Sample Formal Graduation Announcement

Wording your graduation announcement can seem like a minor challenge, but its also a task that can take up a lot of your (very precious) time. Going with formal, traditional language is one way to ensure your announcement accurately represents the importance and value of all of your hard work. Before writing your formal graduation announcement, its important to review some basic rules of etiquette for any kind of graduation announcement, formal or otherwise. Rules for Graduation Announcements The first thing to decide before  writing your announcement  is whom to invite, or whether you intend to invite anyone.  Unlike high school graduation, not everyone is going to attend the commencement ceremony or expect a party.  It is not uncommon for college graduates to omit the date and location of the graduation  from the announcement.   This may seem odd, but in this case, the announcement is just that: an announcement of your achievement. If you do intend to invite guests to the graduation ceremony, youll need to include a few vital pieces of information: The salutation or greetingYour nameThe college or universityThe degree youve earnedThe commencement ceremony (or party) date and timeThe location of the ceremony or party In a formal graduation announcement, the salutation takes on a very specific, formal tone, usually mentioning the president of the college or university, the faculty, and the graduating class as the parties that are actually inviting guests to attend. These three parties are, in essence, hosting the event and extending a formal invitation to your guests on your behalf. Sample Graduation Announcement Once youve gathered the necessary information—always ensure that you know how the spell the college presidents name, for example—including the location, time, and date, you are ready to write your formal graduation announcement. The information below represents a sample formal announcement. You can replace the information in parentheses with the details that are specific to you. Additionally, center the text in your announcement. The President, Faculty, and Graduating Classof(XX College or University)Proudly Announce the Graduation of(Your full name, including your middle name)on(The day, the date—spelled out—and the month)(The Year, spelled out)with a(Your degree) in(The subject in which you are obtaining your degree)(The location)(The city and state)(The time) Note that in a formal graduation announcement, you would never say something like, I would like to invite.  Since you are a member of the graduating class, you are of course included in the groups that are hosting the event, but you should not single yourself out in extending the invitation. The Final Product It can be helpful to see what a formal graduation announcement would look like. Feel free to use the format and wording below. Simply replace the name of the college, graduate, degree, and other details with the correct information. The President, Faculty, and Graduating Class                                                  of                                    Hope College            Proudly Announce the Graduation of                        Oscar James Meyerson                 Sunday, the Nineteenth of May                    Two Thousand Eighteen                                          with a                  Bachelor of Arts Degree in                        Sports Management                  Holland Municipal Stadium                        Holland, Michigan                             2:00 oclock p.m. Centering the text and spelling out information that is usually abbreviated—such as the type of degree, date, and time—give the announcement an elegant, formal appeal. Use this format and youll be sure to impress your guests not just with your achievement, but also with the way you are inviting them to celebrate it with you.

Leadership And The Laissez Faire Leadership Style

Leadership What is leadership; it can be a process used by leaders in order to shape the workforce and workplace in a variety of ways. Some of the different things that leadership can influence within an organisation are personal attributes and behaviours, which can be developed and/or changed in order to reach a common goal. Leadership can also be used as a channel for developing ideas and visions through an organisation. A clear example of using leadership as a passage to developing ideas through an organisation can be seen in Steve Jobs’ leadership style. Some believe leadership comes from traits of a leader, but others believe it comes from skills learned to be the better leader. There are three main traditional leadership styles however many others still exist. The main ones are: Autocratic leadership style, Democratic leadership and the Laissez-faire leadership style. In this assignment, I will be going through two important challenges in the topic ‘Leadership’, and will comment on potential methods of addressing these issues. The challenges/issues i will go through are: ‘Which leadership style is most appropriate?’ and â€Å"What is better for a leader to use; punishment vs reward?†. Kurt Lewin was a psychologist, not a human resource specific profession, however he had many theories around different styles of leadership due to his experiments in different groups in regards to leadership. He was the man behind the three main leadership styles mentioned in theShow MoreRelatedLaissez Faire s Faire Leadership Style1366 Words   |  6 PagesThe laissez-faire leadership style can be seen by some as lazy or a type of leadership style where the leader is non-existent. 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Democratic Leaders are less productive then authoritarian leaders; however, they tend toRead MoreLaissez Faire Leadership Is A Hands Off Style Essay1377 Words   |  6 PagesIntroduction Laissez-faire leadership is a hands-off style characterized by leaders who give the least amount of guidance to their subordinates as possible. These leaders believe that people are at their most creative and efficient when a leader focuses their energy into facilitating an environment where distractions from the outside are mitigated and trust is placed in the employee to solve their problems in the best ways imaginable. The main focus of Inju Yang’s conceptual exploration of laissez-faireRead MoreThe Impact Of Transactional, Transformational And Laissez Faire Leadership Styles On Organisational Performance1556 Words   |  7 PagesDoes leadership make a difference to organisational performance? Leadership is commonly equated with positions of power, influence and status. 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We’ll analyse the essential characteristics of the frameworkRead MoreCharacteristics Of Autocratic Leadership946 Words   |  4 PagesCommunity and Family Studies Leadership is the action of leading a group of people or an organization. There are four leadership styles, these include: Autocratic, Laissez-faire, Transformational and Democratic. Autocratic Autocratic leadership also known as authoritarian leadership, refers to the leadership style by which an individual has sole control of all decisions with little consultation from members within the group. An autocratic leader will typically make choices based on their ownRead MoreLeadership Styles, Employee Turnover Intentions And Counterproductive Work Behaviors Essay907 Words   |  4 PagesIndicators of Negative leadership Puni, A., Agyemang, C., Asamoah, E. (2016). Leadership Styles, Employee Turnover Intentions and Counterproductive Work Behaviours. International Journal of Innovative Research and Development, 5(1). Study of 170 respondents within the eight Ghana Banks of turnover intentions and counterproductive behaviors of leadership roles. Discovered laissez-fare leadership individuals were difficult to distinguish from the regular work employees. These leaders seldom suggest

Manage Organisational Change Bounce Fitness Business

Question: Discuss about the Manage Organisational Changefor Bounce Fitness Business. Answer: Introduction Bounce fitness business has many centers in Australia but they are not registered with the Australia fitness body which helps in regulations. The different center makes their own decisions which make them compete against each other than working together to achieve same goals and objectives. This paper tries to check the resistance that will face the business when it changes its mode of operations. The organization desire to change has to be met with the adoption of the codes as per the Fitness Australia. The compliance is hard for the company as it has to be involved in the training of its staff as five of them have no the minimum qualification required. They have gained the knowledge from many years of experience, and the training is costly for the organization as it has to cater for all the expenses. The costs include training fees, textbook fees, travel, and accommodation fee and the study leave for the members of one hour. Finally, the company will be willing to effect the changes aiming at achieving standardization of its operations by they will be many constraints which may hinder its intention. These make change almost impossible for the firm as the requirements is many. Also, the five unqualified staff will resist the changes hence almost making the business not adopt the changes. The changes the organization wishes to undertake are good but prone to high resistance. However, they are very useful in ensuring the general success of the organization which is the ultimate goal and objective. In my attempt implement the changes in the business there is need to engage the managers in the different departments on the changes intended to make. The managers likely to put into consideration are the ones responsible for the affected departments, the managers participating in the modification management and eventually those who hold leadership authorities in the organization. Key areas to focus on the changes are the people and the processes in the organization. People's perceptions about the differences determine their levels of persistence. The five staff members will resist the change as it directly affects them. The body structure is essential for the achievement of its goals; bounce fitness has many centers which make decisions independently hence no control. There is need to standardize its process and activities. All these factors are inhibiting of success, and their control will ensure success. Discussion with the necessary managers in different departments as indicated helps get their views and also their advice. These consultations make them feel the sense of belonging to the changes identified. I will also be able to know the problems they face in their departments for better decision making. The managers will be a great support in my aim to implement the changes, and therefore they are very detrimental. The organization needs a modification in the various areas for it to be registered and serve the whole Australia. I have indicated in my plan the sectors that need change: Employees Training and Development The five employees of the organization are the hindrance to the registration with the Australia fitness business. These would mean that the market develops to another level attracting customers all over the country as its services have been certified by the regulatory body. However, this requires several costs which can total to $10,000 Standardization of Activities in all the Branches. Making the operations standards means the physical design and also the activities in each department to be similar. The decision will be done by a body and adopted by the authorities uniformly. Similarity makes the customer identify the business and develop the sense of identity quickly. The cost for these activities will be $700 New membership Policies The business will, therefore, print membership cards which will be available new members at a given value. The card will be a way of showing membership to the firm. These are a way of getting revenue for the company. Change is hard to adopt and need help by the stakeholders in the organization. While doing the plan on how to adapt to the changes I will need help from the managers who are affected by the modification. Their willingness to the change will make implementation as they head the department and have control over its junior hence can influence them quickly. I would get approval from the managers participating in the change as it means they have looked at my approach and approved it so they would help in lobbying for its implementation. Finally, I would seek approval from the managers who hold leadership positions in the organization as they would help dissemination of the changes to their junior thus assist in convincing them that the modification is real and assure them of their job security. The managers would also be essential in checking may plan and correcting me where necessary. There are many barriers to the change which are eminent, and they include the following. Employees' resistance is the major obstacle. The five staff members without the academic qualification but high experience are likely to resist the changes as they mean unemployment to them or training and development. Many of the employees are old due to the experience and education to them will be torture. They are therefore left with only the option of early retirement which is unemployment. They will resist working without any restrictions. The different branches of the business in Sydney, Brisbane, Melbourne and Cairns with resist the issue of standardization as they were used to many their decisions about their activities. They acted independent thus change making them dependent will be highly opposed by their respective managers. The organization, in general, will be resistant to the meet the code of practice for the state as its staff have the necessary skills and knowledge but have no academic qualification. The firm agreement to the regulations means training the staff which is costly as it will cater for all their needs. Organizations aim at maximizing profits and minimizing costs or expenses. Training and development are a cost which the team will highly avoid. Finally, the only way for the team to prevent this is by the retrenchment of the unqualified staff and employs qualified trainers. The resisting employees have worked for an extended time in the organization, and this means their salaries are high. Their retrenchment means the agency can hire new workers at cheap cost and reduce the expenses. The organization also will have few resistances to change (Kosaka, T., 2009) Evaluation and review will be immediate to ensure changes are done very fast to comply with the codes of practice in the industry. The main aim of the business is to ensure changes are implemented to ensure its growth and development in the market. Even though the resistance to change is high there need to adopt as it will bring order in the fitness business. The organization can train the employees to have the qualification to avoid conflicts with the set law. In law, ignorance is no defense and business people have the duty to comply with the law requirement otherwise their activities will be illegal. These can attract business closure or huge fines. Managers have an obligation to ensure that business operations are done as per the guidelines (Thomas, R. and Hardy, C., 2011, pp.322-331). Conclusion The fitness business is growing industry and it needs regulations. The act of the company wishing to register is a good step to avoid future conflicts with the set laws and regulations. Change is always resisted by the employees but with management help it will be achieve and improve the activities of the business to a more professional manner. References Kosaka, T., 2009. Basis of systems analysis method for business professionals. Proceedings of IADIS 2009, International Association for the Development of the Information Society, Barcelona, Spain. Thomas, R. and Hardy, C., 2011. Reframing resistance to organizational change. Scandinavian Journal of Management, 27(3), pp.322-331.