Transformational leadership style of influence

Transformational leadership style of influence ABSTRACT This piece of work will critically evaluate the approaches of transformational leadership, which enhance employee well being. It will delve into the meaning of transformational leadership and the necessary leadership approach or style that can influence employee well- being positively at work, and areas of employee well- being the leadership approach will improve. Also the overall implication that employee well-being has on performance and why it should be a core value in any organisation will be analyzed. INTRODUCTION One of the current approaches to leadership that has been the focus of much research is the transformational approach. Transformational leadership is part of the new leadership paradigm, which gives more attention to the charismatic and effective elements of leadership. The transformational leadership involves an exceptional style of influence that makes employees to perform beyond expectation. And its approach usually incorporates the charismatic and visionary leadership.(Mullins 2007). The leadership approach is the best suitable for campaigning a strategic vision of change or a new work routines. It facilitates feedbacks learning because the leadership is an effective communicator, who can inspire commitment in the employees towards realisation of the firms vision. The employees under this leadership feels secured, a sense of trust is established and feels valued, respected and important hence they are ready to be committed to the organisations goal. The leadership motivates employees to overcome resistance to change since they trust the leadership; all fears of uncertainty are easily eroded. It is obvious that the leadership of where an employee served will go along a way to give value, emotionally to the employee or the reverse maybe the case. The leadership on focus here is one which will affect employee emotions positively and build trust within the relationship because, It is a leadership that value the employee and is mostly concerned in ensuring that the employee succeed in the task or organisation goal set. All businesses seek to be in a good state of well-being, since employee in a perfect emotional, psychological, intellectual and mental state of well-being will successfully perform at a high level and the company will remain efficient and profitable. We will consider some factors or approaches of the transformational leadership that gave it achievement in improving employee well-being. TRANSFORMATIONAL LEADERSHIP In recent years increasing business competitiveness and the need for the most effective use of human resources has resulted in writers on management focusing attention on how leaders revitalise or transform organisations (Laurie Mullins 2007). The transformational leadership uses strategic influences and techniques that empower employees and enhance their self-efficacy and change their values, norms and attitudes, consistent with the vision developed by the leadership which will positively enhance psychological well-being. On the other hand transactional leadership influences employees with the use of power, sanctions, rewards and formal authority to induce followers compliance behaviour (Bass 1985; CongerKanungo 1998) According to (Burns 1978) transformational leadership was defined as a process where leadership (employers) and followers (employees)engage in a mutual process of raising one another to higher levels of morality and motivation. Burns M. J was the first to bring about the concept of transformational leadership to prominence in his extensive research into leadership theories. Effective transformational leaders are those who inspires and According to Whitehead (Mullins,L. 2007) â€Å"the big word now associated with leadership is vision. The ability to see the bigger picture, to take the long-term view. What the ultimate objectives of the organisation are and how people can work together to achieve them..perhaps the most important attribute is that a good leadership inspires people by creating a climate where it is OK for people to make mistakes and learn from them, rather than what happened in the past which was to blame and punish them. Leading from this position, they gain higher level of commitment from their people than mere compliance†. As its name implies transformational leadership is a process that changes and transforms individuals. It is concerned with trust, emotions, values, standards and long term goals and includes assessing followers motives, satisfying their needs and treating them as full human beings. EMPLOYEE WELLBEING There has been many definitions of employee well-being by scholars and related professional bodies. The Chartered Institute of personnel development has defined well-being at work to be â€Å"creating an environment to promote a state of contentment which allows an employee to flourish and achieve at their full potential for the benefit of themselves and their organisation†. (CIPD 2006). The well-being in focus is more than that of physical health of avoiding falling ill or sick. This is as to do with achievement of personal well being that revolves round a number of positive decisions regarding life style, which is different from stress avoidance and not being able to cope. It represents a wider bio-pyscho-social spectrum that includes physical, emotional, mental, and social well-being. It is an initiative to help employee be more proactive at work in order to attain their full potentials-intellectually, mentally and psychologically. Well-being requires the organisation to actively enhance employees to maximise their psychological , intellectual and emotional state of health. The necessary leadership approaches are also of advantage to people at all level both inside and outside the working environment. It modifies the working environment to be highly productive, attractive and corporately responsible place to work. One being an employee will enthusiastically long to always be at work since its an environment that improves one state of mind for productivity, instead of the strictly transactional approach. Every employee prefers that leadership that cares and is ready to help develop you than the type that publicly criticise your flaws. According to Felce and Perry (1995), well-being;â€Å"comprises objective descriptors and subjective evaluations of physical, material, social and emotional well-being together with the extent of personal development and purposeful activity, all weighted by a personal set of values.† This is important because the definition extends the meaning of well-being to a range of different dimensions beyond the conventional health issues which can be stretched further to workplace. Employee wellbeing is an important factor in determining an organisations long term profitability. Many studies show a direct relation between productivity levels and the employee well-being. A happy and healthy employee will be of benefits to the employer since performance will be good, reduction in absenteeism and organisation can achieve the set goals or target. However employer does not necessarily have to focus only on the physical health conditions but more on the mental, psychological and emotional health conditions of employees.(CIPD 2006). To be organisationally effective, employee well-being needs to be part of a regular business dialogue and to be deeply embedded into an organisational leadership culture. And the leadership that has embedded employee well-being in its culture, style and approach is the transformational leadership. Organisational wellbeing involves many things but the most important of it is employees having meaningful and challenging work and having the opportunity to apply their skills and knowledge in effective working relationships (CIPD 2006). TRANSFORMATIONAL LEADERSHIP APPROACH ENHANCING EMPLOYEE WELLBEING. Researchers have critically measured the approaches of transformational leadership through different ways, by interviews, questionnaires with employees in various organisations and it has been observed from the findings that the leadership has employ the following instruments in enhancing employee well-being at work. According to (Bass1998),the transformational leadership motivates employees/followers to do more than is originally expected and the extent of this transformation is measured by the effectiveness on employees performance. EMOTIONAL INTELLIGENCE The ability to perceive, observe, and manage employee emotions will enhance a foundation for social, emotional, and intellectual competencies of well-being, which is necessary for high performance on the job. It is ability that transformational leadership can use to improve productivity and psychological well-being in employees. This could be described as a type of social intelligence that involves a sensitive approach of monitoring and observing employees feelings and emotions, in order to use the observation to assist the employees thinking (mental) and action; that is working pattern for good job performance (Salovey Meyer 1990). According to (Fleishman Harris 1962) leadership with the ability to establish mutual trust, respect and good relationship among employees will achieve great productivity. TRUST Every relationship requires trust to survive, if the employees can trust the leadership under which they work, employees will turn out to be proactive on the job and winning the hearts of employees to any new change, lies in the ability of the leadership to influence which will be easier when there exist trust between the two parties. This is an approach a transformational leadership possessed that allays all fears and any form of suspicion from the employees towards their leadership. Building a good relationship like that of a transformational leadership is what makes it easy for trust to and loyalty to grow and employees embrace any new policy set by management and work without any form of threats or unknown anticipated fear. This invariably gives an employee a stable emotional state of mind to perform better. CHARISMATIC APPROACH Transformational leadership behave in ways that allowed them to serve as role models for employees. (Bass,1985) . The leadership is admired, respected, and trusted. Employees are proud to identify with the leadership and desire to imitate them. The leadership is viewed to be possessing extraordinary abilities, persistence and determination. This style is often a natural behaviour of transformational leadership, whose idealised influence emphasizes on having a collective vision by reassuring employees of the fact that , obstacles can be overcame. This leadership can be trusted to do the right thing and to demonstrate high standards of ethical and moral conduct. Invariably employees have confidence in their leadership. INSPIRATIONAL/ MOTIVATIONAL Transformational leadership behaves in a manner that motivate, inspire and encourage the people working with them by providing meaning and challenge to the employees work. This leadership gets work going by being enthusiastic and optimistic and get employees involved in envisioning attractive future states, by creating clearly communicated expectations that employee needs to meet and also show commitment to goals and shared visions.(Bass. B and Riggio E. 2006). According to (Mullins 2007) its been observed by researchers that, for the past30 years there has been increasing amounts of data to suggest that leadership has a lot more to do with inspiration and visions than with straight forward technical competence. INDIVIDUALISED CONSIDERATION This is a leadership approach that listens, and value an employee, in order to give them a sense of belonging in that the employee feels like an integral part of the organisation (Boorstin 2004) from Bernard Bass . Transformational leadership is leadership felt throughout the organisation. It is obvious that employees perform better when they are respected and valued by the leadership. Obviously this leadership style or approach goes a long way to enhance the psychological well being of employees positively and result to greater excellent performance. Every individual loves to be given consideration, which gives them sense of value, and when given a fair hearing puts the employee in a good shape of mind psychologically and emotionally to obtain an excellent performance on the job. A two- way communication is encouraged where management is near to the employee, (the leadership remembers previous discussions, is aware of individual concerns and sees the individual as a whole person rather than just an employee), Bass Riggio. This type of leadership listens effectively and gives special concern to the emotional developmental needs of their employees. INTELLECTUAL STIMULATION Transformational leadership work on the intellectual strength of the employees by encouraging them to be creative and innovative. Soliciting new approaches for the performance of work and attending to task creatively are encouraged by the leadership. The leadership stimulate employees to view problems as challenge and not as obstacle. This leadership does not openly criticise or embarrass individual employees errors or shortfalls. Employees are encouraged to proactively come up with new ideas to solving problems and are not castigated in anyway, simply because their own ideas may differ from the management ideas. Undoubtedly speaking this approach goes along a way in positively stimulating, energising and productively improving the intellectual wellbeing of any employee. When the mind is at its peak or highest level of productivity, the performance will be unspeakably incredibly excellent and organisations image and reputation is improved, services also will be good and more patronage from customers, leading to more profit. However for the employee an environment where one can be productive enhances intellectual growth and a stable and balance mental well being is achieved. This approach mentally empowers an employee to be self dependent, self reliable, accountable and general self development to becoming an expertise is obtained. COACHING This is an essential style of transformational leadership, one leadership beyond the traditional supervisor or manager that tells someone what to do instead showing them how to do it. Coaching by extension is mentoring someone, influencing people by providing new knowledge and skills required for the task. Work activities dont put smile on peoples face, what brings the smile is leadership that mentored, taught and coached employees to be better persons. Transformational leadership pays special attention to each individual employees needs for achievement and self development by acting as a coach or mentor. Employee individual differences in terms of needs and desires are recognised and are therefore developed to successively higher levels of potential. This approach is more realisable in a supportive environment with new learning opportunities. Bass describes this approach further as a type where the leadership behaviour demonstrates good understanding of individual differences for in stance in a situation where the leadership give some employees more encouragement, some are more empowered, some more firm standards, and others possible more task structure. The leadership coach by task delegation and proper monitoring of it to develop the employee and give direction and assistance where necessary and assess the progress without employee feeling being overly controlled rather appreciate the leadership style of taking time to coach and mentor. EFFECTS OF TRANSFORMATIONAL LEADERSHIP ON EMPLOYEE WELL-BEING TO HIGH PERFORMANCE. Transformational leadership in its leadership style has effectively built trust between employees and management and this usually lead to a smooth and pleasant working relationship that does not give room to suspicion in case of any change in policy or organisational change. Employees trust the leadership and they in turn are committed and loyal to the organisation. The employee is in a perfect emotional state of mind, since there is no fear of unknown or any need to panic. However, the trust sometimes could lead to exploitation since leadership knows that employees so rely on every of their judgement this but its been argued that the integrity of the transformational is to ensure the individual development of the employees. This leadership cares and is concerned about the employees and also inputs the companys value in the minds of employee and constantly reminds them of the vision and goal to the realisation of a high performance. The leadership that gives attention to individual consideration is able to identify each individual strength and weakness and of course will be able to train and develop them without compares but handle them based on each persons capacity (the leadership give some employees more encouragement, some are more empowered, some more firm standards, and others possible more task structure according to their capability and needs). This leadership style improves the employee well-being psychologically since the employee is treated uniquely and not measured by the others standard or ability, it gives an employee sense of acceptance and is uniquely assessed and assisted where necessary. Employee is psychologically, emotionally and intellectually motivated to perform without fear of others is better, here employees are treated as ends and not just means.(Bass and Steidlmeier 1999). The more capable that leadership is able to recognise the personal interests and concerns of individual employee, the very likely leadership will be able to create a team where employee well-being is an integral part of getting the job done.(CIPD 2006 Journal). In a scenario where an employee under performs an emotional intelligent leadership like the transformational leadership is quick to observe that something could be wrong instead of criticising ,that leadership initiate a good relationship by communicating with the employee to know what the problem is. By so doing the employee is mentally, socially and psychologically restored, and of course performance will improve, resulting to organisational profitability. Thus, it is of necessity to reiterate that the well-being of employee goes a great way in affecting performance and in turn the organisations as a whole. The effect of intellectual stimulation on employee well-being cannot be overly emphasized. Employee is allowed to think independently, given room to be creative and allowed to do things in their own unique way which improves employee mental state of well-being. Generally speaking when there are strong relationships like that of a transformational leadership, between employees and line managers to the top managers and management as a whole, levels of well-being are enhanced. The level of performance will also be immeasurably excellent and the organisational goal is realised. One major effect of transformational leadership style is that it perfectly erodes power distance via the leadership style of delegation which gives employee a measure of autonomy to take decisions on the task delegated to be implemented. The leadership style encourages low power distance and create room for accountability and in over all gives opportunity for employees to be self efficient and of course an avenue to learn. Employees are to an extent empowered under this leadership and of course will feel valued and important, this feeling improve employees intellectual and psychological state, a feeling of empowerment and importance is essential for a positive psychological well-being. The leadership foster team work allowing every employee to participate and enhancing good relationship to the realisation of self efficacy and high performance. CONCLUSION The leadership approach has a great effect on employee well-being, because how one is been treated goes a long way in affecting the individual thinking and hence the behaviour. In order words, it is argued that transformational leadership should be a core value for organisations that will embed employee well-being in its culture and style of leadership.(Bass 1998). RECOMMENDATION I strongly recommend the transformational leadership style to be a core value to organisations in the embedding of employee well-being, based on my findings that it is the type of leadership that motivate, inspire, stimulate, and mentor employee to a mental, emotional balance and good psychological state of well-being, which will ultimately lead to a high excellent performance of employee productivity and to the organisations profitability advantage. I perfectly support the transformational leadership style in the embedding of employee well-being and recommend it to the Nigerian banking industry as particularly. However, my judgement is also based on my personal experience with my manager who has no single traits of transformational leadership in her approach, my manager was the type that does not have any relationship with the team, i was in the marketing team in the bank at that time, she does not listen to individual needs or concern, she announces and criticise the team errors, even individual weak point and it was always a sad moment at work because of her attitude, she was seen has a bully. When I changed job and joined stanbic bank, it was a different ball game altogether because the stanbic leadership style was very different, since the transformational leadership approach was a core value being an international bank. The transformational leadership style positively affected my intellectual, psychological, and emotional well-being, to the fact that i performed better and even got promoted. I will at anytime vote and argue in support of this leadership style because have been through it has an employee and i know how a good leadership can enhance employee well-being.

Organising a Discursive Essay about Car Use Essay

An argumentative essay opens with a boldly expressed point of view and then the rest of the essay presents arguments (examples, proof or logic) to support that point of view. Normally, it refers to opposing arguments but demonstrates that these are weak or even false. (Look at this essay about zoos for an example.) A discursive essay presents both sides of the issue in a more balanced way. In the end, however, it normally reaches a conclusion; in other words, the writer states what s/he thinks. The following is an example of how a discursive essay on handguns might be structured: Introduction : The issue of handgun ownership A. Some people believe individuals should not own handguns B. Others believe ownership is an important personal right Disadvantages of handgun ownership – Both adults and children can have accidents – People can use guns for crimes Advantages of handgun ownership + People can protect themselves from intruders + People can use guns for recreational purposes (e.g. target practice at gun clubs) Conclusion (a summary & evaluation of arguments above) = Problems of accidents and crime make gun ownership difficult to accept = Gun ownership should not be allowed in the interest of a better society Your task in this assignment is to write a discursive essay about the advantages and disadvantages of car use. You will be given the various arguments both in favour of, and against, car use. Your first task will be to organise these arguments. TASK 1 Read the following notes. Identify all the points in favour of car use and mark them with the symbol à ¼ . Identify all the points against car use and mark them with the symbol à » . Not restricted by schedules as you are with public transport Comfortable (spacious, cool, radio/CD etc.) They cause air pollution (e.g. exhaust emissions contribute to global warming) Roads deface the natural landscape and destroy/disturb wildlife habitats Fast, less time-consuming than public transport Car parks take up valuable space in city centres (could be used for public gardens instead?) Fairly cheap to run? Car accidents result in many deaths and injuries Modern fuels are lead-free and getting â€Å"cleaner† Traffic jams lead to stress and â€Å"road rage† (angry drivers attacking others) Car use contributes to a faster, less natural pace of life that often results in high blood pressure and heart disease TASK 2 Now that you have sorted your points into two groups, you will be able to divide the body of your essay into two sections: advantages and disadvantages (or possibly the other way round). However, each of these two sections still needs to be divided further – into topics. Each topic will then become a paragraph in the essay. Take the advantages above and arrange them under the topic headings of â€Å"Convenient† and â€Å"Efficient†. Take the disadvantages and arrange them under the topic headings of â€Å"Bad for the environment†, â€Å"Dangerous† and â€Å"Stressful†. TASK 3 A well-made paragraph usually starts with a topic sentence. This contains the main idea or argument of the paragraph. It is followed by a few illustrations or examples that support it. In the case of your essay on car use, the topic sentences in the body of the essay will cover the points in TASK 2 (above). Write topic sentences based on each of the headings in Task 2 (i.e. â€Å"Convenient†, â€Å"Efficient† etc.). Here is an example: Cars are extremely popular because they are so convenient. Do not be satisfied with the first thing you write. Rewrite it; share it with a classmate or your teacher; aim for a more effective sentence. TASK 4 The structure of your essay is going to be as follows: Paragraph 1 (INTRODUCTION) Paragraph 2 (Convenient †¦) à ¼ Paragraph 3 (Efficient †¦) à ¼ Paragraph 4 (Bad for the environment †¦) à » Paragraph 5 (Dangerous †¦) à » Paragraph 6 (Stressful †¦) à » Paragraph 7 (CONCLUSION) Unless, of course, you decide to deal with the disadvantages first †¦ You still need to plan an introduction. Basically, this will state that there are both advantages and disadvantages to car use. However, it will sound rather weak if you simply write: â€Å"There are both advantages and disadvantages to car use†. It will make a stronger impact if you start with a bold or surprising statement, or perhaps a striking statistic. For example: We have become extremely dependent on cars: there were 580 million worldwide in 1990 and it is estimated that this figure will grow to 816 million by 2010. You can follow this with a summary of the main arguments contained in the body of the essay. You should present these in the order they will appear later. Continue this opening paragraph by adding sentences from the jumbled list below. Present them in the same order as the plan above. We have become extremely dependent on cars: there were 580 million worldwide in 1990 and it  is estimated that this figure will grow to 816 million by 2010. Thirdly, some people argue that they contribute to the frantic, unhealthy pace of modern life. On the other hand, there are powerful arguments against car use. Firstly, they damage the environment. Clearly cars are so popular because they are both convenient and efficient. Secondly, they kill and maim large numbers of people. TASK 5 Let us save the conclusion for later. (Basically, it will sum up the main arguments again and evaluate them – in other words, you will say whether you think car use should be limited or even banned.) First, you will try to write the body paragraphs – paragraphs 2-6 in the plan above. Each paragraph already has a topic sentence. The challenge now is to support it with illustrations or examples. For example (paragraph 2): Cars are extremely popular because they are so convenient. They allow us far more freedom than public transport which is often unreliable, slow or even unavailable. Given a choice between walking in the rain to join a bus queue or stepping straight into a car and driving directly to one’s destination, who would prefer the latter? Furthermore, cars are more comfortable than buses or trains since they are less cramped and have luxuries such as an air-conditioner and a sound system. Now use the points below to complete paragraphs 3-6. (Start each sentence with your topic sentence from TASK 3.) Fast, less time-consuming than public transport  Fairly cheap to run, especially if you use a small model  Modern fuels are lead-free and do not cause a lot of pollution They cause air pollution (exhaust emissions contribute to global warming and health problems such as asthma) Roads spoil the natural landscape and disturb wildlife habitats Car parks take up valuable space in cities that could otherwise be used for recreation Car accidents result in many deaths and injuries (e.g. approx. 125,000 people were killed in road crashes in the  OECD’s 29 member countries in 1999, enough to fill 300 jumbo jets) Traffic jams lead to stress and â€Å"road rage† (angry drivers attacking others) Car use contributes to a faster, less natural pace of life that often results in high blood pressure and heart disease You do not need to change the language much. However, you certainly will need to use some linking words/phrases, such as the following: For example, †¦ For instance, †¦ †¦ also †¦ In addition, †¦ Furthermore, †¦ What is more, †¦ Another argument against car use is that †¦ Another disadvantage of car use is that †¦ Similarly, †¦ TASK 6 Finally, you need a conclusion. Avoid a weak â€Å"sitting on the fence† conclusion such as this: â€Å"There are some strong points both for and against car use and it all depends on what your opinion is.† Instead you should sum up the arguments you have already covered and state whether, on balance, you think the advantages outweigh the disadvantages or vice-versa. It may be effective to present the arguments in reverse order this time. For example: In conclusion, car ownership has several negative effects, including stress, road accidents and destruction of the natural environment. Nevertheless, we have become very dependent on cars because of the comfort and freedom they offer. A total ban seems out of the question, but for the sake of our own health and the health of the planet, we must aim to reduce car use – for example, by improving public transport systems and introducing car pooling schemes. TASK 7 Now try a discursive essay on a different topic. You could try the one about handguns (see notes above). Other possible topics include: Computer use by children Television viewing School uniforms You may have a better idea yourself, but please check it first with your teacher. Whichever topic you choose, you will need to do some research first and then draw up an essay plan. Without a plan, you will almost certainly produce a disorganised, ineffective essay!

Tezuka Osamu - Biography of Anime and Manga Artist

Depending on where you look or whos talking, youll see Tezuka referred to as the God, Father, Godfather, Grandfather, Emperor and/or King of both manga and anime. (Manga and anime, then - remember those two types of art.) Whichever of these titles you wish to give the man, it is wholly deserved. He didnt merely change the future of manga and create anime as we know it, he worked ceaselessly. Over the course of his career, Tezuka created and wrote more than 700 manga series containing an estimated 170,000 pages of drawings, and another 200,000 pages of anime storyboards and scripts. Date and Place of Birth: November 3, 1928, Toyonaka, Osaka Prefecture, Japan Early Life: The eldest of three children, Osamu was born into a family of doctors, lawyers, and military men. His father was an engineer, but had drawn manga prior to marriage, kept a large library of manga and bought a movie projector that would introduce Osamu to two major artistic influences: the animators Walt Disney and Max Fleischer. According to family accounts, his parents were strict disciplinarians but also supportive and encouraging of their childrens interests. When young Osamu showed an affinity for drawing, they kept him supplied with sketchbooks. His parents were also forward-thinking and, as a result, Osamu attended a progressive school where classes were co-ed. He was a bright student who excelled in composition and won popularity with his classmates for his manga sketches and picture cards (which they circulated amongst themselves). When he was nine, Osamu used his drawing and newly-formed writing skills to produce his first multi-page manga. By age eleven, he was wearing his trademark black-rimmed glasses and had solidified a lifelong interest in insects. He also began using the pen name Osamushi, a play on words between his name and an insects. Dr. Tezuka: Despite many other activities (acting and playing the piano, for two examples) he pursued through school and beyond, Tezuka continued to draw. After nearly losing both arms to an infection as a teenager, though, he decided to also study medicine. Due to a severe shortage of doctors in occupied Japan, Tezuka, then 17, was admitted to the medical school of Osaka University in 1945. He was qualified to practice medicine by 1952 and successfully defended his doctoral thesis in 1961. These were noble goals and testify to his keen intelligence. Tezukas heart, however, was more given to visual art than it was to science. The Making of a Manga-ka: Shortly after entering medical school Tezuka sold his first comic strip, a four-panel serial called Diary of Ma-chan to an Osaka childrens newspaper. Though it appeared in limited circulation, the strip proved popular enough to generate publisher interest in the artist. In short order, he sold the manga The New Treasure Island, the first in a long line of his adaptations from Western literature. Treasure Island made Tezuka nationally famous and proved to be the tipping point in his career. Even while completing medical school, he published manga at a furious clip, graduating to larger newspapers and reader numbers. From 1950 until his death, Tezuka worked non-stop. It seemed natural to him to transition his manga characters into the animation he so loved, and thus a genre was born. Even he could not have foreseen that his Astro Boy would take anime global and offer Tezuka international fame. Ever the workaholic, he produced nearly 500 anime episodes -- and this while continuing to conceive, write and draw volumes of some 700 different manga titles. Tezukas enduring impact on Japanese popular culture - indeed, on world popular culture - is nearly impossible to overstate. He was truly an exceptionally influential artist. Best Known for Today: Introducing the big-eyed characters that are omnipresent in anime and manga (his influences: Bambi and Betty Boop).Incorporating cinematic action into manga, which had been a static art form prior to Tezukas handling.Popularizing manga in Post-war Japan.Creating anime. (Two short words that now represent a multi-billion dollar global industry. Yearly.)Influencing new generations of manga-ka and animators.Making becoming a manga-ka or animator as lofty a goal as, say, becoming a physician. Perhaps even more lofty as goals and, thanks to Tezuka, highly respected and financially rewarding ones. Important Works: Jungle Taitei (Jungle Emperor), 1950-54. Later released as the animated series Kimba the White Lion in the U.S.Tetsuwan ATOM (Astro Boy), 1952-68Ribon no Kishi (Princess Knight), 1953-56Hi no Tori (The Phoenix), 1956-89. Tezukas personal favorite and the series he worked on continuously from its inception until his death.Black Jack, 1973-83Buddha, 1974-84The Stories of Three Adolfs, 1983-85 See pictures of Tezuka Osamus work in the Special Exhibition Gallery Tezuka: The Marvel of Manga. Date and Place of Death: February 9, 1989, Tokyo, Japan; of stomach cancer. His posthumous Buddhist name is Hakugeiin Denkakuenju Shodaikoji. How to Pronounce Tezuka Osamu: tezz ·oo ·kah oss ·ah ·moo (Note: This is the Japanese styling, family name first and given name second. If youd prefer to say the artists name Western-style, simply switch the order of the two words.) Quotes From Tezuka Osamu: I felt [after the war] that existing comics were limiting. Most were drawn as if seated in an audience viewing from a stage, where the actors emerge from the wings and interact. This made it impossible to create dramatic or psychological effects, so I began to use cinematic techniques. French and German movies that I had seen as a schoolboy became my model. I experimented with close-ups and different angles, and instead of using only one frame for an action scene or the climax (as was customary), I made a point of depicting a movement or facial expression with many frames, even many pages. The result was a super-long comic that ran to 500, 600, even 1,000 pages. I also believed that comics were capable of more than just making people laugh. So in my themes, I incorporated tears, grief, anger, and hate, and I created stories where the ending was not always happy.Manga is virtual. Manga is sentiment. Manga is resistance. Manga is bizarre. Manga is pathos. Manga is destruction. Manga is arrogance. Manga is love. Manga is kitsch. Manga is a sense of wonder. Manga is †¦ there is no conclusion yet.Im begging you, let me work! - reported by both his wife of nearly thirty years, Etsuko and Takayuki Matsutani, president of Mushi Productions (Tezukas studio), to have been the artists last words. Sources and Further Reading Gravett, Paul. Manga: 60 Years of Japanese Comics.New York: Collins Design, 2004.Gresh, Lois; Robert Weinberg The Science of Anime: Mecha-Noids and AI-Super-Bots.New York: Thunders Mouth Press, 2005.Hornyak, Timothy N. Loving the Machine: The Art and Science of Japanese Robots.Tokyo: Kodansha International, 2006.Schodt, Frederik L. Astro Boy Essays: Osamu Tezuka, Mighty Atom, and the Manga/Anime Revolution.Berkeley: Stone Bridge Press, 2007.Schodt, Frederik L. Dreamland Japan: Writings on Modern Manga.Berkeley: Stone Bridge Press, 1996.

Clinical Outcomes And Outcomes Of Alzheimer s Disease...

The empirical paper, on which this critique is based on (Pagan et al., 2016), aimed to assess the safety, pharmacokinetics, clinical outcomes and biomarkers of Nilotinib (a tyrosine kinase inhibitor) in advanced Parkinson’s disease (PD), Parkinson’s disease with dementia (PDD) and dementia with Lewy bodies (DLB). PD Subject selection was based on diagnosis of PD in accordance with the UK Brain Bank Diagnostic Criteria. 12 subjects were assigned to either 150mg (n = 5) or 300mg (n = 7) groups at random and were orally administered Nilotinib daily for 24 weeks with a 12 week follow up. Measurement of exploratory biomarkers were completed at regular intervals, as were motor and non-motor symptoms using the Unified Parkinson’s Disease Rating Scale (UPDRS). The Mini Mental State Examination (MMSE) and Scales for Outcomes in Parkinson’s Disease-Cognition (SCOPA-Cog) were also administered for the measurement of dementia. The authors conclude suggesting improvem ents in symptoms of PD and dementia occurred. The following critique however, will focus solely on PD. Critique Although the study provides valuable information by adding to what is known about the pharmacokinetics, efficacy and safety of Nilotinib in PD, there are some flaws in this research. First, the basis for this study is the assumption that Nilotinib, being a c-ABL inhibitor (Manley et al., 2010), can prevent the build-up of neurotoxic substrates in the brains of PD patients, thus improving symptoms (KaruppagounderShow MoreRelatedLong Term Effects Of Alzheimer s Disease1176 Words   |  5 PagesEffects of Alzheimer’s Disease? A Review of the Literature Dementia, defined by the Alzheimer’s Association, is the overall term for diseases and conditions characterized by a decline in memory or other thinking skills that affects a person’s ability to perform everyday activities. 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