Strategies to Help a First-Year Teacher Survive

Strategies to Help a First-Year Teacher Survive Being a first-year teacher comes with a plethora of emotions, both good and bad. First-year teachers are typically excited, overwhelmed, nervous, anxious, overzealous, and even a little scared. Being a teacher is a rewarding career, but there are times when  it can be extremely stressful and challenging. Most teachers would agree that the first year is their most difficult, simply because they are not adequately prepared for all that will be thrown at them.    It may sound clichà ©d, but experience really is the best teacher. No matter how much training a first-year teacher receives, nothing can truly prepare them for the real thing. Teaching is composed of many different uncontrollable variables, making each day its own unique challenge. It is important for first-year teachers to remember that they are running a marathon and not a race. No single day, good or bad, can dictate success or failure. Instead, it is the culmination of every moment added together, There are several strategies that can help make each day for a first-year teacher go smoother. The following survival guide will help teachers as they begin their journey into this incredible and rewarding career path. Arrive Early and Stay Late Contrary to popular belief, teaching is not an 8:00 a.m.– 3:00 p.m. job, and this is especially true for first-year teachers. By default, it takes first-year teachers more time to prepare than it will a veteran teacher. Always afford extra time. Arriving early and staying late allows you to properly prepare in the mornings and tie up loose ends at night. Stay Organized   Being organized is another key component that takes time and is essential to being a successful teacher. There are so many variables to account for that, if you are not organized, it can be very difficult to keep up with your responsibilities. Always keep in mind that organization and preparation are linked. Build Relationships Early and Often Building healthy relationships  often takes a lot of hard work and effort. However, it is a vital component if you want to be successful. Relationships must be forged with administrators, faculty and staff members, parents, and students. You will have a different relationship with each of these groups, but each is equally beneficial for you to be an effective teacher. Administrators – The key to building a healthy relationship with an administrator is to gain their trust by being a professional in all aspects. Hard work, reliability, dedication, and effective teaching results will help maintain a healthy relationship with your administrators.Faculty and Staff Members – All first-year teachers should rely upon one or several veteran teachers to assist and guide them through the first year. Having a support system of other teachers is invaluable. It is also essential to forge healthy relationships with all personnel in the school. Each staff member has a particular area of expertise that you will likely be beneficial to you.Parents – Parents can be your best friend or  worst enemy. Building a healthy relationship with parents relies on two key factors. The first is that you make it clear that your number one goal is to prepare their child academically. The second factor is that you communicate with each parent oftenusing vario us methodskeeping them up to date and providing them with both positive and negative feedback about their child. How your students feel about you will impact your overall effectiveness. There is a definite middle ground that lies between being too easy or too difficult. Most students love and respect teachers who are consistent, fair, humorous, compassionate, and knowledgeable. Dont set yourself up for failure by worrying too much about being liked or attempting to be their friends. Doing so will likely cause students to take advantage of you. Instead, start exceptionally strict and then ease off as the year progresses. Things will go much smoother if you use this  classroom management  approach. Experience is the Best Education No formal training can replace true, on the job, experience. Students will often be the true educators every day for your first-year teacher. This experience is invaluable, and the lessons learned can drive you to make solid teaching decisions over the course of your career. Have a Backup Plan Every first-year teacher comes in with their own unique philosophy, plan, and approach to how they are going to teach. Sometimes it can only take a few hours or days for them to realize that they are going to have to make adjustments. Every teacher needs a backup plan when trying something new, and for a first-year teacher, that means having a backup plan every single day. Nothing is worse than having a significant activity planned and realizing a few minutes in  that its not going as expected. Even the most well planned, and organized activity has the possibility of failing. Being prepared to move on to another activity is always an excellent idea. Immerse Yourself in the Curriculum Most first-year teachers do not have the luxury of being picky with their first job. They have to take what is available and run with it, no matter how comfortable they are with the curriculum. Each grade level will be different, and it is essential that you quickly become an expert in the curriculum that you will be teaching. Great teachers know their required objectives and curriculum inside and out. They also continuously look for methods that will improve how they teach and present that material. Teachers will quickly be discredited by their students if they are unable to explain, model, and demonstrate the material that they are teaching. Keep a Journal for Reflection A journal can be a valuable tool for a first-year teacher. Its impossible to  remember every important thought or event that happens throughout the year and writing them down makes it simple to access or review at any point. It is also gratifying to look back and reflect on how far you have come throughout your career. Keep Lesson Plans, Activities, Materials Prior to your first year, you might never have had to make  lesson plans. As you begin creating them, it is important to save a copy and build a portfolio. This should include your lesson plans, notes, activities, worksheets, quizzes, exams, etc. Though it may take a lot of time and effort, you have a terrific teaching tool that will make your job much easier from that point on. Prepare to be Overwhelmed It is natural to become frustrated and hit a wall as our first year will likely be the most demanding. Remind yourself that it will improve. In sports, they talk about the game being so fast for young players that they fail more often than not. However, as time passes, they become comfortable with everything. Everything eventually slows down, and they begin to be consistently successful. The same is true for teachers; that overwhelming feeling will disappear and you will begin to be more effective. Year Two Lessons Learned Your first year  will be many sprinkled with both failures and successes. Look at it as a learning experience. Take what works and run with it. Throw away what didn’t and replace it with something new that you believe will. Don’t expect everything to work out exactly as you plan, teaching isn’t easy. It will take hard work, dedication, and experience to be a master teacher. Moving forward, the lessons you learned in year one can help propel you to success throughout your career.

Keeping Close to Home Essay Essay Example

Keeping Close to Home Essay Essay Example Keeping Close to Home Essay Essay Keeping Close to Home Essay Essay Bell Hooks essay â€Å"Keeping Close to Home† . describes her battles after she was accepted at Stanford University to foster her self-fulfillment. In this essay Hooks negotiations about her journey to educate herself and no losing her sense of where she came from as African American adult female from a working category background. Hooks parents wanted her to travel to a school near to place. a non-diverse like Stanford was. They wanted her to travel to a school no merely near to place but were the bulk were black excessively. Her household biggest fright was her girl altering her head or losing her values and the connexion with them. They knew college alteration people. However Hooks found the manner to maintain stopping point to place by sing every twelvemonth. sometimes when she couldn’t travel place because she didn’t have the money to travel. she had to remain at school. she expresses in a transition how her household wasn’t happy or supportive about her determination about her traveling to Stanford. As she said â€Å"My parents had non being delighted that I had been accepted ad adamantly opposed my traveling so far from place. At the same clip. I did non see their resistance as an look of their fright that they would lose me everlastingly. â€Å"Like many propertyless folks. they feared what college instruction might make to their children’s even as they unenthusiastically acknowledge its importance† ( 101 ) . Most childs have a really strong cognition about were they come from like Hooks was. opposite to some others which doesn’t. this make them to be weak. they could alter their values and they might bury about their households and community. . When childs go to college they are in touch with many different people from different backgrounds. It is normal that their parents could be afraid of their childs altering their heads afterwards they will be populating off from place and this could go on. This changes depend on how strong their roots are. Having no contact with no contact with their households that could go on. like Hooks explains on her essay when she said â€Å"Often I tell pupils from hapless and propertyless backgrounds that if you believe [ that ] what you have learned and are larning in schools and universities separates you from your yesteryear. this is exactly what will go on. It is of import to stand house in the strong belief that nil can truly separate us from our yesteryears when we nurture and cherish that connection† ( 108 ) . The best manner to keep the values our household gave us when we go off from place either to college or to populate far from our households is maintaining in touch with them for this purpose talk to our households one time in a piece will be good besides neer bury were we came from. When I read Hooks essay. this send me back in clip to the twelvemonth of 1979 when I graduate from High School. As I was reading her essay I felt that Hooks and I had the same battles. Before I graduate from High School I had my head set about traveling to college. My household was really hapless. My female parent was ever a really difficult worker adult female. she ironed all the vicinity vesture. I am really proud of my female parent being a individual female parent she was capable to race my small sister and I all by herself after my pa past off when I was 12 old ages old Hooks’s negotiations about how proud she was about her male parent excessively when she said â€Å" â€Å" I neer knew how hapless we were until I needed to travel to college. I knew I will necessitate to happen a occupation to foster my instruction. Hooks reveals all the hurting and struggles she had after she was accepted at Stanford. how her parents were non supportive. I had the same exact battles. My female parent was really disquieted when I told her about my determination on traveling to school. she argues with me about how her friend’s childs neer came back to their places and how they stop sing their parents after they went to school. My female parent was non being really supportive like Hooks parents were. She teaches us to how to be loving. caring. how to esteem each other in the household and everyone else. She wanted for me merely to happen a occupation near to my house. she even talked with the proprietors of this pharmaceutics on the corner of my house to give me a occupation as a teller. She said I should remain place and assist her with the house jobs. she neer thought I could be anything more than a housework. We lived in a really little town called Villa Canales which was eight hours off from the college I decided to travel. That was the most painful determination I had of all time made. After all I was the first coevals trave ling to college. My household was really tight with really strong values. My sister and I used to pass all our summers holidaies at my grandma’s house when we were small. we loved to listen all the narratives she had to state us. while we grow up. This made my household really similar to Hooks’s household. However my female parent was afraid of me being far from her and my small sister and bury about them which didn’t happen. Even when the communicating was non easy in Guatemala where I grow up. I did all my attempts keeping communicating with my household. Distance was non adequate ground for me to halt maintaining in touch with them the same and neer bury about all the instructions she gave me. The same manner Hooks neer stopped her contact and communicating with her household. The intent of her essay is to reason about that pupils coming from a working category background should non be ashamed where they come from nor either forget about their households. Traveling to school far from place shouldn’t alteration people. at least no their values. To maintain this values integral people demands to maintain the connexion as Hooks did by maintaining in touch with her household and community. Universities separates households this should non go on because the lone manner we keep our values is being tight with our households.

Construction safety Research Paper Example | Topics and Well Written Essays - 1250 words

Construction safety - Research Paper Example ons of the predominating safety approaches, this paper has looked into the major methodologies that have been actualized to enhance word related safety in the construction industry. Assessing the noteworthy methodologies regarding strategies and adequacy, it was discovered that all the methodologies, exchange the trouble of obligation on the foremen. While the part of foremen in guaranteeing the safety of laborers are evident, scientists are of the sentiment that perfect time to consider construction safety is a mid configuration stage. Considering the delayed association from the period of beginning, modelers and designers can assume vital part in recognizing and relieving potential risks to the construction specialists. The new approach of avoiding mischances and episodes through configuration has been proposed in this paper as the future course of safety change in the construction business. Construction work sites are mind boggling or rather complex because of successive work procedures, levels of technology utilized, association in the middle of specialists and supplies, and the changing degrees of safety mindfulness and preparing of the laborers. The erratic and complex nature of the construction assignments has made safety a worry wherever construction exercises occur. The quantity of word related fatalities and injuries in the construction business is exceedingly high. Separated from the societal expense of word related mishaps, the monetary impact can have a sizeable effect on business execution. In 2002, the aggregate expense of fatalities and non-deadly wounds, whether the expense were direct or indirect, was 13 billion dollars. These measurements highlights the essentials of wellbeing and safety in the construction business. Enhancing safety in construction remains a need in just about every nation around the globe, on the grounds that the construction business emerges among all different businesses as the primary giver to extreme and lethal mishaps.

Leadership in Teams and Decision Groups Research Paper

Leadership in Teams and Decision Groups - Research Paper Example There are various types of teams in an organization include functional work teams, self managed teams, top executive teams and cross-functional teams. The differences in the teams emanate from the autonomy in determining the team’s mission, authority of the team leader, stability of team members and diversity of the members. Cross-functional teams These teams are formed in an organization to enhance coordination of interdependent activities among the diverse units. Cross-functional teams are composed of representative from all the units and sometimes include representatives from outside the organization like suppliers and partners (McCallin, 2003). To ensure their smooth operations, the teams are given the role to plan and conduct complex work that demands high level of coordination and cooperation among the parties. This type of team is formed when an organization is involved in the development of new product or in the introduction of a new information system that affect the operations of the different units. The members of the cross-functional teams will always remain the same individuals from other particular units and most cross-functional teams are temporary i.e. they are formed to achieve specific organization mission. In order to benefit the organization, the teams must be flexible and efficient in deploying resources and personnel in order to unfold the solution to the problems and challenges. The representatives from the various units should be persons with expertise to help add value to the team’s decision. These teams have the potential to generate new and innovative ideas from the diverse members with differing backgrounds and improved coordination (McCallin, 2003). Moreover, the team have to view the problems in a wider perspective if the organization successes to be achieved. However, cross-functional teams are faced with challenges. The use of jargon creates communication barrier that might impair the realization of the team goals. Secondly, the loyalty of the members to their respective functions should not override the objectives of the team but rather focus on how their diversity can help in realizing the team’s objectives. Managing the disagreements and tight deadline is further essential in the successful operation of the team. A leader with good interpersonal skills and expert position power is needed. This will ensure he leads the people with conflicting interests and resolve the likely problems with the power that is vested on his position (2011). Additionally, the leader should have technical expertise, project management skills, and cognitive skills that will enable understanding of the complex problems. Finally, the leader of a cross functional team should also have political skills necessary in formation of coalitions and in gaining resources. Apart from the skills, a cross-functional leader needs to exhibit some leadership behaviors i.e. being visionary to help in formulating strategic obje ctives and generating ideas. The leader should also require to have the ability to organize and plan activities by creating deadlines and standards. Besides, the leader should be self-integrating i.e. promoting cooperation and equal participating on top of dealing with the external parties. A cross-functional leader should be one who can forecast emerging challenges and problems and influence outsiders. Self managed work teams As opposed to the cross

Organozational behavior Assignment Example | Topics and Well Written Essays - 2250 words

Organozational behavior - Assignment Example The line managers are usually promoted within the organization and usually do not possess any formal education. The immediate responsibilities of front line include day to day management of employees, managing the operational responsibilities, providing technical expertise, monitoring the organizational process, checking the quality of the work (CIPD, 2013). Some of the major responsibilities of the line managers include planning the objectives, prioritizing the work and communicating these work responsibilities to the employees, scheduling the work of the employees and detailing the work of the employees on monthly or weekly basis, managing the financial resources by monitoring the budget (ACAS, 2009). The line managers manage the employees by treating the employees equally and by creating a congenial work atmosphere (ACAS, 2009). They also set well defined performance standards; ensure that the employees meet the objectives and the performance standards and conduct review meetings which help in facilitating communication. The way line managers present themselves has a significant impact on the performance of the employees. Every organization goes through transformational changes which can have positive or negative impacts on the performance of the employees. To survive and be successful an organization needs to embrace the technological, cultural, behavioural changes with open arms. Creative innovation ensures the long term growth and survival of the organization (Rahimi, Damirchi and Seyyedi, 2011). The line managers play a pivotal role in the creation and facilitation of the innovative, cultural and technological environment of the organization (Rahimi, Damirchi and Seyyedi, 2011). Organizational Culture & Line Management Organizational culture is defined as shared values and understandings that guide the actions of those in organizations (Patti, Fok and Hartman, 1999, p.218). Effective organizational culture provides a work environment which helps the empl oyees to align their personal interest with the organizational objectives (ACAS, 2009). Organizational culture is modified by certain management practices through employee selection, rewards, recognition, strategic direction and innovation (Rahimi, Damirchi and Seyyedi, 2011). Although there are various organizational and environmental factors which affect the organizational performance but the management behaviour and organizational culture plays a key role in the in the employee performance. The organizational environment helps in shaping the management behaviour. However, line managers need to behave and apply leadership oriented style of management to help increase employee performance, innovation and behaviour (Rahimi, Damirchi and Seyyedi, 2011). Firstly, line managers and the top level managers need to identify the leadership style required to increase the organizational effectiveness. Secondly, the leadership style adopted by the line managers currently should be modified as per the organizational culture and employee behaviour. The line manager has to keep one thing in mind that employee behaviour, expectation and performance may vary with different national cultures. The difference in the national culture reflects the difference in the organizational structure and management (Lok and Crawford, 2004). For example

Bangkok Sukkha Phapdi Hospital Essay Example for Free

Bangkok Sukkha Phapdi Hospital Essay The Bangkok Sukkha Phapdi Hospital (BSPH) was opened on 1 January 1997. It is a private hospital offering a omprehensive array of medical treatments and is particularly well looked upon by patients in the USA and in the Middle East. BSPH was opened on 1 January 1997. From the start, the hospital adopted a different business approach from the other typical hospitals. The hospital’s outpatient foyer can outshine a five-star hotel’s lobby. The wards are warmly decorated to resemble a hotel. There are separate floors to deal with patients arriving from the USA, Asia or the Middle East. Chefs are able to cook a variety of food to please the palate of visitors from the USA, the Middle East and Asia. An in-house travel agency offers visa extensions. And almost every process is digitised and connected with latest wireless technology. For the past 16 years, its administrators have been acquiring state-of-the-art technology and experts from all over the world. Eight years ago, it replaced its paper records with a ‘homegrown, all-digital system’. The solution was developed by Bangkok-based Global Care Solutions (GCS), a company developing enterprise health solutions. The solution efficiently manages clinical workflow, billing, regulatory compliance and medical records. International patients make up about 42% of the patient volume, but about 55% of the revenue because the patients who come to BSPH from international settings come for a mix of procedures and a fair number of those are higher end procedures. They make up an important part of the overall patient base and BSPH has developed services over the years to respond to their special requirements. Senior management at BSPH have always recognized the importance of knowledge as a hospital is, after all, a knowledge-intensive organization. However, in recent times, they felt that a more formal approach to capturing and sharing knowledge created within and outside the organization is necessary. The aim is therefore to initiate a formal organizational knowledge management program. Knowledge has been recognized as one of the most important resources of the 21st century.

Servant Leadership Transformational And Transactional Theories Management Essay

Servant Leadership Transformational And Transactional Theories Management Essay Executive summary: Purpose of this study is to examine the similarities of Servant leadership, transformational and transactional theories and also examine the Contribution those theories make to the understanding of leadership. Introduction: Leadership has a major role in 21st century in all sectors. Here I am going to discuss about understanding of what leadership is, is there any similarities among three theorists on what fine or valuable leadership ought to be. Expectation, in the 21st Century leader should be moral, social and ethical responsible. What is leadership? Leadership is a process of influencing the people to obtain the desired goal. There are many authors giving different definition. Goleman (2000): ‘A leaders singular job is to get results. House et al (2004): ‘Leadership is the ability to motivate, influence and enable individuals To contribute to the objectives of organizations of which they are members. Stogdill (1974): ‘Leadership is an influencing process aimed at goal achievement. Johns T (2008) says: ‘A leader takes people where they want to go. A great leader takes people where they dont necessarily want to be, but ought to be.There are a number of types of leaders who adopt different leadership styles According to Richard Bolden (2004), Different leadership theories were revealed and classified. And also only few leadership theories reached to people. They are: Great Man Trait Contingency Situational Behavioral Participative Management ( transactional leadership theory ) Relationship (transformation , servant and team leadership) Now I am going to discuss about transformational, transactional and servant leadership. T ransformational leadership: James Macgregor Burns was the first person who forward concept of transforming Leadership. Burns (1978) states, â€Å"Transforming leadership as a process where leaders and followers raise one another to higher levels of morality and motivation(p.20). Transforming leadership can answer in a relationship of mutual Stimulation and elevation that converts followers into leaders and may convert Leaders into moral agents(p. 4) and then bass b.m was developed the transformation leadership. Bass (1996), Transformational headship happens when a Leader encourage followers to share a vision, allowing them to achieve the vision, and providing the opportunity to develop their individual potential. covey (1992) says, The goal of transformational leadership is to transform people and organizations in a literal sense, to change them in mind and heart; enlarge vision, insight and understanding; clarify purposes; Make behavior congruent with beliefs, principles, or values; and bring about changes that are permanent, self-perpetuating, and momentum building(p.287).Transformatio nal leaders serve as role models , and also (Kelly, 2003) mentioning about how transformational leadership motivates its followers by following Maslows hierarchy. Transformational leader raise people from low levels of need (food, water, etc) to higher levels (self actualization). Components of transformational leadership : â€Å"Four common Is are, 1. Idealized influence : (II) Transformational leaders behave in ways that result in their being role models for their followers. The leaders are admired, respected, and trusted. 2.Inspirational motivation .(IM) Transformational leaders act in ways that inspire and encourage those around them by providing sense able and challenge to their followers, work. Team spirit is aroused. The leader gives clear information about mission, vision and expectations that followers want to meet and also show dedicationtowards goals and the shared long term plan. 3. Intellectual stimulation. (IS) Leaders encourage their followers hard work to be inventive and new, modern by questing assumptions, reframing the troubles, and approaching mature situations in new or different ways. Creativity is encouraged. Followers are encouraged to try new approach and are not criticized because they differ from leaders idea. 4. Individualized consideration .(IC) Transformational leaders pay special focus to each individuals needs and to help them achieve their higher level needs. Trace over individual talents. Being a coacher and mentor to his followers and colleagues are developed to consecutively higher levels of potential. Source: (Kelly, 2003) Characteristics of transformational leader : According to (Tichy and Devanna, 1986), they have seven characteristics to inspire their followers to achieve beyond the expectation. They visibly see themselves as change agents They are brave They believe in people They are driven by a strong set of values They are life-long learners They can cope with complexity, uncertainty and ambiguity They are visionaries Example of successful transformation leadership: There are many leaders succeed in the way transformational leadership qualities. Mahatma Gandhi is Transformational leader representing charismatic qualities. Lou Gerstner is a transformational leader retired Chairman and CEO of IBM (1993 to 2002). He entered in IBM when it was in $8.1 billion loss in 1993 after recognizing the companys problem are wrong validation, only looking for results and values. IBM had become small-minded and nonflexible (Sheppard, 2002). Lou Gerstner entirely transformed organizational culture. For example, shut down infamous IBMs dress code to reproduce better the clothing of their customers (Sheppard, 2002). Another example for transformational leader is Lee Iacocca , who is accredited with saving the Chrysler Corporation (1980-1992). Chrysler Corporation when it was on the edge of bankruptcy. He taken responsibility and he set about transforming the principles to his contiguous subordinates. He began to restructure the corporations culture. Because a tran sformational leader gives confidence to others to become transformational leaders, soon the whole organization was packed with successful leaders (Kelly, 2003). Transactional leadership: Transactional leadership emphasizes Social transaction or exchange between followers and a leader that involves involves a number of transactions based on reward. The transactional leader makes clear what he want, Performance expectations, goals, link between goals and rewards. The leader also watches followers performance And if any mistakes occurring towards the goal, the leader appear to correct (Burns 1978). In practice, these leaders use more closed and leading questions (Randell, 1997). Components of transactional leadership : (Bass Avolio, 1994) 1. Contingent rewards : It refers to a prearranged agreement : If you do as we agreed then † it specifies expectation and sets goals. 2. Active management-by-exception : It refers to behavior where the leader is actively monitoring a follower: I am seeing to it that you (do not) † the leader is strongly supervising and has specified corrective actions for mistakes. 3. Passive management-by-exception : It occurs when the leader is passively monitoring a follower: If I happen to notice that you (did not) ; the leader takes corrective action in the case of mistakes if these are found out. All these behaviors work on the principles of expectancy of reward and fear of punishment , related to needs that are lower on Maslows hierarchy Characteristics of transactional leadership: according to Marcbowles (2003), They setting a clear goal. They create targets for each individual and the team They spot performance gaps. They wont trust their followers, they monitor their performance. They take corrective actions when necessary. They gaining promise to performance and tasks through pay, reward, appreciation and honor. Example of successful transactional leadership: Transactional leadership is mostly follow by managers and CEO in many organizations in 21st century. Ezine (2010) mentioning about Steve Jobs chairman and CEO Apple inc.he got award best CEO OF 2009 by TIMES. Heis the famous transactional leader. Steve Jobs was famous for his down to world and job oriented nature of his leadership in apple computer. http://ezinearticles.com/?Leadership-StylesTransactional-Leadershipid=4262945 Servant leadership: Servant leadership sights a leader as a servant. Servant leadership was developed by green leaf in 1970, he said that The servant-leader is servant first. â€Å"It begins with the natural emotion or feelings that one wants to serve, to serve first. Then mindful choice brings one to aspire to lead. Such a person is sharply different from one who is Leader first, perhaps because of the need to assuage an unusual power drive or to acquire material possessions.† (Greenleaf et al, 1998). Katzenbach and Smith (1993) highlights The importance of leaders knowing when to follow The importance of the leader acting as supportive person to their followers to achieve task rather than just directing. They propose that the leader should ask questions rather than giving answers; provide opportunities for others to lead them; Components of servant leadership: According to (Laub, 1999) cited in (Smith et al, 2004), Servant leadership has six distinct components: Respecting people Rising people Building society Displaying legitimacy offering leadership shared leadership Characteristics of servant leadership: They Serve others needs before their needs They believe in people They are very simple and caring personalities They Provide opportunities to learn and grow They create Strong interpersonal relationships divide power and release control divide status and promote others Example of Successful servant leadership: Maxwell j (2007) add the new law in The 21 Irrefutable Laws of Leadership Leaders Add Value by Serving Others, he described about serving others ,can make huge values(profit) in the organization. Adding Profits by Adding Value Costcos CEO, Jim Sinegal , believes the success of Costco comes from treating his employees well. Transactional versus Transformational leadership: According to Bass (1985) transactional leader motivates subordinates by exchanging rewards for services provided. Transactional Leader mainly focused on goal. Leader has been gaining promise to performance and goals through pay, reward, recognition and praise. Transformational leaders, on the other hand, motivate subordinates to perform beyond expectations.. Bass argued that such performance cannot be achieved through transactional leadership alone. A Comparison of Transactional and Transformational Leadership: Leithwood and Jantzi (2000) end that transactional leader more generally apply teleological principles (teleology is the study of goals, ends and purposes.) Where as transformational leaders deploy deontological ethics. Servant Leadership versus Transactional Leadership: Servant leadership and transactional leadership are evident in a number of ways. Servant leaders emphasize activities that fans of well-being, while transactional leaders focus on the activities of routine maintenance and resource allocation followers of monitoring and management to achieve organizational goals. Contrary to the chief servants who influence followers through personal development and empowerment, the transactional leader influences followers through the use of rewards, sanctions, and formal authority and position to induce behavior consistent. According to Blanchard and Johnson (1985), transactional leaders create strong expectations about the behavior of employees, as well as clear guidance on employees receive rewards for meeting the expectations of transactional leader.Li Thus, leaders use transactional contingent reward behavior to implement transactions with followers to achieve work goals (Bass, 1985). Servant Leadership versus Transactional Leadership: According to the stone and his colleague point of view servant leadership and transformational leadership, both models incorporate characteristics such as value, vision, power, molding, belief, honesty, and designation (Stone et al., 2003).Transformational leadership and servant leadership have similar qualities such as individualized appreciation and consideration of followers. A Comparative Model: Servant a nd Transformational Leadership The Servant Leader model , the leaders motivation to lead occurs from a fundamental attitude of social equality. The servant leaders system believes that He or she is no better than those headed. The All associates of the organization have equal privileges to vision, value, and information. The leaders role is to make easy the appearance of a community within the organization. According to (Laub, 1999), the key inventiveness for Servant leadership is importance of people, rising people, structuring community, displaying legitimacy and sharing management†. Possible impacts of these drivers could be: higher capable people, more moral people, better negotiator, well-built interpersonal relationships, establishment of shared visions, and clear tasks. It is discussed here that these results in combination with the leader initiatives that produce them to form a spiritual generative culture. T ransformational leader model , the key initiatives for the transformational leader is II or charisma behavior, IM, IS and IC. These Components lead to: role modeling, high moral standards, caring about others needs requirements, communication of hope, shared visions, innovations, risk taking, and quizzical of practices and systems. Servant leadership tends to develop a more fixed method to the exterior environment than transformational leadership. The transformational leaders motivation is aimed at for more toward achieving targets for the organization, which will reveal on his/her capabilities, and the success of these leaders is calculated by the level to which they acquire organizational rewards. The Servant leaders motivation is mainly focus on its follower the personal growth, thus the servant leaders achievement is calculated by the level to which the follower moves on the way to self actualization. CONCLUSION Leadership is attitude not a role. Leadership in Leadership, It seems, is increasingly becoming the universal remedy of the 21st Century and its emphasis is turning towards the moral, social and ethical responsibilities of leaders. Transformational leadership is suitable for dynamic organization and servant leadership suitable for static organization such as church, non-profit organization, non-government organization. Most of leader using transactional leadership theory while they using transformational leadership.    â€Å"There is nothing as practical as a good theory† (Lewin, 1935). So Todays leaders need to be skilled in change management to adopt in any situation CHRISTINA OSBORNE (2008).