Philip Crosby Essay

Philip Crosby was conceived on June eighteenth, 1926. He was an effective specialist and an acclaimed creator who added such a great amount to the act of value the executives and furthermore the administration hypothesis. Philip Crosby began the Zero deformity plan at the organization in Orlando Florida which was the Martin Company. As administrator of Quality control at a program of Pershing Missile, Philip Crosby was authorize with a 25% decrease in the general pace of dismissal and a 30% pace of decrease in the expenses of scrap. Subsequent to working at ITT, Philip opened an administration consultancy firm in 1979 and naming it Philip Crosby Association. His consultancy firm offered quality administration instructive courses at the administrative center in Winter Park, Florida and furthermore at 8 abroad areas. Later in 1979 Philip Crosby distributed his absolute first book dependent on business, Quality is free. This book turned into a moment hit because of the serious issues in the North American Quality.  Through out the 1970s and 80s the makers of North America were losing ground available offer to the results of Japan simply because the nature of the japenese items were greatly improved then the North American Products. The answer to the quality issue by Philip Crosby was the standard of DIRFT (doing it right the first run through). Later he included 4 increasingly basic standards Conformance to neccessities is the genuine importance of value Shirking is the structure of value Zero deformities is the standard of execution The expense of nonconformance is the size of value (SkyMark, 2007) The suggestion of improving quality by Philip Crosby was a program of fourteen stages. His conviction was that an organization which starts a quality keeping up program will see more sparing as opposed to taking care of the quality program cost. Fourteen Steps to Improve Quality The association is committed to look after quality Make groups who improve quality. Bring every single ranking director from various offices. Assess procedures to choose potential and current issues of value. Assess the cost of low quality Lift the consciousness of value among the entirety of the representatives Make fundamental move to address the issues of value Check quality improvement progress. Make an advisory group to check zero deformities. Show the directors in improving quality Have long stretches of zero imperfections Bolster the laborers to start their own objectives of improving quality Bolster the correspondence among workers with the ranking directors about the boundaries to quality Be comfortable with the exertion of the members Make boards of value Do it once more. Improving quality never stops. The Approach of Philip Crosby augmented as he included new improvement standards. He discusses the 5 unique characteristics of a fruitful organization Ordinarily individuals do things effectively the first run through Change is unsurprising and is utilized as an advantage Development is consistent and valuable New administrations and items rise when required The entirety of the laborers are satisfied to work. (Philip Crosby, 1995) In the methodology of Philip Crosby, the message of Quality Improvement should be spread by making a center of value specialists in the association. He unequivocally stressed on the methodology of top-down, as he imagined that the upper administration is for the most part capable to improve and keep up quality.â The primary point is to show the staff and offer them the quality improving apparatuses and to apply the central standard of Prevention Management in every single part. He Died on August 18, 2001. (Winter Park Public Library) Book reference SkyMark (2007) Philip Crosby: The Fun Uncle of the Quality Revolution. http://www.skymark.com/assets/pioneers/crosby.asp Philip Crosby (1995) Philip Crosby’s Reflections on Quality: 295 Inspirations from the World’s Foremost Quality Guru, Publisher: McGraw-Hill; 1 version Winter Park Public Library, the Philip Crosby Collection. http://www.wppl.org/wphistory/PhilipCrosby/index.html =

Project Procurement Management Essay Example | Topics and Well Written Essays - 750 words

Task Procurement Management - Essay Example A marked Charter approves the Project Team to start deal with the task. Undertaking Schedule gives arranged dates for beginning and finishing exercises and achievements. Task calendar could be an addendum to the undertaking contract or be a piece of the sanction record itself to give a significant level timetable of the venture to the administration and the partners. The Project sanction ought to contain harsh evaluations for the administration to spending plan for the extend or decide to support this task over different activities that are in conflict for the subsidizing. This could likewise be remembered for the sanction archive itself or be a different supporting report as a fenced in area. Cost thing Costs$ Capital expenses Equipment $25,000.00 Programming $106,000.00 Foundation $83,000.00 Establishment $12,000.00 Proficient Services - usage and preparing $200,000.00 Others $53,000.00 All out Capital Costs $479,000.00 First Year Operating Costs Compensations $300,000.00 PC Operational expenses $85,000.00 Contracted Services $200,000.00 Proficient administrations $150,000.00 Others $75,000.00 All out first year operational expenses $810,000.00 All out spending quote $1,289,000.00 References: 1. Task Charter characterized Authority Documentation Contrasting Prince2 and PMBOK http://www.maxwideman.com/papers/looking at/authority.htm 2. What should a task sanction contain A Project Charter format http://www.vita.virginia.gov/ventures/

Womens Roles in Leadership Positions free essay sample

The jobs of ladies have been developing throughout the previous 100 years. Numerous ladies have broken the generalization that a women’s job is to be responsible for the family and have become pioneers in a different backgrounds. Ladies have demonstrated that they can be successful as business and government pioneers. In spite of the fact that there are still sex predispositions that can exist, it is a lot of move undercover then it was 40 years back. Strangely, a portion of the attributes that have been seen as the most essential for authority in jobs of men, those equivalent qualities were seen as negative qualities of ladies in positions of authority. The job of the ladies has been developing for a long time. In times, path before my own, a woman’s job was to be the guardian for her family. In spite of the fact that ladies, many have searched out an instruction, their primary lifetime center to be to help her better half and bring up her kids. We will compose a custom exposition test on Womens Roles in Leadership Positions or then again any comparative theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Numerous ladies despite everything pick this job today, however the fact of the matter is that now they are permitted to pick a particular pathway in life instead of being compelled to complete built up jobs. This difference in women’s jobs has been happening in the United States throughout the previous hundred years. In spite of the fact that this may appear to be an extensive stretch of time, it isn't. At the point when jobs are changed or turned around, this doesn't really imply that everybody in a split second proselytes to the new thoughts and ways of thinking exhibited by a gathering. In many cases, there is a lot of dissent both inside the changing gathering just as those outside of the gathering. In spite of the advanced jobs of ladies in the public arena, ladies despite everything face numerous difficulties in authority positions. There are characteristics that ladies have that appear to assist them with ascending to the top echelon of initiative positions, however there are still predispositions that exist that may restrain ladies from arriving at their objectives. Ladies won the option to cast a ballot in the 1920’s; nonetheless, it wasn’t until the 1960’s that the â€Å"Women’s Movement† started. Conceded women’s jobs had been changing for a long time preceding the Women’s Movement, unmistakably this was not a characteristic development. Numerous individuals, the two people, tested the possibility of a lady as an autonomous, gainful resident. Numerous ladies were fit to be seen and esteemed in an unexpected way, however in light of the fact that a gathering needs to be seen in an unexpected way, doesn't imply that that will occur. This is normally the critical second for most developments ever. A gathering looks for changes that others are unfriendly to witnessing. The women’s development called for basic changes in the jobs of ladies. No longer did ladies need to be viewed as the guardian of the home, they needed to be viewed as autonomous individuals who could settle on significant choices and pick their instructive and expert pathways. Today, in the United States of America, ladies are on an increasingly equivalent balance with men as a rule: regularly by need, where ladies can't finish in the working environment for employments that were one customarily held my men, likewise considering two â€parent working families. Albeit most vocation and expert open doors are available to ladies in this nation, there are as yet significant disparities in the administration places that ladies hold. Among the US populace 25 or more, 34 percent of ladies have gotten a Bachelor’s qualification contrasted and 30 percent of men. Of Graduate degree’s held, ladies overwhelm that bunch with 39 percent of Graduate Degrees being held by men. Versus 21% percent, which are held by men. It would be proper in the wake of review these insights, that one could expect that ladies hold the equivalent, if not more, of the top initiative situations in business and legislative issues, yet this, actually, isn't the situation. Forbes Magazine (2011) made and distributed an examination with an accentuation breakdown on women’s jobs in top initiative positions. Just 6 percent of Fortune 100 CEO’s are ladies †¢ Only 8 percent of innovation new businesses are lead by ladies †¢ Only 9 percent of givers on Wikipedia are ladies †¢ Women represent just a tenth of the democratic influence on the words’ key loan costs †¢ Only 13 percent of the best 100 very rich people overall are ladies †¢ Only 15 percent of senior industry the executives positions have a place with ladies. †¢ Less than 18 percent of Congressional seats are held by ladies. Obviously, this suggests a conversation starter regarding why ladies are as yet not imparting equivalent jobs to men in the top initiative situations in this nation. There are a wide range of purposes behind these measurements. One explanation behind this â€Å"leadership gap† is that ladies just don’t inquire. This thought is investigated by Babcock and Laschever (2007) in the book Women Don’t Ask by Babcock and Laschever. When Babcock addressed many alumni male understudies were encouraging their own course while ladies were assuming the jobs of aides, her senior member expressed, † More men inquire. The ladies just don’t inquire. † It turns out, that ladies are simply almost certain than men to request advancements or raises. This might be because of the realities that a few ladies aren’t mindful they ought to ask and other ladies are dreadful or harming connections. One fascinating point to note is that an authority trademark that is distinguished distinctively in people is animosity. Numerous individuals decidedly characterize hostility as a positive administration quality in men, yet that identical characteristic is seen as negative in a ladies. In this manner, a ladies many sense that being forceful may make more damage than anything else when attempting get a significant level position. Research distributed by Northhouse in his book Leadership, has additionally indicated that ladies are bound to play an inactive job in getting initiative positions. They are progressively hesitant to be decisive in requesting positions, and attempt to get those jobs through connections and opportunity. (p. 357) generally, it is a â€Å"double edged blade for a woman†. There is likewise no inquiry that sexual orientation generalizations despite everything exist. Strangely, these generalizations may create more mischief in the 21st century since they are progressively clandestine and difficult to perceive. The show, Mad Men, shows how ladies were treated in the work environment. The inappropriate behavior and belittlement of ladies was evident and obvious. Ladies were relied upon to fill certain jobs in the work environment and men had no issues straightforwardly communicating their thoughts on women’s jobs. Presently, there is to be no such partition between sexual orientations. Truth be told, sexual orientation segregation is overstepping the law, so no longer would discrimination be able to exist in any work place. In any case, this doesn't imply that these predispositions and sentiments don’t exist. Despite what might be expected, there might be numerous individuals who feel like ladies are not equipped for playing out specific assignments, but since sex segregation is unlawful, these thoughts are not straightforwardly shared, yet that unquestionably doesn’t imply that they don’t exist. In spite of these things, numerous ladies have discovered achievement in the political and work setting. Strikingly, Dominance, animosity and decisiveness are not seen as constructive qualities in ladies pioneers, however these are the characteristics a great many people would relate to the top echelon pioneers of the world, both strategically and monetarily. Anyway, what are a portion of the properties that are seen in effective ladies? Five qualities that best ladies share are: assurance, genius, aspiration, certainty, and the capacity to make a look after connections. An effective lady is resolved to have everything and make things work. At www. Effective Women. com, a visitor author portrays the traits of fruitful women†¦ assurance, cleverness, commitment, desire and certainty. Assurance implies having a key intend to achieve an objective and now permitting anything or anybody to impede that objective. Genuine pioneers realize their best asset is in the hearts and psyches of the individuals they are driving. There’s very little more that causes doubt then a pioneer who professes to have a deep understanding of everything. A decent pioneer must have the option to be clever and discover answers and arrangements rapidly. There is no doubt that aspiration assumes a huge job really taking shape of a fruitful female pioneer. Ladies without aspiration seldom accomplish enormity. Sovereign Elizabeth I surrendered the opportunity at a family (and had her own sister detained) so as to administer England. Susan B. Anthony and numerous different suffragettes gambled being segregated and tossed behind bars so as to spread the message of women’s equity. From the beginning of time, the best ladies have been happy to assume responsibility for their own lives and do whatever was important to arrive at their objectives. Likely the most significant character attribute of a female chief is certainty. Obviously, it is basic for somebody to have the right stuff, however a great many people will contend that certainty is the way to turning into an effective pioneer. Envision attempting to get a gathering to tail somebody who needs self-assurance and shows dread for an undertaking. A pioneer with certainty acts with conclusiveness and enthusiasm, which cause subordinates to feel like they can rely on their pioneer. Another key quality is the capacity to make and keep up fitting proficient connections. Ladies must show enough compassion so their subordinates feel bolstered, however not all that much feeling as to get over engaged with ones collaborators, associates or subordinates. This is the â€Å"make it or break it† quality for some female chiefs. Individuals appear to be progressively aware of the relationship that a ladies has with her subordinates. On the off chance that a lady is viewed as excessively compassionate, these might be viewed as a shortcoming. In the event that a ladies appears to be drained of feeling, individuals may not feel good or like they can â€Å"fit in†. Wome

Functional Family Therapy and Truancy Essay - 275 Words

Functional Family Therapy and Truancy (Research Paper Sample) Content: PROJECT PRESENTATION: FUNCTIONAL FAMILY THERAPY AND TRUANCYA research proposal is an important document as it explains the significance of the research study and whether it should be ratified. A project presentation has a particular audience and a purpose. My presentation will use visual aids such as PowerPoint. The background will be simple and will be consistent throughout the slides to ease reading. The color used will contrast with the background ensuring that it does not distract the audience. The scale used in the slides will be visible to everyone in the room to ensure everything is visible. Firstly, in the oral presentation, I will give a brief overview of the scope of the project. I will mention truancy, the stages of development where it is predominant and its effects on various programs such as FFT (Functionality Family Therapy and Truancy). FFT is a family based program that addresses the behavior of impulsive youth that lack problem solving skills. By bri efly indicating the need to come up with strategies that curb truancy, I will be able to help my audience understand the motivation behind my idea and also prompt them to prepare questions in areas they feel I have not adequately covered.Secondly, I will give sufficient background information based on read literature and statistical findings. By explaining what the FTT is about and what it entails, the audience will appreciate previously enjoyed success and also see some of the challenges that the system has faced since it was established. Nabors et al acknowledges the fact that truancy is pre dominant in children with emotional or behavioral challenges making learning difficult (Nabors et al. 2004). Truancy gives rise to various forms of rule breaking such as engaging in drugs, stealing, physical aggression, criminal acts and early pregnancy. Henry notes that any instance of crime at school not only affects the individuals involved but also disrupts the family set up, the learning process and surrounding community (Henry, 2000). Acknowledgement of such factors will enable the audience to understand the need to conduct my project. What follows is presenting the statement of research problem and goals. The problem statement is whether FFT is effective in reducing truancy among middle school goers. On the other hand, my primary goal is coming up with strategies that significantly curb the rate of absenteeism among middle school goers. These strategies help focus the audienceà ¢Ã¢â€š ¬s attention on the significance of my proposal.Thirdly, I will mention talk about what the project entails and the methods that I will employ in research, data collection, data analysis, and interpretation. Since conducting an actual research on FTT involves an advanced approach, I will focus on two case studies and draw analogies and differences from them relating them to my hypothesis and the pre-set goals. Images of collected data will be clear in the prepared slides. The essenc e of this is that it lays the foundation for other novice researchers to venture comfortably into the study area. The collected data will be analyzed through pattern matching, explanation building and linking information to the propositions made in the research. Fourthly, I will explain the predicted outcomes should everything go to plan and if it nothing does. The FFT has been proven to reduce felonies by 35%, violent behavior by 30%and 21% of misdemeanor recidivism (Mentalhealth.vermont.gov, 2013). However, findings will dictate what proportion of the mentioned percentages apply to middle school and what best strategies can be implemented to reduce truancy. Lastly, my presentation will cover the aspect of t...

Use of Attics in Literature Essay - 4376 Words

The Phenomenology of Space--Attic Memories and Secrets Since Gilbert and Gubars The Madwoman in the Attic, critics have assumed that attics house madwomen. But they use that concept as a metaphor for their thesis, that women writers were isolated and treated with approbation. In most literature, attics are dark, dusty, seldom-visited storage areas, like that of the Tulliver house in The Mill on the Floss--a great attic under the old high-pitched roof, with worm-eaten floors, worm-eaten shelves, and dark rafters festooned with cobwebs--a place thought to be weird and ghostly. Attics do not house humans (not even mad ones) they warehouse artifacts that carry personal and familial history--often a history that has been†¦show more content†¦Attics make us think of history, interesting artifacts, old toys, books, clothes, linens, jewelry, and other treasures—but, most of all, of deep, dark, and significant family secrets. It was in the attic of the house that I grew up in that, as a snooping teenager, I found the packet of letters from my mother to her first husband. Her FIRST husband. I had never dreamed that she had had but one husband--my father. And had I not ferreted out those letters, I probably still would not know. Then, that night, my father took me aside–Im sure at my mothers urging–and confessed that he too had been married and divorced before he met my mother. Whether particular attics hide such secrets hardly matters. What matters is that psychologically we believe that they do. In fact, attics frequently house just the sort of information I unearthed–facts that one is too attached to to throw away, but which one very much wants to remain secret. Before a discussion of attics can begin, it is essential to define what is meant by attic and to distinguish attics from upper rooms. Not all third floor spaces are attics, because many larger houses have and had third floor rooms that were normal living spaces, sometimeshaving bedrooms and sometimes having a huge, finished room used for balls and other parties. Such rooms were furnished, and comfortably habitable. Such is the case with a room that is often cited as an attic that incarcerates a madwoman, the upper room in TheShow MoreRelatedEssay on Shel Silverstein1479 Words   |  6 Pagesof his major collections of works of literature are the critically acclaimed Where the Sidewalk Ends and A Light in the Attic. They have no real historic significance; they were written to entertain. These two books contain some of Silverstein’s most accredited work. Since the books are children’s literature, not many critics have taken the time to review the works. 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Intimate Partner Violence And Domestic Violence - 1728 Words

Introduction Intimate partner violence (IPV) which falls into the category of domestic violence, is an epidemic among individuals in every community affecting twelve million men and women each year. IPV has no discrimination when it comes to characteristics of the victims. Although victims of IPV are predominately female, men are just as capable of becoming victims as well. The term intimate partner violence describes physical, sexual, or psychological harm by a current or former partner (CDC, 2015). Such violence does not always require sexual intimacy and can occur among same-sex or heterosexual couples. Some risk factors for IPV victimization include: previous childhood victimization, low self-esteem, young age, low income, and heavy drug and alcohol use. IPV along with any other domestic violence related incidence, can cause a series of health problems in the victim’s lifetime. Depending on how long the violence occurs, it can higher the risk for heart disease, chronic pain, arthritis, and asthma. Along with those risks, come mental health issues such as anxiety, depression, and post-traumatic stress disorder. The devastating consequences of IPV can cross generations and last a lifetime (Anonymous, 2015). Although these health issues are more long-term effects, some of them are curable. The risk of health issues will always be possible regarding any sort of violence a person is victimized to. There is one specific health issue that individuals and communities are notShow MoreRelatedDomestic Violence : Intimate Partner Violence2915 Words   |  12 Pages Domestic Violence: Intimate Partner Violence Healthy People 2020 Intimate partner abuse describes physical, sexual, and psychological harm by a current or former partner or spouse (Fanslow, McMahon, Saltzman, Shelley, 2002). 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Leadership Assess Leading Change - Groups and Teams

Question: How important is top level leadership in organizations? What are the differences or similarities between top level leadership and leadership in groups and teams? How are group decisions affected by the size and composition of the group? In what ways does change pose special challenges for organizational leaders and what guidelines should they use to implement change? Answer: Introduction A successful organisation stands on the shoulders of the management and the leadership of the business heads. A leader is more than a ruler and head. A true leadership will be able to show direction and guide the followers to take action. Leadership is required in every organisation and every level. Efficient leadership works in a goal oriented manner and manages the subordinated to achieve the highest degree of success. A leader is also a counsellor and mediator. Hence, leadership is crucial to running a well-managed organisation. Importance of Top level Leadership The Leaders are the key human resources that an organisation has. Thus, Companies are not just successful because of their products but also through the Leaders who develop the employees and gives direction to the business. The top level leadership consists of the CEO, directors, and senior managers. It is these people who take the most crucial decisions in a day to day basis and delegate the crucial functions to the subordinates (Arnold, 2012). In a vertical organisation, the command or communication is generated from the top-level leadership and distributed to the lowest ranks through leaders of each level. Thus, the top level leaders are the people who run the business. It is important that only the best talents are recruited for these positions. The top level leaders are experienced and possess the greatest knowledge of organisational functions and dilemmas. The employees look up to the top level leaders for inspiration and often idolises them. An efficient Leader would be cordial, autocratic and build rapport with the individuals at the same time (Aydin Ceylan, 2009). Thus, top-level leadership is important to manage and hold together the organisation. Authority is also essential in obtaining performance or managing conflicts. The top level Leaders are the most suitable person to handle this function (Trapp, 2015). Top level leadership and leadership in groups and teams Leadership is present at all levels and is important in managing performance. While the top level leaders hold the business, it is the group leaders who handle the employees and the subordinates on a first-hand basis. Teamwork is very much essential to achieving the organisational goals. Teams are formed to handle specific projects and leaders are assigned to delegate the tasks and closely monitor the activities. The team leaders then report to the group leaders and the group leaders to the manager of the department and finally the manager's report to the top level leaders (Andersen, 2004). Thus, there is a difference in the functions of the Top level leaders and group or team leaders. The top level leaders take organisational decisions whereas the group leaders take decisions regarding each task they are associated with. Also, the top-level leadership manages issues and conflicts that concern the business in a larger context. The group leaders have less responsibility and manage only the employees. A similarity in the demeanour of the leaders is their leadership style. To achieve great performance and favourable work attitude, the Leaders at all level must ensure authority. The authority should flow with the same vigour and the leaders must sustain their positions (Leonard, 2013). Impact of group size and composition on group decisions A group consists of more than two people. Groups are important to divide the tasks and reduce pressure and complete it in a more organised and structured way. Group size and composition is very crucial to how the group performs, especially in different situations. Firstly while there are fewer chances of conflict and decision can be reached unanimously in a smaller group, it is closed and confined and less scope for innovation and creativity. A larger group would take much longer time to reach a point of unison, yet a lot of different ideas would be generated that will increase the diversity. A diverse group is hence more active and high performing than a confined group. Thus, the group composition should include people of all gender, race, and ethnicity. It is the duty of the leader to maintain and manage the conflict and ensures that the groups work in a cohesive manner to reach the goals (Carey Von Weichs, 2003). Another negative aspect of group decisions is groupthink. A group that is completely reliable on the leader might just follow orders and ideas of the leader or a single person, this limits the innovativeness. Hence, the leader should also manage and reduce groupthink. Managing Change by Organisational Leaders Change is very crucial to organisation success, growth and sustenance. The change could be in the form of Company leadership, its philosophy, acquisitions, downsizing, change of location, etc. Change poses uncertainty and this raises concern among the employees. The employees resist changing that directly concerns them and their positions in the company. Thus, the organisational leaders are the key personnel who need to manage the change initiative. They are the people who handle the organisation and its external affairs, and thus are answerable for all the managerial decisions they have taken. Since, they are ruler and the people towards whom the subordinated look up to, it are essential that they pose a clear vision for the change and communicate it to the employees. The organisational leaders also face criticism, disobedience and resistance when facing change. Hence, it is a very important challenge that the leaders have to face (Levay, 2010). To implement change, the Leaders must follow these guidelines with respect to Kotter's 8 Stage model: Construct a plan and create a sense of urgency among the employees about the need for change. Communicate with the group leaders and build teams and task forces to guide coalition. The strategic vision must be formulated regarding the change and initiatives have to be taken . A voluntary task force must be built who will carry forward the change initiative All the barriers, like internal politics, media glare must be tactfully managed and removed. Short term wins must be celebrated and the employees who are sustenance must be held as great assets. The change must be accelerated with complete authority and finally the organisation should be stabilised after the change is complete. Conclusion Leadership is essential to maintain organisational balance and structure. The Leadership is present at all levels, with responsibilities increasing as one goes higher up. There are differences and similarities between the roles of top-level leaders and group leaders are assessed. Also, the role of group size and composition in decision making is understood. Finally, the requirement of implementing change in the organisation and the guidelines that must be followed by the leaders is assessed. References 1. Andersen, J. (2004). Vicars vs. Managers: Do Vicars Differ From Managers In Terms of Leadership Behaviour?. Journal Of Management, Spirituality Religion, 1(2), 201-223. doi:10.1080/14766080409518556 2. Arnold, F. (2012). What makes great leaders great. New York: McGraw-Hill. 3. Aydin, B., Ceylan, A. (2009). A Research Analysis on Employee Satisfaction in terms of Organizational Culture and Spiritual Leadership. IJBM, 4(3). doi:10.5539/ijbm.v4n3p159 4. Carey, D., Von Weichs, M. (2003). How to run a company. New York: Crown Business. 5. Leonard, H. (2013). The Wiley-Blackwell handbook of the psychology of leadership, change and organizational development. Hoboken, N.J.: Wiley-Blackwell. 6. Levay, C. (2010). Charismatic leadership in resistance to change. The Leadership Quarterly, 21(1), 127-143. doi:10.1016/j.leaqua.2009.10.010 7. RemmeÃÅ' , J. (2008). Leadership, change and responsibility. Oxford: Meyer Meyer Media. 8. Trapp, R. (2015). Successful Organizations Need Leaders At All Levels. Forbes. Retrieved 11 September 2015, from https://www.forbes.com/sites/rogertrapp/2014/03/23/organizations-need-leaders-at-all-levels/