Llustrate how property and motor vehicle insurance impact your Speech or Presentation

Llustrate how property and motor vehicle insurance impact your financial resources - Speech or Presentation Example Consequently, establishing this fact enables an individual to choose an apposite venture that suites his/her risk orientation. Evidently, the above couple requires a low risk venture. However, such investment has minimal returns. Appraising of a venture’s risks constitutes budgeting of investments. Diverse investments have differing risks. Thus, it is essential to manage risk associated with the each venture. For an investor to optimize benefits emanating from funds committed, it is indispensable to manage the investments as they progress (Stone, 2011). Secondly, an investment strategy ought to stipulate the relevant undertakings required to ensure realization of the venture objectives. Accordingly, Mr. and Mrs. Garner should budget their finances appropriately. This ensures they have enough net revenue that will finance the venture they seek to undertake to support retirement and college for their sibling (Besley & Brigham, 2007). Thirdly, budgeting will permit the couple to establish an investment strategy. This policy will avail prior familiarity to the couple on suitable investments. Mr. and Mrs. Garner will realize the apt strategy they require to institute to have adequate finances to invest. Mr. and Mrs. Garner should choose a venture that extends over a prolonged period. The couple seeks to invest in a plan that will finance their departure from employment. Such an investment will require budgeting to enable the couple to avail funds at apt durations. The couple ought to enrol into a retirement fund. The scheme subtract the funds required to fund the plan prior to the member receives the salary. Consequently, the couple will not default payment of the investment subscription. Budgeting is critical in investment planning since it enables the financier to avail funds timely. Finally, an investment strategy should adopt a means to appraisal of ventures. As such, the couple can monitor the progress of the venture.

International Context of HRM Practice and Consultancy Essay

International Context of HRM Practice and Consultancy - Essay Example 12 References 13 Work Councils – Functions and Difference from Trade Unions Globalization has triggered sea changes not only in the transnational commerce but multinational companies are also deluged with issues concerning labor relations in a cross cultural and multi-economic scenario. The earlier concept of negotiating with a central trade union and implementing the issues agreed upon in workplace is no longer a sufficient guarantee of smooth labor relations. Multinational enterprises now need to negotiate at multiple levels with trade unions of several countries to achieve harmonious labor relations. This surely is a humongous task what with dealing in unionized labor of different cultural and economic contexts (Prahalad and Doz 1987). Such situations surely result in loss of managerial flexibility as conditions agreed upon in one country might not be acceptable in another country. Further, the terms and conditions of appointment and associated remunerations and perquisites also vary from country to country thus causing unwelcome variances in managing human resources. The basic problem of transnational human resource management can be categorized as (Poole 1986): The level of technological attainment and unionization of labor in a particular country The nature and extent of governmental intervention in labor management The number and political polarization of trade unions Impact, if any, of religious organizations on trade unions Strategies adopted by management These factors have resulted in the growth and proliferation of various types of trade unions which could be either generalized trade unions that represented all categories of employees, or, craft unions that represented employees having specific skill sets and are employed in different industries, or, a conglomerate of unions spread across different countries. Such diversity, quite obviously, present a rather daunting scenario for executives entrusted with the responsibility of collective barg aining with employees and also raises the prospect of multiple agreements within a single corporate entity. One option open to multinational corporations to find some semblance of order in this otherwise chaotic and indeterminate scenario is to set up work councils. These are micro level labor representatives who are elected by workers of a specific factory for a period of four years. The most vibrant forms of such work councils are observed in Germany where once nation-wide agreements with recognized trade unions are completed by representatives of a particular industry, each individual member firm of that particular industry undertake negotiations with their respective work councils on the details of how such an agreement has to be implemented in a particular work place. As members of work councils need not be members of recognized trade unions, these councils can be formed even in those industries where there is no existence of a nationally recognized trade union. This surely inv ests in such councils a large degree of flexibility and freedom from dogma or political influence associated with conventional trade unions. This also provides an opportunity for both management and workers to strike out an agreement that factors in micro specifics and thus is beneficial to both the workers and that particular firm. The other benefit of having work councils is that the levels of interaction and the channels of communication between management and wo

Criticism and Commentary Assignment Example | Topics and Well Written Essays - 250 words

Criticism and Commentary - Assignment Example And of course certain production values and cinematic allusions were also recognized. Dark Shadows was also compared to other Burton movies. The review totally reflects most of the readers opinions but of course the author subtly manages to write the article in a way that the readers are less concerned. Generally the criticism is believable because it uses the movie and other Tim Burton movies as a reference to her points and other observations. What makes the author successful in making the viewer want to watch the movie (instead of the usual praises in a movie) is the author understands Tim Burton’s aesthetic and why the Tim Burton formula continues to work even after a lot of movies. She also knows what the viewers want. The critique is also very mild. It’s as if the critic is practicing the mantra â€Å"if you don’t have anything to say, shut up.† But the words, â€Å"Dark Shadows† isn’t among Mr. Burton’s most richly realized works, but it’s very enjoyable, visually sumptuous and, despite its lugubrious source material and a sporadic tremor of violence, surprisingly effervescent, truly capture the essence of the

Critically Analyse the Claim that Humans Are Political Animals Essay

Critically Analyse the Claim that Humans Are Political Animals - Essay Example This paper stresses that given the fact that individual human beings are not in any position to carry out their naturally defined functions without the city-state, the so given state is therefore naturally precedes the individuals in every aspect. In regards to the above mentioned arguments then, it is clear that every human being or individual has the natural impulse for a community which is political especially with the consideration that the city-state was created out of the intelligence of human beings. They then end up living a political life while in nature they are animals. Man is known to have an innate proclivity to always participate in several public activities and deal with others in the city. Associations and other bonds are then created as men live together in partnership due to the natural tendency to interact and socialize with other men. This rpeort makes a conclusion that as much as the several theorists try to explain the political naturalism in human beings, there is no concern or any consideration expressed on the part of the city-state’s modern liberalism. There is no explanation given on the freedom of individuals who participate in the city-state and protective provisions for their own private life from the exposition of the entire public. Aristotle’s arguments and justification on communitarian politics gives priority to the well-being of a community. Other modernists also argue on the basis of humans being conjugal and dependent on each other and thus conclude that establishing households, interacting and socializing among individuals makes one a complete human being. In that case, individual liberty does not win in context of any city-state just as freedom and private ownership does not exist for animals.

Answer the following questions Assignment Example | Topics and Well Written Essays - 2500 words

Answer the following questions - Assignment Example According to the expert, language and society are closely connected as it is society that creates the language. Each baby growing up learns some quantity of words in his native language. However, the language gives more than just a speaking skill. The first language helps learn a lot of functions, not only speaking. This refers to much more important thing – social life. Through the language young children learn how to play, to respond to different events, to co-operate. Language is a tool that, if applied properly, can open many doors. At the beginning a child cannot perform all kinds of language operations as grown ups do. Intonation helps young children to put together the available vocabulary and to express their intentions. In similar expressions they just replace the words and come up with new formulation. According to Halliday, children invent the protolanguage themselves: â€Å"there is no obvious source for the great majority of the child’s [vocal] expressions , which appear simply as spontaneous creations of the glossogenic process† (1975, p. 24). ... etation that the child’s linguistic efforts are reinforced, and in this way the meanings that the child starts out with gradually come to be adapted to the meanings of the adult language† (Halliday 1975, p. 24). This proves that language means for children not only their speaking skills but also their competence to interact in a society. In the works of 1974 by Keenan it can be seen that even young children turn language to their account. Playing together means co-operating which is impossible without conversational competence. Thus, language is a very important skill from the early childhood. 2. According to Vygotsky, people could be personalities only in the society, with the help of other people: â€Å"we become ourselves through others† (Vygotsky 1989, p. 56). His theory was about social interaction. As he confirmed, the second language was tightly connected to psychological operations and these operations derived from social co-operation. Vygotsky made this c onclusion, because a person could act on the people in the society and then on himself: â€Å"the law of sociogenesis of higher forms of behavior: speech, being initially the means of communication, the means of association, the means of organization of group behavior, later becomes the basic means of thinking and of all higher mental functions, the basic means of personality formation† (Vygotsky 1998, p. 169). Our interaction with people forms us as personalities and makes us express the features of our character. The process of second language learning is closely connected to the psychological state of learners. Active communication facilitates the process of second language acquisition. Thus, those learners who are active communicators in everyday life usually acquire the second language easily and start

A few factors Essay Example for Free

A few factors Essay Investigation A few factors (the gradient/height of ramp, the mass of the object, friction, gravity, the energy act on the object or the length of object) can affect the final speed of an object at the end of the ramp. Planning I am going to do my investigation on mass of the object which I think it is one of the factors that will affect the final speed of an object at the end of the ramp because when gravitational potential energy equals to mass times gravity times height, so if mass is increased, the gravitational potential energy will increase in proportionally. I will do the experiment by adding weights on top of a wooden cart to increase the mass, and then I will time how long it takes to fall down from the ramp and calculate the final speed by: Diagram Weight add to the cart (grams) 0 100 200 300 400 Time (sec) 678 607 721 686 693 Weight add to the cart (grams) 500 600 700 800 900 Time (sec) 719 703 661 677 657 My experiment results are: According to the results, mass does not affect the final speed of an object at the end of the ramp. I think this is because when something is dropped, it will transfer from gravitational potential energy to kenetic energy So I am going to change my investigation on the height of the ramp. I think height of the ramp will affect the final speed of an object when height of the ramp is increased, the gravitational potential energy will increase proportionally due to: G. P. E. = mass x gravity x height Method of doing the experiment I am going to do it by using a ramp that I can increase the height. Then I will release the cart at the top of the ramp and time how long it will take for the cart to come down. I will increase the height by 5cm each time (5cm, 10cm, 15cm, 20cm, 25cm and 30cm). I will take down the time thrice to get the average time of it because it is more reliable. Then I will work out the average speed. I will divide the length of the ramp by the time taken and work out the final speed by doubling the average speed. The length of the ramp is one metre and the weight of the cart is 900 grams. I can make this a fair test by not pushing the cart, doing average on the time, and keeping the mass the same. Apparatus I will need. A clamp to hold the ramp, A ramp, A wooden cart as the object and A stopwatch for timing for the experiment. Safety features I will make sure it is safe by putting books at the end to stop the cart from bumping into others feet and I will make sure no one is standing near it. I will do the whole experiment on the ground because this can stop things from falling down the table and hit peoples feet. Diagram Evidence/results I have my experiment results after all of this and they are: Height(cm) 5 10 15 20 25 30 Average Time(sec) 409 231. 180 154 137 110 According to the results, there seems to be a trend. So, I think I will calculate the final speed. Height(cm) 5 10 15 20 25 30 Final speed(cm/s) 0. 489 0. 865 1. 111 1. 299 1. 46 1. 818 The trend is obvious now. It shows that whenever the height is increased, the time taken will decrease and the final speed of the cart will increase. From we calculate gravitational energy (mass x gravity/acceleration x height), height seems to be one of the main factors that can affect the G. P. E. because as height increases, the G. P. E.will be affected by it. Example: if an object with constant gravity (x), constant mass (y) but falls from changing heights (5 and 10), the outcome will be 5xy and 10xy and this also proved that when the height is increased, the G. P. E. will increase. The forces of gravity pulls down on all objects have on Earth. If objects are allowed to fall, they accelerate downwards. Therefore, if an object is allowed to fall from a higher place, the gravity will pulls down the object with a greater force and the object will accelerate faster as it comes down. If the object falls from a higher place, there will be more time for the object to accelerate, so the final speed of the object will be faster, and as the gravitational force is greater, the object is being pulled harder and quicker. Therefore, this explains why an object will have a faster final speed at the end of the ramp whenever the height of the ramp is increased. At first, I did an experiment on mass of the object that the experiment doesnt work. I have found out that mass doesnt affect the final speed of an object. When an object is held at a certain point, gravitational potential energy is stored; when it is dropped, it will transfer gravitational potential energy to kenetic energy. So that means: Gravitational potential energy = kenetic energy Mass x gravity x height = 0. 5 x mass x velocity This shows that mass exists on both sides of the equation, that means it can be cancel out to simplified the equation. So the equation will become: Gravity x height = 0. 5 x velocity That means mass does not affect the velocity on the right side of the equation. Graph I have also plotted a graph of height against final speed, and after that, I have drawn a line of best fit. The graph shows a straight line of best fit. The graph shows a straight line of best fit and this shows height and final speed are in direct proportion. This proves when the height of the ramp is increased, the final speed is increased and this means the object accelerates faster. Evaluations My results are quite accurate because on the graph, all of the results go very near the best-fit line. My results are quite reliable, as I do every height for three times and take the average of it. I can make the results more accurate by using a light sensor with the computer. This will be more accurate then using a stop watch because human need a time to react before their brain do what it is told to do which is the reaction time. I think my method of doing the experiment is quite good because I can get accurate results from it. I can improve it by putting the ramp more stable and firmer because the ramp keeps on sliding down the slide. I think the method of doing the experiment is quite good because it gives me a quite accurate result and it takes less than half an hour to finish the experiment. At first, I did an experiment on mass of the object that takes about 45 minutes but I got results that are not appropriate for my experiment. So I quickly change the investigation on another topic. Although it wastes lots of time, I learn that mass of an object will not affect the final speed of a falling object.

Relationship Between Transformational Leadership And Employee Wellbeing Management Essay

Relationship Between Transformational Leadership And Employee Wellbeing Management Essay Leadership has been defined by various authors in different ways. According to Barron and Greenberg (1990 cited in Rollinson, 2005) leadership is the name of the process where a person influences a group of other persons or members and motivates them for the achievement of some specified group or organizational objectives. According to Rollinson (2005)in other words leadership can be defined as a process in which a person interact with his followers in such a way that he influences the actions of his followers in a non-coercive way to achieve specified goals and objectives. To manipulate the efforts of individuals in most effective way it is the leader who plays an important role. An intellectual and a dynamic leader provides personal attention to his employees, provides encouragement of specific behaviour in workers through personal stimulation, empowers them in terms of decision making and problem solving (Sashkin and Rosenbach 1993, cited in Nielsen et al ,2009). In addition employees well being at work both physically and psychologically is the most important factor for the success and achievement of organizational goals. These are the transformational leaders who make sure about the interests of their employees, their wellbeing in terms of physical and mental health and about their satisfaction of the job (Bass, 1999). Transformational Leadership: Transformational leaders are the leaders who make sure and protect the interests of their employees, subordinates and colleagues and they broaden and elevate their interests as well. They create motivation and attention amongst their followers to the purpose of their group and/or organization in such a way that they give preference to the interests of their organization over their own personal interests. (Nielsen et al, 2009). The term Transformational Leadership was used by Burns in 1978. According to Bass (1985, cited in Humphreys, 2005) transformational leaders create enthusiasm and awareness in their employees in a way that they struggle more and work hard effectively for the betterment and success of their organization and for the achievement of their organizational objectives. They engage themselves with their followers in such a way that they enhance each other capability and moral in the terms so that the goals of each person come together in the best interest of the organization. According to Bass (1990) the principle of the transformational behaviour is that the relationship between the leader and the follower should not be based on something like personal interest and value system, so acting upon this principle the transformational leader keeps his followers unite and in addition he transforms the objectives of his followers in most positive way towards the success of organization. He influences his employees by demonstrating; Individual Consideration Intellectual Stimulation Inspirational Motivation Charisma Avolio (et al 1991, cited in Humphreys, 2005) explains the above qualities of leadership as follows: Individual Consideration: The most important factor of the individual consideration is that the transformational leaders understand the needs of their employees and they know that these needs also change with the passage of time, and they keep themselves aware about any kind of differences amongst the employees. They also keep a close eye on the performance of their followers and on any kind of hurdles that may distract the efficiency of the individuals, and they take effective measures to remove these kinds of obstacles. They act as a guide and mentor to each individual and they advise them in order to improve their efficiency. Intellectual Stimulation: By demonstrating intellectual stimulations the transformational leaders convince their followers to change and adopt new ways and strategies in solving the problems and difficulties faced by each individual, by enhancing their behaviour, attitude and values, and for this purpose they give solid reasons to followers so that they can change their thinking about the issues regarding their work capability. Inspirational Motivation: The quality of inspiration and motivation in a transformational leader is the image which is created in the eyes of followers by demonstrating personal consideration and intellectual stimulation. The transformational leaders inspire and motivate employees to achieve the organizational goals by focussing the important factors in a very easy and simple way. This behaviour of the transformational leaders maximizes the confidence and encouragement of the staff which help the employees in tackling the problems in the time of crises. Charisma: Transformational leaders are the persons who are given respect and honour by their followers and also the followers show confidence and commitment upon them. It is a crucial step for the transformational leader to achieve a charisma in the eyes of the followers (Bass, 1990). The charismatic behaviour of the transformational leadership is depicted by Bass as a behavioural and attributed idealized influence which is considered to be created by individual consideration, intellectual stimulation and inspirational motivation along with trust and emotional relation with the leader (Avolio et al., 1991, cited in Humphreys, 2005). Relationship between Transformational Leadership and Employee Wellbeing: Close relationships have been reported between Transformational Leadership and employee wellbeing and job satisfaction. The term wellbeing includes physical, mental, social, intellectual and spiritual health as well. The relationship between the leader and the employee is a very important factor in employee wellbeing. Employee Wellbeing: According to CIPD Change Agenda creating an environment to promote a state of contentment which allows an employee to flourish and achieve their full potential for the benefit of themselves and their organization. In an organization having a transformation leadership style, there is always a close and strong relationship between the employees and the managers and thats why the level of employee wellbeing remains high. Transformational leader keep themselves aware about the workload on a group or on an individual, their likes and dislikes and their need etc and in this way they are more likely to create an environment in the organization where a high level of individual and group wellbeing is achieved. Employees wellbeing at work: The wellbeing of employees at work is the most essential factor for the achievement of organizational goals and all the organizations try their best to be in a healthy environment. Employers are realizing now that they should have a wellbeing strategy to improve mental and physical health of their staff. Most of employers now provide private health insurance and some employers provide also access to gym and counselling. If the employees in an organization are physically, mentally and socially healthy then this must contribute to their success. On the other hand the imbalance of work load, threat of insecurity, irritative relation amongst the employees or with the line managers and a lack of empowerment will result a high rate of stress, absence, inefficient staff performance, and concerns about job satisfaction. According to CIPD absence management survey (2006, cited in CIPD, 2007) the work related stress and mental conditions are the main reasons of employees absence and according to that survey the average rate of absence is eight days per employee per year which costs the organizations about  £600 per year per employee. According to ESRC (2006) report around 28 million days are lost every year due to staff absence. It is estimated that stress costs businesses about  £3.8 billion per year (Health and Safety Executive, 2006, cited in Baptiste, 2007 ). The organizations that have realized that the health and safety, employee wellbeing and their satisfaction about job is the most important factor in terms of good performance and goal achievements and they have made investments in employees wellbeing these institutions are enjoying the advantages of their healthy and confident workforce towards their organizational success. (Peccie, 2004, cited in Baptiste, 2007). Under the transformational leadership style the employees in an organization are given the opportunity to apply and enhance their knowledge and skills to get the job done. Institute of Directors discovered that wellbeing satisfy the small businesses in terms of client requirements, controlling insurance charges, increase production and it also satisfies, attracts and motivates the staff (IOD 2006, cited in CIPD, 2007). According to Baptiste In the organizations where the employees have a voice and they have provided with support and encouragement from their leaders they work more effectively and their positive behaviour and commitment results in best performance and productivity. HRM practices which create a relationship between leadership and employees, and help in developing trust and engagement, also contribute towards the effective attitude of employees and ensure wellbeing at work which consequently results in better performance. According to Ilies, R., Morgeson, P. F., Nahragang, J, D.,(2005) the positive organizational scholarships ensure the effective organizational behaviour which results in enhanced employees wellbeing and is distinguished from traditional organizational studies in that it seeks to understand what represents and approaches the best of the human condition . The recent theories and discussions regarding the positive and ethical leadership in organizations have induced to a combine effort to ensure all the effective approaches to leadership. Within the context of increasingly important field of employee wellbeing and the positive characteristics of human functioning like positive emotions, hope, struggle for the achievements of organizational objectives for the social and mental health and wellbeing. According to Avolio Gardner, 2005 this combine effort consequently results in the positive leadership approaches like transformational, inspirational, charismatic leadership. These kinds of le aders are trustworthy and they keep themselves aware about their own values as well as they modify their employees thinking and objectives in terms of positive organizational context. Trainings to manage workplace stress: Shuttleworth, A., (2005) states, since its the duty of the employers to take care of their workers and which is mentioned in the Health and Safety at Work Regulation 1999, the HSE draft management standard has revealed the accountability cases that employers face due to workplace stress. In February 2000 a former post office manager made a claim against stress related sickness due to extra work load and he got  £175000. Employers are now engaged in essential trainings to overcome stress related issues at workplace such as bullying, to enhance empowerment, improve resilience to stress. Furthermore the organizations are emphasising the senior management and leaders to be actively participate to support and develop the initiative and its design. Role of Transformational Leader in Combating Employees Negativity: According to Avey, J, B., (2008) now a day in the print media special attention has been paid to the soaring figures of employees working hours and to the level of its stress. It is the result of the new global market trends in the world economy where due to an increase in the demands, the organizations are putting extra pressure on their employees to work for extra hours which is resulting in some negative effects like cynicism and their decisions to quit the jobs etc but a less importance has been given to these issues regarding workers negativity and how to overcome these negative factors. Previous theories and researches have shown that the transformational leadership help in combating employees negativity and enhanced their psychological wellbeing, empowerment, self confidence and independence which results in subsequent engagement and satisfaction about job. (Dvir et al, 2002). According to Avolio et al, (2004) transformational leadership empowers and motivates employees to job commitment. And empowerment subsequently results in job satisfaction; it reduces work related strain and also enhances employees efficiency positively (Avey et al., 2008). It reduces the level of disappointment and anger in employees feelings regarding their job (Judge and Ilies, 2004). In the development of positive and effective organizational behaviour the recent studies (Avey et al., 2008) have shown that there is a close relationship among the psychological capital, performance and absenteeism (Avey et al., 2008). According to Harter, J, K., Schmidt, F, L., and Keys C, L, M., (2003) by demonstrating the individual consideration, intellectual stimulation and inspirational motivation the transformational leaders provide an opportunity to their employees where there is no presence of strain (too much challenges) or boredom (too little challenges) which affects adversely the quality and quantity of employee performance as well as their standard of life (Edwards, Caplan, Van Hrrison, 1998). In this kind of environment the workers face interesting and meaningful job tasks as Brim (1992) has called manageable difficulties and Csikszentmihalyi (1997) called as optimal states, it is the state where workers feel themselves as energetic, productive, growing, happy and engaged, and it is the situation where the demands are equal to or slightly above the level of resources (Waterman, 1993). By enhancing the workers emotional wellbeing and their satisfaction with work and workplace, transformational leader s promote the quality of individuals life as well as the productivity of entire community which consequently results in organizational outcomes in terms of best productivity, profitability, employee turnover and customer loyalty etc. Role of Empowerment: Empowerment is a main factor of the transformational leadership style in terms of work satisfaction and enhanced employees psychological wellbeing. The relationship of empowerment to job satisfaction is founded positive and it is related negatively to work strain (Avey, et al., 2008). In terms of a motivational means the empowerment consists of four cognitions like meaning, competence, self determination and impact. The meaning refers to the individuals personal standards to the value of work objective. Competence refers to the trust and confidence in the individuals mind regarding their ability to perform their organizational job tasks with personal skills. Self determination means the concept in the employees mind that they have some options and choices to start and regulate their job activities and strategies and the term impact refers to the level of individual influence on strategies and operating consequences. Role of Leadership, Empowerment and Positivity in combating employee negativity Figure 1. source from Avey et al (2008). Transformational leadership is positively related to empowerment (Kark et al., 2003, cited in Avey et al., 2008). Positive work outcomes like good performance and job satisfaction is positively related to the transformational relationship (Lowe et al., 1996, cited in Avey et al., 2008). Followers of the transformational leader found that they perform their job duties in most positive way and with most self confidence (Bono and Judge 2003). This gives further support to the theories that the followers of the transformational leaders are more empowered in term of decision making, greater autonomy and ownership etc. Transformational Leadership, Employee Attitude and Job Commitment: According to Kelloway, E, K and Barling Julian (2000) the concept that the transformational leadership which consists of the four important dimensions of Individual consideration, Intellectual stimulation, Inspirational motivation and Charisma is now well established in the literature (Avolio, 1999; Bass, 1985; 1990; 1998; Conger and Kanungo, 1987; House, 1977). Problems are also identified by various authors in the measurement of transformational leadership (e.g., Bycio et al., 1995; Carless, 1998) and there is enough support as well for the transformational leadership in relation to efficiency, production, quality and other attitude related to outcomes. The employees behaviour towards organization in terms of job commitment (Barling et al., 1996; Bycio et al., 1995), fairness sense in the organization (Pillai et al., 1999), trust in leader (Pillai et al., 1999; Podsakoff et al., 1995), satisfaction with job and with leader (Hater and Bass, 1988; Koh et al., 1995) etc are also linke d with the transformational leadership. Role of Leadership and Leader-member exchange: According to Jean Lee (2005) the most comprehensive theory is the multi-factor leadership theory that holds a range of leadership behaviours (Jean Lee, 2005). Transformational leaders enhance the relationship with their employees in such a way that prove more than an economic and social exchange. The current studies have revealed that the relationship of transformational leadership is related to effective efforts (Jean Lee, 2005), leaders satisfaction and trust (Jean Lee, 2005) and to the employees respect for the leader (Conger et al., 2000). The transformational leadership style creates a meaningful exchange, remove status barrier and physical distances between leader and employees. They also maximize the level of exchange with their employees (Jean Lee, 2005). By setting themselves as a role model for employees transformational leader enhance the level of trust and contribution because the employees feel that their leader is sacrificing and taking risks for the benefits of the gro up or team (Jean Lee, 2005). From the above data it can be observed that transformational leadership has a positive association with affect, loyalty, contribution and professional respect. Role of Emotional Intelligence: According to Barling, j, Slater, F and Kelloway (2000), as it is obvious from the literature (Barling et al., 2000) that the theory of transformational leadership has gained more scrutiny and we now know that there is a close relationship between transformational leadership and employees satisfaction (Barling et al., 2000), job commitment and trust ( Barling et al., 2000) and further more it is linked with work unit performance (Barling et al., 2000). Some present studies are now emphasising on another component Emotional Intelligence which may induce leaders to adopt transformational attitude (EQ). According to Salovey and Mayer (1990) and Golman (1995, cited in Barling et al., 2000) the emotional intelligence consists of five features such as knowledge of ones emotions, the way of managing them, self control over own emotions ability to delay indulgence, and to manage the relationship. Golman argues that high emotional intelligence in a leader lead to use transformational behaviou rs because they know and have control over their own emotions and represent themselves as a role model for their workers which develops their trust in and honour for the leader. Secondly leader with high emotional intelligence knows about other emotions and they can easily judge the limits to which followers expectations could be improved. Another important factor of individualized consideration is that with emotional intelligence the leader understands their workers needs and they react to them accordingly that result in managing and enhancing relationship positively. Conclusion: Transformational leaders play a vital role in the success of organizations. By demonstrating individual consideration, inspirational motivation, intellectual stimulation and charismatic behaviour they create an ideal environment for their followers and subordinates in which the purpose of the individuals and/or group comes together in the best interest of the organization. In addition they promote the wellbeing of their followers and subordinates in terms of physical and mental health which in turn develops the trust and their satisfaction about the job as well as trust among the employees and in the leader. In return under the transformational leadership and a healthy environment the organizations enjoy the benefits of their healthy workforce in terms of best performance, productivity and profitability.