Milton Obote

Apollo Milton Obote (some say Milton Apollo Obote) was the 2nd and 4th President of Uganda. He first came to power in 1962 but was ousted by Idi Amin in 1971. Nine years later, Amin was overthrown, and Obote came back to power for five more years before he was ousted again. Obote has largely been overshadowed by â€Å"The Butcher† Idi Amin in the Western media, but Obote was also accused of widespread human rights abuses and the deaths attributed to his governments are greater than those of Amin. Who was he, how was he able to come back into power, and why is he forgotten in favor of Amin? Rise to Power Who he was and how he came to power twice are the easier questions to answer. Obote was the son of a minor tribal chief and received some university education at the prestigious Makerere University in Kampala. He then moved to Kenya where he joined the independence movement in the late 1950s. He returned to Uganda and entered the political fray and by 1959 was the leader of a new political party, the Uganda People’s Congress. After independence, Obote aligned with the royalist Bugandan party. (Buganda had been a large kingdom in pre-colonial Uganda that remained in existence under Britain’s policy of indirect rule.)   As a coalition, Obote’s UPC and the royalist Bugandans held a majority of seats in the new parliament, and Obote became the first elected Prime Minister of Uganda after independence. Prime Minister, President When Obote was elected Prime Minister, Uganda was a federalized state. There was also a President of Uganda, but that was a largely ceremonial position, and from 1963 to 1966, it was the Kabaka (or king) of Baganda that held it. In 1966, however, Obote began purging his government and orchestrated a new constitution, passed by the parliament, that did away with both the federalization of Uganda and the Kabaka. Backed by the army, Obote became President and gave himself wide-sweeping powers. When the Kabaka objected, he was forced into exile. The Cold War and the Arab-Israeli War Obote’s Achilles heel was his reliance on the military and his self-proclaimed socialism. Soon after he became President, the West looked askance at Obote who, in the politics of  Cold War  Africa, was seen as a potential ally of the USSR. Meanwhile, many in the West thought that Obote’s military commander, Idi Amin, would be a wonderful ally (or pawn) in Africa. There was also a further complication in the form of Israel, who feared that Obote would upset their support of Sudanese rebels; they too thought Amin would be more amenable to their plans. Obote’s strong-arm tactics within Uganda had also lost him support within the country, and when Amin, aided by foreign backers, launched a coup in January 1971, the West, Israel, and Uganda rejoiced. Tanzanian Exile and Return The rejoicing was short-lived. Within a few years, Idi Amin had become notorious for his human rights abuses and repression. Obote, who was living in exile in Tanzania where he had been welcomed by fellow socialist Julius Nyerere, was a frequent critic of Amin’s regime. In 1979, when Amin invaded the Kagera strip in Tanzania, Nyerere said enough was enough and launched the Kagera War, during which Tanzanian troops pushed Uganda troops out of Kagera, then followed them into Uganda and helped force the overthrow of Amin. Many believed that the subsequent presidential elections were rigged, and as soon as Obote was inaugurated President of Uganda again, he was facing resistance. The most serious resistance came from National Resistance Army led by Yoweri Museveni. The army responded by brutally suppressed the civilian population in the NLA’s stronghold. Human rights groups put the count at between 100,000 and 500,000. In 1986, Museveni seized power, and Obote fled into exile again. He died in Zambia in 2005. Sources: Dowden, Richard. Africa: Altered States, Ordinary Miracles. New York: Public Affairs, 2009. Marshal, Julian. â€Å"Milton Obote,† obituary,  Guardian, 11 October 2005.

The Industrialization Of The Industrial Boom - 1450 Words

Humanity has always been greedy since the beginning of our existence. Greed and Injustice motivated political and economic action, and influenced society. The Greed influenced people to be selfish, which led to the mistreatment of the less fortunate and the working class. The Industrialization Era allowed for a new opportunity to take advantage of the working class. The Industrial boom allowed for mass production, and many factories were built to enable for such thing to occur. With a large influx of immigrants coming into the United States, finding workers wasn’t difficult for these factory owners, but even better for them, these workers had not a clue to how poorly their working conditions were. These workers were expected to work incredibly long hours, they worked in dangerous and uncomfortable environments, and extremely low job security due to the amount immigrants willing to work. As these workers became more aware of how harsh these conditions were, unions were eventual ly formed. Through unions and protests, laws and regulations were created to improve the working life of the lower class. As the owners could no longer squeeze the market for the most profit, they began to outsource these factory jobs to other countries, dodging the regulations in the US, while they take advantage of poorer countries who do not have these regulations. Upton Sinclair’s Novel addresses the mistreatments that occurred in the early 1900’s, and people are disgusted by it, but also obliviousShow MoreRelatedRussia and Latin Americas Responses to Industrialization Essay1499 Words   |  6 PagesIn the 19th century, Russia and Latin America responded similarly to industrialization in the formation of a growing middle class, in a â€Å"boom† in exports and new economic ties, in urbanization, and in similar acts of revolutionary disobedience against a dictator. 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An Analysis of My Personality Type Free Essays

Your main points and each step are clear but you did not label them correctly. Good observations, points and outcomes documented throughout the paper. Conclusions/Summary References/Citations (4) Good job/ Citations throughout each section Spelling/Grammar Good job/ Be sure to use active voice page Count/l_MIT (4) 20 PAP Format/Errors See PAP comments throughout the paper Overall Comments: Very Good paper! This paper has demonstrated that you understand the core objectives and learning outcomes for this assignment and the meaning of your personal assessment. We will write a custom essay sample on An Analysis of My Personality Type or any similar topic only for you Order Now Remember that graduate level writing is a continuous improvement process. A solid best practice is writing a paper and then putting it down and reading it when you are fresh. You will often pick up small mistakes by doing this. Fix some of the little mistakes found in this paper and you will strengthen your work on future assignments. It is evident you paid attention to getting your paper right†¦ You are doing graduate level writing. Enjoyed reading your work †¦ Great job! This paper discusses my personal results of the Myers-Briggs Type Indicator personality test and the Jung Typology Test. It also details how analyzing and understanding personality types is relevant to organizational behavior. The first section of this paper details and discusses the specific aspects of my personality based on the tests mentioned above. Each specific personality preference is analyzed and validated based on my type and temperament. Examples from my personal and professional life are utilized during the validation. The second section off this paper addresses what have learned about the Myers-Briggs and Jung Typology personality tests and how this knowledge can be used by an employee, co-worker, and manager of an organization . Seem,’rods: personality, type, organizational behavior Richard Nixon once said, â€Å"Don’t try to take on a new personality; it doesn’t work† (â€Å"Quotes on Personality’, 2014). Believe that this is excellent advice. Instead of trying to develop a new personality, perhaps people should learn to better understand the personality that they have. After taking the Myers- Briggs Type Indicator personality test and the Jung Typology Test, I have a better understanding of my own personality and also the personality traits of other people around me. In the first section of this paper I will detail and discuss the specific aspects of my personality based on the tests mentioned above. In the second section of this paper I will explain how what I learned about personality types relates to organizational behavior and how it will help me be a better employee, co-worker, and manager. Aspects of My Personality Type After taking both the Myers-Briggs Type Indicator personality test and the Jung Typology Test, I was classified with the Introverted Sensing Thinking Judging (1ST J) personality type. SITS personality types are considered quiet reserved people who are loyal, faithful, and dependable (â€Å"Psychological Type†, 2014). They tend to express a strong sense of duty and commitment and are recently very serious individuals (â€Å"Jung Typology Test†, 2014). Gist’s believe in laws and traditions and they are generally conservative in nature (Kroger, Teethes, Rutledge, 2002). In the following paragraphs will discuss the validity of the different letters of my personality type and how they specifically relate to me. Introvert Preference On the Jung Typology Test, I scored a distinct preference of 67% introversion over extroversion. As an introvert, I tend to focus within myself for satisfaction. Frequently I have to force myself to interact with people in a social setting. I rarely enjoy hanging out in large groups of people. I prefer to spend time alone and would consider myself a â€Å"home body’. When I do go out, it is usually to a place where I don’t have to interact with people on a personal level. Sitting in a dark movie theatre with my family or eating dinner at a restaurant are perfect examples of a low threat social setting. Throughout my life I have always had 1 or 2 deep friendships as opposed to a large group of friends. An occasional weakness with introverts is they are sometimes reel octant to work with others (Kroger, Teethes, Rutledge, 2002). In my professional life, I am not quite as introverted. As a military member and manager of people, I have to interact with my subordinates and peers on a daily basis in order to facilitate mission accomplishment. Sensing Preference With a sensing presence of 62%, according to the Jung Typology Test, I seem to conform to approximately 70% of the U. S. Population regarding this preference (Kroger, Teethes, Rutledge, 2002). Sensors are defined as individuals that prefer to get their information in a literal way from their 5 senses as opposed to getting information in a figurative way like an intuitive arson would (â€Å"Psychological Type†, 2014). In both my personal and professional life prefer to deal in facts and live by a set of rules. As a 25 year military veteran, have been conditioned to respond and react exactly this way. I tend to rely on my experiences to help me analyze the specifics as they are presented to me. A major weakness with my preference for sensing is that sometimes refuse to look at things from another perspective. Thinking In this measured area of the Jung Typology Test, I demonstrated a clear propensity for the thinking preference with a rating of 88%. As a manager in he military profession, pride myself on my ability to be objective, fair and firm. As a supervisor I frequently make difficult decisions and firmly believe that it is more important to be respected than liked. Always try to look at things from a logical perspective and try not to let my personal feelings get in the way of my decisions. One down side with the thinking preference is that it is possible to forget about the people perspective when you are making decisions (â€Å"Psychological Type†, 2014). Judging Preference The judging preference was my most definitive personality preference with rating of 100% on th e Jung Typology Test. In my military profession I live by a schedule, make decisive judgments, and always try to follow the established rules and regulations. Onto like to wait until the last minute to do things. I am also very conservative and regulated in my approach to my personal and professional life. One weakness of my overwhelmingly strong judging preference is that frequently have little patience with people that are procrastinators, poor planners, or unable to make decisions. SITS Personality with a SO Temperament People with SITS personalities are considered internally focused individuals ho exhibit; strong senses of duty, good organizational skills, are driven to succeed, are honest, and value their integrity (â€Å"Psychological Type†, 2014). My temperament is a Sensing Judging (SO). SO temperaments desire to be associated with significant institutions or organizations (Kroger, Teethes, Rutledge, 2002). As a Non-commissioned Officer in the united States Air Force this makes perfect sense. I enjoy the daily challenges associated with being an administrator and manager. I have a deep respect for the chain of command within my organization, and pride myself on being reliable. A active byproduct is that in my personal life my SO temperament can sometimes be overwhelming for my children because I tend to be a task master. Relating Personality Types to Organizations After reading Type Talk at Work, I have a greater knowledge of the 16 different personality types and how they relate to organizational behavior. As a manager in an organization, it is essential that I am able to calculate the internal strengths and weaknesses of my employees (Fisher, 2012). Understanding how to analyze an individual based on their personality type can be of enormous benefit to me as a supervisor. Throughout my years as an enlisted manager in the IIS Air Force, I have learned that each individual is different and you have to manage them accordingly. For example; if I have to assign someone as training instructor, probably would look for an extrovert over an introvert. Since having someone who is comfortable speaking in front of people would be vital for this position, an extrovert personality would be a better choice. Motivation is also different based on personality. Extroverts enjoy being rewarded in public, while introverts might prefer a more low key setting. As a manager it is also important for me to understand how my own personality type effects my management style. As a SITS personality type, occasionally have a tendency to dismiss the perspectives of others. I also am a very â€Å"by the book† manager. Understanding the weaker characteristics of my personality type will help me to control them so they don’t corrupt my ability to manage my organization (â€Å"Psychological Type†, 2014). Reading and learning about the 16 different personality types has been very enlightening from a personal and professional perspective. Understanding he four different personality preferences and how they work together to make up my personality will benefit me throughout my life. How to cite An Analysis of My Personality Type, Papers

Business Leadership Obtain Productive Returns

Question: Discuss about the Business Leadership for Obtain Productive Returns. Answer: Introduction The Personal Leadership Model to develop takes into account three of the major areas of leadership such as teamwork, ethics, and leadership theory. These three areas of leadership are to be considered in the model of Personal leadership. Teamwork, Ethics, and Management play vital role to help an organization carry on its business related activities successfully. In addition to this, it supports the culture of the organization and makes it more of fortified and growth-oriented. Teamwork is the way to success and to help the employees to act in good faith towards each other. Teaming and leadership come out to be an effective combination providing with the most worthwhile outcomes. Ethical Leadership is the concept that looks forward to giving importance to ethics in each area just to come up with the best decision. Management is to provide support in managing the resources and to obtain productive returns (Schein, 2006). Organizing Idea The Personal Leadership model planned is as a result of an organized and coordinated idea. This comes up with the intention to allow an organization have a systematic and methodical working style. These three aspects such as ethics, management, and teamwork are very close to the way an organization would be able to meet the destined goals and objectives. An organizing idea leads to credibility in a way that an organization would be able to plan and perform tasks in the most disciplined manner. It would add to great growth and lead to the most valuable experiences. Organization culture would become more of improved and bettered up and hence lead to credibility. The vision is to maintain an enduring presence and that can move forth by having better working conditions together with the satisfied workforce. Traits of the workers would also get more of ameliorated and going to prop up the organization as well. Not only this, the three of these models are going to lend a hand in having more effective relationships. On the whole, these areas would act as the key constituents in allowing the company generates the most pleasing and optimistic returns. Traits, Skills, and Tasks An effective leader is a one that carries all the characteristics that prove to be helpful enough in acting as a role model in front of the followers. This can only be done by getting close to the traits, skills, and tasks at the part of an effective leader. A Leader can only be effective when the potential to be the best and different from the mob has. The traits and skills considered in an effective leader are the commitment towards the task, creativity, and innovation, delegation, positive outlook, futuristic approach, proper communication, team building, and inspiring others. The tasks for an effective leader are handling risks, problem-resolving ability, sharing tasks, and developing trust on the team members. By possessing these set of traits, skills, and tasks, it would be very much effective carrying upon tasks and obligations in the most requisite manner. It becomes equally imperative to have the potential just to inspire others in a positive manner (Northouse, 2012). Core Values The core values that the leadership model emphasizes on are the management of the resources just to get best out of it, to encourage teamwork for the sake of receiving optimum results from this collaboration, and to abide by the ethical aspects at each subsequent step to maintain the positivity within the aura of an organization. These core values together present the whole picture with regards to the way an organization would be able to draw in hopeful results from the way business practices goes on. In the current scenario, the organization has to live up to the expectations of the key stakeholders and to maintain survival to the longest possible time. With the consideration of these core values, it would be easy and effortless to perform organizational tasks and also to ensure its victory. These core values would also be capable enough to convey about the value carried by the personal leadership model. In this way, it would present an enlightening example in front of concerned people. Relationships The use of the leadership model will definitely provide benefit to the relationships that exist in an organization. It can also be taken in a way that the leadership model focuses more on teamwork, ethics, and management. These three are the key to success and also allow the company move in the right direction. Management serves to be the most important area in dealing with the business activities and permitting it to reach the destined position. If management goes on well, it would sustain positivity amongst the employers and the employees, and lead to productive relationships (Sadler, 2003). Ethics is also an important area that could help the company determine wrongful ways while carrying out business. The wrong way to make the profit, bad behavior with the workers, to deceive the shareholders and production of the defective products to the customers are all said to be unethical. These can be made out effective through ethical approaches and also help in forming better connections in between the human resources. Teamwork leads to the unification of the human resources in order to attain the goal or objective. By working together, it would be very much helpful to come across with each others positive and negative points. This could be very much helpful and accommodate to draw in the best possible results and to move further with positive relationships. The leadership model puts in best possible efforts to avoid negativity from the working culture and also to feel comfortable in the workplace. In doing the same, the results drawn would be highly encouraging and hopeful. Culture The use of the leadership model would be very much supportive of having the most strong and well-built culture. Actually, the models used are to look on the way culture is very much growth-oriented and to make employees feel passionate towards their work. Leaders role is to lay positive impact upon its followers just to derive the same level of output from them. In this way, the model is able to add on great value and make organizational culture apt for its key people. The working ambiance would come up as the most favorable and constructive place in order to make workers strive hard for an accomplishment of the target levels. Each member would feel good and associate with the organization in the most likely manner (Shriberg and Shriberg, 2011). Leadership Practiced The leadership practiced in the model is seeking to achieve immense growth and success. It can only be made out possible by moving forth with the respective three areas such as ethics, management, and teamwork. These three acts as the most important pillars in making leadership model move ahead with the realization of the so-called objectives. It also helps workers to raise their level of performances and to contribute actively. In this way, the leadership practiced in the model is to move on the right path, and to promote work to understand the power of unity together with making the best possible use of the accessible resources. These are found out to be very much effective and hopeful enough in matching well with the expected areas of growth. Performance levels can also be made maintained and sustained for the betterment of an organization. Difference The leadership model is different from the current one as it gives significance to the concept of ethics, management, and teamwork. In consideration of these three areas, an organization cannot stop to carry on its business activities. It adds value and worth to the company and to develop an effective and the positive workplace environment. The reason behind the same is leadership model forms connection with these areas in order to lay the positive impact on the followers. It imparts with a lot of learning to the followers and persuades them to act in the best possible manner (Leviticus, 2016). Application The application of the leadership model would take place by forming the understanding with the same. Before going further with an application of the model, it is very much essential to understand it effectively. After this only, the application of the model should take place in order to realize success from it. The model and its key areas and the way it could benefit the organization are to be taken into consideration in the broadest manner (Western, 2007). Its implications are to think upon just to takes a safer side in case of emergence of any serious problem. On the personal level, the application of the model takes place by carrying upon ethical approaches. It would help in differentiating in between right and wrong. Teamwork would lead to comprehending the power of unity and to be faithful towards each other. At last, the management is to make best possible use of the available resources. This turn up highly successful and would allow the person grow and prosper at its largest. At each aspect, the results obtained would be up to the mark and allow one to maintain better standing at the personal as well as the professional area. Conclusion The leadership theory model proves to be the best choice for the company. It would definitely be of great assistance so as to maintain growth levels and to attain success for a long period of time. References Leviticus, J. (2016). Top Five Leadership Traits, Qualities Skills. [online] Available at: https://smallbusiness.chron.com/top-five-leadership-traits-qualities-skills-32557.html [Accessed 25 September 2016]. Northouse, P.G. (2012). Leadership: Theory and Practice. Thousand Oaks: SAGE. Sadler, P. (2003). Leadership. 2nd ed. Sterling, VA: Kogan Page Publishers. Schein, E.H. (2006). Organizational Culture and Leadership. 3rd ed. John Wiley Sons. Shriberg, D. and Shriberg, A. (2011). Practicing Leadership. 4th ed. Danvers, MA: John Wily Sons, Inc. Western, S. (2007). Leadership: A Critical Text. City Road: SAGE.