Phase 1 - Concepts and terminology of statistics applied to business Essay

Phase 1 - Concepts and terminology of statistics applied to business decision-making 4-13 - Essay Example For this, it is necessary to collect both nominal and ordinal data. â€Å"Nominal data are categorical data where the order of the categories is arbitrary. A good example is race/ethnicity has values 1=White, 2=Hispanic, 3=American Indian, 4=Black, 5=other. Note that the order of the categories is arbitrary.† (Stats Definitions-Nominal data). Certain statistical concepts are meaningless for nominal data. â€Å"The data related to gender, race, religious affiliation, political affiliation etc; are the examples for Nominal data. In a more general form the data assigned with labels or names are considered as the data in Nominal scale.† (Peddinti, Sairam. 2006). In the nominal type of measurement, names are assigned to objects as labels. This assignment is performed by evaluating, by some procedure, the similarity of the labels are to be measured instance to each of a set of named exemplars or category definitions.In ordinal measurement, numbers are assigned to the objects that represents the rank order to measure the entity. These numbers are called ordinals and the variables are called ordinal variables.. Scales and indexes have to be validated. Internal validation checks the relation between the individual measures included in the scale, and the composite scale itself. External validation checks the relation between the composite scale and other indicators of the variable, indicators not included in the scale.Scientists can taken in to consideration the two quantitative attributes in relation to snack food are-to give stress on customers’ desires, taste, needs and wants and by observing and recording the stated goals or objectives of the responsible implementing agency or organisation or its curresponding consumers. Usage of widely different frequencies are most common in this regard. The population is the entire group of individuals that we want information about and the sample is the part of

Buffers and Buffer Capacity Essay Example | Topics and Well Written Essays - 1000 words

Buffers and Buffer Capacity - Essay Example Afar its buffering range, a buffer does not act to stabilize the pH of the solution (Phadungchewit, 13). Buffers are very essential to living organism. This is since most biochemical progressions occur only when the pH is within a narrow range. Excessive consumption or intake of H+ or OH- can constrain the system and action of several biomolecules, particularly proteins. Thus, buffers are generally used in living organisms to assist in the maintenance of a relatively stable pH. For instance in humans, buffers help to maintain the blood pH within a range of between 7.35 and 7.45. Buffer capacity is denoted ï  ¢ and as it increases, the ability to resist change in pH also increases (Yuwaree, 15). This is represented by the equation: ï  ¢ Is the buffer capacity (numerical indicator showing how the buffered solution resists the change in pH. If solution is well buffered ï  ¢ gets bigger, if poorly buffered it gets small. The (i) and (i+1) are the two successive data points in a pH titration. And finally V is the base volume. First, 100 mls of NaOH solution is prepared from o.1M of the available NaOH titrant. Secondly, HCl solution is prepared by the dilution of a 90.0 mM HCl solution present from the TA. Finally, the concentration of 3.0mM of citric acid solution is prepared by weighing out within a range of ï‚ ± 1% and dissolving in it an appropriate quantity of citric acid (Pohland, Frederick, 23). Calibrate a pH meter by use of pH7 along with 4 buffers. Put the solution of HCl and measure the value of pH during the stirring process. By use of a burette, add contents of 0.5ml increments of the NaOH titrant then make recordings of the pH and the volume of the base added. For the stable recording, we waited for few seconds for the pH meter in order to acquire most accurate results. We began by adding two drops of NaOH into Each of the acid beaker after observing abnormal increase in pH value. We stopped when the pH meter read (9.19). We repeated

Important Communication Advices for a Newly Engaged Couple Personal Statement

Important Communication Advices for a Newly Engaged Couple - Personal Statement Example The fourth element is the channel, which is the mechanism that transmits the message. The fifth element is the feedback, which is the return message from the receiver to the sender. Another important element in the communication process is what communication specialists call noises, which tend to disrupt the communication. There are two main noises: mechanical noise and semantic noise. Mechanical noise has to do with such things as static on the radio, lines of type missing from a newspaper, or coughing during a lecture. Semantic noise is the degree of potential misunderstanding between sender and receiver. There are a number of barriers that tend to frustrate, impede, or even halt communication. These barriers may be personal, monological, ideological, or socio-cultural. Personal Barriers can be traced when the sender or receiver or both have negative feelings towards the other. Another example is the physical personal barriers, such as when one of the communicants has a headache or is sleepy. As for the monological barrier, it is when the communicator loses touch with the receivers because he or she is so self-occupied, and is blind to the nature and needs of the audience. On the other hand, many communication problems stem from the fact that communicants have different basic ideologies or political orientations. In addition, communicants will always have trouble communicating if they are not using the same language. Lastly, it is hard to communicate well with someone who has a different culture or belong to a different society. This is due to the differences in values, traditions, background, religion, economic status, etc. Strategies for Managing Interpersonal Conflicts: Dealing with... The management of our own non-verbal communication is extremely important. As nonverbal communication is capable of changing the spoken words in many ways, it is important to realize that we can safeguard our own communication against misinterpretation, if our nonverbal supports our verbal message. In other words, unless we manage the nonverbal attributes of our message so that they are compatible with our words, our total message is open to misinterpretation and may be screwed up. To put it clearly, if the receiver lacks awareness of the significance of the factors influencing the nonverbal communication, then he is likely to remain confused. It can be said that a large portion of a message comes not from the words spoken, but from nonverbal attributes that can be transmitted and received consciously or unconsciously. Such nonverbal communication usually serves a variety of functions in relation to verbal communication. Examples of these functions include repeating, complementing, c ontradicting, substituting, and regulating. Thus, the person who is not only aware of the nonverbal message and the factors influencing it, but also who manages his own nonverbal communication, is less likely to be confused or confusing. Finally, it can be concluded that most researchers agree on the importance and significance of nonverbal attributes in interpersonal communication. This belief is the motive behind the quotation: "What are words when the body can bend, cry, shout, and jump! There's language in one's eyes' and cheeks, lips and hips."

Buffers and Buffer Capacity Essay Example | Topics and Well Written Essays - 1000 words

Buffers and Buffer Capacity - Essay Example Afar its buffering range, a buffer does not act to stabilize the pH of the solution (Phadungchewit, 13). Buffers are very essential to living organism. This is since most biochemical progressions occur only when the pH is within a narrow range. Excessive consumption or intake of H+ or OH- can constrain the system and action of several biomolecules, particularly proteins. Thus, buffers are generally used in living organisms to assist in the maintenance of a relatively stable pH. For instance in humans, buffers help to maintain the blood pH within a range of between 7.35 and 7.45. Buffer capacity is denoted ï  ¢ and as it increases, the ability to resist change in pH also increases (Yuwaree, 15). This is represented by the equation: ï  ¢ Is the buffer capacity (numerical indicator showing how the buffered solution resists the change in pH. If solution is well buffered ï  ¢ gets bigger, if poorly buffered it gets small. The (i) and (i+1) are the two successive data points in a pH titration. And finally V is the base volume. First, 100 mls of NaOH solution is prepared from o.1M of the available NaOH titrant. Secondly, HCl solution is prepared by the dilution of a 90.0 mM HCl solution present from the TA. Finally, the concentration of 3.0mM of citric acid solution is prepared by weighing out within a range of ï‚ ± 1% and dissolving in it an appropriate quantity of citric acid (Pohland, Frederick, 23). Calibrate a pH meter by use of pH7 along with 4 buffers. Put the solution of HCl and measure the value of pH during the stirring process. By use of a burette, add contents of 0.5ml increments of the NaOH titrant then make recordings of the pH and the volume of the base added. For the stable recording, we waited for few seconds for the pH meter in order to acquire most accurate results. We began by adding two drops of NaOH into Each of the acid beaker after observing abnormal increase in pH value. We stopped when the pH meter read (9.19). We repeated

Significant Advances in Nursing Science and Resarch Research Paper

Significant Advances in Nursing Science and Resarch - Research Paper Example Today, with the developments of technology among others, the field of nursing is increasingly being confronted to respond to the changing time by engaging in different aspects and field in order to effectively contribute to the entire health care system. Nursing research therefore, has developed deeper understanding into key areas such as the practice itself, education, informatics and on administration. Currently, lot of nursing researches center on how assessment of healthcare technologies should be done; examples would be providing a wider scope of clinical researches, service organization and nursing interventions. Despite the acknowledgement of nursing research in several aspects resulting to noteworthy improvements in their knowledge, still there is much work yet to be done, most especially in the area of research-based knowledge (Polit and Beck). Figure 1. A nurse and nursing research. (ill. by Nursing Jobs LLC, 2007 & Bernadette Lau, 2007) Importance of research science in nu rsing With the type of work nursing is involved, there is a rising need for nursing to embrace a practice that is evidence based or is referred to as evidence-based practice (EBP). ... be considered as best evidence are those that result from rigorous researches and studies; hence the compelling need for nurses and those in the nursing fled to continually engage in researches using effective and sound research methods (Polit and Beck). At the economic standpoint, the gripping needs to engage in continuous research and development in the area is also a reaction to the pressing need of making healthcare not only cost efficient and sustainable, but most importantly, it should be available to the broadest possible number of people. Healthcare is becoming more and more of a social concept nowadays as manifested in the health care planning schemes of many modern countries. The nursing profession, which constitutes a major bulk of the healthcare industry must see this relevance and should start restructuring how it caters to the consumers, to insurance agencies, to government agencies and other parties involved. The goal of continued research would undoubtedly identify an d eliminate any unnecessary practice that do not promote cost-efficient healthcare – in short, best evidence practices. For example, in Europe health care concerns centers on the ageing population, the need to have patients to be discharged earlier in hospitals, the commonness of chronic disease, and highlighting the rise of the need of informal health caregivers – these factors spelled the need for a multi-disciplinary nature of nursing. Since nurses remained to have a significant chunk of the group providing health care, they are largely accountable for quality care giving condition – however, it is admitted (in the case of Europe) that research culture in the area of both nursing and care giving. There are only a number of countries in Europe that have made efforts in enhancing

The Hunger Games Movie Essay Example for Free

The Hunger Games Movie Essay The Hunger Games book and movie are great. Well, if you have seen them you clearly see that the movie and the book’s plots are relatively similar, but there are a few differences between the movie and the book. Although they bear some seeming variances, the similarities between the Hunger Games book and the Hunger Games movie are pronounced. To begin, the Hunger Games movie is a very interesting movie that is modified in order to clarify several concepts that cannot be presented as they were written by Suzanne Collins. To interpret this idea, the Hunger Games movie was altered so the viewers could understand many ideas that Suzanne Collins wrote, but could not be incorporated into the movie in the same way. For example, the idea that the items and the obstacles in the arena were created and controlled by the Gamemakers is depicted in the movie when the Gamemakers create graphics of mutations and then drag them to where they want to place them. Once they are released, the mutations come to life in the arena. On the contrary, the Hunger Games book contains the original content and ideas; however, the Hunger Games movie contains slightly different content and does not represent the same intentions. In other words, the Hunger Games book had no modifications made to it because it has the original material. To illustrate this point, in the book, as Madge bids farewell to Katniss before she leaves to the Capitol, she gives Katniss the mockingjay pin so she can wear it as the token from her district in the Games. However this concept was modified and in the movie someone who appears to be Greasy Sae gives Katniss the mockingjay pin. Then, Katniss gave the pin to Primrose as a symbol of protection at the reaping. As Primrose says farewell to her sister, she returns the pin to her as a sign of protection as well. These two gestures are clearly different, when Madge gives Katniss the pin it is with the intention that the pin will be her token from her district in the Games, with the intention that Katniss will show pride in her district. Meanwhile, Primrose gives Katniss the pin with the intention that the pin will protect her during the Games. More importantly, the Hunger  Games boo k and the Hunger Games movie contain unquestionable similarities. â€Å"May the odds be ever in your favor.† This famous phrase that Suzanne Collins wrote in the book appears throughout the movie. This phrase was portrayed in the book as words people would joke about, but in reality they realized that it was very devastating, for in fact the odds were not in their favor. The idea of how this phrase was viewed in the book was delicately portrayed in the movie when Gale told Katniss his name was in the reaping forty-two times. Not only was this a devastating amount of times because he was eighteen, but because he took out tesserae for his siblings, so they would not have to risk their chances of being chosen to participate in the Games, and his mom. Furthermore, the producer of the Hunger Games movie carefully depicted Cinna as he was described by Suzanne Collins in the book. In the book, Katniss contemplated, â€Å"I’m taken aback by how normal he looks. Most of the stylists they interview on television are so dyed, stenciled, and surgically altered they’re grotesque. But Cinn a’s close-cropped hair appears to be its natural shade of brown. He’s in a simple black shirt and pants. The only concession to self-alteration seems to be metallic gold eyeliner that has been applied with a light hand.† The producer of the movie did an outstanding job portraying Cinna. In the movie, the stylists and the civilians of the Capitol dress absurd. They had colored hair, crazy hair styles, strange wardrobes, unnatural skin colors, and a more than necessary amount of makeup on. Meanwhile in the movie, Cinna dressed casually, meaning no crazy wardrobes or crazy hair, simply just a layer of metallic gold eyeliner. He was portrayed exactly like this in both the movie and the book. In addition, the producer did a tremendous job creating the seam environment on the reaping day, as it resembles what Suzanne Collins wrote in the book about the seam on the reaping day. Collins wrote from Katniss’ perspective saying, â€Å"But today the black cinder streets are empty. Shutters on the squat gray houses are closed. Our house is almost at the the edge of the seam. I only have to pass a few gates to reach the scruffy field called the Meadow. Separating, the Meadow from the woods, in fact enclosi ng all of District 12, is a high chain-link fence topped with barbed-wire loops.† The scenes in the movie that show the seam during the morning of the reaping day resemble this description from the book. It was important for the producer of the movie to capture the essence that the  reaping day causes. The reaping is not a happy or joyful event it is very depressing and devastating, therefore it was crucial for Suzanne Collins to describe the day of the reaping as deserted and to describe everyone as keeping to themselves on this day. The movie captured the mood and tone that the reaping day was very depressing. While some differences between the Hunger Games book and the Hunger Games movie are evident, the similarities are striking. The Hunger Games movie was slightly altered to incorporate and express the same ideas expressed in the book. However, the Hunger Games book contains the original material that was interpreted into the movie with different intentions. Despite having these differences, the similarities between these two topics are that they both exhibit that the odds are not in their favor, they both portray Cinna as normal dressed and casual, and in the movie, and the seam resembles and captures the mood and tone of the seam that Suzanne Collins wrote about in the book. It is evident that the Hunger Games book and the Hunger Games movie contain more similarities than differences because the only differences were concepts and ideas that needed modification.

GEs Talent Machine: The Making of a CEO | Analysis

GEs Talent Machine: The Making of a CEO | Analysis This assignment will critically evaluate BARLETT and MCLEAN GEs Talent Machine: The making of a CEO and Prokeschs How GE Teaches Teams to Lead. It will the lessons that can be learnt from General Electric (GE) and apply them to my organisation. GE is currently listed the 3rd largest business in the world (Adams, 2012), it is also ranked in the top 20 for other awards such as best company for leaders (Fig 1). GE operates globally in four areas: Technology Infrastructure, Energy, Capital Finance and Consumer Industrials. To understand GE a S.W.O.T analysis was undertaken (Fig 2), Stewart, Fletcher Barrett (SFB) is a small Nuneaton based business. Originally a firm of accountants, they now provide business services in Wealth Management, Human Resources and Marketing. With recent growth they now are opening a third office in Coventry. GEs Talent Machine: The making of a CEO Literature Review GE has always excelled over its competition, one is their ability to develop and uphold quality managers. Forbes showed that GE is the worlds best companies for leaders beating the likes of IBM and Microsoft. (Anonymous, 2012 ). What led GE to produce talented leaders was the emphasis they forced into developing quality leaders. GE has appointed twelve CEOs since Edison and many of them have contributed to management development which has helped GE to successfully maintain its growth in revenue and profit. Coffin, who succeeded Edison, devoted 20 years to creating a meritocracy within the organisation to reward employees promotions based on performance. In 2003, Coffin was named The Greatest CEO of all time by Fortune magazine (Collins, 2003). This went onto become the foundation of GE which went on to make GE a CEO factory. When Cordiner came into power, he thought it was best to decentralise GE, this increased the company management efficiency. Reg Jones increased the development of managers by strategic planning to a more formal structured approach, this served as an upgrade to Session C and the EMS reviews. When Welch took charge introduced the Work Out initiative which saw employees (over 200,000) meet for three days to discuss how their individual area of work could be made more efficient. Analysis The main reason for GEs constant business success is they use human capital as a competitive advantage, this combined with continues improvements in the training and development of staff created a culture for success. GE maintain being a revolutionary organisation; by hiring from within GE and always looking out for new management talent. The following points were analysed: Human Resource Management for Growth GE had devoted to a HRM Strategy by implementing new procedures and policies. This enabled them to uphold a healthy and vital pool of new managers. Butler (1988/89) identified this as a HR-driven model (Fig 4) which identifies HR as being the driving force to achieve business targets. Coffin who created a meritocracy-based culture used a well defined succession management process which became part of the GE culture. This process put performing employees in lower management positions, in a variety of industries. This was seen as a more Holistic model (Fig 4), which Torrington, D et al (2008) described this being where people of the organisation are recognised people as the key to competitive advantage rather than just the way of implementing organisational strategy. This process gave individual a defined career path, and clear goals, which in turn intrinsically motivated them as they could see their progression within the company. This particular performance oriented culture was extremely tough to uphold and apply in each business; however it shows the commitment GE has towards their human capital. Immelt concurred this by saying Unless you are really dedicated to a whole system, it doesnt work. (Barlett, C and McLean, N, 2006). Communication Even due to GEs size it could maintain uninterrupted communication with managers; this was helped by their clear structure that Cordiner had implemented. Immelt added additional channels of communication, such as conference calls and forums. This allowed employees from different industries around the world connect with ease. Recommendations The Vitality Curve The vitality curve is a rankings-based system and is now considered by GE employees to be apart of the companys meritocracy based culture. This is controversial to outsiders and complicated, relying on faultless incorporation of employee feedback, training and coaching. GE lost employees from the 70% range (Fig 3) to other companies such as the BankAmerica who had successfully recruited over 90 GE employees. Making the rankings more flexible would allow B Players to feel valued thus reducing de-motivation and increasing output. Immelt should consider expanding the top level or introducing an additional band of classification so that A Players are differentiated from B Players. GE should also consider a system of reward to all individuals achievement of the business; this will make majority of employees feel more rewarded for their efforts and also increase retention. Recruitment Immelt should focus on more international recruitment targeting the likes of Europe and Asia. Since 40% of GEs revenues are generated offshore this would also reduce the companys dependence in American for talent. GE can attract candidates by offering graduate programmes. GE previously had problems with MBA turnover in previous years, and similar issues offshore can be avoided if GE emphasising on its reputation as develop management talent. This would bring positive diversity to the business. Cameron K, 2011, states there are three types of positive outcomes; intergroup equality, positive intergroup relations and positive group outcomes. Executive Brands Having seven executive bands causes employees, particularly in international locations, to believe that promotional opportunities were limited. In business cultures such as India, status is highly valued. To them this would be a psychological reward, this is a process that reinforces behaviour something that, when offered, causes a behaviour to increase in intensity (Wilson, T. 2003). GEs should think consider adapting to provide employees with psychological reward and also acknowledgment in these areas of cultural variation. What has been learnt? GE has pioneered the business world and human resource methods. For GE to survive it must uphold its flexibility. GE recruiting and human resource approach needs updating as it has been the same for many years and hasnt evolved with the times. The change GE has gone through has been successful and unsuccessful in the following ways: Meritocracy GE staffs are still motivated intrinsically by results, goal setting and promotions, due to employees having common goals it caused a team working environment. Tuckman describes this stage as the performance stage, this is described as when the team share pride in what they are doing, they focus on the objectives and enormous energy occurs in completing the task. (Clayton, M, 2009) The vitality curve This is apart of the GE culture and Welch decided the best way to retain the staff that were leaving GE (the 70%) was to support people to strive to be in the top 20%; he did this by adding motivating factors which include aspects of the working environment such as rewards, training and also praise, supervisory practices. (Herzberg F, Mausner. B, 1993) Recruiting GE has always relied on internal talent to fill positions. Immelt recently hired externally when an internal candidate could not be found, hopefully this shift will open up GE to a much wider variety of talent which can have a positive effect on GE. Research by OReilly, Chatman Caldwell (1991) shows that new hires whose values fit well with the values of the organization and culture tend to adjust more quickly, feel more satisfied, and remain with the organization longer, this causes satisfaction increases, turnover is reduced and people are more productive. Communication Without effective communication on all levels GE would not be able to implement the changes it has go through such as reducing to seven executive bands and also implementing new business strategies. Immelt understood how vital effective communication was to the growth of the company in a global marketplace, and how it kept employees connected without geographic boundaries; this gave employees high levels of involvement with their jobs, made them more accessible and also made communication more effective. Executive Bands GE was going through a lean journey this is described as maximizing customer value while minimizing waste. Simply, lean means creating more value for customers with fewer resources (Beker, I. 2011). Reducing the 29 PLs was vital in saving money the cost saving opportunity was somewhere between $7 billion and $10 billion (www.pqa.net). The impact it had on the hierarchy resulted in their being less promotional opportunities which then effected the India as they were accustomed to promotions and the emphasis on job titles. This lean journey caused a lot of change which can distress employees; However Welch backed the Six Sigma program up with a strong rewards system to show his commitment to it which attracted GE employees attention. Conclusion For over a decade GE has led the industry, not only as a successful profitable organisation but also as an innovator. In this time, GE has shown its self to be flexible in identifying business opportunities (such as acquisitions) but also with a strong human resource dedication. By being the leader in innovation, GE isnt able to look at its competitors for guidance they must solve potential issues head on and alone. As the market is an ever changing environment they must continue to develop their staff and improve from within looking at gaps and development in its Human capital. How GE teaches teams to lead Literature Review In September 2006 GE launched Leadership, Innovation and Growth (LIG) program which ran for the next two years, the purpose of LIG was to make innovation and growth apart of GEs culture as Six Sigma had been under Jack Welch. Prokesch underpinned five principles that made the LIG at GE successful. (Fig 5) The following shows what the management team at GE Power went through at LIG training. Before attending the LIG, they were asked to assess three areas, they would updated their 3 year strategy, it would conduct a 360 review on its growth values and finally it they assessed creating innovative There scores were collated and given back to the managers at the intervals. The first step in training was to identify barriers, these included things such as identifying the levels of risk taking, idea support, involvement, conflict and debate. These barriers were discussed during intervals throughout the 4 days. In the first interval the team learnt their actual team scores for the 360 degree review of their growth values. This automatically made them reassess almost every part of their business. This also triggered the team to ask questions such as Were not as good at anticipating major trends as we ought to be and Is solar a good place to be? This time to reflect then generated insights in to their business Does GE not understand Government Policies This constant evaluation became an ongoing occurrence after each internal with the mangers constantly adapting and evolving their thought process. Analysis Transformational leadership is, according to Northouse, a process that changes and  transforms people. It is concerned with emotions, values, ethics, standards, and long-term goals and includes assessing followers motives, satisfying their needs, and treating them as full human beings. A transformational leader stimulates the followers by setting challenging goals and offering them support and motivates them to share the same vision and goals as the company (Bass and Riggio, 2006,). This was shown when the mangers were shown their scores and they had to reassess this motivated them as they asked themselves questions such as Were not as good at anticipating major trends as we ought to be. Northouse, 2007 suggests The Transformational Leadership Model only exists when these 4 factors are present: Factor 1: Idealised influence. This reveals the importance for high standards of morality and strong ethical conduct among leaders (Northouse, 2007). This concept is about leading by example. LIG did not present concepts related this, Instead, leaders and their departments were heavily monitored for demonstrating these behaviours prior to attending the training (Prokesch, 2009). The screening included variables that measured the leaders skill to grasp conflict, empower group members to try new approaches with their work, encouraging open communication and trust, and challenging group members in their work. Factor 2: Inspirational Motivation Here leaders inspire and motivating individuals through words and actions of encouragement (Northouse, 2007). The leaders learned the value for creating excitement and building loyalty and commitment among group members through individual attention. The training specifically included consideration for empowering and encouraging employees to experiment and develop new skills. Factor 3: Intellectual Stimulation Here leaders ability to motivate followers and the leader to challenge their values. LIG encouraged leaders to develop relationships and encourage honest conversations (Prokesch,2009). Trust and openness were valued traits presented to leaders in the training which were consistently measured over time. Factor 4: Individualized Consideration The LIG course encouraged leaders in specific departments to consider relationships among its followers; it also looked how leadership is provided to followers across a period of change. Fundamentally, transformational leadership focuses on the ever-changing relationships between leaders and followers (Northouse, 2007). The training also encouraged leaders to assist followers to become leaders in their own respective industry. Conclusion GEs alignment with the factors in the model suggested that many effective features existed in the LIG leadership-training course. The Transformational Leadership Model used in this study suggested that the combination of the four factors resulted in performance beyond expectations. The findings determine that the organization encouraged and trained leaders to demonstrate and use behaviours, tools, and techniques proven to be effective in leadership. Northouse (2007) presented substantial evidence in transformational leadership that had found the transformational leadership factors to be effective elements in leadership. This also meant that performance was seen by way of satisfaction and motivation among subordinates. The findings suggest that the LIG training course offered to leaders at GE effectively trains leaders I encouraging performance among group members.