Should My Homeschooler Take the SAT or ACT

Youve almost made it through homeschooling high. Youve got your students transcript. The course descriptions are  written and the credit hours figured. You are ready to issue your teen a  homeschool diploma. But what about college admissions? Your  homeschooler is  prepared for college, but how does he get there? Should your student  take the  SAT or ACT.   What Are the ACT and SAT? Both the ACT and SAT are nationally standardized tests used to assess a students readiness for college admission. Interestingly, while both ACT and SAT were originally acronyms (American College Testing and Scholastic Achievement Test, respectively) both are now recognized brand names with no official meaning.   Both tests measure students’ aptitude for math, reading, and writing. The ACT measures general knowledge and college readiness and includes a science section. The SAT measures basic knowledge and critical thinking skills. The ACT has a section devoted specifically to science, while the SAT does not. The ACT also focuses more heavily on geometry than the SAT. Neither test penalizes for wrong answers and both include an optional essay portion. The SAT takes slightly longer to complete than the ACT because it offers more time to complete each section. Should Homeschoolers Take the SAT or ACT? Will your teen be attending college? Most colleges and universities require ACT or SAT results for admission. Some colleges and universities are becoming â€Å"test optional† or â€Å"test flexible.† However, even for schools who dont weigh test scores  as heavily, they may still play a role in the admissions process. In the past, some schools preferred or required one test over the other. Today, all four-year colleges in the United States will accept either test, but its still recommended to read the admissions policies for schools to which your student will be applying.   Its also important to find out if potential schools require (or prefer) that students complete the optional essay portions  of the test.   Community or technical colleges accept scores from either the ACT or SAT, but they may also offer their own entrance exams. Some students find these exams less stressful and easier to schedule. Finally, the ACT or SAT may be necessary for teens entering the military. Schools such as West Point and the U.S. Naval Academy require scores from either test. A four-year ROTC scholarship from the Army also requires a minimum score on either of the two. Benefits of Taking the SAT or ACT A nationally standardized test can help a college-bound homeschool student objectively assess college readiness. If the exam reveals weak areas, students can focus on improving those trouble spots. Then, they can retest before applying for college admission to avoid taking non-credit remedial classes. Academically strong students may wish to take the Preliminary SAT/Nation Merit Scholarship  Qualifying Test (PSAT/NMSQT) in  10th or 11th grade. Doing so will allow them to compete for scholarships.  Homeschoolers can take the PSAT/NMSQT  by registering with a local school offering the test.   Even if your teen is not attending college, there are benefits to taking the ACT or SAT.   First, test scores can help homeschool graduates combat the  Ã¢â‚¬Å"mommy grade† stigma. Potential employers may question the validity of a homeschool diploma, but they can’t challenge a standardized test score. If a student can achieve scores comparable to his traditionally-schooled counterparts, it stands to reason that his education was equivalent, as well. Second, the ACT and SAT satisfy state testing requirements. Many states require that homeschooled students take nationally standardized tests annually or at regularly-occurring intervals. The SAT and ACT meet those requirements. SAT or ACT - Does It Matter Which? If potential colleges and universities dont indicate a preference, choosing the SAT or ACT is a  personal choice. Lee Binz, author of several college prop books for homeschoolers and owner of the blog The HomeScholar, says that studies have shown that girls do better on the ACT and boys do better on the SAT – but statistics aren’t 100% accurate. Your student can  take practice tests for both exams to determine if he performs better or feels more confident on one. He may even wish to complete both exams and submit scores from the one on which he scores best. Your student may choose which test to take  based on the convenience of testing locations and dates.  If he isn’t planning to attend college or is attending one for which admissions aren’t highly competitive, either exam will work. The ACT is offered four to six times throughout the year. Homeschool students can register on the ACT testing site and follow the directions for downloading the necessary documents for testing day. The homeschool high school code for the ACT is 969999. Homeschooled students can also register online for the SAT. The SAT is offered seven times a year in the United States. Testing dates are available in October, November, December, January, March/April, May, and June. The universal SAT homeschool high school code is 970000. How to Prepare for the SAT or ACT Once your student decides which test to take, he needs to begin preparing. Prep courses There are many options for prep courses for both tests. Books and study guides are available at most major bookstores. There are online prep classes and study groups available for  both  the ACT and SAT.  Your student may also be able to find  in-person test prep classes. Check with your local or state-wide homeschool support group for these. Study Students should set up a regular study schedule in the weeks leading up to the test. They should use this time to work through study guides and practice tests and familiarize themselves with helpful test-taking strategies.   Practice tests Students also need to take practice tests. These are available from both testing sites. Both offer free sample questions and study guides. The more familiar your student is with the process, the more confident he will be on testing day.

Essay on Brainstem Injuries and the Neuropsychologist

Brainstem Injuries and the Neuropsychologist The Neuropsychologist plays an essential function in assessment and rehabilitation after an injury to the head. Neuropsychologists essentially bear responsibility for testing and tracking the patients thinking ability. Below are key functions provided by clinical neuropsychologists: - Carrying out detailed assessments of cognition, emotion, behavior, and social competence; - Devising and implementing training programs; - Liaising with educational agencies/ employers to advise on the resumption of educational/ vocational life; - Advising on the management cognitive deficits/ disabilities; - Advising and providing long term care; - Providing†¦show more content†¦- Provide a profile of strengths and weaknesses to guide rehabilitation, educational, vocational, or other services. - Document changes in functioning since prior examinations, including effects of treatment. - Clarify what compensatory strategies would help. - Result in referrals to other specialists, such as educational therapists, cognitive rehabilitation professionals, neurologists, psychiatrists, psychologists, social workers, nurses, special education teachers, or vocational counselors (www.neuropsychologycentral.com, 2005). Neuropsychologists evaluate and monitor the course of recovery or the efficiency of rehabilitation. And the big question Is the person getting better? A Neuropsychological evaluation may be essential to verify whether a person really has a brainstem injury. The effects of stress, medications, and or depression can be easily confused with mild brain injury. Some research indicates that neuropsychologists have noticed an absence of depression in patients with severe traumatic brain injury, yet cortisol is reduced below normal levels in those patients (Reiter, 2005). Is the persons brain really injured or is there another reason for the assumed behavior? Is the brain injury still apparent? What are the causes of the brain injury? These are the types of diagnostic questions a neuropsychologist can answer (www.neuropsychologycentral.com,Show MoreRelatedWilliam s Parkinson s Disease And Miguel s Hypoxic Ischemic Encephalopathy Essay1429 Words   |  6 Pagesresolve with 24 hours. Those with severe HIE could have long terms effects like epilepsy, motor and cognitive impairment and neurodevelopmental delays. 2. Differences between Broca’s Aphasia and Wernicke’s Aphasia Aphasia is associated with brain injuries, like strokes, that affects the brain’s language areas resulting in a person being impaired in processing and using language. According to the textbook, there are six principle types of aphasia. Broca’s aphasia and Wernicke’s aphasia are two of theseRead MoreConcussions And Their Impacts On Life1864 Words   |  8 PagesOnce flippantly referred to as having one’s bell rung, mild traumatic brain injuries (mTBI) or concussions are no innocuous contusions. Annually in the United States, approximately 1.7 million people sustain a traumatic brain injury that is confirmed through diagnosis. Of these, roughly 75% are categorized as mTBIs or concussions, although the total number of concussions may be slighted considering 81-92% of these injuries do not result in loss of consciousness. Recent controversy concerning professional

Galileo And Church Essay Research Paper Galileo free essay sample

Galileo And Church Essay, Research Paper Galileo, Science and the Church, by Jerome J. Langford, are about the tests and trials of Galileo with the Roman Catholic Church in the 1600? s. The church did non hold with Galileo? s thoughts ; chiefly theories associated with Copernican uranology. The primary purpose of Langford is to convey the truth of Galileo? s tests to his readers, and to demo that finally Galileo was correct in his theories and was non seeking to travel against the churches? belief. Galileo was simply seeking to seek truth in scientific discipline, and wanted to be known as a historical scientific figure. Therefore, Galileo was unjustly accused, ridiculed, and convicted of unorthodoxy. In Galileo? s defence of unorthodoxy, Langford writes, ? This was an unfortunate determination on several histories. First the Copernican sentiment was treated as dissident when, in world, it was non. ? ( 155 ) Langford goes on to explicate that the theological Consultors in 1616 recognized the Earth? s mobility as? officially dissident? , but this did non do the stationariness of the Earth a affair of religion. We will write a custom essay sample on Galileo And Church Essay Research Paper Galileo or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Catholic philosophers and theologists besides agree that the edict of the Holy Office did non do the stationariness of the Earth or the mobility of the Sun a affair of religion. These points clearly support the statement of Galileo? s unfair strong belief of unorthodoxy. Langford besides uses extracts of other Hagiographas to exemplify his chief points. The following is one of many extracts Langford uses: ? Inasmuch as no dogmatic determination was rendered in this instance, either on the portion of the Pope or on the portion of a Council ruled by the Pope and approved by him, it is non, by virtuousness of that edict of the Congregation, a philosophy of religion that the Sun is traveling and the Earth standing still? . Yet every Catholic is bound by virtuousness of obeisance to conform to the edict of the Congregation, or at least non to learn what is straight opposed to it. ? ( 156 ) This extract, as do many others, clearly support Langford? s statement. The church disagreed with Galileo? s ideas. They really went as far as stating Galileo that he was to halt prophesying his thoughts every bit long as he was involved with the church. Langford writes, ? Yet, remembering the tone of the prohibition, Urban conceded that so long as Galileo treated the Copernican theory as a hypothesis, he could compose all he wanted on the subject. ? ( 114 ) If he would go forth the church, he would be able to voice his sentiments and thoughts freely. I believe Langford? s clever usage of extracts ; turn out that he is non entirely in his belief that Galileo was wrongly accused. He besides gets his point across by observing that the stationariness of the Earth is non a affair of religion. This alone demonstrates that Galileo did non perpetrate unorthodoxy. My sentiment is that the church should hold allowed Galileo to voice his sentiment of the Copernican theory because he was seeking to seek the truth in scientific discipline, to break educate the universe, non seeking to travel straight against the church. Therefore, Langford has succeeded in his belief that Galileo was below the belt convicted of unorthodoxy.

MM76 Provide Leadership Across the Organization

Question: Discuss about the MM76 for Provide Leadership Across the Organization. Answer: Introduction The main purpose of this report is to define strategic direction for ZieTel for opening a new business centre in Sydney. It discusses the company's current objectives, values, and standards. Additionally, it also discusses the importance of building positive environment and work culture, application of motivational tools and ethical principles as well as the use of leadership style to resolve the conflicts. 1. Strategic Direction Strategic directions are identified and set by the management for the organization to determine the guidance and aim with the use of suitable strategies (Pereraa and Peirob, 2012). It also sets the framework to move forward and define suitable actions to reach at aim. In concern to the new Sydney office, three aspects are identified towards which the strategic direction will be set. First, aspect is the new business centre's mission, which will also define the ultimate aim of the company (Bunn, Savage, and Holloway, 2002). The mission of the centre will be "to provide coffee machines which are within expectation of cafes and restaurants' reliability, efficiency and sustainability." Secondly, the long-term vision will be determined as " to get a leading position in Australian market by providing sustainable and reliable products to customers. After this, to define the strategic directions, the firm's internal and external market will be assessed. For the reason, it would be helpful in identifying best strategies to ensure the achievement of long-term vision and mission. The identified and set strategic direction for the company is to successfully open the new business centre in Sydney and recruiting of staff successfully. At Sydney office, to ensure the success of the company, some people will be hired externally, who are highly skilled, knowledgeable and experienced, and some will be transferred from the Melbourne office. This strategic direction matches with the company's core objectives, resources, and other environmental situations, thus would be beneficial to ensure business growth and success (Pereraa and Peirob, 2012). Objectives, Values and Standards Objectives The listed below are the objectives that are in accordance with the company's strategic direction: To become a number one importer in the market (Sydney) for imported Espresso coffee machines in the next three years. To attain a profit margin growth of 5% in the next three years. To keep constant growth in profits and market share and increase long-term shareholder value. To attain the environmental objective of reducing the company's carbon footprint by 10% within the next three years. To build a team of highly motivated, committed, encouraged and self-directed people. Values The organizational values are the set of rules, principles, and cultural background that govern a company and its behaviour. The main values of the company include innovativeness, efficiency, customer satisfaction (through high quality product, effective services, and competent prices), job satisfaction, prosperity, supplier relationship, increase profits, and create shareholder value. Its values also include ethical behaviour and environmental protection system to develop long-term brand image. Standards The company promotes high standards including respect, integrity, honesty, fairness, and code of conduct. In addition, ZieTel also promotes ethical standards to make sure about the long-term business survival. The above values and standards will also be followed by the employees at the new Sydney office to successfully attain the predetermined objectives. Ethical requirements of the new staff will be related to maintain honesty, respect, unity, share information, and compliance with code of conduct. Linkage among Organizational Values, Objectives and Standards It is identified that the terms organizational values, objectives and standards are related with each-other. It is assessed that all these support managers in successfully accomplishing the company's strategic objectives. The company's values and standards are linked with each-other as standards are established based on the organizational values or values are based on the business standards or different systems and processes (Schermerhorn, 2010). For example, ZieTel's business values such as innovativeness, satisfaction of customer, environmental protection, etc. meet with the business standards such as honesty, fairness, etc. Furthermore, business objectives are also established by considering the business value and standards. For instance, ZieTel's business objectives consider the organizational value to create shareholder value and enhance customer satisfaction rate. Relationship Between Objectives and Responsibilities In order to ensure the attainment of all the business objectives, linkage between objectives and individuals' responsibilities is also developed. For instance, firstly, a team of highly skilled and motivated staff is developed to make sure the attainment of business objectives. Additionally, responsibilities are defined and allocated in such a way that ensure the achievement of objectives (Hodges, 2016). For example, it is the responsibility of the HR manager to recruit right people for right job in the company. Additionally, HR manager has also the responsibility that the selected employees have the skills to discuss issues so that their solutions can be identified adequately and timely. It would be helpful to attain business objectives related to attain profits, improve market share, and ensure the long-term business growth and success. It is because the inclusion of highly talented and skilled staff in the business would be beneficial to produce and deliver high quality of product s to customers with excellent services. Communication To ensure the achievement of strategic objectives, it is essential that there is clarity of organizational goals and roles to different employees. It is because when roles and goals are clear to the team members, they know what is expected to them and how they can fulfil those expectations. To aware employees about the company's expectation, regular communication will be ensured in terms of communicating mission, objectives, vision, values, strategies, authorities, responsibilities, and accountabilities (Cowan, 2000). At the same time, suitable communication channels will be used to clearly communicate with different internal and external stakeholders. In this, the use of appropriate channels would ensure that all the employees are engaged, highly committed and inspired to contribute in the organizational success. Both direct and indirect communication methods will be used to communicate with individuals. For example, regular meetings, e-mail conversions, company reports, training, etc. would be used to communicate expectations to the individuals. In this, the direct communication with the employees would be helpful to build commitment to attain the business objectives and contribute in the long-term success (Pereraa and Peirob, 2012). For example, supervisor can directly communicate with the staff and can support them in their jobs and provide adequate guidance and feedbacks. All these would be beneficial to enhance employees' commitment level. In addition, the direct discussion on performance measurements, reward systems, etc. can also be beneficial to improve the employees' commitment level. Moreover, through the use of appropriate communication channels such as memos, annual reports, and other reports, regular communication with external stakeholders will also be maintained (Henry, 2008). It would also be beneficial to retain their trust in the business and make sure about the success. In last, the ethical behaviour will also be maintained during communication with different groups of people. For instance, disclose of all necessary information, maintain confidentiality of information where required, etc. in order to fulfil the organizational objectives in an ethical manner. 1. Positive Role Model Leaders/managers play as role models for how individuals should live their lives in both personal and professional manner through decision-making and behaving in ways that consistently present high values (Podesta, 2009). In order to become a positive role model it is not essential that how much the leader and manager achieve in the workplace, but it is important to show how he/she feels about being there. Similarly, to be the role model, the manager's behaviour will demonstrate that he feels very proud and happy to work with the company. Additionally, the manager would also talk enthusiastically about the new projects he/she plans to take on for the company, as it will also be beneficial to send a positive message resulting in becoming a positive role model. In addition, the use of positive words and actions, commitment to help others, valuing people and their ideas, and making other people feel valuable and important would also be beneficial to become a positive role model (Podesta , 2009). Building of Positive Work Environment In the new business centre of the company, the leader and manager will identify and develop positive work environments in order to inspire employees, meet expectations of the customers, and develop confidence of the investors. In order to build positive work environment, the manager would give attention to the working environment as forms of how things are done (Ulrich and Ulrich, 2010). In addition, smooth interactions between the workers and their supervisors would be ensured to develop positive work environment. Moreover, through collaboration and regular monitoring of the work environment, the manager would develop positive business environment (Marrelli, 2010). The manager would also ensure effective organizational communication, systems, policies, practices, and leadership behaviours to make effective the work environment. Additionally, through the celebration of wins, motivation of others, change the respond way, employee engagement, share of positive feelings, and the positiv e reinforcement, a sound working culture will be developed. 2. Communication and Consultation Effective communication and consultation are the best ways to build trust and confidence with employees. The manager would create an open working environment and will also utilize effectual channels of communication to make sure that the expectations of both employees and the employer are clear and well spoken. It will support the manager to tackle the employees' expectations effectively resulting in developing and maintaining trust in the company (Hodges, 2016). Additionally, the manager would also communicate the company's vision, mission, and values to the employees in order to build and maintain trust. It is because clear communication of vision and values will support employees to put their actions into right directions. Moreover, the manager would also communicate to employees that they are valued and important partners for the organization, which will also be supportive in building and keeping trust with them. It is because when employees will feel that they are valued by the company, it will help them to develop trust. Similarly, consultation would also be helpful to build and maintain trust because it will ensure the availability of continuous communication process in the organization consequently building and maintaining employees' trust and confidence (Forth and Millward, 2002). 3. Improve Current Culture The manager would ensure that there is open and clear communication within the organization, to improve the current work culture (Nwadukwe and Timinepere, 2012). It is because when employees will have knowledge about the company's objectives, values, and working standards, they will work accordingly resulting in performing at a higher level. In addition, by building close relationship with employees, supporting their ideas, addressing their concerns and problems, appreciating their performance, hiring right people, and organizing regular meetings would also be beneficial for the manager to get better the organizational work culture. Moreover, the manager would also make sure that the high performers are valued and rewarded to improve the current work culture (Marrelli, 2010). The manager would also work actively with employees to improve the work culture because it will facilitate employee engagement and commitment. The manager would use different resources such as capital, equipments, people, and processes to improve the work culture (Schermerhorn, 2010). For instance, current HR processes will be improved by involving HR managers. Additionally, effective communication channels will be used to ensure adequate, clear, and open communication. Additionally, more funds will be employed to implement effective information and communication system and change the current HR processes and system (Rudani, 2007). 4. Global Environment and Technologies Today's business environment is highly dynamic, competitive, and associated with global business challenges. In such a environment, it is essential for managers to consider global environment and new technologies in the workplace in order to ensure the long-term business growth and survival (Pride, Hughes, Kapoor, 2008). The manager would demonstrate the understanding of global business environment by building a continuous change management system and market research program. It is because as new production processes, new equipment and machinery, and computer systems are constantly evolving due to the global business environment, the implementation of change management program will be helpful to develop organizational capability to produce new products and services (Russell Taylor, 2006). The manager would also show understanding of new technologies by changing the way to communicate with customers, distribution of products, and use of manufacturing equipment as per the changes take n place in the global technological environment (Pride, Hughes, Kapoor, 2008). In addition, the manager would also implement information management system, decision support system, electronic communication system for both employees and customers with the use of new technologies (Conklin, 2010). Additionally, the manager would also implement environment sustainable technologies to compliance with the need of new technologies and global environment. New technologies will also be adopted for different work activities including hiring new staff and know about the customers' expectations for the new business centre. Moreover, to ensure the successful implementation of new technologies in the business, new ideas from the employees would be taken as well as meetings will be organized to discuss the benefits of using those technologies from both personal and organizational point of view (Pride, Hughes, Kapoor, 2008). It would be beneficial to ensure the effective implementation of change and accessibility. In addition, new technologies will be implemented in such a way that provides adequate flexibility to each member and ensure work-life balance. 5. Individual Consultation The manager would like to make the behavioural consultation approach while doing any consultation with an individual. Under this approach, the manager would use the learning principles to assist an individual having a work related issue with the customer or any organizational process or system (Dougherty, 2013). A systematic problem solving process would be used to accomplish behavioural consultation and the results will contribute in changing the behaviour of the individual. There are three approaches of behavioural consultation including case, training, or system approaches. The manager would use the training consultation approach as it would be beneficial for both internal and external groups and individuals. In this, the manager would prepare the individual in the use of general as well as specific behavioural principles for future use with customers and other processes and systems. The risk can be found in any stage of the training behavioural consultation approach (Dinkmeyer, Dinkmeyer, Jon, and Michel, 2015). For example, in the stage of identifying the training needs of the employees, it is likely that the manager did not recognize all the needs of the individuals effectively resulting in increasing unnecessary training cost. Additionally, the lack of time and resources can also affect the success rate of this consultation. Therefore, the manager would follow a risk management plan and identify and assess adequately training needs of the individuals to improve the consultation results. Moreover, the plan and results will be measured regularly to ensure the long-term business success. 1. Delegation of Responsibilities In order to open a new business centre in Sydney, accountability and responsibility of the staff including HR manager, general manager, accountant, warehouse manager, and maintenance manager will be defined. Through effective delegation, the responsibility and accountability of the staff will be documented as below: HR Manager The HR manager has different authorities including build plans, develop teams, empower other people, recruit and select employees, and utilization of resources effectively in order to take decision, and give orders to attain the organizational objectives (Griffin Moorhead, 2011). In addition, the HR manager will be responsible for developing teams that are highly motivated, self-directed, and involving encouraged people. Moreover, the HR manager will also be responsible for hiring right people for right job so that business objectives can be meet successfully. It will also be the duty of the HR manager to create the position of general manager so that the objective of attaining business growth can be attained. In last, HR manager will also be accountable for the position of general manager in terms that the GM work in an efficient and effective manner to contribute in the achievement of long-term business goals and objectives. General Manager The GM has the power to make decision, utilize organizational resources, get work done from accounts managers, and get adequate information (Munado Perkins, 2013). The GM will be responsible for reporting to the CEO and providing creative leadership for the management, coordination, and administration of the new business venture. The GM will have also the responsibility to ensure the attainment of the organizational strategic direction. In addition, he/she will also be accountable for the actions of the accounts manager. Accountant Accounts manager has the authority to get information about firm's financial statements, internal control systems, budgets, etc. Additionally, the manager has also the power to utilize resources and make suitable decisions. The responsibility of accounts manager include control of credit, prepare budgets, effective maintenance of the accounts receivable, and internal control systems. The manager will also be accountable for the actions of an accounts clerk, who will be responsible for entering data as well as managing accounts receivable and payable systems. Warehouse Manager The warehouse manager will have the authority to effectively work done from warehouse staff, take decisions, and allocate resources adequately. The manager will be responsible for safe storage, managing goods inventory, handling of warehouse merchandise and the timely dispatch as per the customers orders. It has also the responsibility to report the general manager timely and properly. The manager will also be accountable for the actions and performance of warehouse staff. Maintenance Manager The manager has the power to get work done through technicians, attain information, make decisions and utilize resources. The manager will be responsible for reporting to the general manager, timely maintenance of customer machine complaints, operations safety, management of spare parts, and regular maintenance programs. The manager will be accountable for the actions of the technicians. 2. Motivation of Employees Firstly, the manager will work to develop and maintain a healthy, positive and motivating work environment so that the employees can be motivated to work effectively and contribute in the organizational success (Phillips Gully, 2011). Additionally, different motivational theories will be used to motivate the employees to develop innovative ideas to work. For instance, the manager can use McClelland's motivational theory to satisfy different needs such as power, achievement, and afflation of the employees including warehouse staff, accounts clerk, technicians, etc (Heneman Greenberger, 2002). The use of this theory would be helpful in enhancing satisfaction, developing innovative ideas, and improving performance of the employees. Additionally, the manager will also encourage individuals and teams to develop innovative approaches by providing appropriate rewards, designing of monetary and non-monetary benefits, performance management, and promotions (Gagne, 2014). Furthermore, the manager can support employees to provide their initiatives and if he finds that the ideas of the employees are in line with organizational policies and standards, the ideas can be discussed with the top management. It will also be beneficial for the motivation employees. In addition, the manager can also utilize the McGregors theory Y and adopt ways such as reduce control and provide greater flexibility to employees to encourage them to develop work related innovative ideas (Kenton Penn, 2009). The availability of adequate management support, career and knowledge development opportunities, and incentives would also be beneficial to boost the morale and motivation level of employees to work innovatively. It would also be beneficial to ensure regular participation of different employees in professional networking resulting in firm's long-term business survival and growth. 1. Ethical Principles The manager would like different ethical principles such as truthfulness, fairness, justice, respect for autonomy, do not harm and do good to be adopted in the workplace (Ford, 2000). The manager would follow ethical leadership and show the personal traits such as honestly, credibility, fair, principled decision-making, and behaving ethically in both personal and professional life (Thoms, 2008). For example, the manager would not discriminate among employees on the basis of personal judgements, but their performance will be reviewed for the purpose of promotion and rewards. Similarly, the manager would also maintain the confidentiality of information, which is confide by a customer or employee personally. Additionally, to encourage other team members to adopt business ethics, the manager will influence followers' ethical and unethical behaviour by building ethics an open and clear part of the leadership program (Thoms, 2008). For this, the manager will use role modelling, communication, and rewards and sanctions. Moreover, in influencing other people to adopt ethics, the manager will ensure reinforcement, two-way communication, and decision-making. In addition to these, in the business, ethical practices will be encouraged, mutual trust and respect among followers will be developed, and conflict resolution among stakeholders with competing interest (Thoms, 2008). 2. Conflict Resolution In order to resolve the conflict between two sales team members over territory sharing, the manager would follow leadership style as "managing by walking around". This style will be chosen because it will allow the manager to feel the organization's pulse and recognize issues that have potential to worsen conflict (Cloke and Goldsmith, 2013). For example, by adopting this style, the manager would identify other issues between team members, which are likely to aggravate the situation. It would be beneficial to handle the conflicting situation effectively. In addition, by listening the perception of both the team members, the manager would create understanding about the issue and take suitable actions to overcome the issue (Cloke and Goldsmith, 2013). Furthermore, the manager would use the skills including effective decision-making, conflict resolution, motivational, interpersonal, and communication to resolve the issue effectively. Thus, it can be stated that the use of this leadership style would be beneficial to resolve the issue effectively. Conclusion On the basis of above discussion, it can be stated that by clearly defining strategic directions, value, and objectives as well as the development of linkage among them can be helpful to successfully open the new business centre in Sydney. It can also be concluded that building of effective working environment, use of adequate communication channel, motivation, and delegation of authorities would also be helpful to ensure the long-term success. References Bunn, M. D., Savage, G. T and Holloway, B. S. (2002) Stakeholder analysis for multi-sector innovations. Journal of Business Industrial Marketing, 17(2/3), pp.181-203. Cloke, K. and Goldsmith, J. (2011) Resolving Conflicts at Work: Eight Strategies for Everyone on the Job. USA: John Wiley Sons. Conklin, D. W. (2010) The Global Environment of Business: New Paradigms for International Management. USA: SAGE. Cowan, J (2000) Consent and clinical governance: improving standards and skills. 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(2016) Managing and Leading People Through Organizational Change: The theory and practice of sustaining change through people. UK: Kogan Page Publishers. Kenton, B. Penn, S. (2009) Change, Conflict and Community: Challenging Thought and Action. UK: Routledge. Marrelli, A. (2010) Managing for Engagement -- Communication, Connection, and Courage. DIANE Publishing. Munado, R. Perkins, S. (2013) Organizational Behaviour: People, Process, Work and Human Resource Management. USA: Kogan Page. Nwadukwe, U. C. and Timinepere, C. O. (2012) Management Styles and Organizational Effectiveness: An Appraisal of Private Enterprises in Eastern Nigeria. American International Journal of Contemporary Research, 2(9), pp. 198-204. Pereraa, F. P. R and Peirob, M. (2012) Strategic Planning in Healthcare Organizations. Rev Esp Cardiol, 65(8), pp. 49-54. Phillips, J. Gully, S. (2011) Organizational Behavior: Tools for Success. USA: Cengage Learning. Podesta, C. (2009) How to Stay Employed in Tough Times: The Insider's Guide to Being #1 in the Workplace. Simon and Schuster. Pride, W., Hughes, R. and Kapoor, J. (2008) Student Achievement Series: Foundations of Business. USA: Cengage Learning. Rudani, R.B. (2007) Management Organizational Behaviour. USA: McGraw-Hill Education. Russell Taylor (2006) OPERATIONS MANAGEMENT: QUALITY AND COMPETITIVENESS IN A GLOBAL ENVIRONMENT, 5TH ED. USA: John Wiley Sons. Schermerhorn, J.R. (2010) Management. 11th ed. USA: John Wiley Sons. Thoms, J. C. (2008). Ethical integrity in leadership and organizational moral culture. Leadership, 4(4), 419-442. Ulrich, D. and Ulrich, W. (2010) The Why Of Work. McGraw-Hill Education.