Child Labour (Prohibition and Regulation) Act 1986

Child Labour (Prohibition and Regulation) Act 1986 BANDARI RAMESH Introduction Many of the countries are believed children are big resources of their country in the context of well being and development. According to the eminent person Herbert Hoover, 31st president of United States said that â€Å"children are our most valuable resources†. Therefore, government of the each country start many programs and laws for protecting children from various conditions. I would like to explore the topic about â€Å"Child labour (prohibition and regulation) act† in the year of 1986. Along with why government look into this act and provisions, what are the significant impacts of child labour by this act? These would be explained in the following paragraphs. First and foremost, what are the reasons behind causes of child labour, Child labour is socio-economic phenomenon. This phenomenon is trapped in vicious circle by poverty, illiteracy, unemployment, demographic expansion, deep social prejudices and above all the government interest are commonly consider as the most prominent causative factors for large scale employment children. It has been officially started that â€Å"child labour no longer of economic exploitation but it necessitated by economic necessity of the parents and many cases that of the chid himself†. Moreover, there are several causes which have failed to check out child labour. Particularly in India the causes of failure are poverty, low wage of the adult, unemployment, migration to urban areas, large families, lack of subsistence income and children ignorance by parents these are incentives to the children comprises in the activities. In order to tackle this problem government has initiated some acts before enacted this act that are Merchant Shipping Act, 1951 Mines Act, 1952 Motor Transport Workers Act, 1961 Beedi and Cigar Workers Act, 1966 Due to improper implementation of existing acts and the lack media coverage these acts sufficiently not benefited to children. That is why; government has taken step to reduce child labour in the field of formal and informal sector. At that time act was come out that is child labour (prohibition and regulation) in the year 1986. In addition, Indian constitution provides many provisions to the child, prohibited child labour and it also mention the rights of the child. They are, Article 23: prohibition of employment children from factories Article 39: certain principles of policy to be followed by state that are referring to the secure of children that the health and strength of workers, men and women and the tender age of age children are not abused and that citizens are not forced by economic necessity to enter evacuation and unsuited their age and strength. Article 45: provision for early childhood care and education to the children below the age of six years. Article 21-A: right education the state shall provide free and compulsory education to all children age of six to 14 year. Even though, children were exploited by the factories and small scale industries. Therefore, the government of India enacted that was â€Å"child labour (protection and prohibition)† in the year 1986. This is an act prohibit the involvement of children in certain employments of hazardous places and to regulate the conditions of doing work for the children in certain other employments of non hazardous nature. Although there are little legislation which prohibit employment of children below 14 years and 15 years in certain specified employments but there is no specified procedure laid down in the legislation for deciding matters relating to employment, occupation are processes which necessities the prohibition children employment therein. At the same time there is no law for regulating the working condition of the children in the most of the employments where employment of children is not explicitly prohibited and the children are working exploitative conditions. Therefore the m ain intension of this act basically, which is ban the employment of the children below the age of 14 years in the specified occupation and processes to lay down for procedure introducing modification to the schedule of banned occupations or processes from time to time whenever need arises to regulate the condition of the children in employment where they are not prohibited works to prescribe the enhanced penalties employment for children if they are violation by the employers and management as per the child labour(prohibition and regulation) act 1986 the committee addressed that is â€Å"child† means a person who has not completed 14 years old the act prohibit employment of children in engaging 18 occupations like, transport at passengers and goods or mails by railway, work relating to the at construction and railway works, foundries, handloom and power loom industry, mines and plastic factories, domestic houses and automobile workshops and garages. Similarly, 65 process works for example, beedi making, carpet weaving, manufacture of matches and explosive or fireworks as well different industries, factories, coal mines, manufacture industry above these placed in part A, part B areas. Regarding these works children are prohibited by this act under the act, â€Å"the child labour technical advisory committee† constituted to advice the central government for the purpose of additions of occupations and processes in the schedule parts the act regulates the condition of all employment in all occupations and processes The main provisions are, no child shall be permitted to work in any establishment in excess of such number of hours, as may be prescribed for such class of establishment. The period of work each day shall be fixed no time to exceed three hours and that no child should not work more than 3 hours. Moreover, every child employed in an establishment shall be allowed in each week, a holiday or whole day, which day shall be specified by the occupier In a notice, every occupier shall maintain, in respect of children employed or permitted work in any establishment, register should be available for inspection by n inspector at all times during working hours or when work is being carried on there is tendency first, should be noted nm end date of birth of the every child employed to work, hours and periods of work of any such child on the intervals of rest to which is entitled, the nature of work such child, like that related information should be prescribed. In addition, the government made ga zette form for chid basis on health and safety on the children employed as well addressed minimum amenities should be provided by the owner at the working places. When the children are working in hazardous places it is found by someone he has right to complaint to the near police station. In addition, consequences of child labour, it is impact children physical and mental growth development as well health disease like, respiratory problem, skin disease, they will become disabled, bone fractured. These are lead to ill development. Interventions Education is very important part of the development. Lack of schooling and engaging family needs daily then, studies have found low enrolment and high children employment, schools are the platforms for the early intervention against child labour. Child labour can be controlled by economic development increasing awareness and making education affordable across all levels, and enforcement of all anti child labour laws. The government of India has taken certain initiative to control child labour started a program in 9 district that is â€Å" NATIONAL CHILD LABOUR PROJECT (NCLP)† under the schemes funds given to the district collector for running special school for child labour as well under this scheme provides formal and non-formal education, vocational education and spends 100 rupees per month. In one hand, how this act impacts on children life, primarily, based on this act government has expended this act in 2008. As well as, two acts were came that are â€Å"the juvenile justice (care and protection) in 2000, this act made prevent the bondage child labour as well if any one procure the children for domestic and industry works those persons punished by regarding this act. In the year of 2009, government has made act for education to the child that is â€Å"Right to education (RTA)† by this act free and compulsory education to all children between six to fourteen years. According to this act government has addressed that 25 percent of seats should be allocate for the disadvantages people. Moreover, between the 1981 to 1991 national sample survey organization conducted 43rd round of surveys it’s convey that the estimates the number of children was to the tune of 17.30 millions. As per the 1991 census, revealed that the number of working children in India was 1 1.28 million. This Number gradually decreasing in the following years. Because implementation of labour act by the legislation. The 1998 national census of India estimated the total number of child labour to be at 12.6 million out of total 250 million of child population. This count was reduced to 5 million in the year 2009. The 2011 national census of India found that the national number of child labour , aged five to fourteen to be 4.30 million out of the total 260 child population. By this enumerate we have observed child labour was gradually reducing due to child labour acts as well another government schemes. For example, in the â€Å"domestic households† before implementation of act the children are working in restaurant and as a domestic labour more than 20 million than when the government of expanded the child labour prohibition and regulation act and banned the children from domestic works as result of, as per the 2011 census, less than 0.1 million children are engaged as a child l abours. In addition, effect of this child labour act 1986, influence on children education and health as well as human development these all are contributed to increasing Indian economy and human development index. This act has impacted on education of children as well it is lead to improve aggregate literacy rate by in the year 1981 total average literacy rate is around 44 percent. This was increased to 52.3percent in the year of 1991, as per the 2011 this literacy rate was increased to 74 percent we observed contribution of provision of act stop to children in work places and push them in to schooling as well according to the 2011 census, children are engaging a fewer in the factories and industry as a result, child death rates were gradually decreased. On the other hand, loopholes and weakness in the child labour (prohibition and regulation) act 1986, while prohibiting bonded child labours from hazardous industries also allow it to thrive in other forms. A child working in a factory consider hazardous and is not to allowed. But if the child is a part of family labour, he is allowed to work. Hence the act 1986 has a large scope of exploitation of children. If they could be brings under the family-child labour phenomena. Eventually, poverty is one of the important factors of raising child labour. Hence enforcement alone cannot help solve it. So the government has been laying lot of emphasis rehabilitation of these children and should be improving economic condition of their families. In India many NGO’s working for eradicate child labour like, CARE and CHILD ROGHT TO YOU, government need to boosting these NGO’s, similarly, government need to enforcing right to education in the tribal areas. Moreover, government has to be expanded NCLP schemes to maximized districts. Government should be takes a fore step to domestic child labour and extract laws from other countries and implement in India. As well, Supreme Court shall takes significant steps whether punishment or control for exploitation of articles 23, 24 and 21A. Individually who are educated they should be provide awareness to ST’s, SC’s and below poverty level people about important of child for our country development . References Fuller, R.G., (1994), â€Å"Child Labour and Constitution†, Ashish Publishing House,  New Delhi, page no.283. Dewan, V.K.,(2009), â€Å"Child labour A Socio-legal Perspective†, pentagon publication,  NewDelhi, p.582. Purushottam kumar,p., (2010,june 25), â€Å"Need to look in to Child Labour act 1986†, Lawers  Club India website., google.

Rappaccinis Daughter Essay: Allegory of the Garden of Eden

  Ã‚  Ã‚  Ã‚   In the literal sense, Nathaniel Hawthorn's Rappaccini's Daughter is the story about the rivalry between two scientists that ultimately causes the destruction of an innocent young woman. However, when the story is examined on a symbolic level, the reader sees that Rappaccini's Daughter is an allegorical reenactment of the original fall from innocence and purity in the Garden of Eden. Rappaccini's garden sets the stage of this allegory, while the characters of the story each represent the important figures from the Genesis account. Through the literary devices of poetic and descriptive diction, Nathaniel Hawthorne conveys the symbolism of these characters, as well as the setting. The story takes place in mid-nineteenth century in Padua, Italy and revolves around two major settings; the mansion of an old Paduan family, and Rappaccini's lush garden. The mansion is described as, "high and gloomy†¦the palace of a Paduan noble†¦ desolate and ill-furnished†¦" This description establishes a dark mood throughout the story. Hawthorne writes, "One of the ancestors of this family†¦had been pictured by Dante as a partaker of the immortal agonies of his Inferno†¦" The allusion of Dante refers to The Divine Comedy and the Inferno describes the souls in Hell. Furthermore, Baglioni converses with Giovanni in this mansion chamber and tries to manipulate him in his attempt to destroy Rappaccini. In a sense, the dark and gloomy mansion symbolizes the domain of evil. The second major setting is the garden. The author uses poetic diction to describe Rappaccini's garden. Hawthorne writes, "There was one shrub in particular†¦that bore a profusion of purple blossoms, each of which had the luster and richness of a gem†¦seemed enough to illuminate th... ...ce 35 (1989): 43-69. Male, Roy R. Hawthorne's Tragic Vision. Austin: Texas University Press, 1957. Marder, Daniel. Exiles at Home: A Story of Literature in Nineteenth Century America. Lanham: University Press of America, Inc., 1984. Norford, Don Parry. "Rappaccini's Garden of Allegory." American Literature 50 (1979): 167-186. Phal, Dennis. Architects of the Abyss: The Indeterminate Fictions of Poe, Hawthorne and Melville. Columbia: University of Missouri Press, 1989. Person, Leland S., Jr. Aesthetic Headaches: Women and Masculine Poetics in Poe, Melville and Hawthorne. Athens: University of Georgia Press, 1988. Shurr, William H. Rappaccini's Children: American Writers in a Calvinist World. Lexington: University of Kentucky Press, 1981. Waggoner, Hyatt H. Hawthorne: A Critical Study. Cambridge: Harvard University Press, 1955.  Ã‚     

Policy and Strategy in Global Competition Essay

Discussion Question 11.1: Why is it important for an organization to have alignment between its strategy and organizational structure? The relationship between an organization’s strategy and structure are extremely important because it â€Å"directly impacts a firm’s performance† (Rothaermel, 2013, p. 309). Also, as an organization grows, it should reevaluate the current strategy and structure to ensure that it remains the optimal choice for the organization (Rothaermel, 2013). The four types of organizational structures, listed in order of least to most complex according to Rothaermel (2013), are: (1) simple, (2) functional, (3) multidivisional, and (4) matrix. The simple structure is for small firms or organizations that are just starting out (Rothaermel, 2013). The decision-making structure is quite flat, as â€Å"the founders tend to make all the important strategic decisions† (Rothaermel, 2013, p. 309). Growth will often cause the higher-ups to feel o verwhelmed under this type of structure, requiring the organization to adopt a different, more complex structure (Rothaermel, 2013). A functional structure groups employees into teams, allowing for increased decision-making at lower levels of the managerial chain (Rothaermel, 2013). The opportunity for specialization allows for the functional structure to be employed with each of the business-level strategies: cost leadership, differentiation, or integration (Rothaermel, 2013). One of the hurdles to overcome would be the likely increase in difficulties which arise from departmentalization of the varying teams (Rothaermel, 2013). The best way to overcome such a hurdle is through cross-functional teams (Rothaermel, 2013). Whenever the organization seeks greater diversification, into varying product lines and service offerings, it will likely look into utilizing a multidivisional structure (Rothaermel, 2013). Under this structure, the organization is further compartmentalized  into strategic business units (â€Å"SBUs†) which are governed by their own profit-and-loss (â€Å"P&L†) responsibilities (Rothaermel, 2013). At this level, each of the SBUs is viewed as its own independent entity, pursuing its own profit-creating goals (Rothaermel, 2013). While organizations with a corporate-level strategy with a single or dominant business would be best served by a functional structure, organizations seeking related or unrelated diversification would be wise to utilize a multidivisional structure (Rothaermel, 2013). Lastly, the matrix structure is a combination of the functional and multidivisional structures (Rothaermel, 2013). It is most appropriate when an organization needs a structure which allows for both centralized and decentralized decision-making, and can be organized by geographic areas and product divisions (Rothaermel, 2013). While a global strategy does not automatically lend to a matrix structure, a transnational strategy which has the requirements above is better served through a matrix structure (Rothaermel, 2013). Discussion Question 11.3(a): What commonalities across the products would likely be enhanced by flexible cross-functional teams? Gore has product lines which include consumer products like guitar strings and vacuum filters, cables and cable assemblies, electronic and electrochemical materials, fabrics, fibers, filtration products, medical products, pharmaceutical processing, sealants, and venting products (Gore, 2015). Its product lines are used in industries ranging from aerospace and automotive to military and textiles (Gore, 2015). Gore utilizes cross-functional teams to help develop its many products within varying lines (Rothaermel, 2013). Cross-functional teams allow for individuals from differing functional areas within an organization to temporarily come together and work on a particular project (Rothaermel, 2013). These teams would allow for the differing products, though developed for a particular function, to be developed for use in more than one of the organization’s products (Rothaermel, 2013). As an example, the cables developed for aeronautics can likely be used in other electronic or automotive applications if developed by members from the appropriate cross-functional teams. Discussion Question 11.3(b): What would be your expectations of the type of norms found at W. L. Gore? Organizational norms â€Å"define appropriate employee attitudes and behaviors† (Rothaermel, 2013, p. 318). The norms which exist at Gore likely arise from founder imprinting,  which means that Bill Gore, the founder of W. L. Gore & Associates, has helped to establish and define the company’s culture (Rothaermel, 2013). The organization’s four core values, stated succinctly, are: (1) fairness, (2) freedom, (3) individual commitment, and (4) consultation and collaboration (Rothaermel, 2013). These values, coupled with the open nature of the organization’s structure, result in organizational norms which encourage the free exchange of ideas and collaboration up and down the organizational ladder (Rothaermel, 2013). Employees, associates as they are called at Gore, likely show great respect to one another and to the customers for whom their products are developed (Rothaermel, 2013). Chapter 12 Discussion Question 12.1: How can a firm lower the chances that key managers will pursue their own self-interest at the expense of the stockholders? At the expense of the employees? Corporate governance tools are utilized to help align the interests of principals and agents, or organizations and employees (Rothaermel, 2013). A board of directors is one such tool which helps to prevent key managers to avoid pursuing their own self-interest at the expense of the stockholders (Rothaermel, 2013). A board of directors is independent, made up of both inside and outside directors, and answers directly to the shareholders (Rothaermel, 2013). Another tool is executive compensation which links compensation to the performance of the company (Rothaermel, 2013). This means that the CEO would receive certain stock options in lieu of pay (Rothaermel, 2013). If the company’s stocks are doing well, likely showing that the company is successfully operating, then the CEO receives greater value in the stock options (Rothaermel, 2013). The concept of the market as a corporate control has the potential to protect both stockholders’ and employees’ interests through a key manager’s fear of being replaced if the company performs poorly (Rothaermel, 2013). If a company is not performing well, then the stock prices will begin to plummet, increasing the opportunity for an entity to purchase enough shares to exert significant control over the company (Rothaermel, 2013). Such control would likely result in the removal of current management, and possibly the dismantling of the organization (Rothaermel, 2013). This clearly injures the management, employees, and shareholders of the failing organization. As  such, managers are motivated by the external market to perform well, thereby protecting the interests of stockholders and employees alike (Rothaermel, 2013). Discussion Question 12.2: Why are these two roles typically separated? Is it a positive development for so many firms to have a combined CEO and board chair? The two roles of management and ownership are typically separated to ensure that the board of directors maintains its necessary independence (Rothaermel, 2013). Where a board of directors is   The decline stage differs from those above, as it introduces four strategic options for firms to pursue: (1) exit, (2) harvest, (3) maintain, and (4) consolidate (Rothaermel, 2013). The exit strategy is precisely as it says: it involves the firm choosing to leave the market to pursue other endeavors (Rothaermel, 2013). The harvest strategy means that the firm will still sell the product or service, but will reduce the level of investment in its maintenance and development (Rothaermel, 2013). The maintain strategy is also exactly what it sounds like: the firm continues offering the product or service at the same level as it has been, despite the declining demand (Rothaermel, 2013). The consolidate strategy involves the purchasing of rivals in an effort to shrink the industry, which provides firms employing this strategy to reach near-monopolistic status (Rothaermel, 2013). References Rothaermel, F. T. (2013). Strategic Management. New York: McGraw-Hill/Irwin. Walmart. Our story. Retrieved on January 25, 2015, from http://corporate.walmart.com/our-story/

Action Research On Autism Spectrum Disorder - 1065 Words

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Focus group meetings or individual meetings were conducted to figure out the most important aspects of social skills for HFASD children. The main concerns were social relationships between the individuals and peers, educating the children’s peers on Autism, the social difficulties of the HFASD students affecting both performance and relationships, and how to incorporate a social skills program within the class curriculum. Both quantitative and qualitative data was collected to understand certain issuesShow MoreRelatedAutism Spectrum Disor der And Autism Essay1474 Words   |  6 Pagesan abundant amount of research done on abnormal diseases to understand the causes, functions, and effects or the diseases. One of the most widely known abnormal disorders is Autism Spectrum Disorder. 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Company Overview Nike, INC - 1106 Words

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Over the last 10 years’ gym memberships within the United States have increased from 41.3 million to 54.1 million. The biggest trend over the last few years is becoming fit, more and more each day people are finding ways to live fit and healthier lifestyles. From eating the right nutritional foods, working out and people just wanting to follow the latest and greatest trends. The increase in gym memberships and the amount of people working out leads to the increase in athletic

Social And Behavioral Determinants Of Health - 948 Words

SOCIAL AND BEHAVIORAL DETERMINANTS OF HEALTH. EXAM No. 1 For the past two decades a shifting pattern of diseases and health care service has been observed globally as population increase. Epidemiological transition also known as demographic transition, is a model that is used to explain how population growth rates increase and decrease with respect to time and different factors that account into it such as infectious disease, chronic disease and industrialization. â€Å"Conceptually, the theory of epidemiologic transition focuses on the complex change in patterns of health and disease and on the interactions between these patterns and their demographic, economic and sociologic determinants and consequences† (Omran, 2005). This model describes the changing patterns of population distributions in four stages: Age of pestile and famine, age of declining pandemic, age of degenerative and man-made diseases, and postindustrial age. The first stage; age of pestilence and famine is characterized by high fluctuation of mortality rate and birth rate. McLeroy and Crump (1994) stated â€Å"†¦..is characterized by high deaths rates, endemic diseases, chronic under nutrition or malnutrition, and periodic epidemic of infectious diseases and famine†. Due to this, population growth was really slow and this stage is considered as a stationary phase. High birth rate was due to all the factors associated with high fertility such as lack of family planning education, child bearing age, andShow MoreRelatedThe Social Determinants Of Infant Mortality And Birth Outcomes725 Words   |  3 Pagespeople work, play, grow, live that affect wide range of health and quality of life. 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Transformational and Servant Leadership †MyAssignmenthelp.com

Question: Disscuss about the Transformational and Servant Leadership. Answer: Introduction: Proper leadership is extremely important component in achieving organization effectiveness. Proper leadership skills help in positioning executives to make thoughtful decisions about the mission and vision of the organization and accordingly allocate resources to achieve those directives. Different important leadership qualities have been provided by researchers over the years which are important in bringing success in the business domains. These are emotional stability, dominance, enthusiasm, social oldness, self assurance and compulsiveness. Different leadership styles have been proposed by authors over the years and have been followed by business stalwarts (Ansah Chinomona et al., 2015). While some are being criticized, some are highly appreciated. Transformational servant leadership are found to be the most beneficial forms of leadership as researches have shown high correlation of them with the organizational effectiveness and also job satisfaction of the employees who are foll owers of such leadership. The following assignment will mainly portray a literature review of the different interconnections of the traits of the leadership style with that of job satisfaction, business development, organization effectivity and many others. Impact of transformational leadership on employees: Transformational leadership helps in emphasizing intrinsic motivation and the development of all the employees working as teams under him. This mainly helps employees in getting an opportunity to explore new world of possibilities in their career and help them in elevating performance (Chanhoo et al., 2015). Such leadership helps the employees to fulfill their individual, organizational and also community potential to a highest extent. These become possible as they mainly encourage the team members to properly understand and align themselves with the goal of the group and also with theta of the organization as a whole. They mainly help in stimulating the followers efforts towards a path of innovation and creativity and also help them by inspiring them to commit themselves to a shared vision and shared goals of an organization. Servant leadership is one of the most appreciated forms of leadership style which is gaining appreciation in most of the organizations over the world (Barbutto Wheeler, 2006). This form of leaders usually follows a visionary role where leaders define the direction of the followers. These leaders mainly take it as a responsibility of themselves to communicate with the employees about what the organization stands for and the mission and vision of the organization. Servant leaders mainly feel that their role is mainly helping followers to achieve their goals along with the search of the factor which would help the employees to get success in their work (Harter, schimdt Hayes et al., 2002). Importance of the leadership styles: Transformational leaders are extremely important for organizational success and helps in establishing job satisfaction among the employees. A large number of attributes of this form of leadership ensures that the employees feel satisfied with their work and does not feel work stress and burdened with work. Researchers have described such leaders as heroic, decisive, vigorous as well as charismatic (Khattak et al., 2017). The foremost reason behind the use of the positive terms is the skillful motivation of the people working under him. Such leaders are found to use their belief in the vision of the company for providing inspiration to the staff to be more productive and work with the goal of meeting the companys objectives. They make it sure that all the employees are working on the same page with proper ideas to align with the corporate strategy and planning. When all the team members are on the same page with a proper corporate vision, it helps in achieving the vision easily and at a faster pace (Antonakis et al., 2012). Proper motivation makes the employees enthusiastic and help in development of zeal among them that makes the working environment very active and employees coordinate with each other successfully to reach a common goal. Lowering of turnover rates: Moreover, researchers are of the opinion that servant leadership is very much helpful in lowering employee as well as customer turnover rates. Leaders who follow both the servant and transformation leadership styles are able to develop an ability which helps in retaining employees and customers. This is because they are found to get fully engaged with people and help them to satisfy their needs and practice their rights along with the organizations needs. This helps the employees feel the sense of corporate fit and get assured about their stay with the company (Greenleaf et al., 1977). Less turnover rates are very much beneficial for the company as they help the company form wasting a huge amount of resources and funds from hiring again and training of the newly hired staffs. When such an efficient leader is found to interact with customers in the same, effective manner, he can retain many customers by potentially limiting the costs of constant marketing and capturing new consumers ( Hickman, 1998). Corporate learning: Another very important aspect of the transformational leadership and servant leadership is that it develops an environment of corporate learning. Each and every organization needs their employees to be well trained for effective outcomes. In this scenario, such leadership styles are of huge benefits as they take the charge of corporate learning. They do so by improving the outcomes of the existing employees and help their new employees in getting equipped to the working culture of the organization for effective work output. Researchers are of the opinion that a transformational leadership style brings increased effectiveness to the staffs by engaging them in corporate learning (Newman et al., 2017). This is an important advantage for any business. Not only that, such leaders are exceptionally good in culture building, providing intellectual stimulation as well as individual support that reduces job stress and increases dedication of the employee resulting in higher job performance an d greater productivity for the organization. Moreover these leaders also help the employees by helping them to know about how to model positive barriers and build positive visions. These in turn help the employees to meet the expectations of the employers without hampering their self confidence. Therefore corporate learning boosts the confidence of employees and increases job satisfaction, gives them scope for their planning for promotions and also help in releasing their job stress and job burden (Gyanchandani et al., 2017). Preferences of transformational leadership over transactional leadership: Transformational and servant leadership has been highly appreciated over many other types of leadership like that of the transactional leadership in many ways. While transactional leadership mainly helps in working within the systems, transformational leadership helps in working to change the system. While the former helps in solving challenges by mainly fitting the experiences to a known pattern, the later mainly solve challenges by finding experiences which exhibit the incapability of the old patterns which do not fit the work anymore (Melchar Bosco et al., 2010). While the former has a negative aspect of minimizing the variation of the organization, the later mainly maximizes the teams capability as well as capacity. Hence, researchers are of the opinion that organizations who have these leaders can reach the zenith of success much systematically. Requirements to be transformational leaders: Researchers have also helped the modern leaders to be accustomed with the important requirement that need to be harbored by them to be effective leaders for the future. They are of the opinion that such leaders should be very well organized and should expect their followers to be creative. They are team oriented and they should help their followers with strategies that would help them to work together for creating best possible results. They should be respected and in turn they should respect followers (Mgxaji et al., 2016). He mainly acts as the coach of the team and provides training and motivation helping the employees to reach their goals. They should be responsible for their teams and also instill the responsibility into team members. He should also engender respect by development of proper rapport and a proper personal influence. They should be possessing excellent communication ideas and should be well practiced in balancing short term visions and long term goals. One of the m ost important aspect that is also noticed among the servant leaders are that they help in building strong coalition and also help in establishing mutual trust among each other. They also possess high integrity and also have high emotional intelligence which helps them to develop empathy and mutual trust (Bourdage et al., 2017). Individualized consideration attribute of transformational leadership: One of the main aspects of transformational leadership is the individualized consideration. It mainly states the importance of the leaders for individual analysis of the followers. Researchers are of the opinion that when such leaders are trying to include their followers into the transformation process in an organization, they need to consider the wish , values, needs and abilities of the followers in the right and ethical ways. They need to be invested in the development of their followers by rightly serving the role of mentors and coaches taking into account the respective needs and desires within the group (Park, Heeuen Hyun jung et al., 2017). Two way communications is found to be extremely important in this type of relationship as mentioned by researchers. Often different types of followers have different types of wants and expectations form the company. While some pay importance to the certainty, some to money, some to free time, some to excitement and change and many others. It is mainly the leaders who would be aware of the differences of needs and wishes of the people and utilize this information in the right way to provide strategies and bring the best outcomes (Politis, 2015). Creativity as a trait: Creativity is one of the most important attribute of transformational leadership as it involves taking of the creative actions and ensures openness to creative enterprises by their followers. By appreciating the creative efforts of the employees, they mainly provide a strong motivational basis for their active involvement in meeting the organizational goals and ensuring the process o change (Yob et al., 2016). Team orientations as a trait: Another important attribute which is also noticed by researchers for their work is team orientation. Transformational leaders have the capability to be aware of the importance of teamwork and also be always ready to learn and the help of the others. They participate in creating new teams within along with other employees within which they make prope decisions. Thereby they solve problems successfully. They ensure functioning of teams to a level which insures complete equality (Yob et al., 2016). Appreciation of others as a trait: Appreciation of others is an important feature of transformational leaders. This helps them to demonstrate the fact which they like and appreciate. Thereby they evaluate the behaviors and opinions of their followers. These skills show the requirement for two way communication. In such a scenario, communicational plans should include the communicational channels for backward information from the followers to their leaders (Yob et al., 2016). This helps to achieve the optimal effectiveness of the organizational transformational process. Teaching ability- as a trait: A teaching ability is also important for transformational leaders. It is an attribute that helps to reflect the ability of the leader to influence people in the process of change. With effective teaching techniques, fulfillment of the transformation aims do not rest upon occasional chances and in turn remains focused on the design established in advance (shin et al., 2012). Recognition as a trait: Recognition is also identified by many researchers as an important attribute of transformational and servant leadership as this allows them to identify situations in which the employees will be praised and given recognition. Many researchers have noted employees stating that although the leaders exclaiming a job, well done to them does not cost the leaders much but makes them feel excited and encouraged which helps in dedicating more for the company (Yob et al., 2016). Idealized influence: Many researchers are of the opinion that idealized influence is an important aspect of this form of leadership which represents the ability of the leaders to build confidence of the workers in these leaders and appreciate them. When the workers have confidence in the leaders, in his motives and aims, attempt to redirect the organization towards a modified path for success do not face any resistance. It becomes easier to lead people if the leader can make them prepared to follow him. It is important for the leaders to complete their task successfully so that followers can appreciate the task and believe in their leaders (Spreitzer et al., 1995). The main reason for calling this type of leadership as the charismatic leadership as they possess characteristics which describe the extent to which leaders are capable of being the role models to their employees and at the same time display the solid moral as well as ethical principles. Servant leadership: Servant leadership is a similar form of leadership with overlapping attributes with that of the transformational leadership. Four important principles are followed by leaders of the servant leadership style that helps in developing a transparent working environment. The first principle is the goal of providing assistance to the employees. Assistance of a guide in every of the important work helps the works to develop a feeling of security where they believe that they have someone to ask for support when they are in distress. This helps in making the workers environment less stressful and reduces burden form the workers (Greenleaf, 1970). They work at a much composed and peaceful environment where the leaders shared the stress of the workers at an equal level. Secondly, it becomes also important for this kind of leaders to motivate the followers to be their usual self and be who they are on the work floor. They should be able to be the same personality about who they are on the floor and even when they are outside the work. This would help in attaining the purpose of the organization not only in the short form but also on the long form and thereby help in the improvement of the performance of the organization. The third important principle which is indeed very necessary to achieve ethical workmanship is to develop societys awareness amid the followers which is very important for achievement of the goals of the organization. The last one is the principle of developing the role and power of the followers so that they can understand the course of actions of their organizations. This helps in making the subordinate more productive as they feel respected and owned by the organization. All these result in the establishment of a successful organization (Zaccaro et al., 2012). Many of the researchers are of the opinion that cultural contexts have major effects on the application of the servant leadership styles. Servant leadership styles are more applicable in different types of societies which have low power distance as well as strong humane orientation. Impact of servant leadership in organizational success: An important aspect had been noted in research articles where researchers have concluded certain minute differences between the two leadership styles. The transformational leadership theory is very much useful in present situations where there is a necessity of the leader to promote creativity as well as innovation in his or her subordinates. This is extremely important for determining the success in the modern organization. Again, servant leaderships usually help the leaders to develop leadership traits to handle the future well not only in complex but also in uncertain business environment (Politis, 2015). Servant leaderships help in providing correct solution to the problems of improper use of power. This takes place by helping others to aim for their objectives and derive satisfaction. Researchers believe that in the future, this type of leadership can provide more stability and security in work environment. Researchers are of the opinion that adopting servant leadership would he lp the future leaders to emphasize the giving of more powers to the followers and would thereby provide more flexible workplace hierarchy. Conclusion: Transformational and servant leadership is believed by the researchers to be a path changing leadership style for the present day organizations. Transforming leadership helps in establishing a work environment among the team members where a clear vision is provided to all members of the team so that they can align with the organizations objective goals. They also help in providing courage and self motivation to the employees and these make them feel encouraged and they tend to dedicate themselves more for the team work and to increase productivity. They inspire the workers not only to develop their skills and knowledge but also to discuss their innovative ideas and creativity so that it can lead to development of high quality plan bringing success to the organizations. Knowing the people individually and the traits they posses along with the interest they have while working in the organizations, their demands and wishes all lead to job satisfaction of the employees and developed per formance of the workers. This is mainly because they feel accepted in the organization. Helping the workers to adhere to the goals and following a standard is also essential. Servant leadership mainly believes in setting visionary goals where leaders not only help employees to develop common goals and objectives but also help them by empowering them. The employees take part in decision making processes and this gives the scope to the entire team to excel. This is ideal in the future generation as these would help in handling the more competitive business world in the coming generation. References: Ansah, M. O., Chinomona, R. (2015). Enhancing Organizational Perspicacity in the Ghanaian Insurance Industry: Viewpoint of Customers on Sales and Marketing Officers. Journal of Global Business and Technology, Vol: 11(2), pp:14. Antonakis, J., Day, D. V., Schyns, B. (2012). Leadership and individual differences: At the cusp of a renaissance. Leadership Quarterly, Vol: 23(4), pp: 643650. Barbuto, J., Wheeler, D. (2006). Scale development and construct clarification of servant leadership. Group Organization Management, Vol: 31, 300326. https://doi.org/fb3g7n Bourdage, J. S., Goupal, A., Neilson, T., Lukacik, E., Lee, N. (2018). Personality, equity sensitivity, and discretionary workplace behavior.Personality Individual Differences,Vol: 120 pp:: 144-150. doi: 10.1016/j.paid.2017.08.018 Chanhoo, S., Kwangseo Ryan, P., Seung-Wan, K. (2015). Servant leadership and team performance: the mediating role of knowledge-sharing climate.Social Behavior Personality: An International Journal, Vol:43(10), pp: 1749-1760. doi:10.2224/sbp.2015.43.10.1749 Greenleaf, R. K. (1970). The servant as leader. Westfield, IN: Greenleaf Center for Servant Leadership. Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. New York: Paulist Press. Gyanchandani, R. (2017). The Effect of Transformational Leadership Style on Team Performance in IT Sector.IUP Journal of Soft Skills,Vol: 11(3), pp: 29-44. Harter, J. K., Schmidt, F. L., Hayes, T. L. (2002). 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How Servant Leadership Influences Organizational Citizenship Behavior: The Roles of LMX, Empowerment, and Proactive Personality.Journal of Business Ethics,Vol: 145(1), pp: 49-62. doi:10.1007/s10551-015-2827-6 Park, J., Heesun, C., Hyun Jung, K. (2017). When and why high performers feel job dissatisfaction: a resource flow approach.Social Behavior Personality: an international journal,Vol: 45(4), pp: 617-627. doi:10.2224/sbp.5877 Politis, J. (2015). The relationship between servant leadership and agency problems: a conceptual model. Proceedings of The European Conference on Management, Leadership Governance, pp: 345-350. Shin, S. J., Kim, T.-Y., Lee, J.-Y., Bian, L. (2012). Cognitive team diversity and individual team member creativity: A cross-level interaction. Academy of Management Journal, Vol: 55, pp:197212. https://doi.org/2f6 Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, Vol: 38(5), pp: 14421465. Yob, I., Danver, S., Kristensen, S., Schulz, W., Simmons, K., Brashen, H., ... Penland, D. (2016). Curriculum Alignment with a Mission of Social Change in Higher Education.Innovative Higher Education,Vol:41(3), pp: 203-219. doi:10.1007/s10755-015-9344-5 Zaccaro, S. J. (2012). Individual differences and leadership: Contributions to a new tipping point. Leadership Quarterly, Vol: 23(4), pp: 718728.