policing. (Reichert, 2001) Description of some technologies used by law enforcement agencies is given below: 1. Crime mapping During the last decade, computer crime mapping has become an important tool for law enforcement firms. Innovations in Geographic Information Systems (GIS) and computer technology have corresponded with practical and theoretical advancements in crime investigation, analysis and prevention. Mapping software, desktop computers, and GIS now present mapping and analysis of data capacities beyond what was probable with mainframe desktop computers as lately as the early 90s. Crime mapping is an affordable and inexpensive technology for tiny and even controlled budget police sections. The advancements needed by community police departments want that these sections integrate a spatial, geographic, or local emphasis, and focus on the significance of incorporating crime mapping techniques into departmental analysis, management, and practices of enforcement. (Reichert, 2001) 2. Integration of Information Technology Information technology integration is as famous as crime mapping. Innovations in information technology assure privacy and information will be shared among all the key elements of the system of criminal justice, taking into account prosecutors, law enforcement, public and private defenders, corrections, federal courts, probation, parole, appellate courts, and state trial. A fully incorporated information system, though, needs cautious planning and organization among the agencies to make sure that technological faults do not take place; as Chief Justice Ronald M. George, California Supreme Court, puts it â€Å"Towel of Babel†. (Reichert, 2001) 3. Database for Fingerprints According to recent news, in Columbus, Ohio, Columbus Police can receive instant information about a suspect’s identity without having to go back to files and papers. With just a fast imprint of an individual’s two fingers on handheld equipment, now police can get access to all personal databases via the fingerprint database system. Police is quite contended with this new t echnology as it saves up time and energy to travel to the downtown booking station. Naturally, it is used to check the right identity of a person who does not a proper ID or have a fake one and uses a fake name. Columbia Police Department alone comprises of 250,000 entries. Any fingerprint which matches an identity gives person’s name, gender, date of birth and race. The cost of these devices have dropped drastically from $100 to $5 and they take good advantage of swiftly growing biometrics industry which

Academic Writing for Adults Class Essay Example | Topics and Well Written Essays - 750 words

Academic Writing for Adults Class - Essay Example I believe that Academic Writing for Adults will be a good venue in which I could pick up pointers for improving my writing style. I understand that the course is for academic writing, which will provide me a greater opportunity to express myself better through my writing for the purpose of passing my courses, maybe even get better grades. In my youth, I had moderate difficulty in writing; I believe, though, that it was not so much because I was afraid of writing, or because I did not know how to write. At a young age, there appeared to be little to write about. I felt that I had not experienced as much as I had to in life, for me to gain enough insight to write about things. Of course, it was different about lessons. When needed, such as in an examination where essay writing was required, I usually could find enough to say, in order to create a decent-enough essay, and was confident in writing. When the type of writing is about impersonal things, such as subject matter that comes fro m lessons or a book, I have had little problems in writing. You might say that these are things that could be studied and memorized, then repeated when it becomes necessary to do so. However, when the requirement is to write about my personal insights and to venture my own opinions, I sometimes grope for the words that I must put together, in order to express what is formed as a concept in my own mind. Because of this, I feel that my problem with writing. In my youth, I had moderate difficulty in writing.

Negotiations Essay Example | Topics and Well Written Essays - 750 words

Negotiations - Essay Example This was the case of a miner who lost his boots at work, and the managers did not agree to lend him a pair or even buy him a new pair. The non-compliance by the shift boss led to a dispute of interests and led the employee to go on strike. Ury, et.al, (1988) explain that a dispute starts when a claim or demand is made and is generally based on a need or aspiration. In the case where the miner complained of the lost boots, he was in directly expecting the company to take responsibility and to remedy the issue, however due to the rejection, this led to a dispute (Ury, Brett, & Goldberg, 1988). Here this led to a conflict of interests, i.e. the interest of the miner was to get back his pair of boots, while the interest of the shift boss was not to spend extra as the company cannot be held liable for the loss of property. Interests are the needs, desires, concerns, and fears, basically, the things that an individual cares about or wants. Reconciliation of such interests is the key and is the most concerning aspect of any negotiation. Here these can lead to creative solutions, or making trade- offs, or even concessions. The crux is to reach to an agreement. However, not all the negotiations are a means to reach an agreement. Some negotiations are focused on reconciling of interests, while others on determining who is right and a few others are based on who is more powerful (Lewicki, Barry, & Saunders, 2010). However, there are a number of negotiations which is a mix of all three of the elements, i.e. to satisfy the interests, discussion of rights and also focus on the power of the parties involved. In the case that the negotiations are focused on a single aspect, then they are referred to as, either, ‘interest-based’, ‘rights-based’, or ‘power-based’ (Lewicki, Saunders, Minton, & Barry, 2010). The relationship of the three can be understood better in the form of concurrent circles, with the inner most circle being interest, the outer circle being rights and the outer most circle being power (see figure below). (Ury, Brett, & Goldberg, 1988) The diagram clearly explains that any reconciliation of interests is basically within the rights and power of the parties. Similarly, the determination of the rights is based on the levels of power. The three are interrelated and the overall resolution of a dispute can have a continuous shift between the interests, rights or power (Lewicki, Barry, & Saunders, 2010). Each of the three has a different impact on the overall costs, satisfaction and also the outcomes. There are four possible criteria in every negotiation. a) The transaction costs, i.e. the cost of the overall negotiation. In the case of the Boots dispute, it would have been better for the shift boss to resolve the dispute without the strike. The escalated issue of strike, simply led the overall costs to increase to a great extent (Brett, 2007). b) Outcome satisfaction is another crucial element that needs t o be considered. Here the outcome was not to satisfaction for the business, or the employee alike. The business was faced with loss of money, while the employee did not receive a new pair of boots. However the employee was satisfied as this allowed him to vent out the anger. c) Impact on relationships, is the next crucial criteria. Negotiations are a part of day to day life (Lewicki, Barry, & Saunders, 2010). With the type of negotiation chosen, there can be an impact on the ove

Reflection on Leadership Skills for the Forces

Reflection on Leadership Skills for the Forces Task 1: From LC â€Å"Context† lessons 6-9, describe ONE significant insight that you have gained and explain why. The concept of â€Å"Organisational Culture† taught in Lesson 7 left the deepest impression on me, as I sought to ponder and apply this concept in the context of the Singapore Armed Forces (SAF), specifically the Army. The key question that arose was whether there is a uniform culture in the Army. If so, what is important about the presence of such a culture? As I sought to clarify these questions, a related concept of leadership came into mind. Undeniably, the leadership of an organisation would form and develop, or even change the foundation of its values and cultural norms. These values, assumptions and norms can then shape an organisation’s culture. According to Colins and Porras, leaders need to adopt a firm belief that some things should never change (Collins Porras, 2011). Some things such as the SAF core values and beliefs ought to remain unchanged as alterations could potentially lead to destabilisation. Using my experience while serving as an Officer in Command (OC) and the observations of my Divisional Commander, BG Lam Shui Tong; I would explain how leadership is able to shape the organisation’s value systems, and in the process align the followers to its mission statement, purpose and values. As an OC, I was in charge of a ‘support’ company of 150 men from different walks of lives, and my duty was to train them to become operationally ready soldiers. To align everyone with SAF’s mission statement, I consciously inculcated the message of ‘Always (being) Ready and Expect the Unexpected’ into my men. I also made it a point to ensure that I am a positive role model who ‘walks the talk’ and to facilitate their internalising of this core value. Over time, it was observed that my men were more self-motivated and strived to become more competent. At the higher level, I observed the same dynamics at work. My Divisional Commander, BG Lam, believed strongly in a culture of fitness. He held the belief that physical fitness activities can bond people and build their character. To instil this culture of fitness within the organisation, events such as â€Å"Olympics Challenge†, Friendship runs, Frisbee and cycling were organised. As a leader who ‘walks the talk’, he would personally conduct physical training for the division on Mondays and for all NS units during their In Camp Training. On Wednesdays and Fridays, he would play Frisbee and cycle with his men. Over time, everyone began to appreciate the greater sense of camaraderie, as well as improved fitness levels. These two examples demonstrated that a leader’s actions can influence and impact organisational culture. When the individuals within the organisation are influenced with the organisation’s culture, they become more committed and aligned with the organisation’s shared values and vision. Task 2: State the appointment that you are likely to be posted to after CSC. Analyse and describe key aspects of the leadership context of the appointment that you will face, using the circle from SAF Leadership Framework and concepts you learnt from lesson 6-9. After CSC, I will have the opportunity to command a NS Infantry Battalion (IB). As a NS CO, I am responsible for NSmen who will come under my charge. These NSmen are soldiers who have completed the 2 years of national service and my core responsibility is to ensure that they continue to be competent, and are operationally ready. The foundation and strength of our Army lies in our people, thus my first emphasis would be to understand the composition, values and history of the unit. During the NSmen’s active days, the CO would have made a positive impact to the soldiers and some form of organisational culture would have been formed. As their NS CO, there is a need for me to sincerely understand and analyse the unit’s culture before proposing any change. Even in the implementation of new rules or norms, the process has to be gradual to allow for ease of adjustment. In addition, the SAF 24/7 Leadership Framework will serve as a reference point for me to influence my soldiers towards achieving the unit’s mission and purpose, the desired outcomes and new operating environment (Yin, 2011). Fundamentally, it must be understood the motivation of NSmen will be different from their active days (Chee, 2012). However, I believe our core SAF values will be the binding factor in a unit of diverse personalities. In managing such diversity, I foresee having to apply direct leadership. Specifically, during their ICT, the adoption of direct leadership methodology such as â€Å"Meet The People† sessions is important in providing an open communication channel, which will allow the NSmen to raise their concerns and for me to respond appropriately. In order to facilitate such communication effectively, it is paramount to bring on board my key appointment holders such as the Principal Staff Officers and OCs. In situations, such as mobilisation exercises, there will be a need to exercise organisational level leadership. Besides having to empower my commanders, there has to be a focus on addressing complex policies such as NS training requirements. Through the application of different leadership levels, and communicating the unit’s mission, purpose and values to every stakeholder, it will provide the platform to achieving SAF’s mission. Task 3: Identify and explain the key leadership requirements for this appointment. First, with the SAF 24/7 Leadership Framework (Figure 1), I understood the theoretical basis of having to possess the ‘right’ values, so as to guide my actions. My values should, and need to be aligned with the organisation’s values; in order for me to convey SAF’s vision effectively through my speech and actions. With this self-awareness, I understand that my actions can either positively or negatively influence my followers’ behaviours. Second, I have learnt from LLC lecture 5 that appropriate leadership style is dependent on situations. This is because the adoption of different leadership styles will allow for more effective addressing of the issues faced by my subordinates. As a Battalion Commander, I need to change my leadership styles according to the competency, motivational and commitment levels of the staff under my charge. A/P Chan also highlighted that a leader should possess a â€Å"full repertoire of styles 6† to suit different situations. As I build upon this new understanding of a spectrum of leadership styles, it is essential for me to exercise flexibility and adjust my leadership style accordingly. Third, prior to attending CSC, I was introduced to the Leadership, Management and Command Model (LMC) when I read the SAF Pointer Monograph â€Å"Called to Lead†. Then, I saw LMC as three separate skill sets that a leader ought to possess, and that a leader cannot be effective in all 3 domains. After attending the LLC lectures (1 to 5), I gained a more thorough understanding of the 3 domains that are intertwined. I gained the insight that I cannot afford to exercise my role as Leader, Manager, and Commander (in the position of a Battalion Commander) independently of each other. Instead, I have to work on exercising all three domains simultaneously. This relationship is illustrated in Figure 2. The LMC model provides a clear conceptual tool to analyse and formulate my command and leadership strategy accordingly. In the scenario where my subordinates are already doing a good job in administration and resource management, I can then devote more time and effort in motivating and inspiring my team. Task 4: My leadership strengths and weaknesses. How do I intend to deal with my weakness. As an SAF personnel who has been deployed into various appointments and also through the feedback channels available in this course, I understand that my strengths lie in the ability to employ values-based leadership, and interpersonal effectiveness. In leading my staff, I consciously endeavour to treat every man fairly and respectfully. Also, I ensure that my actions are guided by sound moral principles, and be willing to take responsibility for my actions. For my commitment to employ values-based leadership, I am well-regarded by my superiors and subordinates Possessing interpersonal effectiveness is another strength of mine that would help to establish and maintain good relationships in the workplace. In order for the SAF to excel in its mission of national defence effectively, it is essential that a strong rapport is established between colleagues with different job functionalities. The strong bonds and cordial relations would help the big SAF family to support to one another through challenging times. To enhance my effectiveness as a leader, it would be beneficial that I strengthen my skills in the area of communicating to influence, and in exercising style flexibility. When there is a need to share my ideas, the natural instinct would be to convey my thoughts in a direct manner, and assume that they will be accepted wholly by others because my ideas are anchored on logical thinking and research. When this does not happen, I would presume that others are less informed than I am. Upon deeper reflection, I internalised the learning point that it is necessary for me to explain the rationale of my ideas, so as to encourage acceptance by others. Essentially, part of effective leadership is â€Å"†¦ the process of influencing others to achieve a common outcome†[1]. Through the opportunities provided in this course, I would make a conscious attempt to explain the rationale of my ideas to my course-mates. The other area that I could work on is to exercise style flexibility, according to the situation and circumstances. When there is a need to tackle problems, I have the tendency to approach the issue in a rigid manner. As a result, I appear to be stubborn or foolhardy. The lesson on FRLM increased my knowledge of the different leadership styles that a leader could undertake. I would consciously explore utilising transformational leadership instead of relying heavily on transactional leadership. I have requested for my CSC buddy and my course-mates to provide feedback on my progress. REFERENCES SAF Leadership Development Doctrine Directive 2/2004, SAF Leadership Framework dated 26 Jul 2004 SAF Leadership Development Doctrine Directive 3/2004, SAF Leadership Competency Model dated 26 Jul 2004 Chan, K.Y.; Soh, S. Ramaya, R. (2011). Military Leadership in the 21st Century: Science and Practice. 1 [1] Chan Kim-Yin, Star Soh, Regena Ramaya (2011), Military Leadership in the 21st Century: Science and Practice. Cenage Learning, p4.

Tom Clancy Essay -- essays research papers

Tom Clancy, born in Baltimore, Maryland, in 1947, was the son of a mail carrier and a credit employee. He graduated from Loyola College in Baltimore in 1969. After marrying Wanda Thomas, an insurance agency manager, Clancy became an insurance agent. Later, in 1973, he joined the O.F. Bowen Agency in Owings, Maryland. He became an owner there in 1980. Although he was very interested in the military, his poor eyesight made him ineligible for a military career. However, he kept his interest and researched various aspects of the armed forces and military technology. In the late 1970’s he formed ideas for several novels which were later written in the 1980’s. Clancy wrote in his spare time, while still working to raise a family. In 1984 the Naval Institute Press, a noncommercial publisher, published his first novel, The Hunt for Red October. This book was noticed by President Reagan, who praised the book and helped boost it to bestseller lists. Clancy continued to use plots based on political issues of the world. All of his novels were on bestseller lists. Clear and Present Danger sold more copies than any other novel that was published in the 1980’s. Clancy has been called the creator of the "techno-thriller" genre. He uses extremely detailed descriptions of military technology and weapons to create realism. Occasionally, his descriptions, which were derived from declassified information and interviews, were so accurate that military officials disapproved of...