Compare And Contrast Socrates And Machiavelli - 1419 Words

Socrates vs. Machiavelli: The meaning of truth As philosophers, both Socrates and Niccolo Machiavelli developed theories in response to the warring political environment around them. However, the theories and principles developed by the two philosophers are vastly different in regard to the concept of truth, Socrates would hate Machiavelli’s model prince due to Machiavelli’s manipulative view of truth. While Socrates desired a state that focuses on fundamental truth and ethical decisions, Machiavelli advocated a state led by a pragmatic, logical, and even cruel decision maker. The difference between the two theories is stark, not only would Socrates disagree with Machiavelli’s concept of a prince, he would view the prince with utter†¦show more content†¦Despite being taken to court by the Athenians for allegedly corrupting the youth, Socrates continued his line of questioning at his trial. Socrates stated that he saw himself as the only one seeking to un cover the truth about the government and thus the only voice for reform for Athens. His argument continued, later comparing himself and his truth-seeking campaign to a fly on a horse â€Å"rousing, persuading, reproving every one of you† (Plato 57). Socrates was so devoted to the idea of truth in government, he refused to renounce his beliefs while facing the death and was willing to argue for them while on trial. Socrates’ was willing to defend his ideal of ethics and the truth until his death, however, Niccolo Machiavelli had a starkly different view of the truth and ethics and politics. Machiavelli lived during a time of constant warfare, political upheaval, and regime changes resulting in a flexible and pessimistic view of the truth’s role in society. In the Prince, Machiavelli argues that the idea of truth in the government is only a method to manipulate the unsuspecting public. A leader does not need to be truthful as long as the public believes he is. Politics during Machiavelli’s time was much harsher than that of Socrates and his work reflects his cynical history. While Socrates experienced a major change in his home government during his lifetime, Machiavelli witnessed multiple periods of governmental turmoil.Show MoreRelatedSimilarities Between Machiavelli And Socrates1534 Words   |  7 PagesGovernment 241: Political Philosophy Professor Ives October 13, 2017 The morality which guided Socrates were an end all, be all for him. He did not wish to live without his search for truth. Socrates would see a Machiavellian Prince as self-centered, and void of morals. A Machiavellian prince would not appreciate the way Socrates carried himself and would see him as a challenge to his authority. Socrates would not support a Machiavellian society because most likely he would not be free to philosophizeRead MoreNiccolo Machiavelli And Socrates1768 Words   |  8 Pagesphilosophers. Odds are, Niccolà ² Machiavelli and Socrates are among the five. Growing up in different times with similar abundant political turmoil and uncertainty, Machiavelli and Socrates developed ideas of how to deal with such unrest. On one hand, Machiavelli’s ideas resulted in a work titled The Prince, informing leaders how he believed they should conduct themselves in order to be effective. In Machiavelli’s mind, an effective leader is one that keeps his state unite d. Socrates, however, denounces traditionalRead MoreNiccolo Machiavelli And Plato1890 Words   |  8 PagesNiccolo Machiavelli and Socrates are widely regarded as two of history’s greatest thinkers, both of which had strong, albeit very different, ideas of what it meant for a person, or a ruler, to be good and virtuous. From Socrates’ thoughts and ideas as recorded in the Apology and Crito, it can be concluded that he would not find Machiavelli’s version of â€Å"the Prince† to be the ideal ruler, or preside over a completely prosperous society. Although, Socrates may have disagreed with many of the aspectsRead MoreSchool Leadership Roles And Responsibilities10143 Words   |  41 Pagesis a positive effect on student achievement and behavior. The researcher will compare academic testing data and office referral decline before and after the implementation of the character education program. The data will be analyzed to determine if there was a significant positive effect on student behavior and overall academic achievement due to the implementation of a character education program. The data will compare growth between testing periods in which the c haracter education program was implementedRead MoreContemporary Issues in Management Accounting211377 Words   |  846 Pageswork processes unintelligible. Translated, for example, into piece rates, standard costs, or overhead allocation rules, the underlying logic may be clear to the accounting expert but irrelevant to most employees (van der Veeken and Wouters 2002). By contrast, standard cost information broken down into its constituents for each process step could more easily be used for operational problem solving. (Ahrens and Chapman 2004: 279–80) Internal transparency in performance measurement and control systemsRead MoreDeveloping Management Skills404131 Words   |  1617 PagesPASSWORD-PROTECTED ASSESSMENT WEB SITE If your instructor has signed up for this object, an access-code-protected Web site is available so you can take the Skill Assessments in the book online and receive immediate, real-time feedback on how your scores compare with those of thousands of other students in our PREFACE xix ever-expanding database. (Two assessments in the book—â€Å"Source of Personal Stress† in Chapter 2 and the â€Å"Best-Self Feedback Exercise† in Chapter 10—are not available online.) COURSESMART

insecurity in kenya - 6360 Words

Definition of insecurity in English insecurity Pronunciation: /ËÅ'É ªnsÉ ªÃ‹Ë†kjÉ”Ë rÉ ªti, ËÅ'É ªnsÉ ªÃ‹Ë†kjÊŠÉ™rÉ ªti/ noun (plural insecurities) [mass noun] 1uncertainty or anxiety about oneself; lack of confidence:she had a deep sense of insecurity [count noun]:he’s plagued with insecurities 2the state of being open to danger or threat; lack of protection:growing job insecurity the insecurity of wireless networks Kenyan Politics: An Introduction Postcolonial Kenya has seen a significant amount of development, both politically and economically, since its independence in 1963. Starting with the presidency of Jomo Kenyatta, the nation prospered -- experiencing economic growth of at least 5% for over a decade (Barkan, 2004). The civil service was†¦show more content†¦Each with specific goals and functions, the Swahili phrase Utamishi Kwa Wote (service to all) acts as the guiding motto for officers nationwide (Maina et al, 2004). The Regular Police conduct day-to-day street operations and act as the visible face for all Kenyans to see. The General Service Unit (the main firearm carrying division of the police) takes part in major uprisings and events and is, according to a prominent Kenyan figure in the Kibera Slum, â€Å"feared by nearly everyone† (Anonymous, personal statement, 2010). The Criminal Investigative Department (CID) performs many undercover operations and acts as a very close liaison to the U.S. Emba ssy in Nairobi. The Administrative Police, given the task of securing the borders of Kenya, work in many rural areas on the outskirts of the country, with a larger concentration to the north. Following the 1998 attacks on the U.S. Embassies in Nairobi and Dar es Salaam (Tanzania), the National Security Intelligence Service was created. This unit acts as an intelligence gathering service and does not have any significant face-to-face contact with the Kenyan people. The above divisions of the Kenyan Police Force all face numerous challenges when dealing with crime in Kenya. For one, the base monthly salary of a Kenyan police officer is eleven thousand shillings [roughly 143 USD] (Mukinda, 2010). The mereShow MoreRelatedSustainable Water Management And Food Security Essay1324 Words   |  6 PagesSUSTAINABLE WATER MANAGEMENT AND FOOD SECURITY IN KENYA Introduction With increasing climate change, agriculture which is the backbone of Kenya’s economy has been greatly affected signaling a period of drought in the country. This means that the amount of food produced has decreased significantly over the years. Water and food are not only a basic need, but are also centre-piece of sustainable development and a crucial part of poverty alleviation globally and thus any shortage in these triggersRead MoreKeny Food Secure Or Insecure?1737 Words   |  7 PagesKenya: Food Secure or Insecure? Kenya has an extremely diverse nature to it. On one hand, Kenya has an unemployment rate of 40 percent and 43 percent of the people living in Kenya are impoverished, and on the other hand Kenya has a plateau region that is very fertile and the people in Kenya grow a variety of agriculture products, such as beef, eggs, poultry, coffee, tea, corn, wheat, and sugarcane. Even though Kenya has some fertile land, they have been experiencing a severe drought that continuesRead MoreA Research Study On Reward Management1220 Words   |  5 Pagesis applied so as to influence the willingness of the health sector professionals to enhance their input while maintaining their effort towards attaining organizational goals. Problem Statement In the recent past public hospitals’ professionals in Kenya have participated in strikes meant to agitate for an improvement of their overall compensation system. This has been complicated further by the existing public outcry over the questionable quality and nature of healthcare services offered at the publicRead MoreThe Allocation Of Relief Food1353 Words   |  6 Pagesthe Kenya has been facing severe food insecurity problems. These are depicted by a high proportion of the population having no access to food in the right amounts and quality. Official estimates indicate over 10 million people are food insecure with majority of them living on food relief. Since not every person is able to access the relief food, the government has come up with ways to ensure that is able to curb drought so as to increase the level of farm production and solve food insecurity problemsRead MoreThe Factors That Have Undermined The Existing Initiatives, And Recommendations For Successful De Radicalization1723 Words   |  7 Pagesinfluence individuals to radicalization. Kenya has long been characterized by frequent insecurity concerns ranging from intercommunity conflicts, violence, crime, to terrorism. Consequently, this has always deepened societal insecurities hence deterring the Kenya’s long-term socio-economic growth. The current state of Kenya’s insecurity is jeopardized by radicalization of massive groups of youths in various regions. This paper focuses on de-radicalization in Kenya. The paper assesses the factors thatRead MoreReview Of Kenya s Agricultural And Food Policy Essay1586 Words   |  7 Pagesâ€Å"Food is a basic need and a human right. For effective development of human resources, the basic health, food and nutrition requirements of the people must be met. Investing in people means investing in their health and the removal of their food insecurity.† This is important for any government since hungry and malnourished people cannot be expected to be productive. Unfortunately, this is the reality in Africa and particularly sub-Saharan Africa where recurrent perennial drought has led to massiveRead MoreInter Ethnic Conflict And Ethnic Conflicts1477 Words   |  6 PagesTopic Underlying Causes of Inter-Ethnic Conflict in Samburu County, Kenya Background Inter-ethnic conflict is one of the major problems facing most Kenya community and mostly the nomadic communities. Inter-ethnic conflicts involving pastoralists have become widespread and increasingly severe in the northern region of Kenya. Conflict has often resulted in severe disruption of social and economic development. It has also constrained efforts to reduce or end poverty and sustain basic human rights.Read MoreThe Conflict of the Ethnic Groups1399 Words   |  6 PagesEthnic groups conflict Pastoralist Community Initiative And Development Assistance (PACIDA )highlights the insecurity as a consequence of race for the limited water and pasture in Marsabit area of Kenya (East Africa). Their report of the situation in Marsabit in 2009 indicated that within Marsabit, security has been a major problem. Over the past months in the cause of the year, series of cattle rustling and loss of human lives was quiet frequent, especially in Marsabit. Over range of four monthRead MoreThe Realization Of National Food Security1663 Words   |  7 Pagesobjective in the agricultural sector. A recent research showed that over 10million people are food insecure with majority of these people living on food relief. The government of Kenya with the support of various organizations has worked to ensure that the Kenyans are food secure. In 2008, the Kenyan government launched the Kenya Vision 2030 which was a long-term development blueprint for the country. Its objective ia mainly to create a globally competitive and prosperous country with a high quality ofRead MoreWhat Are The Causes Of Famine In Four Countries764 Words   |  4 PagesFamine in Four Countries Kenya Food and Agriculture Organization (FAO) Faced with devastating, debilitating droughts, Somalia, Nigeria, South Sudan, and Yemen struggle to cope with famine, an obstacle that hinders all people within the nation. In Somalia, over 2.9 million people are at risk because of famine. In Yemen, 18.8 million are in need of assistance, and in South Sudan, over 40% of the population is in need of food urgently, while 100,000 are in imminent danger of death by starvation.

Leadership Qualities Samples for Students †MyAssignmenthelp.com

Question: Discuss about the Leadership Qualities and Skills. Answer: Introduction Leadership is a very important aspect in work life. There has been increasing attention towards the leadership qualities which is sought in the field of work as well as research. The success of work depends on the leader and how it leads people to accomplish the goals. Success in leadership requires leaders to have the appropriate skill set to become a leader and maintain those leadership qualities within itself. A leader should be competent enough to manage people subordinate to him or even the peers to achieve the target. A leader should have an employeeality which is praised and adored by everyone for which the self-perception of a leader is very essential. If a leader is not sure of him then he will not be able to lead and manage successfully. Self-perception of a leader comprises of the factors as what a leader thinks of himself, confidence, abilities and physical appearance and how an employee looks upto himself. The following Reflective Learning Journal focuses on the leadership qualities and mainly the self-assessment of a leader which makes him distinct from the others. The following reflective journal comprises of three main characteristics of leadership quality which are how an employee becomes a leader, Honey and Mumford Learning Style which is related to learning and its outcomes in the process of becoming a leader and the last one is the Andragogical learning experience and its evaluation. The discussion will elaborately analyze these three entities related to leadership. The Leader/ Taking the Lead An employee is always in conflict in his mind about himself. There are many self-doubts inside an employee which restricts him to perform and value himself above others. There is a sense of inferiority which an employee is often prone to which keeps him from doing things which is in his capability (Bolman and Terrence 2017). To assess the potential in an employee it is very important to keep testing the limits. To break these shackles of self-doubt and to do proper self-assessment one can use the tool of Red and Green Negotiation Game. In this game an employee understands the ways and means in which one can interact with himself, interact in a team and assess his capabilities of performing a task by interpreting it and orchestrate an end to it. In this game there comes a situation when an employee has to take the lead and become a leader of the tem which is a tough task filled with responsibilities. An employee often panics in this situation as it has the accountability of him as wel l as the team in context to a task assigned to him (Calancie et al. 2017). Being a team member to do a task is different than leading the team to accomplish a task. It makes an employee more vulnerable to the situation and there exist many variables which need to be taken care of. The moderators of this game have a close eye on the work done by each member which includes the leader and the person who is playing the role of a leader gets scared about the critical analysis of his intelligence and working competence. The leader starts to think that if he is not able to accomplish the task then he may be considered and intellectually inferior and will be rejected (Carpenter 2017). An employee is not always comfortable to address a group of people as whole and a lot of self-doubts creep into the persons mind making him nervous and he comes directly under the purview of public judgement. There is a Boyatzis Self-direct Adult Learning Model which helps an employee to understand the psychology of his self-personality and it also takes out the reasons that why an em ployee feels and thinks that way. If an employee has an acumen to become a leader from the beginning but has not got any exposure in that field this tool can help them to shape their career and help them to grow professionally their entire life (Carter 2017). In order to lead in this game, an employee needs to have a good understating of the process of the game, its aims and rules. One a leader along with his team understands the process of the game then he can move ahead to know the practicalities of the game and how they can work together to complete the task. If the team is collaborative then it gives immense amount of confidence to the leader as it is the first blood in the game. The game will move ahead as the other teams will try to compete with each other and each team leader along with the game moderator will facilitate the points which they have observed (Cunningham 2011). At the end, leaders will be facilitated with the points of strengths and weaknesses which they have shown in the group dynamics, task delegation and establishing a mutual understanding among its team members. The entire exercise is based on the notion of making leaders aware of their self-perception which is a key factor in getting success in the corporate worl d. If the learning agenda of the game is considered, the game exposes leader to the process of facilitation and leading of their team which brings out the leadership qualities and identifies the weaknesses of the leader as well (Darling and Victor 2011). This game tries to remove the negative perception which an employee develops for himself in his mind to ensure that it can be mitigated and get over with to make a successful leader with all its qualities of leadership to help in career building. The Andragogical Learning Experience and Evaluation The Andragogical learning is the science of learning and understanding through a practical approach for adults which they carry it for their entire lives. It is mainly based on the humanistic and self-directed methods of learning which also contains some teachers and facilitators. It is also term as adult education in broader perspective (Delegach et al. 2017, pp 724-740). According to the following reflective learning journal an employee is introduced to the Andragogical learning experience which is different from the pedagogical learning methods which is conventionally used for teaching through blackboards, memorization and recitation of course content and then passing a test. Most people fail in their experience of pedagogical method of learning as the real potential of an employee to succeed in life is neither taught nor tested. People who have experienced the pedagogical method believe that it is a passive learning and the retention of knowledge in that system is very less and l imited to time (Goleman et al. 2002). As there is not practical application of the learning outcomes of the pedagogical method it seems to be irrelevant in the real world. People believe that the real retention capacity of an employee is developed when there is a participatory object in the studies and discussion which keeps the information learned in practice. Teachers find it easy to convey their knowledge with more success if the students have participated in learning which is provided in the Andragogical learning method. They also feel confident in their approach as they have also done the same thing practically when they were learning the content, whereas the case would have been different if there was no element of involvement when they have learned it (Green et al. 2017, pp 486-493).With the changes in learning practices an employee can observe change in his behavior which can ensure development in the teaching methods and even in learning by doing the practices of each information and of the content to be learnt. This would highly raise the confidence of an employee and it would make him believe in himself and his abilities to pursue a successful career as a leader.It can be said that there was a mentality in every person that he can do things on the basis of the knowledge acquired by him through studying and passing the exam which was a pedagogical approach (Johnson 2017). But when the learning pyramid approach is taken into consideration it can be realized that it was the wrong way which was taken in the before practices. To succeed as a leader the Andragogical approach is more appropriate and efficient learning technique which takes the practical way to make things learn in an adult. There is a Kolbs experimental learning cycle which states that every week is a new beginning to the learning experience which can be facilitated through workshops.In this particular approach an employee is exposed to new learning experience in which he learns about the strengths and weaknesses about himself and he can draw conclusions on the basis of the learning outcomes (Jones 1996). An employee can also apply the feedback received from this approach to improve its working capabilities. An employee who starts learning makes mistakes in the beginning but the point is to convert those mistakes into their strengths by learning from those mistakes. If an employee is weak in coordinating a team or he is not capable of managing a team and its members the Andragogical approach can help them to identify the mistakes and the la cunar which they are facing and to mitigate them in real real-time so that a learning process can be accomplished (Kurvitsand Marina 2013). Evaluation of the previous mistakes and their application to improve the performance of an employee can be very instrumental in developing leadership qualities which will be to self-assessment technique.In the beginning an employee will face serious implications as he will be open to public justification but that same problem will develop a sense of confidence in the person if the weak areas are stressed upon (Massagli et al. 2017, pp 154-158). Honey and Mumford Learning Style Another learning style which includes the self-assessment of an employee is honey and Mumford style of learning which is based on the theory of Kolb. These particular learning styles have certain preferences which are activist theorist pragmatist and reflector styles. This learning style is a natural preference of an employee who wants to enhance its personality to become a leader. Using the Honey and Mumford style of learning an employee can become smart as he can understand better learning opportunities (Northouse 2017). Best learning style makes learning very easier more effective and very enjoyable. The basis of this learning style is hit and misses. An employee adopting this style can choose between the hits and the misses which he encounters during the learning process. This learning style also facilitates the expansion of learning bandwidth which is made from the experiences which an employee derives for his own benefit (Sarabdeen2013). The advantages which an employee can acc omplish is that he can become an all-rounder can increase his versatility which is the result of an all-round experience. Some of the environments of learning to which an employee can be exposed to using this learning tool are formal spontaneous planned and informal (Shaw 2008). Using the Honey and Mumford learning method an employee can enhance his skills of learning and processes. Does learning method increases awareness as to how an employee can learn and it also paves the way for the method of self-scrutiny and development. Since the capacity to learn is the Gateway to every success factor this method provides the exact same system of learning with the help of which an employee can develop his character and personality holistically (Shutak et al. 2017).Now coming back to the definitions of the learning styles and their attributes the first style is of the activist. Activist people are those who believe in learning by doing things which day want to learn. They have an open minded approach two words learning in which they do not mind to get their hands and feet dirty if the outcome of which install on something. The activities which are involved in this theory are brainstorming, problem solving, group discussions, puzzles, competitions and role play (Smith 2011).Another style is of the theorist which are more inclined towards learning the theory behind every action. This is style contains concepts models and facts which are relevant to the learning process. The following style contains synthesis of information and drawing logicalconclusions to the things which are learnt. The tools used in this learning style are models, statistics, stories, quotations and background information. The learning style of the pragmatist revolves around to put the information which is learnt into practice. This is style is more concerned about the real world implementations of the knowledge which is acquired (Wang et al. 2017, pp 34-48). This style believes that the Abstract concepts and games which are used for learning are useless if there is no way to put those ideas into implementation. This style advocates experimentation trying new methods techniques and theories to check if they really make a difference. This is style includes case studies discussions problem solving sessions and it needs time to make sure that learning can be applied or not. Reflectors are those who learn buy thinking and observing. They use paired discussions, personality questionnaires, feedback, interviews and coaching to make sure that things are learnt. They also collect data to make their own perspective about the learning outcomes (Wlodkowski et al. 2017).Reflectors approach is used to build up rule s and guidelines with the help of some question as which are related to one's personality or can even be for self-assessment of an employee. The answers or the results of these questionnaires are measured through different perspectives until an appropriate conclusion is not reached. These perceptions and conclusions are used to establish factual experiences which are further used for the development of an employee's personality. Using these styles of learning cumulatively an employee can gain a lot as he can get a holistic idea about personality development in context becoming a leader. Conclusion It can be concluded from the above reflective learning journal that self-assessment in making a leader is the key. Having a successful career in the corporate world requires high level of competence in an employee especially when he has to play the role of a leader. Managing oneself and team a member collectively at the same time requires a certain skill set in an employee which makes him the leader and a distinguished personality from rest of the world. There is a huge requirement for self-assessment and self-proclamation for an employee to become a leader as everyone is filled with lots of doubts and uncertainties about oneself. There is a need of confidence building inside an employee which may be developed through certain learning styles. In the above reflective journal the learning styles of honey and Mumford as discussed in details. It can further be concluded that using Andragogical learning experience and its evaluation in synchronization with other learning styles can make a n employee competent enough to become a leader. As, the need of leadership qualities has increased over the years these learning styles can be very handy for an employee in a comprehensive career development. Thus, it can be said that adult learning techniques play a very important role in shaping up careers of many working professionals in a positive and comprehensive way. It can be established that cognitive learning with the use of practical modes of information gathering is more appropriate than pedagogical methods of learning. References Bolman, Lee G., and Terrence E. Deal.Reframing organizations: Artistry, choice, and leadership. John Wiley Sons, 2017. Calancie, Larissa, Nicole E. Allen, Bryan J. Weiner, Shu Wen Ng, Dianne S. Ward, and Alice Ammerman. "Peer Reviewed: Food Policy Council Self-Assessment Tool: Development, Testing, and Results."Preventing chronic disease14 (2017). Carpenter, Constance. "Mixed Gender High Performance Optimization (HPO) Teams: The Roles of Adult Learning Theories in the Enhancement of Endurance Teams Capabilities." (2017). Carter, Christy S., Lauren B. Solberg, and Laurence M. Solberg. "Applying theories of adult learning in developing online programs in gerontology."Journal of Adult and Continuing Education(2017): 1477971417721718. Cunningham, William G.A Handbook for Educational Leadership Interns. Pearson, 2017. Darling, John R. and Victor L. Heller.. "The Key for Effective Stress Management: Importance of Responsive Leadership in Organizational Development." Organization Development Journal 29 (1):2011 9-26. https://search.proquest.com/docview/862094637?accountid=10382. Delegach, Marianna, RonitKark, Tal Katz-Navon, and Dina Van Dijk. "A focus on commitment: the roles of transformational and transactional leadership and self-regulatory focus in fostering organizational and safety commitment."European Journal of Work and Organizational Psychology26, no. 5 (2017): 724-740. Goleman, Daniel, Richard E Boyatzis and Annie McKee.. Primal leadership: realising the power of emotional intelligence. Boston: 2002 Havard Business School Press. Green, Michael L., Margaret Winkler, Richard Mink, Melissa L. Brannen, Meredith Bone, Tensing Maa, Grace M. Arteaga et al. "Defining leadership competencies for pediatric critical care fellows: Results of a national needs assessment."Medical teacher39, no. 5 (2017): 486-493. Johnson, Craig E.Meeting the ethical challenges of leadership: Casting light or shadow. Sage Publications, 2017. Jones, D. W. . Empowered teams in the classroom can work. The Journal for Quality and Participation, 19(1), 80. 1996 Retrieved from https://search.proquest.com/docview/219169310?accountid=10382 Kurvits, J and Marina Kurvits.. "High School Students Acquisition of Knowledge and Skills through Web-Based Collaboration." The International Journal for Technology in Mathematics Education 20 (3):2013 95-102. https://search.proquest.com/docview/1468589838?accountid=10382. Massagli, Teresa L., Michelle S. Gittler, Mikaela M. Raddatz, and Lawrence R. Robinson. "Does the Physical Medicine and Rehabilitation Self-Assessment Examination for Residents Predict the Chances of Passing the Part 1 Board Certification Examination?."PMR9, no. 2 (2017): 154-158. Northouse, Peter G.Introduction to leadership: Concepts and practice. Sage Publications, 2017. Sarabdeen, Jawahitha.. "Learning Styles and Training Methods." Communications of the IBIMA 2013: 1-9. https://search.proquest.com/docview/1564604121?accountid=10382. Shaw, Scott M. 2008. "Leadership Development and the characteristics/traits of Ethical and Effective Leaders: The Delphi Technique." Order No. 3304140, Capella University. https://search.proquest.com/docview/304831822?accountid=10382. Shutak, Chase W., Dana Irrer, Garrett Jones, Elizabeth Mann, and Emily Borman-Shoap. "The Housestaff Hunt: A Model for Incorporating Adult Learning Theory (Descriptive Abstract)."Academic Pediatrics17, no. 5 (2017): e19. Smith, J. G.. "Abstracting the Concrete, Concretizing the Abstract: Reframing Diversity Education through Experiential Learning Theory." Journal of Diversity Management (Online) 6 (4): 1 2013. https://search.proquest.com/docview/1418716895?accountid=10382. Wang, Victor CX, and Patricia Cranton. "Transformative learning and technology in adult and vocational education." InExploring the New Era of Technology-Infused Education, pp. 34-48. IGI Global, 2017. Wlodkowski, Raymond J., and Margery B. Ginsberg.Enhancing adult motivation to learn: A comprehensive guide for teaching all adults. John Wiley Sons, 2017.