What is a Conservatarian Anyway

On the right, there have always been labels to describe various factions of Republicans and conservatives. There are the Reagan Republicans and the Main Street Republicans and the neoconservatives. In 2010, we saw the rise of the tea party conservatives, a group of newly active citizens with a decidedly more anti-establishment and populist tilt. But they were necessarily more conservative than other factions. Enter Conservatarianism. A conservatarian is a blend of conservatism and libertarianism. In a way, modern conservatism has often led to big government. George W. Bush campaigned on big government compassionate conservatism and many good conservatives went along for the ride. Pushing a conservative agenda - even as it led to bigger government - seemingly became the GOP way. Libertarians have long been, rightly or wrongly, labeled as pro-drug, anti-government, and beyond too far beyond the mainstream. They have been described as fiscally conservative, socially liberal, and internationally isolationist. There is no easy ideological line going from point A to point B on the right, but there is a pretty big divide between libertarians and conservatives. And thats where the modern conservatarian comes in. The end result is a small government conservative who will push more hot-button issues to the states and fight for a smaller role of the federal government. Pro-business but anti-cronyism Conservatarians are often laissez-faire capitalists. Both the Republicans and Democrats have long been engaged in big deals and favoritism with big business. The Republicans have rightly favored creating pro-business policies including reductions in corporate taxation and tax reduction overall. The Democrats irrationally blame and target big business for everything thats wrong in the world. But at the end of the day, both Democrats and Republicans have favored setting up favorable deals with business allies, offered specialized tax incentives and subsidies, and pushed policies that favor business allies rather than let businesses compete and grow fairly and on their own. Even good conservatives use the hand of government far too often. Using the excuse that subsidies or specialized tax breaks are pro-business, conservatives and liberals selectively choose who gets what and why. They choose the winners and losers. Conservatarians have, for instance, turned against subsidizing industries to give them an artificial advantage over competing interests. Recently, Green Energy subsidies have been a favorite of the Obama administration and liberal investors have benefited the most at the taxpayers expense. Conservatarians would argue in favor of a system were businesses are free to compete without the corporate welfare and without the government choosing the winners and losers. During the 2012 presidential primary campaign, even the more moderate Mitt Romney campaigned against sugar subsidies in Florida and against ethanol subsidies while in Iowa. Primary competitors including Newt Gingrich still favored such subsidies. Focused on State and Local Empowerment Conservatives have always favored stronger state and local government control over a large centralized government. But that has not always been the case with many social issues such as gay marriage and recreational or medicinal marijuana use. Conservatarians tend to believe that those issues should be handled at the state level. Conservative/conservatarian Michelle Malkin has been an advocate for medical marijuana use. Many who oppose gay marriage say its a states rights issue and that each state should decide the issue. Usually Pro-Life but Often Socially Indifferent While libertarians are often pro-choice and have adopted the government cant tell someone what to do talking points of the left, conservatarians have tended to fall on the pro-life side, and often argue from a pro-science stance over a religious one. On social issues, conservatarians may hold conservative beliefs on social issues like gay marriage or be indifferent, but argue that it is up to each state to decide. While libertarians typically outright favor drug legalization of many forms and conservatives oppose it, conservatarians are more open to legalized marijuana for medicinal and, often, recreational purposes. Peace Through Strength Foreign Policy One of the big turns on the right may have been on foreign policy. There are rarely easy answers on issues of the American role in the world. Following the aftermath of Iraq and Afghanistan, many conservative hawks became less so. Conservative hawks all too often seem eager to intervene every time an international crisis. Libertarians often want to do nothing. Whats the right balance? While this is hard to define, I think the conservatarians might argue that intervention should be limited, that the use of ground troops in battle should be almost non-existent, but that the US must be strong and ready to attack or defend when needed.

The Human Martian, By Robert A. Heinlein - 1658 Words

The Human-Martian, Valentine Michael Smith, is a God-like figure who attempts to show the the truth about religion to the world and create a utopian society in the novel Stranger in a Strange Land by Robert A. Heinlein. Heinlein served in the Navy and was a socialist politician before beginning his writing career. His second wife had a large influence on his political views and was the one who convinced him to run for the state assembly. After his loss, he became an author. Stranger in a Strange Land is Heinlein’s most popular book, however, his views on socialism and liberalism were not clear in his writings. Later written books and interviews gave his audience a better look on how he sees the two political views in his eyes. One of Michael’s phrases throughout the book, which had an impact on his world, is â€Å"Thou art God.† With these three words, he has been able to describe himself, and other creative/destructive beings that live upon the Earth as God. Not only have these words made an impression on individual characters, but also their communities. Jubal Harshaw is one of the few characters that Heinlein voices his thoughts through. With his advice and guidance, Mike convinced the world that he could make a paradise; a utopia. Politics and space foreign affairs were some of the major ideas in Stranger in a Strange Land. Mike is made the overall power of Mars and made decisions specifically designed to keep it that way. The character, Secretary General Douglas, isShow MoreRelatedStranger in a Strange Land Essay1314 Words   |  6 PagesStranger in a Strange Land is a book written by Robert A. Heinlein that completely throws away the social mores of the late fifties/ early sixties society. The book opens with a ship returning from a trip to Mars with an interesting passenger, a man, Michael Valentine Smith who was the son of a previous voyage to Mars that was believed to be entirely dead. This was a human raised by Martians, who are an ancient race that has various powers that are discovered later in the book to be possessed byRead MoreHumanity Of Science Fiction : Humanity1877 Words   |  8 PagesHumanity in Science Fiction The human experience can be well characterized by certain parts of the media we create. We reflect what we feel and face in our lives, in what we create, especially in our music and writing. The science fiction we create is especially reflective of these things, because it is often written in a way that explores the human condition as it is and as it may be in the future. These pieces of media do more than demonstrate the ideas of those who create them, they provide usRead MoreRay Bradbury Writing Style1061 Words   |  5 Pagesroutinely rejected and not until the late 1940s did he breakthrough with the publication of his horror and fantasy stories in pulp magazines. Bradburys real breakthrough to a mainstream audience came in 1950 with the publishing of his book The Martian Chronicles, a series of short stories which describe the first attempts of Earth people to conquer and colonize Mars. After reading the book Chris Isherwood a critic for Tomorrow Magazine raved that even a book decorated with rocket ships and bug-eyed

Emerging Theme in Human Resource Management Free Essays

Part One Macro Level Issue: Social: Changing Cultural Patterns Mesco Level Issue: Flexibility and Work Life Balance Chosen Industry: Telecommunication Industry Justification of the choice of themes in the context of the identified industry/sector The current business environment is characterized as multi-faced, highly intricate and competitive, and is in a constant mode of transition, hence demanding greater level of flexibility and adaptability from business firms which intend to thrive and succeed. A theme which is at the centre of this demand for greater adaptability and flexibility is ‘changing cultural patterns’, an emerging phenomenon which driven by growing influence of globalization. With the advent of globalization which is in turn fuelled by mass communication, information and communication technologies and international business, the traditional societies are being replaced by modern ones which demonstrate a greater extent of cultural heterogeneity. We will write a custom essay sample on Emerging Theme in Human Resource Management or any similar topic only for you Order Now This cultural heterogeneity lays emphasis upon fairness, openness, empowerment, respect, and flexibility. Resultantly, the changing culture patterns impact upon the modern human resource practices, requiring them to adhere to the agenda of fairness, openness, participative leadership and management style, and cater greater flexibility to main a sound work life balance, in order to keep abreast with the emerging circumstantial requirements. The significance of realizing the changing cultural patters and incorporating them in the human resource practices especially in terms of flexibility and work life balance is underscored due to the fact that modern day organization, especially those operating in telecommunication and related technology industries need to be highly adaptive, innovative and creative and sensitive to customers’ demands and aspirations. This can be achieved by having a highly motivated workforce, working within an organizational culture that ensures fairness, respect, encourages creativity and innovation. The aims of fairness, respect and encouraging creativity can be achieved by ensuring a level of flexibility that balances the social, personal and professional life of employees. Innovation and creativity that is achieved through such human resource management practices is necessary in the current business environment and is considered to be primordial for the survival of businesses operating in telecommunication and digital media industry. Without the right kind of workforce with the right kind of capabilities, businesses in the high tech industries would not be able to compete in the highly complex and fast paced technological environment. War for Talent: Some commentators are of the view that after the economic conditions get stable and recover from the recent economic downturn, the end of the financial battle will only mark the beginning of the war among human resource management (HRM) practitioners which would be the ‘War for talent’. The post-recovery phase is characterized with high turn-over rates and dearth of skills as indicated by PricewaterhouseCoopers (PwC) study report. It highlights that one out of three employees in the UK plan to budge to another job or position when the possibility emerges (Change Board, 2010: pg.1). Moreover, the study predicts that following the economic recovery in 2011, employers in UK and elsewhere in similar economies will face a dire shortage of skills. They would have more difficulties than before in filling new positions. The survey revealed that more than 50% of the respondents ranked ‘skills shortages’ as their greatest upcoming concern (People Management, 6 Dec 2010: pg.1). Recent Employee Outlook CIPD’s survey (People Management, 29 November 2010: pg.1) identified a phenomenon termed as ‘fixed grin’ in which job satisfaction levels rose to a peak during economic hardship due to the fact that the top most concern of the employees was only to have job stability. This would be followed by a likely drop once the economy convalesces, and new opportunities erupt (People Management, 29 November 2010: pg.1). Hence HRD personnel will have to play a crucial role in engaging employees when the economic climate becomes favourable by offering competitive learning environment and growth prospects in order to attract and retain the best talent within the industry. Thus attracting and retaining talent is another concern that deepens the demand for a cultural overhaul across organizations and flexible working environments epically in telecommunication industry. List of most suitable potential publications for this publication and its relevance For the current discussion paper, the author has shortlisted two UK based publications. The credentials and relevance of both those shortlisted publication are presented in the following: HR Magazine ‘HR Magazine’ is aimed for people-focused, forward-thinking, business leaders who wish to gain valuable insights and examples of business-contextualized human resource for developing high-performing and effective business firms. HR magazine is aimed for the up-market business consumers. The magazine’s ABC circulation is 7,968 comprising of HR directors and heads, chief executives, managing directors, finance directors and chairman positions only. The magazine has a premium position among business and HR magazines, a fact confirmed by the recent British Business Survey 2011, undertaken by Ipsos Mori in which out of 1.8 million purchase decision makers, 75,000 purchase decision makers had dealt with HR brand in the previous month of the survey (see http://www.hrmagazine.co.uk). This magazine is deemed relevant for the publication of this discussion paper due to its high readership and brand value among HR personnel across UK. Flexibility ‘Flexibility’ is a uniquely positioned HR magazine which aims at stimulating a debate regarding the changing organizational culture and work environment. The magazine brings together researches and opinions about new trends in HR practices, organizational change and technological development. The magazine has been under publication since 1993, and provides regular updates regarding flexibility working. It also publishes digital version of its magazines. The specific purpose of this magazine which coincides with the discussion of this paper makes is very suitable for the publication of this discussion paper (see www.flexibility.co.uk). Brief justification of why the publishers should publish this discussion paper The aim of the current discussion paper is to recognize the changing patterns in organizational culture especially within information and communication technology industry in order to promote flexibility and continuous learning and development. It fits precisely within the scope and purpose of the Flexibility magazine, whose motto is to provide â€Å"resources for new ways of working†. The magazine champions the cause of flexible working environment and organizational learning and development. Therefore the author of this discussion paper is of the view that the current discussion paper will make a valuable contribution to the magazine, in acquainting its readers with new emerging HR trends and practices within telecommunication industry that fosters innovation and creativity through its organizational culture and flexibility. Part Two The modern day business environment has evolved to become much more multifaceted than ever before. The entire globe in intertwined by complex networks of communications enabled by cutting edge information technologies. Markets are evolving at a higher pace with consumers’ demands varying quickly due to globalization. In such a business environment, a company operating within fast evolving industries such as telecommunication and digital media, its organization culture worldview ought to vary significantly from that a traditional manufacturing and production company. This discussion paper evaluates how organizations should evolve in terms of organization culture as a response to the changing cultural patterns especially those operating within telecommunication industry. It will also discuss the significance of maintaining flexibility and ensuring a sound work life balance for fostering innovation and creativity. It will also assess the implications of the proposed changes and h ow the attitudes, skills and behaviors of HR professionals will have to change resultantly. Various organizations within the telecommunication and digital media industry have successfully developed organizational cultures that coincide with the changing cultural patterns of modern societies to bring about transformation change. These transformational changes are marked by the introduction of ground breaking products and applications such as smart phones, tablet computers, operating system, social networking applications, cloud computing technologies, to name a few. Cultures within such organizations provide for working environments that are founded on wider modern social values of openness and fairness, encouragement for creative thinking, and a participatory and democratic management style. Such an organizational culture adheres to the view that all the business solutions to the external and internal challenges can be realized internally by not just the top executive but by any of its knowledge workers. Hence, it entails to making efforts to tap into the creative base of employees, providing them with the â€Å"ability to think critically and creatively, the ability to communicate ideas and concepts, and the ability to cooperate with other human beings in the process of inquiry and action.† (Navran Associates Newsletter 1993) A modern organizational culture which deliberates innovation and creativity within its realms underscores the importance of flexibility and work life balance for its employees. It tries to build a workforce which is free from constant managerial oversight as it employees are not considered to be passive players within the overall business equation. Such an approach encourages employees to utter ideas, explore new phenomena, and push their limits beyond their comfort zones and subsequently contribute towards an enhanced working environment which further strengthens the modern organizational culture. Such participating brings about a paradigm shift, refuting the traditional authoritarian management approach complementary to the traditional social cultural pattern. Herein, the managerial hierarchy is invalidated in terms of knowledge creation leading to a business environment where knowledge workers can â€Å"create the results they truly desire and where they can learn to learn togeth er for the betterment of the whole† (Rheem 1995, p 10). Impact of Modern Organizational Culture A salient example such an organizational culture which can be considered as a benchmark and blue print for companies operating within the fast paced telecommunication industry is the Internet search engine colossal ‘Google’. Within a short time of establishment, Google has succeeded in becoming a global leader owing to its diligent innovation and focus upon customers’ needs. The company’s management style is the key behind its organizational culture that systematically fosters organizational learning and development and resultantly innovation. Google’s management approach is highly participative and to some extent free reign, reflecting its adherence to the evolving modern culture of the society in general. The central premise of this type of managerial approach is based on the fact that the leader (top executive/CEO) has only part of the information, whilst the rest of information is within the employees. The leader is someone who has the ability to extract the potential out of the employees in order to know everything; hence he/she employees well-informed and capable employees. Likewise, Google managerial style and its organizational culture value the common wisdom. Its leadership surprisingly supports dissent and disagreement when conversing new ideas and values those who tend to differ. According to Schmidt, the Chairman of Google and its former CEO, disagreements are vital to bring about all important information and varying point of views on table leading to a thoroughly informed decision (Manyika 2008). The company’s leadership also acknowledges that freedom, flexibility and collaboration and learning are key aspects getting the best ideas and solution. Schmidt mentions that â€Å"in traditional companies, the big offices, the corner offices, the regal bathrooms, and everybody dressed up in suits cause people to be afraid to speak out. But the best ideas typically don’t come from executives.† Google systematically advocates innovation and learning at every stage at Google in the whole system, including management. Google adheres the â€Å"70/20/10? rule, which implies that the employees at the organization spent seventy percentage of their time regarding core business activities; twenty percent of their time in tasks related to that business activity; and ten percent of their time doing things which are not associated with any of the core business activities. Schmidt himself also complies with this rule by spending his time in three different chambers, so he can track his time spent on each activity (Battelle, 2005). Moreover, Schmidt asserts that â€Å"new ideas emerge with freedom from thinking about obligations† (Manyika 2008). Therefore Google put up its core engineers in spending twenty percent of their time in the pursuit of innovative thoughts which does not include any formal or regular duty (Battelle, 2005). Schemes like these have given birth to several products and services which Google is offering these days. Google’s organizational culture hence adheres to the policy of openness, employee empowerment and participation and respect for every individual’s ideas. This leads to a greater level of innovation and creativity at an organizational level. Impact of Flexibility and Work Life Balance Google also treats its employees as internal customers, offering them a high level of flexibility and ensuring a great work and life balance. The company leaves no stone unturned in appeasing its employees in its effort to keep them highly motivated and enthusiastic. One way through which Google advances work satisfaction is through its great working conditions. Google’s work places all over the world are very spacious; providing employees with every possible facility they could ask for. It is not unusual for a Google’s workplace to have outdoor tables, park benches shaded by trees, gardens, sports facilities etc. Staff members are provided with free on-site messages, haircuts, pet care facilities and healthy meals throughout the day. Google also offers unlimited sick leaves to its employees and as many as 27 days of paid time off after one year of employment. It has comprehensive maternity and new fathers leave program in place as well. The company also holds annual on -site Health Fair offers various free testing services, including eye exams and cholesterol testing; also offers free flu shots. It’s on site perks at headquarters include medical and dental facilities, oil change and car wash, courier, fitness center, banking center, and free breakfast, lunch and dinner on a daily basis. The company spends as much as $70 million annually on free meals and snacks (Sutherland, 2012). The company literally looks after every need that a technology geek would not want to be bothered with, to help them focus on innovation, and creativity. Such flexibility and measures for ensuring a great work/life balance keep the employees highly motivated and foster innovation and creativity. Implication of these Themes for HR Managers Modern day organizations ought to make strong efforts in maintaining a participative and democratic leadership as the very first thing needed to enforce a modern organizational culture which is not based on traditional hierarchy, but upon a diverse workforce wherein every individual provides a valuable input to lead the organization (Senge 1996). The leadership should recognize and admit that every employ has potential to find solution to the challenges faced by the company. This should lead to a organizational culture which is based on openness and trust, where employees are supported and rewarded for learning and innovating, and one that promotes experimentation, risk taking, and â€Å"values the well-being of all employees† (Gephart 1996, p 39). Such a culture would position organizations to capitalize upon forthcoming ideas which can deliver unquantifiable benefits for the development and success of the telecommunication firms. Adhering to this line of thinking, HR manage rs should provide ample facilities and amenities for socialization, such as gyms, pool and indoor games, well kept cafeteria and canteens among other recreational facilities where employees can share ideas, experiences, and embark in informal learning. Such an environment is very effective in fostering group work and team learning as well (Senge 1990). Conclusion As Hout (1999) mentions that â€Å"management as we have known it is too cumbersome for today’s fast, unpredictable pace. A new kind of company wins now. The best management models don’t adapt to the new economy; they emerge from it. It’s no longer the survival of the fittest; it’s the arrival of the fittest.† Hout’s contention clearly identifies the new order in the business world, which is characterized as fast paced, complex and unpredictable. It dictates a paradigm shift in the modern organizational culture. He further states that: â€Å"No intelligence from on high can match the quality of solutions to market problems that arise from players who are constantly communicating with one another on the ground level. The invisible hand of the marketplace should displace the visible hand of the manager. The markets can determine where one team or initiative or company ends and another begins. Managers interfere at their peril.† This sign ifies the importance of a participative organizational culture, which encapsulates themes such as fairness, openness, and respect ; all of which combine the collective wisdom of executives and all those working in an organization, in yielding bright ideas and solutions that can be translated into company’s success. Organization within the telecommunication industry should recognize that the journey towards creating such an organizational culture through flexibility is a long and gradual one and thus temporary setbacks and difficulties are to be expected. Enforcing a participatory managerial style and engaging employees in the organizational learning process are massive feats that cannot be achieved overnight. However, given the current overall outlook of the business environment and the rapidity of the technological advancements, and recognizing the changing cultural pattern of the society in general, developing such an organization is the most crucial strategy for the success of telecommunication firms. A flexible working environment can create an organizational culture that would promote innovation and creativity. It is the best way to avert any foreseen and unforeseen challenges faced by organizations. References Battelle, J (2005) Google CEO Eric Schmidt gives us his golden rules for managing innovation. CNN/Money. Available fromhttp://money.cnn.com/magazines/business2/business2_archive/2005/12/01/8364616/index.htm (cited on 15th December, 2012) Bender, D.R. (1998), â€Å"Knowledge management makes information work†, Washington Business Journal, Vol. 17 No. 6, pp. 35-6. Botha, D.F. (2000), â€Å"A conceptual framework for the management of knowledge in a knowledge-based enterprise†, South African Journal of Business Management, Vol. 31 No. 4, pp. 141-8. Change Board (1 January 2010) ‘HR landscape in 2010 – HR challenges’, Available from: Changeboard.com. (cited on 15th December, 2012) CIPD (28 January 2010) ‘Press Office’, Chartered Institute of Personnel and Development, Available from: CIPD.co.uk. (cited on 15th December, 2012) Crossan, M. M., Lane, H. W. and White, R. E. (1999) â€Å"An organizational learning framework: from intuition to institution†, Academy of Management Review, 24, 522. De Geus, A. (1997), â€Å"The living company†, Harvard Business Review, Vol. 75 No. 2, pp. 51-9. Drucker, P.F. (1964), Managing for Results: Economic Tasks and Risk-taking Decisions, Harper and Row, New York, NY. Drucker, P.F. (1998), â€Å"Managements new paradigms†, Forbes, Vol. 162 No. 7, pp. 152-69. Gephart, A., Victoria J., Marsick, E., Van B., and Michelle S., (1996). â€Å"Learning organizations come alive† Training Development vol. 50, no. 12: 35-45. Handy, C. (1995) The Age of Unreason, London, Arrow Business Books. Harrison, R. (2009) Learning and development. 5th ed. London: Chartered Institute of Personnel and Development. Kaplan, Robert S., and David P. Norton. (Sept./Oct. 1996). Strategic planning and the balanced scorecard. Strategy Leadership vol. 24, no. 5: 18-24. Kontoghiorghes, C., Awbrey, S.M. and Feurig, P.L. (2005), â€Å"Examining the relationship between learning organization characteristics and change adaptation, innovation and organizational performance†, Human Resource Development Quarterly, Vol. 16 No. 2, pp. 185-211. Manyika, J (2008) â€Å"Google’s View on the Future of Business: An Interview with CEO Eric Schmidt†. The McKinsey Quarterly. Available from http://www.mckinseyquarterly.com/Googles_view_on_the_future_of_business_An_interview_with_CEO_Eric_Schmi t_2229 (cited on 15th December, 2012) McGill, M.E., Slocum, J.W. and Lei, D. (1992), â€Å"Management practices in learning organisations†, Management Dynamics, Vol. 21 No. 1, pp. 4-17. Miller, W.C. (1998), â€Å"Fostering intellectual capital†, HR Focus, Vol. 75 No. 1, pp. 509-17. Munk, N. (1998), â€Å"The new organization man†, Fortune, Vol. 137 No. 5, pp. 62-74. Newstrom, J and Keith D. Organizational Behavior : Human Behavior at Work. New York : McGraw-Hill, 1993. Nomikos, G.E. (1989), â€Å"Managing knowledge workers for productivity†, National Productivity Review, Vol. 8 No. 2, pp. 165-74. Rheem, Helen. (Mar./Apr. 1995). â€Å"The learning organization.† Harvard Business Review vol. 73, no. 2: 10. Roy, M.C., Falardeau, J. and Pelletier, C. (2001), â€Å"Support systems for knowledge workers: the need for new development approaches†, Journal of Knowledge Management Practice, August, p. 2, available at: www.tlainc.com/articl24.htm. Shea, T. (1998), â€Å"Are you good at attracting knowledge workers?†, Orlando Business Journal, Vol. 15 No. 29, p. 30. Senge, P. (1990). The Fifth Discipline: the Art and Practice of the Learning Organization. New York: Doubleday. Senge, P. (1996). â€Å"Leading Learning Organizations†. Training Development vol. 50, no. 12: 36-4. Sloman, M. (2007) ‘The changing world of the trainer: emerging good practice’, Oxford Elsevier Butterworth-Heinemann. How to cite Emerging Theme in Human Resource Management, Essay examples

Leadership Challenges Critical Perspective

Question: Discuss about the Leadership Challenges for Critical Perspective. Answer: Introduction: I think the virtue of self confidence is measured with the parameter which normally denotes the way in which the challenges of any tasks are accepted with the confidence of complying the requirement of the job with the level of utmost perfection. Self confidence drives a person who has proactive attitude to face any challenge with the quality of good analytical skill to assess the challenges or threats related to the assignment. My self confidence drives me to go forward and do the work with the team. According to me, the other aspect of self confidence is to motivate the team and individual for a specified purpose. Self confidence arises from the quality of knowledge which is theoretical and with the power of application as practical approach of the theory. Personal Resilience: To analyze myself on the issue of personal resilience as a part of self assessment, the issue is to assess flexibility of myself. Flexibility may be of different types for different aspects so for self assessment is concerned. While leadership is applicable to work as a team for accomplishment of an objective or a group of objectives, the obvious need of strategy fixation takes on priority along with the proper execution of that strategy. It is mostly found that the objectives had been fixed first and the strategies are set to accomplish the objectives. As a leader, the need of self resilience is needed most for the purpose of proving me to be at par with the need of the situation which arises from the different level of execution of any strategy. If the situation goes adverse, the strategy is to be rethought for further fixation of strategy or to be modified with the needed changes to accomplish the objectives. Self resilience is one of the great qualities of a leader who has the te am and who needs to motivate the team in adverse situation with the changes of strategy. It is mostly found that good leader assesses his ability with the true valuation of different qualities out of which self resilience is big factor for success or to prove one as good leader. Readiness for Leadership Role: It is told universally that leaders cannot be made but they are born. In the present situation of different challenges to be faced in work as well as in my personal life, I think leadership claims a vital role for accomplishment of objectives, particularly when the objective is connected with the team effort. From my point of view, the role of leadership is needed most for this situation. It is mostly welcomed when the trait theory of leadership is practiced by the leader to have the patience of listening to other team members and decide with the best possible strategy to be opted to succeed in the assignment. I have also found that the old practice of dictating attitude does not work and the self realization of the leader should lead to the concept of listening to other team members for amicable route to ensure success. Leadership Experience Audit: In case of doing audit of self leadership, the role of experience plays a vital role. I have found that leaders are chosen from experienced personality due to their knowledge of theory and application related to the subject. Experience makes a leader more authentic and can command the situation with the expertise and experience. The audit of experience regarding leadership is needed to find out the level of success on the issue for which the leadership is sought. This is a parameter of my assessment regarding the virtue of leadership with finding the probability of success through the way of leadership approach which can lead to successful leadership. Behaviors and Attitudes Reflecting Charisma: The outer look matters in every field of life which is made by my projection. A leader is an identity which drives the team towards the destination of success and his personal appearance with physical projection and gestural attitude. The presentable way of focusing the entity who is intending to be the leader should possess behavioral gesture and personal charisma to influence the team and the others allied to the project. I have found that the leader with strong behavioral approach with pleasant personality can project the identity with more successful charismatic approach towards the successful leadership. What style leader are you? The style of leadership opted by me, should be of trait theory of leadership which allows the team members to express their views related to the assignment and with the mutual discussion between the leader and the team member the probable strategy is being fixed for the accomplishment. What is your propensity to take risks? To be a good leader, the ability to take risk is one of the prime factors. To take the risk, the evaluation of risk management is to be done perfectly to mitigate the risks with negative output. Proper analysis of the risk factors and with the subsequent justified decision for opting of the risk is a great quality of perfect leader. Measuring Your Situational Perspective: According to me situational perspective means the analysis of situation with properly measuring the perspective of that situation. It is mostly found that the situation cannot be assessed properly by the leader and that may cause adverse impact on the project. A good leader can study the situation and thus ensures the success of the assignment by opting for the perfect strategies. Quality of Leader-Member Relations: Being a leader as per trait theory, the follower should opt for listening to everybody with the ambience of openness in the team and that will direct the team along with leader and members to succeed in the assignment.