The Theme of Lord of the Flies Essay - 930 Words

nbsp;nbsp;nbsp;nbsp;nbsp;When a group of children become stranded on a deserted island, the rules of society no longer apply to them. Without the supervision of their parents or of the law, the primitive nature of the boys surfaces. Consequently, the boys live without luxury that could have been obtained had they maintained a society on the island. Instead, these young boys take advantage of their freedom, and life as they knew it deteriorates. Lord of the Flies is influenced by the authors life and experiences. Goldings outlook on life changes, due to his heavy involvement in W.W.II, to his current philosophy that quot;The shape of society must depend on the ethical nature of the individual, and not on any political system†¦show more content†¦A rule is made that the boys will work as a group to build the huts for protection from weather and to act as a home for the littluns. The boys ignore the task and become preoccupied with hunting, swimming and eating, leaving the huts unfinished and rank. Therefore, the neglecting of the shelters is an example of the deterioration of rules in the novel. nbsp;nbsp;nbsp;nbsp;nbsp;Deterioration is also shown when Jack alters the use of fire. The rule that Ralph, the leader, makes at the beginning of the novel is that Jack and the other choir boys have a duty to keep the signal fire going at all times. When a ship passes, Ralph is enraged to find that Jack let the fire burn out; Jack breaks his promise and the rule. As a result, the boys on the island are unnoticed and fail to be rescued by the ship; there is no fire smoke to signal it. Although the intentions of the fire are good, Jack causes chaos when he uses it against Ralph. At the end of the novel Jack sets the whole island on fire in order to kill Ralph. quot;They had smoked him out and set the whole island on firequot; (Golding, p.197). The fire that at one point symbolizes hope, has now turned to destruction. When the savage instincts are controlled by civilization it leads to good, but when they are out of control it leads to evil. Thus, Jack abuses the advantage of fire and h is actions contribute the deterioration of rules. nbsp;nbsp;nbsp;nbsp;nbsp;The final, and perhaps the mostShow MoreRelatedTheme Of Lord Of The Flies 1453 Words   |  6 PagesJoshua Bradshaw Mrs. Varnam English 10, Period 2 23 November 2014 Theme Developed in Lord of the Flies Different events in life can change who people are. These events can change anyone including people who are civilized and well educated. Life-changing events bring out different sides of people. These sides can be unexpected and sometimes horrifying. This is shown in the novel Lord of the Flies by William Golding. A group of well-educated and upper-class boys survive a plane crash and are strandedRead MoreTheme Themes In Lord Of The Flies716 Words   |  3 Pages Golding Theme Essay The author of the book Lord of the Flies, William Golding published this loss of innocence fiction novel post World War II. During this time, the Nazi’s were being heavily criticized by the public for supporting Hitler’s evil ways. In this allegory Golding’s central theme is depicted in this excerpt, â€Å"It was simply what seemed sensible for me to write after the war when everyone was thanking God we weren’t Nazis† (Golding). This theme is an accurate representation of the storyRead More Themes in Lord of the Flies Essay682 Words   |  3 Pages William Goldning’s Lord of the Flies is an allegorical novel where literary techniques are utilized to convey the main ideas and themes of the novel. Two important central themes of the novel includes loss of civilization and innocense which tie into the concept of innate human evil. Loss of civilization is simply the transition from civilization to savagery; order to chaos. The concept of loss o f innocense is a key concept to innate human evil because childhood innocense is disrupted as the groupRead MoreTheme Of Lord Of The Flies And The Guide Essay1407 Words   |  6 PagesMD. Moazzam Hossain ID NO. 133013040 ENG 302 The Novel-1 Submitted to: Ms Arifa Rahaman Date: 09.12.2015 Theme of ‘Lord of The Flies’ and ‘The Guide’ ‘Lord of the flies’(1954) and ‘The guide’(1958) are the two novels written by famous novelists William Golding and R.K. Narayan. ‘Lord of the Flies’ portrays the story of a group of British boys trapped on an abandoned island who try to administrate themselves with catastrophic results and On the other side, R.K. Narayan quite consciouslyRead MoreLord Of The Flies Theme Essay754 Words   |  4 PagesLord Of The Flies Imagine you were stranded, with a bunch of other kids your age. Seeing that there is no authority, no law; wouldn’t anyone feel strange? Wouldn’t one feel the necessity to set forth a few rules, to maintain everyone’s sanity? In the book, Lord Of The Flies by William Golding, the hidden brutality of one’s self becomes their worst nightmare. The theme of this story is: without structure and rule our basic ideas of how to treat other people and what is right or wrong will be lostRead MoreTheme Of Fear In Lord Of The Flies1006 Words   |  5 Pagesinto a more savage primitive like nature, and others want to curl up into a ball and wait for something or someone to help them. William Golding in the book Lord of The Flies uses fear throughout the whole book to make the reader feel more â€Å"on edge† when they’re reading the book. The main characters that are more predominant with this theme are Jack, Samneric, Piggy, and Ralph. Jack descends into the more savage like nature, while as Ralph is the complete opposite and believes they should be civilizedRead MoreThe Theme of Lord of the Flies Essay2118 Words   |  9 PagesThe theme of Lord of the Flies has been questioned and speculated about for decades. To answer the critics, Golding said that the theme was to trace the problems of society back to the sinful nature of man. The theme of Lord of the Flies has been questioned and speculated about for decades. To answer the critics, Golding said that the theme was to trace the problems of society back to the sinful nature of man. He wrote the book to show how political systems cannot govern society effectivelyRead MoreLord Of The Flies Innocence Theme Essay927 Words   |  4 PagesTherefore, as the boys turn to savageness, they lose their innocence and display evil.   Ã‚  Ã‚   In a literary criticism done by Gale Student Resources, the major theme pointed out is that there is an element of evil within us all. In the story, Golding shows that the young boys are capable of evil acts. The innocence is not within the children. (â€Å"Lord of the Flies†)   Ã‚  Ã‚   In many instances, the behavior among the boys is rapidly changed to savageness. Specifically, pigs become a big part in the route to evil andRead MoreTheme Of Fear In Lord Of The Flies1038 Words   |  5 PagesRecognizing Aspects of Fear We fear what we cannot see, we fear the unknown and it forces society to juristically change because it’s a part of human nature. In Lord of The Flies, by William Golding, Fear has been portrayed explicitly throughout, as fear is the source of conflicts within the boys, by affecting the nature and civilization on the island itself between the rivalry of Ralph and Jack and the through the decent into savagery causing fear to one another which had subsequently changeRead MoreTheme Of Pathos In Lord Of The Flies869 Words   |  4 PagesLord of the flies is a classic that uncovers the dark and disastrous personality of the most decent human being. The author, William Golding, uses pathos to bring an emotion of tragedy into the book which helps the reader to pick up on the the underlying messages about people. A form of logos can be picked up throughout the story as well by the description of the of insanity or backstabbing that is usually associated with stranding and inclosure. The book begins with a plane full of schoolboys

Greg Mortenson An Adventurous Man That Had His Life Changed

Greg Mortenson was an adventurous man that had his life dramatically changed once his sister had passed away of an epileptic seizure while he was in college. His life was all but average as he spent most of his childhood growing up in East Africa, although being born in Minnesota. He grew up desensitized to other cultures, religions, and races which would be a major factor in his future plans. After his sister died, for her honor, he had decided to climb the K2 mountain located on the Pakistan-Chinese border. While he certainly made a good attempt, he was starving, cold, ill-prepared and inevitably failed to put his sisters necklace at the top of the treacherous mountain. After several times of losing and finding his guide, he was finally able to make it back to the bottom of the mountain where he ended up in the wrong village named Korphe. He originally leaves the village but quickly returns to the due to the fact they were friendly enough to allow him to sleep in their village, eat one of their rams and drink tea with them which is a sign of friendship/respect. He returns the favor by using some of his medical supplies to assist a woman giving birth in the village. He then ran across a couple boys attempting to learn how to write by using sticks and drawing in the sand. This had moved him and his goal of climbing K2 no longer mattered. Instead, he decided he would build a school in the village of Korphe in order to bring the children education and this, he thought

Corporate Governance & Gender Equality-Free-Samples for Students

Question: Discuss about the Corporate Governance and Gender Equality. Answer: Introduction This report seeks to discuss about the gender diversity and the importance of female representation in an organisation. The chosen case study company is BHP Billiton of Australia. BHP Billiton is the multinational company headquartered in Australia. This resource company has operation in metals and mining. Corporate governance is an important aspect of the business of this company. The objective of the company is to develop a harmonious workplace in BHP Billiton. The progress and diversity policy of the company emphasises the increasing number of female representation over the years both in the general level and in the leadership level. Identification of female candidates in the talent panel is the current policy of this company to increase female representation in the entry level. As stated by Sharp et al. (2012), gender equality is achieved, when people get access of equal facilities in a society or workplace irrespective of the gender. Gender gap prevails in the Australian economy. Female workers in Australia earn less compared to men in terms of salary, other benefits such as career growth opportunity, less accumulation in retirement or superannuation savings. However, it can also be seen that men have less access in family friendly policy or parental leave and flexible work arrangement in comparison to the female counterpart (wgea.gov.au 2017). As per the annual report 2016 of BHP Billiton, female representation has increased in this company by 1% in the managerial role and 22% in the senior leadership role from 2015 to 2016 (bhpbilliton.com 2016). In Australia, female representation in the resource industry is less compared to other sectors. Female worker in resource sector is only 13% of total employment, 71% in education sector and 55% in the financial sector. This paper discusses the issues faced by BHP Billiton regarding gender issues in the business and the importance of female representation in this organi sation. Corporate Governance and female representation in BHP Billiton Inclusion and gender diversity in the workplace is the important part of the corporate governance of BHP Billiton. They believe in employee engagement, workplace safety for better productivity. The culture of increasing number of female employment and recognition is the employee diversity policy of the company. BHP Billiton has CEO led inclusion and diversity committee to provide recommendation on developing culturally diversified and efficient employment. Female employee development, enhancing capability of the female employees are vision of the company (bhpbilliton.com 2016). Female employees have flexible work option, positive parental leave provision and securing safety policies in the workplace. During 2016, female representation in the BHP Billiton has increased from 7% in 2015 to 49% in 2016 at the global level and 52% in Australia. Fitzgerald (2016) mentioned that present female workforce in BHP Billiton accounts for only 17.5% of total 28000 work force of this company. At the industry level, this ration is higher compared to other resource company in Australia. Although position of female employees is better compared to industry average, gender gap still prevails in the company. Number of female employees in this company is 4708 in 2016 as compared to 22119 numbers of male during 2016. Female employees in the senior leadership position are 65 during 2015 as compared to 251 male employees in the same year. The ration of number of female employee and male employee among the board members is significantly high that is 3: 7 in 2016. The figure is important as the number of female board members has increased from 2 in 2015 to 3 in 2016, whereas, male members have decreased to 7 in 2016 from 10 in 2015 (bhpbilliton.com 2016). Overall gender gap in the company has decreased from 2015 to 2016, which is positive indica tion towards gender diversity and equality. Importance of female representation in an organisation and required guidelines As stated by Broomhill and Sharp (2012), gender equality and diversity can be achieved in an organisation through equal pay and comparable value, removal of restriction on equal participation of female and male workers in the workplace. Gender equality provides equal occupation and growth opportunity in the company without any discrimination or gender bias. If an organisation achieves gender equality, it can improve productivity of the organisation as well as nation. Female employees can contribute significantly in the organisational growth through their skill and intelligence. Moreover, success of the female employees enhances reputation of the organisation both at national and international level. The analysis is based on the guidelines of Australian government regarding gender discrimination in workplace. Sex Discrimination Act 1984 (Cth) of Australian Government protects female workers from unlawful activities and gender discrimination in workplace (ag.gov.au 2017). Aspects of gender equality in BHP Billiton Being one of the leading names in the mining industry of entire world, BHP Billiton has brought revolutionary changes by adopting gender equality policy. The organization is known for providing equal opportunity to the female and male employees. The organizational management always appreciate and encourage the contribution of their female employees in the organizational function (Avanzi et al. 2017). The authority of BHP Billiton always provides a healthy and peaceful working environment to its female employee. At the same time they have strengthen their organizational rules and regulations to maintain workplace safety for their female employees. They encourage their female representatives to give their best performance to achieve the organizational goal. In this modern era, where the entire world is raising their voice for the gender equality, the organizational leaders of BHP Billiton have tried to implement gender equality in their organization (McPhail and Adams 2016). Although, there are some loopholes in the organizational structure, the organizational management is adopting various innovative strategies to ensure gender equality. It is often evident that female workers face various challenges in the workplace due to gender discrimination. As per the annual report of BHP Billiton, the organizational leaders of BHP Billiton are highly overwhelmed by the participation of the female workers in the organizational activity. As per the report, the organization is incorporating various strategies to stimulate the development of their female workers (de Villiers, Low and Samkin 2014). The organizational management provides various training sessions to their female staff members to enhance their skills and capacity which has stimulated the growth of their performance. The organization is appointing more and more female employees to support the women empowerment. They often provide various counselling sessions to their female employees to motivate them to enhance t heir inner qualities so they can equally contribute for the betterment of the organization. According to reports, woman participation in the organizational function has increased in past few years in significant manner. The organization operates in other countries of the world as well. The contribution of the woman workers in other parts of the world has increased in notable manner. The organization has appreciated the women participation in the leadership level as well. There are many experienced and skilled leaders in BHP Billiton who are equally efficient and contributing to establish a better future for the organization. They have left no stone unturned to achieve the desired goal for the organization. According to the chairman of BHP Billiton the participation of female staffs in the organizational function has enhances the profit margin of the organization and stimulate the talent pool of the organization. However, the organizational management of BHP Billiton must consider so me important factors to maintain gender equality within the organization that has been discussed later. Otherwise, the organizational leaders have made good effort to provide friendly and enthusiastic environment to their female staff members (Garcia et al 2016). Review of the Issues Although, the organizational leaders of BHP Billiton has left no stone unturned to provide a safe and peaceful environment to the female employees of the organization, there are some issues that are being faced by the female employees of BHP Billiton. There are some loopholes in the organizational policy and organizational structure. Gender equality is not properly maintained within the organization. The female workers of the organization are experiencing gender discrimination while working in the organization. Male workers of the organization are availing additional facilities which are unavailable for the female employees, such as- shift timing for work, the wages and so on. It is often evident that the female workers are forced to do overtime after their shift which may causes safety issue for them. It can put negative impact on the organizational development and the performance of the employees (Hope 2015). At the same time, female employees often get low wages than male workers which spread gender discrimination in the organization. The organizational management must consider the fact while designing their organizational structure. According to many reports, Australia is one of the leading names in gender discrimination (Klettner 2016). There are large numbers of woman who are experiencing workplace violence every now and then. Moreover, as per the report they are receiving facilities like their other fellow male workers which has led the country in the leading position for gender discrimination. It has reflected in the organizational structure of BHP Billiton. They have also followed the path of country to some extend and unwilling to understand the real problems that has been faced by the female workers every now and then. The organizational management has ignored various serious issues of female workers without which it is impossible for the organizational management to maintain gender equality in the organization. There are some safety issues for the female workers of the organization. The organizational management has not provided sufficient safety to their female workers (Sealy et al. 2015). They often fa ce various safety and security issues in the organization, such as- physical violence, threat, abuse, molestation. They are often targeted by their fellow workers and local goons and pressure groups. It is the responsibility of BHP Billiton to ensure workplace safety for each of their employees. Otherwise, it is impossible for the organizational management to maintain gender equality in the organization. Moreover, it may put negative impact on the organizational development as female workers are equally contributing for the betterment of the organization and they are considered as equally capable of stimulate the growth of the organization (Mikalsen 2014). Reasons of this issue There are some significant issues that are responsible for the issue of gender inequality in the organization, such as: Lack of effective organizational policy is one of the major reason for which female workers are suffering from workplace violence and other issues within the organization. In order to establish a safe and gender discrimination free workplace, the organizational management needs to strengthen their policy and organizational structure. The organizational management has not made their organizational policy in an efficient manner to ensure workplace safety for the employees (Cane 2014). Lack of social awareness among the organizational leaders and other employees is another major reason for which the female workers of the organization face various difficulties in the workplace. People are not aware of the fact such as gender equality, women empowerment. Due to this they are not willing to provide equal opportunities to the female workers like male staff members. It is the responsibility of the organizational management to make their male workers aware of such factors to maintain gender equality in the organization. Due to lack of workplace violence policy the organizational management is unable to maintain gender discrimination free workplace for their female employees. The workplace violence policy of BHP Billiton is highly weak and the organization does not pay much attention to implement this strategy within the organization which has led the employees to face workplace violence frequently. The organizational management does not punish the accused people who treat their fellow workers badly. It has encouraged such negative practices within the organization (Ross 2016). The organizational management has avoided the safety issue of their women employees. It is one of the major reason for which the female workers of BHP Billiton are facing safety issues in the organization. The organizational management must appoint some security people who can protect their female employees during an awful occurrence. Otherwise, it may spoil the reputation of the organization (Salinas 2013). Recommendations for sustainability The organizational management of BHP Billiton must strengthen their policies and include zero tolerance policy and workplace violence rule in their rule book. They must implement zero tolerance policy in the organization to ensure workplace safety for their employees. They must make sure that all of their employees are aware of these policies and they are avoiding all such practices that can spoil the harmony of the organization. The organizational management must provide training and development programme to their employees to provide them lesson about gender equality, workplace violence and so on. It will be beneficial for the organization to avoid awful occurrences in the organization, as it is important for the male employees to understand the female workers are their fellow workers and they must pay respect to them. The organizational management of BHP Billiton must provide equal facilities to their male and female employees. They must realize that both of their employees are equally efficient and equally important to achieve the organizational goal. The organizational management must provide all the facilities to their female employees like male workers, such as- leaves, friendly shift timing. The organizational leaders must redesign their organizational structure and pay equal wages to their female employees. They must understand that female employees are equally contributing to achieve the organizational goal. The organizational management must make sure that all the employees are obeying workplace violence rule in the organization and avoiding any negative practices. Otherwise they must be punished for their activity. It will be beneficial for the organizational leaders of BHP Billiton to implement their policies accurately. They can smoothly maintain gender equality in their organization by such practices. The organizational management must encourage their female employees to provide efficient service to the organization by appreciating them. The organization must encourage their female employees like male employees. It will beneficial for the organization to maintain gender equality in the organization. The organizational management of BHP Billiton must appoint some responsible security person in the organization who can protect their employees from any awful consequence. It will be helpful for their female employees to work in the organization and to maintain healthy workplace environment Conclusion As per the previous discussion, it can be stated that the organizational management of BHP Billiton is trying to maintain gender equality in their organization. They have encouraged their female employees to enhance their skills and always appreciate their employees for their contribution. However, there are some loopholes in the organizational structure of the organization. The organizational leaders must consider some factors while designing their organizational structure. They must implement some efficient policies to ensure workplace safety for their female employees, such as- zero tolerance policy, workplace violence policy. They must appoint skilled security person to maintain safety and privacy of the organization. It is often evident that organizational management does not provide equal facilities to their female employees. In order to maintain gender equality in the organization, the organizational management must make sure that all the employees are availing equal facilitie s and there is no discrimination in terms of leaves, wages, workload and so on. Reference: ag.gov.au 2017. Australian Government Guidelines on the Recognition of Sex and Gender. Available at: https://www.ag.gov.au/Publications/Documents/AustralianGovernmentGuidelinesontheRecognitionofSexandGender/AustralianGovernmentGuidelinesontheRecognitionofSexandGender.pdf [accessed on 06.13.2017] Avanzi, B., Prez, J.L., Wong, B. and Yamazaki, K., 2017. On optimal joint reflective and refractive dividend strategies in spectrally positive Lvy models.Insurance: Mathematics and Economics,72, pp.148-162. bhpbilliton.com 2016. Corporate Governance 2016. Available at: https://www.bhpbilliton.com/-/media/bhp/documents/investors/annual reports/2016/bhpbillitonannualreport2016_interactive.pdf?la=en [accessed on 06.13.2017] Broomhill, R. and Sharp, R., 2012.Australia's Parental Leave policy and gender equality: An international comparison. Australian Workplace Innovation and Social Research Centre. Cane, I., 2014. Community and company development discourses in mining: the case of gender in Mongolia.Doctorate of Philosophy), University of Queensland, Brisbane. de Villiers, C., Low, M. and Samkin, G., 2014. The institutionalisation of mining company sustainability disclosures.Journal of Cleaner Production,84, pp.51-58. Fitzgerald, B., 2016. BHP chief Andrew Mackenzie wants 50:50 gender split by 2025 Available at: https://www.theaustralian.com.au/business/mining-energy/bhp-chief-andrew-mackenzie--wants-5050-gender-split-by-2025/news-story/e21f0835a39872789019f5d2b7a0aade [accessed on 06.13.2017] Garcia, L.C., Ribeiro, D.B., Oliveira Roque, F., Ochoa?Quintero, J.M. and Laurance, W.F., 2016. Brazil's worst mining disaster: corporations must be compelled to pay the actual environmental costs.Ecological applications. Hope, D., 2015. Partial relinquishment report 2015 EL 24524 20 April 2009 to 19 April 2015. Klettner, A., 2016. Corporate Governance Codes and Gender Diversity: Management-Based Regulation in Action.UNSWLJ,39, p.715. McPhail, K. and Adams, C.A., 2016. Corporate respect for human rights: meaning, scope, and the shifting order of discourse.Accounting, Auditing Accountability Journal,29(4), pp.650-678. Mikalsen, M.F., 2014.Corporate Social Responsibility: A Global Comparative Analysis(Master's thesis, UiT Norges arktiske universitet). Ross, D., 2016. Corporate social responsibility initiatives in Australias mining industry: An applied stakeholder approach. InKey Initiatives in Corporate Social Responsibility(pp. 261-278). Springer International Publishing. Salinas, P., 2013. Latin America| Discourses as Control Devices in the Mining Culture: Tensions in the Integration of Women in Chilean Mining.International Journal of Communication,7, p.17. Sealy, R., Turner, C., Pryce, P. and Vinnicombe, S., 2015. Women on Boards: Progress following the 2012 Corporate Governance Code. Sharp, R., Franzway, S., Mills, J. and Gill, J., 2012. Flawed policy, failed politics? Challenging the sexual politics of managing diversity in engineering organizations.Gender, Work Organization,19(6), pp.555-572. wgea.gov.au 2017. About workplace gender equality. Available at: https://www.wgea.gov.au/learn/about-workplace-gender-equality [accessed on 06.13.2017]

Risk, Safety and Leadership Essays - Psychology, Behavior

Risk, Safety and Leadership Ezra Lucas Stratford University Why do people do what they do? Why do they do things that do not seem logical? Why do people change what they do according to the social context? How do social arrangements influence judgment and decision-making? How is risk logical? These are the issues that concern the social psychology of risk. The social psychology of risk is the application of the principles of social psychology to risk. I found an article by Dr. Robert Long and he had a foundation of this discipline. He emerged from his postgraduate studies in occupational health and safety. (Long, 2012) Social psychology of risk is concerned with how social arrangements affect decision-making and judgment in danger. What this means is that all social relations, social environments, discourse and organization affect human judgment and decision-making in danger. Risk is not objective, rather the perception of risk is conditioned by social psychological factors. It shows that risk perception varies with life experience, cognitive bias, memory, visual and special literacy, expertise, allocation, framing, priming and anchoring. In other words, risk is a sense of built human sense associated with uncertainty, probability and context. (Slovic, 2006) For example, the risk of a person is the opportunity of another person. Social arrangements give us meaning, purpose and accomplishment. Social arrangements also determine how we make decisions and judgments. Risk is not an engineering problem, but a social psychological problem. A technical approach to risk tends to have its training and focus on objects. Although it is great to observe what engineers think and build, it is not at the center of this discipline to understand human organization, collective consciousness and the collective unconscious in response to objects. The challenge for leaders is to understand risk as a compromise governed by the social psychology of goals. The key to maturity of leadership in risk is to understand the nature of motivation and why people do what they do. In addition, leaders need to understand that fallibility and human risk create a problem. These problems extend beyond the notion of complexity and are known for their unavailability and failure. If leadership is to be mature in risk, it must understand how objectives compete (Cameron Quinn, 2009). If leadership is to be ripe, it must understand how risk creates meaning (through compromises and by-products) for humans and leaders, and how to generate vision, influence others and promote intelligence risk. (Riggio, 2016) focuses on the social relationship or social contract between the leader and the followers as a path towards leadership maturity and wisdom in risk. The social contract between leadership and follow-up is much more than the traits of the leader. Somewhere along the journey, the managerial discourse has lost sight of the follower, the social contract and the social arrangements. This is where the social psychology of risk enters the discussion and asks the question: "What social arrangements create a maturity of effective leadership in risk? Conclusion The idea of maturity and wisdom in risk is not a common discourse in industry, but we mean the predominance of the language of controls and the police. Maturity can be understood as an endless journey up a set of escalators, maturity and wisdom, one never "arrives" but still remembers undeveloped stages of development. References Riggio, R. E. (2016). Are Leadership and Management Essential for Good Research? Retrieved from https://www.researchgate.net/publication/232551601_Leadership_development_The_current_state_and_future_expectations Cameron, K. S., Quinn, R. E. (2009). Developing a Discipline of Positive Organizational Scholarship. http://dx.doi.org/https://pdfs.semanticscholar.org/e369/e41e957a3923f7b99dcfb25ec9cd22ba9052.pdf Long, R. (2012). Risk interpretation and action: A conceptual framework for responses to natural hazards. Retrieved from http://www.sciencedirect.com/science/article/pii/S2212420912000040