An introduction to search engines and web navigation Essay Example for Free

An introduction to search engines and web navigation Essay To entirely understand the importance, size and the impact that Google to the lives of many people across the world is not an easy task. To come up with a search engine found its way into the lives of millions and even and it has become part of our speech. Most people in the modern days use the term Google as verb which to make a search on the Internet. Google as matter of fact represent the biggest internet search engine in the whole world. It gives to the end user the most relevant and useful information from web pages which are over eight billion. It gets its revenue through online business advertisements. Google has launched many new products and services such as Google earth, android and Gmail. Although Google has grown rapidly and is currently dominating in the industry, it has problems too. It cannot seem to retain it staffs despite all the benefits that Google employees receive such us enjoying five star food and also the best insurance covers. The search engine giant which has held about 90 percent of the total market share for many years is known to have the highest turnover rate, with young staffs leaving for look new opportunities in other companies such as face book as they walk through the door or after spending some time. Google’s successes are not random. They are traced back to many factors which have been cautiously manipulated and managed. The management greatly fosters creativity and innovation .management has been very crucial to the success of the company despite the recent drawback of the senior employees’ turnover. Most of the senior employees have found what they are calling greener pasture such as face book. Just like the rest of the businesses Google has experienced several challenges which are related to management specifically in the human resource department. Face book has been a key poacher of employees who feel the need to shift from Google. Google is not only losing mere junior level employees, but also highly ranked innovative executives. They either go to other technology companies or start up their own companies. ( mark levene ,2013) Despite the fact that face book is far much smaller than Google as far as the employees population is concerned, Google is a giant company compared to Face book. The population factor is favorable as making an impact at Face book would be easier than at Google. It is difficult to work at a company the size of Google and make an impact. It is very hard for Google to maintain the kind of organizational culture and energy they had when they started up. It is also very difficult for Google to maintain all the employees and people they have hired since they started up. It is very important for organizations to develop a learning culture in their undertaking which allow a clear generation and exchange of ideas. It is evident that no company can manage to keep all employees with them forever. They have to move on at some point. However, in a learning organization where ideas are exchanged freely, even if one leaves, those who are left behind could grow his ideas and make it their corporate asset. The best managerial trick in the book is to keep knowledge going round the organization so that it does not leave when the owner At Google, the way of employee ranking is different .Traditionally, the product manager is usually above everyone else including the engineers. The engineers there have the final say on everything and their word is taken into account more than that of anyone else. Designers, operatives and other functions are taken to be inferior. Some move away to companies where they get big job titles that come with the expected regard. For some, they move on after spending quite a considerable amount of time at Google. After spending several years there, they feel the urge to move on and take on new adventures and challenges. Description of the company                  Google Company was founded in the year 1998, and it has developed into a big company since its formation, serving billions of people all over the world. The main headquarters of the company are located in Mountain View, California with the name GooglePlex but it has more than seventy offices in more than forty different countries. Although there are no dual offices which are similar, the visitors expect a few common characteristics (Hamen ,2011). Google company was founded by two fellows; Larry Page and Sergey Brin who met in 1995 at Stanford University, in the USA. By 1996, they had built a search engine that was originally called ‘Back Rub’ that applied links to determine the importance of individual web pages. The company was amalgamated on September 4, 1998 and had its Initial public offering (IPO) in August 19, 2004. Main success for the company has been mainly been led by the organizational culture in hiring practices. They recruit smar t and intelligent employees and mostly favor ability from experience one may have. Google Company offer products that make it rather simple for people to research for things and access them easily, as well as providing web packages for businesses and for the entire web business as well (Scott, 2008). The mission statement of the company is to organize the world’s data and facts and make it universally useful and accessible to everybody. Currently, research has shown that the company’s search engine is used by millions of people worldwide every day. Its vision entails organizing all the data in the world and creating it available and beneficial to everybody (Girard, 2008). This makes it probable for speedy searches and message winding via its mail package by the name Gmail. Their Google Chrome web is also part of the vision as it enables web browser add-ons thus opening up to fresh markets. However, despite all their technological advances and capability, the company is more ’people-centered’, for it recognizes the importance of the human resource in the accomplishment of its dream as well as long and short term aims and objectives in line with its mission. This is marked right from the commencement in the employment phase, where the company depends more on capability and shared aims and vision than experience (Scott, 2008). Employee participation and contribution is the involvement of employees in making of crucial decisions such as those as relating policy, aims or even quality and up to now there is no company could have done it better than Google. The company has taken employee involvement a mark higher by embracing the objectives and key results model in order to develop and prioritize objectives and goals. However, this model greatly involves every employee in key decision making together with implementation, and that what had led to success in recent years up to date. This model comprises: Every employee sets objectives and key results which requires all employees to come up with at least five aims and at least four outcomes from each aim for every three months, Managers and employees then have to commonly reach agreement on the set objectives and key outcomes before any step can be taken further, Evaluation of goals to employee and the management sets an achievement target of between sixty to seventy percent .The last that the model have is Decision on results whereby the management together with these employees, on evaluating the results, agree whether to proceed with these objectives for the unrealized key outcomes, or t o just establish fresh objectives. If those key outcomes are of great significance to the organization, then employees are permitted to continue with them (Girard, 2008, Scott, 2008). This model performs as a roadmap which is very essential in the logic that it keeps workers and everybody otherwise focused and working to attain what they have set out to. This keenly shifts the reliance of achieving the goals of the organization on just the other resources available to the employees, who are the active doers, not forgetting the professional employees that Google has employed. Google not only actively involves employees at the office atmosphere, but also in other leisure activities and interests. This boosts cohesion among groups and all employees as well as enhances team-building and these activities and prototypes are of great significance when it comes to applying their core business tactic (Girard, 2008). Google’s core business involves working on universal and cross-functional schemes at the heart of what they do. The cross-functional teams help to deliver perceptions to top management and managers hence controlling crucial decision-making, and undertaking and reserves on some of the serious investments of Google. This technique is however guided by ten views that the company upholds: Focus on the customer is the primary key and comes before anything else, so it is mainly considered. Google Company focus on offering the best internet search through laborious research and development. The search engine provide fast and effective access to the Internet sources thus being reliable (Frazel, 2009). Creating a web search engine that enables many people to post web links, and the objective is to bring what is of worth and helpful to the users. Not demanding to access information from your desk through developing mobile services to access information from anywhere on any type of device. Another view of the company is to show that you can make money without doing any evil deed. Ensuring that there is always more information out there meaning that Google strives to store more information for the users ( Frazel, 2009). By having many offices all over the world, it ensures that services are offered efficiently and continuously. Guaranteeing that you can be serious even without wearing suit and Google company do so allowing employees to work without having to wear suits. Stretching goals beyond the possible to ensure they get to the even higher levels by stating good is not good enough. Google Company gives a range of outfits that enables businesses of all types to work efficiently and prosper while on and off the web. These plans are the main principles that form the pillar of our own organization and have also empowered entrepreneurs and those who publish all over the world to grow their own business. The marketing and promoting programs, which assort from modest text advertisements to rich media advertisements, aid businesses discover customers, and help those who publish to create cash from their content. Google afford cloud computing products which can help organizations and businesses that save and invest money to be more fruitful (Girard, 2008). For example Google My Business is one of the services which enable customers to reach socialize with other customers across the world Google maps, Google search, and Google maps on their mobile devices without any payment. The company build products that they expect will make the web better and therefore the experience of the customers on the web improved. With merchandises such as Android and Chrome, Google Company want to create it faster and simpler for everyone to do what they want while online. Google Company is also devoted to the open web which will enable people to be involved in numerous projects in order to make it easier for web designers to participate to the online network and move the web onward. However, working hard to generate a web that is well and healthier for the surrounding by applying resources professionally and supporting renewable power. The internet network has advanced extremely since Google Company first appeared on the sight, but single entity that has n ot changed is the confidence in the infinite options of the Internet currently (Frazel, 2009). The management of Google Company is well organized in all terms and this have steadily assisted in its expansion and growth globally. Beginning with the executive officer who is the most crucial person in the company, he has contributed a lot in terms of advising his employees and managing the company. The direct communication system to the employees is done using direct mails to any of the Google Company’s front-runner and facilitated by use of Google Moderator, an invention of employee’s organization tool designed by the engineers in the company (Girard, 2008). The clue behind this innovation was that, when its employees have direct communication to make to the rest of employees in the company, or there are company-wide meetings of Google Company, any question can be answered to the employee. Through Moderator, employees can realize on hand company ideas, proposals, see the collective votes to date, create a new sequence asking for ideas that either come from their th oughts or other users they interact with in the work in an organized   topic, and during Google events or meeting. Through this system, Google company has being able to tap into the many talents of its employees and customers as possible. Company has faced a major problem with employees leaving the company for other companies like Facebook: which has been a key poacher of employees who feel the need to shift from Google. Google is not only losing mere junior level employees, but also highly ranked innovative executives. They either go to other technology companies or start up their own companies. However, top executives leaving Google and joining Facebook has become more like a trend nowadays. One of the key men at Google to leave for Facebook in recent times is Lars Rasmussen, who is the co-founder of Google maps and the Google branch in Sydney. Rasmussen left Google just two months after they had rejected his toy project, an innovation he was keen on introducing, called ‘Google Wave’. Google wave was intended to be a new technology that would boost online and social interactions via the web as well as enhance coordination (Girard 2008). Facebook is far much smaller than Google. In terms of employee population, google is a giant compared to Facebook. Google has25000 employees whereas Facebook 2000 employees. This population factor as noted by Rasmussen was favorable as making an impact at Facebook would be easier than at Google. He notes that it is difficult to work at a company the size of Google and make an impact. The energy and spirit with the Facebook workforce, as he noted, was high. Rasmussen is one of the many senior creative executives to leave Google for greener pastures where their opinions and ideas are taken seriously. Key members of the team that worked with him in the implementation of Google maps, Bret Taylor and Jim Norris, also left the company to join another known as ‘Benchmark Capitals’, where they were given better job titles. At around the same time the two left, another important executive and a third product manager to leave for Facebook Paul Kedrosky was quoted in an email liken ing his new employers to the â€Å"Google of yesterday and the Microsoft of many years ago†. He seemed content at his new workplace especially because the company executives would meet up every occasionally and accord everyone the opportunity to feed on each other’s genius. He applauded at Facebook for achieving better results with just sixty results what others elsewhere could not achieve with six hundred (Girard 2008). It is critical to recognize the fact that it is very hard for Google to maintain the kind of organizational culture and energy they had when they started up. It is also very difficult for Google to maintain all the employees and people they have hired since they started up. This is due to the many factors as well as availability of a wide range of options from other silicon entities like them, which their employees are seizing. This shifting of key important creative talent could be attributed to the changing concepts on how the new generation employees are perceiving work. The 21st generation workforce needs to feel like they ‘work with’ rather than the traditional notion of ‘working for’. The need to be involved in critical decision-making and get their opinions heard and considered is why they might tend to leave companies where employees are given responsibilities rather than taking them up. Collaborating with employees in idea generation and decision ma king processes will make them own up responsibilities and that is enough drive and motivation to work (Snell Bohlander 2013). The employee’s knowledge is no longer the management’s prerogative nor the organization’s but that of the individual employees. It is important for organizations to develop a learning culture in their organizations. This will ensure that ideas are generated and exchanged: from the original conceiver of the thought to the rest of the organization. Rasmussen left at a time when he was working on a new project that would have re-defined online interactions. He walk right out the Google door along with is idea. It is evident that no company can manage to keep all employees with them forever. They have to move on at some point. However, in a learning organization where ideas are exchanged freely, even if one leaves, those who are left behind could grow his ideas and make it their corporate asset. The best managerial trick in the book is to keep knowledge going round the organization so that it does not leave when the owner leaves. It is therefore important to forge co operation with employees so that ideas are generated, nurtured as well as grown (Snell Bohlander 2013). Many employee and top executives have left Google over the years. Below are some pf the reasons as to why they have left: Being anything else other than an engineer meant you were below everyone else. Traditionally, the product manager is usually above everyone else including the engineers. At Google, the case is different. The engineers there have the final say on everything and their word is taken into account more than that of anyone else. Designers, operatives and other functions are taken to be inferior. Some move away to companies where they get big job titles that come with the expected regard. For some, they move on after spending quite a considerable amount of time at Google. After spending several years there, they feel the urge to move on and take on new adventures and challenges. Another factor that made people leave is the feeling of disconnection especially for those in satellite offices. People like Lars Rasmussen and part of the Google wave team located in Australia left because they felt that their views and ideas were not being put into consideration by the head office at Mountain view , California, in the USA. Making a point at Google needed one to make a trip to Mountain View, which is ironical considering the massive technology they are dealing with meant to transmit information. This disconnect made them leave to places where audience is accorded. Others leave Google to go for better offers. With names like Google, Facebook and Microsoft one one’s resume is something incredible. Some will move to places like Facebook, where most of Google’s ex-employees go, because the offer is better plus the boost in resume and credentials for future employment. Lastly, some top executives will leave Google because they feel the entrepreneurial itch. The urge to start up their own enterprises acts as a drive to move away and start their own thing. Good examples are; Ev Williams who founded the social network Twitter, Dennis Crowley who founded Foursquare, Kevin Systrom the founder of Instagram and Ben Silbermann who is the founder of Pintrest. Anna Patterson, a former employee, left to even create a rival business by crating her own search engine(Girard 2013). However, this rate at which employees are defecting to rival companies can be delt with by use of the necessary theories and applying them in operations. The motivation theory of management by objectives (MBO’S) would work at Google. This means that, instead of receiving orders from above, employees will be involved in strategic decision-making especially on operations affecting their daily work. This ensures they are part of formulating goals and objectives, which will in turn drive them towards working to achieve. More innovative employees have a high likelihood of leaving jobs that do not offer them opportunity for strategic input.Employees expect growth and future promotions as well as pay hikes for doing their jobs diligently. Google should provide opportunity for growth and not ignore some ideas, as this is what will make the employee successful in his /her field. Strategic talent management is an important principle to be able to cater for the needs of the available ski llful workforce so that they can be as productive as possible (Beck, 2004). Lastly, organizational learning should be encouraged and practiced. This not only gives the employees a learning opportunity from the environment, but also from each other. Through this, employees are able to lift and better each other’s ideas with the market in mind hence there will be increased quality of products offered as well as better market reception due to the good reputation of the organization all round. A learning organization will see employees involve themselves in process improvement, setting of objectives and developing a self drive to work towards achieving the set goals and with minimum supervision. Employee turnover will thus reduce due to increased satisfaction (Argyris, 1999). Conclusion                  The culture in an organization is very crucial since it plays a huge role in whether it is healthy and happy environment to work in .In promoting and communicating the organizational culture, their acceptance and acknowledgement, can greatly motivate the work behavior and also the attitudes. For the case of Google, when the interaction of senior and junior employees is good, there will be greater contribution toward the team collaboration and communication and there is encouragement to accomplish the mission or achieve their set objective given by the organization hence enhancing job satisfaction. Despite its unbelievable employee’s turnover rate, Google continue to dominate search. The company, nevertheless, may need to take keen look at its lucrative profit and consider whether they are actually having that a great deal of an effect on employee maintenance. The outstanding adaptation that Google have has made it further ahead of its competitor. G oogle has been able to overcome many challenges which have made it to reign in the broad search kingdom. Its mission statement of is to organize the world’s data and facts and make it universally useful and accessible to everybody. Several researches are underway to determine how it is being used in the whole world daily, these researches are very crucial since they help to improve the quality of their products and service. Recommendation                  Google should encourage employee education. This not only gives the employees a learning opportunity from the environment, but also from each other. Through this, employees are able to lift and better each other’s ideas with the market in mind hence there will be increased quality of products offered as well as better market reception due to the good reputation of the organization all round. A learning organization will see employees involve themselves in process improvement, setting of objectives and developing a self drive to work towards achieving the set goals and with minimum supervision. Employee turnover will thus reduce due to increased satisfaction The motivation theory of management by objectives would work at Google. This means that, instead of receiving orders from above, employees will be involved in strategic decision-making especially on operations affecting their daily work. This ensures they are part of formulating goals and objectives, which will in turn drive them towards working to achieve. Google should offer opportunity for expansion and not disregard some ideas, since this is what will allow the employees to be victorious in their fields. Planned talent management happens to be important standard to have the ability to provide for the requirements of the available competent workforce so as they can be productive Google should create environment which encourage retention via creating more chances for professional development, involvement in decision making. It should forge cooperation with its employees so that ideas are generated, nurtured and some time grown. References Argyris, C. (1999). On organizational learning. Malden, Mass: Blackwell Business. Beck, R. C. R. C. (2004). Motivation: Theories and principles. Upper Saddle River, N.J: Pearson Education. Girard, B. (2008). The Google way: 12 management strategies to revolutionize your business. San Francisco, Calif: No Starch. Snell, S., Bohlander, G. W. (2013). Managing human resources. Mason, Ohio: South-Western. Girard, B. (2008). The Google way: 12 management strategies to revolutionize your business. San Francisco, Calif: No Starch. Frazel, M. (2009). Using Google and Google Tools in the classroom: Grades 5 up. Westminster, CA: Teacher Created Resources. Scott, V. A. (2008). Google. Westport, Conn: Greenwood Press. Levene, M. (2013). An introduction to search engines and web navigation. Hoboken, N.J: Wiley. Source document

The Size Of Nike Company Marketing Essay

The Size Of Nike Company Marketing Essay Introduction Nike Incorporation is the worlds leading sporting goods manufacturer. The company produces the sports goods all-encompassing: clothing, footwear, sports equipment and so on. The company headquartered in Beaverton, Oregon. Nike with its impressive performance impresses its founder; Bill Bowerman once said the sentence: As long as you have a body, you are world athletes, and Nike will continue to develop grow. Before the company became Nike, the original name of the company is Blue Ribbon Sports on January 25, 1964. The company then officially became Nike Inc. on May 30, 1978. Nike has been provided the best products to every athlete around the world. The language of movement is the Nike language. The company committed always to create every chance to show themselves after three years. Nike knows: The best products are only produced by the use of advanced technology. So, by the way, Nike sacrifices much manpower and material resources for the research and development of new products.   Years ago, a lot of high potential athletes and sports teams around the world have been sponsored by Nike. The Swoosh logo and trademarks of Just Do It are highly recognized. Nike Nature of the Business NIKE, Inc. is a worldwide marketing which engaged in development and design for footwear, equipment and accessory products. It is approximately 18,000 retail accounts by sells its products in the United States. Nearly 200 countries are through a combination of independent distributors, licensees and subsidiaries. Although a few of the products are worn for leisure purposes, NIKEs athletic footwear products are still in specific designed for athletic use. All equipments for men, women and children have been designed and created by the company. Either is indoor or outdoor activities, NIKE have a good market shoes or clothes such as tennis, golf, football, volleyball, wrestling, aquatic activities, hiking and others. Active sports apparel like most of these categories are sold by NIKE, for athletically lifestyle inspired apparel. Objective of the Nike Nikes main objective is to build up all athletes of every different of level of ability to their potential with advance the products. Indeed, it is to create job chances for provide value in its shareholders apart from the competition. Besides that, their aim also is to maintain the costs down which driven by the intense competition. By the way, a lot of other companies also operate these low-wage countries within the athletics industry according on cost reason. Because of difficulty due to less developed countries, their ability is easily moved to become economically dependent on the corporations. Strategies of Nike There are four main categories of strategies of Nike to continue develop growth in this along the years. They are financial perspective, customer perspective, internal perspective, and learning growth perspective. Financial Perspective Growth strategy Focus on Emerging Markets (i.e. BRIC) Products in new niche activities New customer segments Productivity strategy Increase Asset Utilization : increase employee by 5% Reduce Operational Cost Customer Perspective Maintain Product Leadership Provide high quality innovative products Improve Customer Relationship and Service Launch 250-300 Nike retail outlets in next three years Improve image Nike Community for welfare manufacturing workers Align incentives of workers Internal Perspective Follow Cost Out strategy Reduce marketing spent 11% of revenue only, focus on local sport heroes Integrate New Segments Markets and their attributes with current processes like customer Improve Innovation Cycle With smarter and more intelligent customer feedback mechanisms through e-channels Implement CSR Expand its alliance with other non-profit organizations to work together Learning Growth Perspective Retain and Train key employees Ensure attrition rate is between 2-3% Improve IT Assets Enhance CRM, e-channel, social media platform Invests 2-2.5% Rev in IT Systems Create a customer centric culture Executive team to provide a strong and visionary leadership Targeting Market Nikes targeting market is for those who like the higher quality sporting goods, especially footwear. Hence, the company put effort on leadership training, creating premium consumer experiences on product innovation and elevated retail presence. Nike also target market for males and females such as their shoes, clothes, and other accessories, especially among 18 and 35 years old. Nike Company has expanded and dominated in the international market. Size of Nike Company The size or range of the Nike Company is increases throughout the years. The total number of employees of Nike Company is about 38000 people around the world. In 2009, the  company  had a net income of around $1.49 billion. They have offices in 45 different countries. Besides that, the number of Nike stores globally is 700 around the world. Types of products sold Nike Company has a wide range of sports equipment. The first products that Nike produce is track running shoes. Besides that, Nike also offers a range of shoes for sports like golf, soccer, basketball, baseball, squash, bicycling, volleyball, cheerleading, hiking and others. Moreover, some manufacture clothes such as running clothes, tennis clothes, basketball clothes, socks, hand groves, skates, hockey, caps, and others more small accessories. http://upload.wikimedia.org/wikipedia/commons/thumb/1/17/Zoom_elite_2.png/220px-Zoom_elite_2.png Nike Pro Core Compression Nike brand, athletic shoes Nike brand, Tennis(Girls shorts) Services Nike Company has a great service which known as NIKEiD. It is a service that allowing customers to customize the products purchased from Nike. It must be through the online purchased. Besides that, The NIKEiD studios give customers have a great personal experience to work with. For iPhone and iPod Touch was released from the NIKEiD App on the iTunes App Store on 14 October 2009 to allow users to search products. Nike PhotoiD service is by taking picture or image with their mobile and sends to Nike so that new software designed will analyze the image, and then based on it designing a shoe. After that, an image of their desired shoe will be received by the customer. Lastly, they can choose to save the image or purchase the new design. Strengths and weaknesses of Nike Strengths Weaknesses Brand recognition High product quality Effective marketing strategy Capacity of innovation Strong distribution chain Strong RD Strong customer relationship Overseas manufacturing dependency Decreasing United States market share High product price compared to Adidas Currency exposure Medium retail presence Competitors Adidas is the major competitor to Nike Company. Adidas is about to launch a new innovative campaign praising the Team Spirit in sports. Any company that produces athletic footwear or athletic apparel is a  competitor  to  Nike such as Puma, Reebok(now is owned by Adidas), Asics, Under Armour, and so on. However, according to graph below, Nike Company is the best sells compete with others. http://cstl.syr.edu/fipse/TabBar/BldCirc/circlgif/fig17.gif Financial Model of Nike Nike Companys revenues had reached at around $9 billion since year 1997. Almost $800 million net income had decrease to $580 million. However, from 48% of market share in US athletic shoes in year 1997 had decrease to 42% in year 2000. Revenue has been affected negatively by an adverse effect of a strong dollar. The management is worried about the rate of growth and operating results. The company would produce more shoes products that Nike had look forward on this recent years. The company had tried to increase its apparel line. To control expense, the company has planned to exert more effort. Revenue growth target in long term is 8% 10%, while earnings growth target is 15%. Financial model used can control the expenses and income wisely and organized. A lot of company had their own financial model to achieve its own best results. Nike Company had a great performance until today is depend on its financial control. Although the company had weaknesses of its financial model, its own strengths still can overcome its weaknesses. Thats why the Nike Company still can stand stable at No.1 world best sales. Recommendation At the end, I suggest that the customers should choose the best quality rather than poor quality. This is because basically the quality will determine the lifespan of a product. In addition, the products of Nike Company had been trusted by the customers over the world. Therefore, choose your best quality partner to live with your daily life is a best decision. Conclusion As a conclusion, Nike Inc. is a main company in competition. It has improving our own financial performance continuously from equipping athletes with the greatest sports equipment around the world. Nike dominates all competitors. Phil Knight and Bill Bowerman never imagined that what degree their $500 investments would yield from year 1962 to 2000. Today, Nike still engages on this principle today. It helps athletes and stakeholders alike to recognize athletic and financial greatness. Lastly, Nike Company will continue develop their product line to become a stronger global brand.

Examining Concepts Of Leadership And Reflection In Nursing Essay

Examining Concepts Of Leadership And Reflection In Nursing Essay Western (2008) says that, the term leadership has different meanings and we will aware of leadership when we see it. By the estimates of Durbin (2000), in academic literature there are 35,000 definitions for leadership (Pye,2005;P.32). According to Stodyill (1974;p.257), there are as many people tried to define the idea of leadership as many definitions of leadership as there are. Hemphil and Coons (1957,p.7) defined leadership as the behaviour of an individual directing the activities of a group toward a shared goal. Clark (2009) says that the change in the definition of leadership occurs according to the person, whom we ask to define the term. Houser and Player (2004) concluded in their study of a dozen nurse leaders as that, the nurse leaders have some common characteristics such as innovative, courageous, visionary, scholarly, resilient, creative, committed, responsive, and thoughtful. Tan (2006) suggests that the concept of leadership as, to influence a person or follower, to do what is critical to achieve societal and organizational goals. Nurses are particularly aware about the necessity of reflective practices among health care professionals (Duffy,2007;Manthey,2001, et al.). Same as that practice of reflective leadership have an equal importance in this profession (Deutsch and Sherwood,2008). Oestreich (2009) says that, reflective leaders must know about, how they are opening paths for clear communication and goal fulfilment, where they are in the progress of their own and organizational goals, and how they connect with others. Great leaders have to walk alone sometimes, such aloneness can facilitate reflection(Drucker,1996,p.9). Qualitative researchers says that , more distant reflection is possible through the observation of the participant. In a nutshell, both the individual leader, more than that the organization benefited by the reflective practices. LEADERSHIP CHARACTERISTICS According to Nanus,B (1985), integrity, passion, and vision are the fundamental characteristics of a good leader. Sociability, integrity, determination, self-confidence,and intelligence are the characteristics belong commonly to leaders (Stodgill,1948,1974). Research among 46 magnet hospitals clearly defined the value of leaders as they are knowledgeable and supportive, enthusiastic and visionary, have expectations and high standards, value professional development and education, demonstrate status and power in the organization, are responsive and visible, are active in professional associations and communicate openly (Mc Clure Hinshaw,2002;Scott et al,1999;Kramer,1990;Mc Clure,Poulin,et al,1983;Kramer Schmalenberg,2005). Murphy and DeBack (1991) identified nurse leader have leadership characteristics such as learning and taking initiative, designing organization structure, mastering change, and managing the dream. LEADERSHIP THEORIES Many leadership theories are useful to nursing (Burns,1985). By Patricia Kelly (2010) the major leadership theories classified in to the following approaches: Behavioural, contemporary, and contingency approaches. BEHAVIOURAL APPROACH In behavioural approach the leadership studies by Kurt Lewin et al.(1930) gave information about three widely existing leadership styles. That are autocratic, democratic, and laissez-faire leadership styles. Autocratic style of leadership the opportunity to make decisions centralized in the leader and the leader has the power to control and command the team members. In democratic style the team members have the authority to take decisions and there is a close inter personal relationship between the leader and the individual team members moreover there is sharing of opinions. By Lewin (1939) laissez-faire leaders postpone decision making and are characterized by freedom of behaviour. In this group the negative points are the low productivity and the feeling of dissatisfaction. CONTEMPORARY APPROACH This approach gave importance to the development of learning organizations and lead the process of transforming change. Charismatic theory, transformational leadership theory, knowledge workers, emotional intelligence, and wheatleys new science of leadership are under this approach (Kelly,P,2010). CONTINGENCY APPROACH In this theory the factors in the environment influences the leaders outcomes. This approaches include the situational theory of Hersey and Blanchard, Feilders contingency theory, path goal theory and the idea of substitutes for leadership Among these theories one theory that has become relevant to nursing is the transformational leadership theory (Burns,1985). Transformational leadership is defined as, One who inspires and empowers everyone with the vision of what could be possible(Hood,2010,p.460). The suggestion by IOM (2003,b) is that,the transformational leadership acts as a safety net for the patients. According to Clark (2009,p.17) transformational leadership and authentic leadership are the two different types of leadership styles significantly important for nurses. THE IMPORTANCE OF REFLECTIVE PRACTICE IN NURSING LEADERSHIP The maintenance of a personal professional profile is important for the attainment of maximum reflection in education and practice after the registration of a practitioner, by UKCC. The regularly recording of daily events and preplanned learning activities as a part of reflective process are the bias of this profile (UKCC,1997). One of the inevitable processes in clinical supervision is the reflection. Moreover, clinical supervision helps the practitioner to up bring the standard of care and thus it support in their practice (UKCC,1996). REFLECTION The concept of reflection is difficult to define (James Clarke,1994;Clarke et al., 1996). John Dewey (1933,p.9) defined the term reflection as active, persistent, and careful consideration of any belief or supposed form of knowledge in the light of the grounds that support it and the further conclusions to which it tends. By Dewey (1933) the application of scientific methods are possible through experimentation and reasoning and there by challenge and test out true beliefs. His studies influenced the educational ideas and work of Schon,D (1983,1987); Boyd Fales (1983); and Boud et al.(1985). According to Boyd Fales (1983) reflection is the process of internal examination and exploration of a concerned issue, by an event, that self clarify and creates meaning and resulted in a different conceptual perspective. In definitions of reflection, most of them support the ideas of intellectual skills and creativity development, self awareness raising, and new knowledge development (Hancoc k,P,1999). By Boud et al. (1985), to becoming a reflective practitioner, one should consider an issue, triggered by an experience, go back through it, and ponder over it and then they will get a new insight about that particular situation. TYPES OF REFLECTION Schon (1987) noticed two types of reflection in his studies. Reflection-on-action and reflection-in-action. He identified that practitioners use reflection, when they met with unique situations, when they may not be able to use previously learned theories or techniques by formal education. By the concept of his reflection-on-action, to develop as a practitioner or person, critical thinking and construction and reconstruction of events are important. On the other hand, by his reflection-in-action, action from a practitioner reshaped due to his thinking while he is doing it and with out disturbing it. SKILLS NECESSARY FOR REFLECTION By Atkins Murphy (1993) the skills such as description, synthesis, evaluation, judgement, critical analysis, and self-awareness are necessary for reflection. Front-runners in nursing have established some models of reflection, significantly those of Schon (1983,1987); Kolb (1984); Boud,Cohen et al.(1993); Boud,Keogh et al.(1985); and Johns (1992). Their levels of explanations are different, while the retrospective phenomenon of reflection has three fundamental processes. That are retrospection, reorientation, and self-evaluation (Quinn,F,M,).DATE MODELS OF REFLECTION à ¢Ã¢â€š ¬Ã‚ ¢ Reflective Practice was introduced by Donald Schon in his book The Reflective Practitioner in 1983.   There are different models of reflection in practice.   In that I would like to discuss about the two models of reflection Gibbs model, 1988 Johns model, 1995.      GIBBS MODEL OF REFLECTION 1988 Gibbs model is a cyclic process of reflection, in that a practitioner describes the experience and must evaluate and analysis of how they were feeling during the experience.   By the evaluation and analysis of the emotions associated with the situation give the practitioner a chance to understand the situation and come to a conclusion of what else could be done, or what other options could have been taken.   Most importantly,in Gibbs model of reflection the final stage is the formulation of action plan, that give an idea about what actions would be taken if the situation happened again (W http://en.wikipedia.org/wiki/Reflective_practice). JOHNS MODEL It is a structured mode of reflection that provides a practitioner with a guide to gain greater understanding.   In this model of reflection, reflection carried out through the act of sharing of emotions with colleague or a mentor and it provides a faster rate of learning than reflection alone.   In order to achieve reflection looking in on ones thoughts and emotions and looking out at the situation experienced are important steps in this model of reflection.   Mainly five patterns of learning are included in to the guided reflection, that are the practitioners analysis about the aesthetic, personal, ethical, empirical, and the reflexive elements experienced through the situation. REASONS TO PREFER JOHNS MODEL OVER GIBBS MODEL I think Johns model of reflection is better than that of Gibbs model because, in Johns model practitioner get an opportunity to share with a colleague or mentor, about their thoughts and emotions of their own and about the situation experienced.   It seems to me that by the sharing of emotions definitely, we will get a clear cut idea about the feelings of the self and about the situation in a faster rate. Looking in and looking out become easier when the structured questions shared between a colleague or an experienced person.   In Gibbs model of reflection, evaluation and analysis of the emotions associated with the situation experienced is important and there is no sharing of ideas or emotions with anybody.   I feel that with out the sharing of emotions reflection occurs in a slower rate.

Aristotles Notion Of Body And Soul Essay -- essays research papers

Aristotele’s Notion of Body and Soul, and My opinion What is Aristotele’s notion of body and soul? According to Aristotle, everything in the world is divided between superior and inferior. Man is superior to the animals, the male to the female, and the soul to the body. â€Å"The soul is more noble than our possesions or our bodies';. Therefore, man should act through his soul, and not through his body. The soul services the greater good. If a man does not act from his soul, and thus lets his body rule the sole, he is not worthy of politics, and is a ‘natural slave’. A natural slave is born to slavery. For him slavery is â€Å"both expedient and right';, because they let the bodily pleasures, wants and lusts overrule rationality. The people who do let the soul rule over the body are in the ‘p...

Snow Goose Overpopulation Essay -- essays research papers

The Overpopulation of the Snow Goose in North America Abstract The purpose of this paper is to explore available research on the overpopulation of the Snow Goose on the North American continent. The snow goose has been rising in population since the middle of the century and has been escalating so much it is destroying their natural habitat. Wildlife managers have just recently begun to implement strategies to combat this problem. Mainly through the use of hunters the managers are trying to curb the population growth. Introduction There are three main species of Snow Goose of primary concern. The Lesser Snow Goose (LSGO) is the must abundant and at the same time most troublesome. Ross’ Goose (ROGO) is very similar to the Lesser and can only be distinguished by close observation. Both the Lesser and the Ross nest in salt marshes along Hudson Bay and then migrate down to the gulf coast states such as Texas and Louisiana. Their populations number in the millions. The third sub species is the Greater Snow Goose. They nest in the same marshes as the others except they migrate down the Atlantic Coast into the Carolinas and that vicinity. All three species have exploded in numbers since the 1950’s. Researchers have done a lot of study on the numbers and the degradation but may need to do more studies on the impact to other species and look for other options to control the populations. Population Trends The numbers of all "light" colored geese has been on the rise since data was first collected. The Lesser Snow Goose (LSGO) has drastically increased in number since data was first taken. Numbers range from around 800,000 in 1969 to as many as 6 million in 1996 (CWS 1999). While the Greater Snow Goose (GSGO) has risen in numbers from a few thousand to almost 500,000 (CWS 1999). This brief article did not provide much insight into actual numbers. Abraham and Jeffries in their report dig deeper and provide more significant and detailed population counts. Their numbers add in the Mid-winter index, which is the number of geese counted during mid-winter and referred to as MWI. Their numbers also have a count for Ross’ Goose (ROGO) which primarily flies with the (LSGO) and is very hard to distinguish (Abraham and Jeffries 1998). They too suggest the LSGO population to be aro... ...s will need to kill over 900,000 geese a year for over a decade to make any kind of dent in the population (Hodge 1999). Some are skeptical that hunters can take that many birds to begin with, let alone the fact that to many that seems like a merciless slaughter of innocent animals. Conclusion It appears that one thing is very clear†¦ there is an overpopulation of Snow Geese on the North American Continent. The situation is almost out of hand and something needs to be done fast. Although there has enough research on the fact that there are simply to many geese there really has not been enough on the impacts to other species, and what is the best way to take care of the problem. Both the US and the Canadian government seem to be on the right path to controlling this problem that humans have created. But more needs to be done. There just simply isn’t enough hunters around to take the proper amount of birds in a sporting manner. Wildlife managers are going to have to step in and take more radical measure to control this before its too late and we have lost all the habitat for the geese and all other habitants of the salt marshes of the Hudson Bay area.

Target Case

Target Corporation Capital Expenditure Target’s Capital Expenditure Committee, consisting of five top level executives responsible for reviewing all large capital project requests, is currently considering 5 projects to add value to the corporation. Their overall goal is to add 100 stores a year, while maintaining a positive brand image and watching budget constraints. If the CEC rejects a proposal there are large financial and emotional sunk costs, due to the long development process.Each project is evaluated in terms of its quantitative, qualitative, and strategic parameters. In calculating the NPV of these projects, Target uses two hurdle rates, 9% and 4% for the store operations and credit-card cash flows respectively, due to the different costs of capital. Funding credit card receivables requires less risk than funding store operations because credit cards do not require many fixed assets and are only issued to individuals with suitable credit history. We have analyzed ea ch project, ranked them according to value(best to worst i. . 1 to 5), and made a recommendation to accept/reject each one. Project: â€Å"The Barn† Rating: #1 Recommendation-Accept Construction of this P04 store allows Target to enter a new market. This investment offers the greatest return, with an NPV which is 128% of the $13 million investment, and an IRR of 16. 4%. By building this store, Target would be vastly increasing its brand awareness in an area that was formerly occupied by its competition.Although the low median income and low percentage of adults with college degrees suggest that the population may not fit the ideal Target guests, the prototype NPV is still attainable with a decrease in predicted sales by 18. 1%. Project: â€Å"Stadium Remodel†-Rating-#2 Recommendation-Accept The renovation of this successful SuperTarget requires an investment of $17 million, and provides an NPV of $15. 7 million(92% of investment) and an IRR of 10. 8%. In recent years the facility has begun to deteriorate; which, coupled with a decrease in sales has begun to tarnish Target’s brand image.If the status quo is maintained, sales will decrease until Target is forced to close this facility; never allowing them to obtain this large NPV, nor the $0. 4 million in tax benefits of depreciable property write-off. The high level of median income($65,931) and percentage of adults with college degrees(42%), indicates that this demographic matches Target’s ideal customer base, moderating the risk of sales falling short of the predicted amount. By renovating this location Target is revamping the shopping experience as well as their brand image. This store could be returned to its former glory with a small investment and low level of risk.Project: â€Å"Gopher Place†-Rating-#3 Recommendation-Accept This construction of a new P04 store in a critical market has an NPV of $16. 8 million, 73% of the initial investment of $23 million, and a favorab le IRR of 12. 3%. The recent population growth in this area has also attracted the attention of Wal-Mart, who plans to open 2 new supercenters in this area, giving them control of 76% of the market. If Target does not invest here, Wal-Mart may gain a stranglehold in this area, making it impossible for Target to invest here at a later date.If Target does invest in this project, Wal-Mart may reconsider opening a second superstore in this area. Furthermore, building this store would help increase the Target brand awareness in the area. Although the percentage of college graduates(12%) amongst this population is lower than desired, the high median income(56,400) and large population growth(27%) should drive up sales at â€Å"Gopher Place†. While high cannibalization of sales(19%) from other Target stores and sensitivity to decreases in sales give this project a lower ranking, the benefits of the NPV, IRR, and strategic importance make this project acceptable.Project: â€Å"Whale n Court†-Rating-#4 Recommendation-Accept Construction of this unique store in the center of a major metropolitan area offers an IRR of 9. 8% and an NPV of $25. 9 million. However, these figures do not consider the scale of a project in which the NPV only accounts for 22% of the $119. 3 million investment. Furthermore, the land for this project must be leased, forcing Target to forego its archetype of purchasing land and forcing the CEC into a quick decision to avoid than missing this rare opportunity. Heavy foot traffic round this store will provide Target with a vast increase in brand visibility and awareness, allowing them to offset the large initial cost with a decrease in advertising budget. Whalen Court will be the flagship store in this established market area, where there are currently 45 Target stores. The large population, coupled with a median income of $48,500 and exceptionally high percentage of college graduates(45%) indicates a perfect community for Target to en ter. Although we recommend the acceptance of this project, the vast initial investment makes this project less attractive than its peers.Project: â€Å"Goldie’s Square†-Rating-#5 Recommendation-Reject While this SuperTarget was to be built in an area of strategic importance its return is not high enough to justify the investment cost. The NPV of $0. 3 million is a meager 1. 26% of the investment cost, and its IRR of 8. 1% is less than the required hurdle rate of 9%. The only reason it maintains a positive NPV is due to predicted credit card sales. 12 Target stores exist in the area, implying a large amount of their sales will be cannibalized from other Target stores.In fact, predicted sales at â€Å"Goldie’s Square† would have to increase by 62. 5% to cover the loss in sales at the other stores and achieve the prototype NPV. In the short run this investment will add to Target’s top line, but in the long run it will become a burden to the corporatio n. Although Target has the necessary funds to invest in each of these projects, we recommend they accept all projects other than â€Å"Goldie’s Square†. The primary goal of the CEC is to choose projects which bring value and growth to the company; while increasing brand awareness and strategic considerations are of secondary importance.This is why the CEC must look past the NPV and IRR and really scrutinize the projects, ensuring resources are allocated to the projects which provide the greatest value to all facets of the corporation. By accepting these four projects and rejecting â€Å"Goldie’s Square† Target will achieve sustainable growth and an increase in corporate value. After the recent lackluster returns, stockholders and analysts will be pleased with Target’s commitment to positive growth and value creation.

Go Ask Alice Book Review Essay

Introduction Go Ask Alice is a 1971 book about the life of a troubled teenage girl. The book continues its claim to be the actual diary of an anonymous teenage girl who became addicted to drugs. Beatrice Sparks is listed as the author of the book by the U.S. Copyright Office. The novel, whose title was taken from a line in the Grace Slick, penned Jefferson Airplane song â€Å"White Rabbit†, â€Å"go ask Alice/when she’s ten feet tall†, is presented as an anti-drug testimonial. The memoirist’s name is never given in the book. Revelations about the book’s origin have been a cause of doubt as to its authenticity and factual accounts, and the publishers have listed it as a work of fiction since at least the mid-late 1980s. Although it is still published under the byline â€Å"Anonymous†, it is largely or wholly the work of its purported editor, Beatrice Sparks. Some of the days and dates referenced in the book put the timeline from 1968 until 1970. Its major themes would be difficulty of communication and problems of adolescent identity. It is written a series of events in the form of multiple diary entries. Summary of Content September 18th- December 25th Alice explains that she bought herself a diary in high spirits, after being asked out by a guy she liked. She believed she finally had beautiful thoughts to shear with herself through writing. Following the next day, he rejects her. Alice is miserably insecure and wonders why people always seem to hurt her feelings. Days go by and her fifteenth passes, and her boredom with life is interrupted only by weight gain and her accompanying self-hatred. She later learns that her father has accepted a teaching position at a different college and the family has to move at the start of the New Year. Over the time Alice’s mother has taken noticed of her irregular eating habits and forces her to eat. She then starts to reject her mother’s care and wonders if she could make herself throw up after eating. As time passes Alice writes that she is mostly herself with her dairy, and fears the loss of her identity trying to fit in with everyone else. Throughout this time she displays a sharp sense of intelligence and awareness of her emotions and recalls many observations as a well as her feelings. She refers to her diary as a person, confiding in it and asking it to help her monitor her weight-loss plan as if it were a close friend. This indeed is one of the major themes in Go Ask Alice. January 1st- July 14th Alice writes about her excitement for the family’s big move, but confides to her diary her fears of not adjusting to life in a new place. After settling in, Alice changes her mind about the house which she first thought was unappealing, but now she sees it as beautiful. As time goes by the rest of the family has adapted well to their new surroundings, but Alice feels like an outsider. She wonders how, in a family of outgoing people, she always manages to feel distant from others. With the passing of time, Alice hasn’t made any friends and has gained weight again. Throughout this time, her approached grows more and more unattractive and she feels like a social outcast and is frustrated with everyone and everything around her. She also talks about her new friend she meets named Greata; who she feels is just as unattractive and awkward as her. Along with Greta, she talks about Beth a Jewish girl who she meets that lives down the block. She finds that she can talk to Beth about anything; after expressing that she and her mother can no longer talk like they use to. She continues to write as he summer has started and plans to spend the summer with her grandparents. While there she is invited to a party where she is introduced to a game which includes randomly dripping LSD in several soda bottles which she becomes the recipient of. After she became aware of the aftermath she happy for the experience but never wants to do drugs again. Throughout this time, she compares her voyage into the new world of drugs to Alice in Wonderland. Alice goes through a series of social changes in with in the first half of the year, and her instability helps explain her curiosity for drugs. She sought refuge in writing but drugs provide an easier access into her fantastic world, where she feels a relationship with people and the things around her. July 20th- September 10th She goes on a date with Bill and experiments with more drugs. She feels like a complete new person, better about herself and she loves going out. While at her grandparents her grandfather had a mini heart attack. She strays away from her friends in the efforts in assisting her grandmother with her grandfather. Later she subsumes to the pressure of her friends and goes out to a party at Bills house where she takes acid. She also loses her virginity to him while on acid; which she expressed it as being another brilliant, freaky way out, part of her drugged adventures. Now, she looks for someone to talk to about drugs but she doesn’t know who to ask. Trying to sort out her many feelings she starts to take sleeping pills which she loves. Drugs makes Alice feel like the person she never was before. Under the influence of speed, she says, she feels like a member of a â€Å"different, improved, perfected species†. What Alice got from the drugs was a sense of being loved for who she really is, by others around her who is on drugs. September 12th-November 22nd Alice in now back home where she meets a friend name Chris and is given a job working with her are a local grocery store. She continues to pop pills whenever she gets tired or hungry. She is then introduced to marijuana and is now using as well as selling it. She then finds herself in what will turn out to be a heart breaking betrayal; when she finds out the truth about Richie’s secret affair with Ted. As time pass, Chris and Alice decides to flee San Francisco and vows to turn Richie in and stays sober with Chris. She gets to San Francisco where she and Chris both find jobs to support themselves. She also matures within this time frame, learning about her sexuality. However, she has not have sex sober yet. Beneath Alice’s psychedelic adventures is her continuing desire to find someone with home she can have the same open, loving relationship she once had with her family. Her shifting emotions concerning her family were the major cause for her departure, yet she longs for them in San Francisco. November 23rd- End of Diary One Alice has now passed through her by trail by fire, and she feels like an adult from the way others treat her as an individual. She declares â€Å"I am somebody: but her real maturation is not from how others respond to her, but from wise reflections on what it means to survivors the troubled times of adolescence. She is not completely ready to accept her past, she wants to repent for her sins, but she also wishes she could push her nightmares in the back of her mind. Alice finally gains enough absolute experience and converse more honestly with other runaways in this section to understand better what has caused her decline. Alice diagnoses her real problem when, happy about her father’s love for her, she wishes she could only love herself. If she could do this, she would care less about rebelling or satisfying her parents and instead focus on her own, separate desires. Throughout this section she develops a belief of Christian redemption on her own when it occurs to her that suffering may have been worthwhile, as she can now understand and be more understanding of people. Her decisions to h help others has deep religious reasons, and she ends the first diary. Diary 2 April 6th-May 21st Alice matures deeply in this section, expanding her sensitivity. Her increasing desire to become a guidance counsel shows. She has now find an identity that will someday suite her, and while she is still in pain at times, she is already getting better at communicating with others and enjoying a life with soberness. She and her parents both now treat each other with respect and concern. Her grandfather dies and she is having a hard time dealing with the situation at this point. More frightening to Alice is her true helplessness inn her flash back episode and the resulting fear that she may lose her mind. May 22nd Updated July Alice writes in her undated diary from a hospital. She is unsure how she has ended up here and can only think of the worms she thinks are eating her alive. She has apparently been biting her fingers down to the bone; she relates this to the death of her grandfather. Alice reveals that an accidental dose of acid is the cause of her breakdown. Her mother and father believe that someone else â€Å"tripped† Alice without her knowing it. she finds out she is being sent to an insane asylum. Her father tells her that when her case was brought before a juvenile court, Jan and another girl testified that Alice had still been on drugs and was selling them. She registers at the State Mental Hospital. She is frightened by the ugly building and by the inmates, whom she feels are different from her. Despite the mental horrors Alice endures, her mind stays somewhat resilient and her diary becomes her true sanctuary. She is sent away to the asylum to get help. July 27th Epilogue Alice tries to pray but feels the words are false and meaningless. She yearns for death. She starts going to school at the Youth Center, which is a relief compared to her room. Life in the asylum is draining her in all ways, as it has already done for Babbie. She listens to other kids in a group therapy session, which she finds helpful. Alice’s mother and father visit. Another visit from Alice’s parents brings a long letter from Joel. Her father reports that Jan has retracted her statement, and they’re trying to get the other girl to do the same, in which case Alice will be let out soon. Alice returns home and is happy to be with her family. At home, Alice is invited to go swimming by Fawn, a â€Å"straight† kid. Alice is insecure around Fawn and her friends, even though they seem to like her. She gives her father a sweater and a poem by her for his birthday. Joel surprises her by showing up and kisses her on the lips in front of her family. Alice is worried about starting school again but feels stronger with the support of her new friends and Joel. She comments that she no longer needs a diary, for she now has people in her life with whom she can communicate. In the epilogue, we are told that Alice died three weeks later of an overdose—whether it was premeditated or accidental remains unclear—and that she was one of thousands of drug deaths that year. Part II Memoir Review Go Ask Alice was originally promoted as nonfiction and was published under the byline â€Å"Anonymous.† However, not long after its publication, Beatrice Sparks, a psychologist, began making media appearances presenting herself as the book’s editor. The memoirist’s name is never revealed in the book. Alice is not the protagonist’s name. A girl named Alice is mentioned briefly in one entry during the diarist’s stay in Coos Bay, Oregon; she is an addict whom the diarist briefly meets on the street. Commentators often refer to the diarist as â€Å"Alice† in error, or for the sake of convenience. In the ABC Movie of the Week film version of Go Ask Alice, broadcast 24 January 1973, the protagonist is named Alice. Go Ask Alice is an honest portrayal of the life of a drug addict. Originally published in 1971, the book provides an empathetic description of one 15-year-old girl’s descent into a life of drugs that still resonates in today’s teen culture. The book’s strength lies in the breadth of the first-person account, from her early days as an innocent youth whose main worries were popularity and image to her life on the street, where the only thing she worried about was where she would get her next fix. It also details her difficult, uphill battle back to sobriety. Another strength of this novel is that it verbalizes feelings that most teens experience. For example, Alice states, â€Å"I don’t need the sleep as much as I need the escape. The one weakness/caution for Go Ask Alice is that the book is graphic in detail. It includes descriptions of her sexual experiences and the sensations of each drug, and her off-balance ramblings while on different drugs. This is not appropriate for young readers. I would direct this book to teens and adults. I think it should be required reading in high schools. Since this is about a teen struggling with addiction and the social pressures of the drug world, it is a real eye-opener to anyone who is already struggling and for those who may be confronted with the option to use. Conclusion This book had many great reviews, and I would agree that this is an outstanding book. In fact, I believe it is one of the best young adult novels I have ever read. There is much speculation over whether the diaries are fictional or true; however, I didn’t feel that affected how I felt after reading it. The accounts in this diary seem so real and well written. Many would argue that a fifteen year old girl couldn’t muster such talented compositions. On the contrary, the late 60’s early 70’s were a very different time. Although parents appeared stricter in this time, it seemed laws and drugs were much freer. It is easy to imagine all of the runaway teens and preteens prostituting themselves, using drugs, and sleeping in parks and on curbs—and most of them didn’t care where they wound up! This isn’t as common today, but it still happens, we just don’t hear as much about it. I think the author of the diary did a great job capturing the positive, beautiful feelings of her experiences with drugs. Similarly, the writer equally described the melancholy and loss of identity associated with drug use. This novel could change lives, if not simply relate to them. Overall, a frightening and well-written account of a young girls’ disheartening story from a regular teenager, to a popular free teenager, to a teenager that must be put back together. Future drug users must ask themself, â€Å"Should I try using?† Well, go ask Alice, and she’ll tell you how to stop from losing your identity as well as sanity. Works Cited â€Å"Go Ask Alice A Real Diary PB N (Paperback) By (author) Anonymous.† The Book Depository. N.p., n.d. Web. 14 Jan. 2013