How to Apply Strategic Management Skills Research Paper

How to Apply Strategic Management Skills - Research Paper Example   Designing Vision and Objectives for the Firm It is important for managers to define the purpose of the organization. The vision of a firm informs the employees and the customers about the purpose and value of the firm (Mind Tools, 2011). It is an essential part of an application of strategic management skills to design vision of a firm so as to guide employees regarding their behavior. Customers can also learn through the vision of a firm about how can they be benefitted by the firm. Usually, the vision of a firm is defined in a sentence or a statement commonly known as the vision statement. It entails the long-term purpose of the firm and how employees are supposed to operate in the company. Strategic management is all about taking strategic decisions and strategic decisions have certain characteristics. Strategic decisions are of high magnitude, they have a long-term focus, and they require the high level of commitment (Haberberg & Rieple, 2007). The vision statement is also a strategic decision because it has all of three characteristics. Objectives of the firm are more specific short-term targets. Strategic management skills are applied to define short-term targets for the firm and short-term targets are important for a firm because they serve as steps that can lead the firm to the long-term targets. Firms also require regular assessment of their position and for that short-term targets serve useful. The vision of a firm is a broadly defined purpose of the organization, on the other hand, objectives are short-term targets that can be measured empirically and are specific. Managers should always check whether the firm is treading on the right path or not, and vision and objectives help managers in this regard. Allocation of Resources An important job of a manager is to allocate resources between different departments of the firm. Allocation of resources should be done in a way so as to maximize the profits of the firm at the lowest possible costs. In tod ay’s dynamic business environment all the business functions have considerable importance and allocating resources between different function can be a daunting task. This is where strategic management skills come into play. It is vital that the resources are distributed in the best possible way so that the profits of the firm can be maximized. Allocation of resources should be done in such a way that objectives of the firms are achieved (Alkhafaji, 2003). Resources should be allocated keeping in mind the current standing of the firm in the market. For example, a newly founded firm should allocate more resources to marketing and product development while a relatively old firm should focus on customer satisfaction and better financial performance. This is how the decision of allocation of resources may differ in different types of firms. Today’s tough financial situations have made an efficient allocation of resources essential for firms. Almost all firms have limited re sources and it has to finance all its major operations in order to survive.  Ã‚  

Water pollution prevention Research Paper Example | Topics and Well Written Essays - 1000 words

Water pollution prevention - Research Paper Example For a sustainable life on planet earth, water is one of the most important indispensable commodity without which survival of human life and all the other life forms is not possible. It affects our economy, health and lifestyle.The major utilization of this resource is in industries such as agriculture, hydroelectric power generation, transportation, industry along with domestic and commercial uses. Major portions of the earth’s surface are covered with water in the form of oceans and ice caps and therefore difficult to recover; however, only 3% of these water bodies (rivers, lakes) constitute fresh water available for human consumption. Also rainwater is a major source of our water supply on earth. Water pollution has become a global environmental issue due to rapid industrialization, population boom, increased economic activities and demand for fresh water has increased manifolds in the past years. Any detrimental variation (physical, chemical or biological) in the state of w ater by contamination of harmful substances is known as water pollution (Goel1). It influences all the water bodies such as lakes, rivers, oceans and ground water. It affects human beings, plants, animals, birds and fish etc. and is responsible for disturbing the natural ecosystem on earth. There are several sources for water contamination however; there are two primary routes through which these contaminants enter surface water, ground water, drinking water and soil/sediment water. (a) Point source pollution. The discharge of distinct pollutant sources directly into water bodies and aquatic systems (USEPA 14). For example: 1. Domestic/Municipal sewage: The waste water generated from household/commercial activities contains organic (food waste) and inorganic waste (nitrates and phosphates) (WWF 2). The amount of organic waste that water bodies can degrade is determined in terms of Biological oxygen demand. BOD is the amount of oxygen required by the microorganisms to decompose organ ic matter and thus the higher amount of BOD in a water body signifies that it is polluted with organic waste. However, inorganic wastes produced largely by soaps and detergents are non-degradable and upon entering the water bodies causes serious implications on ecosystem. 2. Industrial effluents: Waste water containing organic pollutants and toxic chemicals (lead, mercury, nitrates and phosphates) from manufacturing and processing industries causes water pollution. Also, disposal of solid and gaseous wastes from nuclear and thermal power plants are a source of water pollution (Agarwal 37). 3. Agriculture: Agricultural wastes include manure, slurries and run off. Manure being rich in nitrates and phosphates seeps in the sediments/ground water causing water pollution. 4. Atmospheric gases: As a result of industrial gaseous emissions and automobile exhaust the concentration of dissolved gases such as nitrogen, oxygen, sulphur dioxide, ammonia and carbon dioxide is increased sufficientl y in atmosphere. Subsequently, the water in close proximity to these polluted areas becomes concentrated with these gases resulting in water pollution (Agarwal 39). (b) Non-point source pollution (NPS): Contaminants entering indirectly into water bodies through ground/soil water or atmosphere through rain comprise of NPS. These include gaseous emissions from factories, automobiles, agricultural run-off etc. (USEPA 13). Agricultural NPS is the leading source of water quality degradation and is majorly caused by runoff soils carrying fertilizers, growth hormone residue, pesticides and heavy metals etc. Other sources of water pollution include spillage of oil and harmful substances in water bodies, atmospheric deposition, marine dumping, radioactive wastes and global warming. All of these have devastating and extensive damage effects on aquatic life (Agarwal 37). Harmful effects of water pollution are: 1. Source of contaminants/pathogens to human beings: According to UN world water Ass essment Program, around 2.3

Compare the Crucible and the Mccarthy Era Essay Example for Free

Compare the Crucible and the Mccarthy Era Essay The McCarthy era, which took place during the 1950s in the United States was a time people was afraid of communism. Americans believed the Soviet Union going to take over the government of the United States and Americans can lose their freedom. As a result of McCarthyism Arther Miller, wrote The Crucible because people was falsely accused of communism like how in Salam that was accused of witchcraft. During this period, a climate of fear of communism existed in the United States due to certain significant events. One of these events was the trial of Alger hiss. Whittaker chambers a former Soviet Union clams that Alger hiss had been giving the Soviet Union information about the united state government. In court chambers was ask about his association with Alger Hiss. Chambers had described how he stayed with Alger and his wife Priscilla for some time. Chambers said how tried to get Alger to leave the communist party, but he refused to leave the party. Alger hiss claim that he don’t know a man name Whittaker and he never seen him before in his life. Nixon asks chambers many questions about Alger’s nicknames, habits, vacations and hobbies. Chambers said the Hiss both had the same hobby –amateur ornithologists and bird observers. On October 8, chambers find four notes handwritten by Alger hiss, copies of state documents and 35mm film. Alger was accused of making copies of state government. The documents were type using Woodstock typewriter. Another event that cause fear during the McCarthy era is the effect of the Korean War. The Korean War was between the noncommunist and communist. Korea was divided by the communist the north and noncommunist the south. On June 25, 1950 North Korea invaded South Korea. America sends over the navy, Army and some of the united nation to help South Korea fight off North Korea. North Korea pushed past and got to the capital of South Korea call Seoul. The South Korea pushes them back to the 38th parallel line. The Korea war finally ended July of 1953. The Americans fear if they had let North Korea  conjured South Korea then communism will spread to the United States. During the 1987 the Soviet Union is trying to create more deadly missiles and weapons. For the first time in 1986 an adversary has the ability to destroy our country and us in the matters of minutes (Chapman). The Soviet Union has an advantage because they have nuclear missiles. Also the Soviet Union has done their research on ballistic missile defenses and land base missals. The climate of fear of communism in the United States leads to the rise of McCarthyism. McCarthyism is a mid-20th century political attitude characterized chiefly by opposition to elements held to be subversive and by the use of tactics involving personal attacks on individuals by means of widely publicized indiscriminate allegations especially on the basis of unsubstantiated charges. Joseph McCarthy on December 2, 1954 was voted senate of the United States. McCarthy gave a speech on February 9, 1950 in West Virginia; he said he had a list of 205 people in the State Department known to be members of the Communist Party. Joseph used his manipulate way and the era’s fear of global communism allowed him to build power while destroying lives and careers.   The House Un-American Activities Committee (HUAC) was created in 1938 to investigate alleged disloyalty and subversive activities of private citizens, public employees, and t organizations suspected of having Communist ties.

Creative Report On Strategic Change Management Business Essay

Creative Report On Strategic Change Management Business Essay Every organisation goes through change but the question lies; do they know the need for change. Why are they going through change. Have the employees understood the need for this change? Strategic change management is successful when there is participation from stakeholders, employees, the leader etc. According to Bevington (2012) Strategic change affects employees, who create resistance because they do not understand the need for change and how will it benefit them. Some will resist change because they like the way things are and dont want anything to change also known as the Status quo. Business organisations need to make sure that there are proper strategies in place to overcome this resistance and implement change. This change has to be constantly monitored to overcome any negative outcomes. According to McMillan (2008) Kurt Lewin developed a change management strategy known as the force field analysis. He demonstrated that there are forces driving for change, forces repelling change. There is a need to balance out both these forces and ensure that change takes place smoothly. Forces for change include: Lewin four forces of change Miner (2007). Organisational behaviour 4: from theory to practice. Burnes (1996) states that, there is the management on one end trying to implement change and employees on the other end who do not understand the need for change. They are affected by the sudden disruption in their smooth day to day work. Therefore, there exists forces that are for change and forces that resist change. These forces can be internal or external. Internal forces that drive change are cultural differences between employees, conflicts with other departments due to competition or performance, a want for increasing profitability. The External forces that drive change in an organisation would be new legislation and taxes, politics, competition, customers needs and expectations introduction of new technology. According to Beer (2000) Lewins 3 stage model Unfreeze- Change- Refreeze is a very important tool that can be used for change. The first stage involves unfreezing, that is to create the platform for change. The second stage is change by bringing about transition via communication explaining why this change is beneficial and why there is a need for to implement this change. The third phase involves refreezing by establishing stability and letting individuals reconnect to their familiar environment. Refreezing helps in changing the low productivity state to a higher one. In this report examples of CORUS and AEGON have been provided. Corus is one of the worlds leading steel companies, which produces heavy plates for construction, shop building, energy, semi finished products for re rolling and rod for wire drawing etc. AEGON is one of the worlds largest life insurance and pension companies. It has 27,000 employees and over 25 million customers worldwide. Q1 Learners need to show that they understand the background to organisational strategic change Discussing models of strategic change Evaluating the relevance of models of strategic change to organisations in the current economy Assessing the value of using strategic intervention techniques in organisations Ans) Discussing models of strategic change Change occurs due to different factors, it can be due to stakeholders, internal or external factors. The internal and external factors contribute to the force of change. The models that are used to implement change successfully are explained in detail. ADKAR, KOTTERS 8 Step model and Mckinseys 7s model are all used for strategic change. ADKAR According to Hiatt (2006) the ADKAR change management is a management model that assists with change. It concentrates on change at personal level, and how to go about making that individual accept the need for change and work for the organisation with full motivation and co-operation. ADKAR was developed by Jeff Hiatt. Originally it was used to determine if change strategies were bringing the required results. Now days it is used to identify gaps to support the change process. The Five Elements of ADKAR In order for successful change each step of ADKAR needs to be followed. Awareness Awareness is to create an understanding for the requirement for change That is, what are the benefits of change, why is it necessary, what happens if we dont implement change etc Hiatt (2009). Desire Desire is to create the need to take part in the change Leadership plays a very important role in desire. The leader has to motivate and influence the staff that they get encouraged for change Hiatt (2009). Knowledge To give knowledge so the employees know what needs to be changed and how to go about changing that, example- explaining new tasks, providing training, understanding new roles Hiatt (2009). Ability Ability to implement change this can be done by monitoring, providing involvement, performance measurement etc Hiatt (2009) Reinforcement- Reinforcement to strengthen the changes by rewards, recognition, feedback, performance measurement and audits. Hiatt (2009) The ADKAR model can be used to monitor progress, identify employee resistance, an instrument for coaching by managers etc. The ADKAR Model can be used to ensure that there are smooth operations and that cultural change is taking place effectively. It can be used to fill the gaps within the organisational change strategies. Prepare individuals for change and emphasise areas of improvement. Evaluating the relevance of models of strategic change to organisations in the current economy Strategic change is a field in strategic management. It is a very important study of strategic management. It is important to balance the changes that are associated with technological change, competition that can pose threats etc. The strategic change models help in assessing the situation and improving it. Thus models are very important in bringing about strategic change management. Assessing the value of using strategic intervention techniques in organisations Strategic planning is very important for strategic change to take place. Strategic intervention is all about creating plans, taking action and implementing strategies that would meet customers requirements. Intervention is to balance the process of change in the macro and micro environment. Mckinseys 7S model: According to Witcher (2010) the 7S model was developed by Mckinseys Consulting, it shows how to organise an organisation effectively and is based on seven key fundamentals. It is split into two groups that are hard elements and soft elements. The hard elements are tangible, whereas the soft are intangible. hard and soft elements of 7s model Framback (2001) Creating customer value through strategic marketing planning: a management approach The 7S Model Plant (2001) E-Commerce : formulacioÃÅ' n de una estrategia The 7S Model where all fundamentals are interrelated. Shared values are the most important in an organisation. It forms the basis for culture, performance and links the structure, system, strategy into the framework. Therefore it is highly important to have a proper culture. Structure: The structure the organisation operates on such as coordination, task allocation, supervision etc. To bring about smooth operations have daily meetings Witcher (2010). Strategy: Strategy is the plan created to succeed and have a competitive advantage. Eliminate waste and increase turnover by installing KAIZEN etc Witcher (2010). Systems: The system that supports the firms such as IT, accounting, resource allocation, financial reporting etc. Introduce a good pay structure for the new team Witcher (2010). Shared Values: The shared values are the core values of an organisation. The mission and vision of the organisation is very important to have a common shared value. Respecting their values and continuously striving for perfection Witcher (2010). Style: Style how the organisation is run, democratic, autocratic, lassie faire.etc. A leader that coaches and motivates can ensure smooth change. A leader who is trained in emotional intelligence can empower employees Witcher (2010). Staff: The employees are the number of people within the organisation the various departments and keeping in mind their cultural views Witcher (2010). Skills: The skills that individuals bring to an organisation. Allow employees to take decisions Witcher (2010). The 7s model is to analyse the situation, identify gaps, fill those gaps and use the fundamentals to achieve those goals. 7S Quadrants PLANT (2001) E-Commerce : formulacion de una estrategia EXAMPLE- The CORUS workforce understood the need for change and had a clear vision They wanted to achieve 15% return on assets by productive sales of products, solution and expertise to customers in the industrial markets and construction. Corus planned to achieve this by using the resources available and driving its cost down and increasing productivity. It also seeks out new skills and expertise. CORUS management may have used the KOTTERS 8 step model to bring in change. The Kotters 8 step model is explained in detail below, it illustrates the urgency of the change, the vision that exists, how to go about communicating that vision, empowering the employees and motivating them to work towards the change. CORUS personnel introduced new values in the organisation that helped it move forward. Kotters 8 Step Model- According to Sabri (1967) Kotters 8 step model is used to find elements that are important to organisational change. Kotter Sabri (2007). Purchase order management best practices process, technology, and change management. 1. Create a sense of urgency- Creating a sense of urgency by finding the weakness and strengths of an organisation, examining the markets and completion Sabri (1967). 2. Develop a powerful coalition- By bringing together a skilful team to implement change successfully and forming strategies to achieve the vision Sabri (1967). 3. Create a Vision- Developing a vision to direct the change attempt and forming strategies to achieve that vision Sabri (1967). 4. Convey the Vision- Communicating the vision by guiding and training, communication plays a vital role in implementing change Sabri (1967). 5. Empowering others to accomplish the vision- Empowering employees to accomplish the vision by encouragement of new ideas, removing obstacles in change and changing systems that weaken the vision Sabri (1967). 6. Planning for and producing short term wins- Planning short term wins by rewarding employees and implementing a strategy to improve performance Sabri (1967). 7. Consolidating improvements- Consolidating improvements by reinventing the process with new themes and projects, hiring employees who can implement the vision and using a proper system that is credible to change the systems, policies, and structures that dont fit the vision Sabri (1967). 8. Institutionalising new methods- Institutionalising new methods by implementing proper channels to ensure the vision and mission of the organisation and the leader are clear Sabri (1967). Q2 Learners will be expected to understand issues relating to strategic change in an organisation by; 1) Examining the need for strategic change in an organisation 2) Assessing the factors that are driving the need for strategic change in an organisation 3) Assessing the resource implications of the organisation not responding to strategic change Strategic change occurs due to economy, a change in markets, new technologies being introduced and new procedures such as TQM (Total Quality Management) being introduced. Strategic change management can be explained with the SWOT (Strengths, Weaknesses, Opportunities, Threats) that is the internal changes that can occur inside and organisation and the PESTLE (Political, Economical, Social, Technological, Legal, Environmental) which is the external forces that bring about change in an organisation. The external environment consists of the customers needs and expectations, shareholders, changes in politics, product design, shareholders, and technology. To understand the external environment models such as the PESTLE can give an organisation an insight into the problems that can be faced externally by an organisation that may arise and how to deal with them. A SWOT can be carried to check the strength weaknesses opportunities and threats an organisation may face. A feasibility study and scanning the environment can assist in studying the external environment and eliminating weaknesses. Market research is done to analyse the current market situation. Customers feedback and complaints are taken to improve the quality of the product or a particular process. TQM (TOTAL QUALITY MANAGEMENT)- TQM is about planning a structure to hold on to the market share. Customers look for quality, and they are ready to pay the price for better quality. Therefore quality has exchanged places with price. TQM is about identifying the customers want, to meet these needs economically. Checking the materials that are brought in is up to standard. Focusing on prevention rather that rectifying errors. Educating the employees and constantly training them for good output. Measuring the customer satisfaction and constantly reviewing the systems to ensure progress Oakland (2003). Therefore TQM is important factor in planning quality change. PESTLE- Green (2007) The P.E.S.T.L.E framework takes into consideration the Political, Economical, Socio Cultural, Technological, Legal and Environmental Predicting the future circumstances the organisation could deal with. The PESTLE can forecast the events that will influence the organisation as well as the ability to deliver the product. http://www.jiscinfonet.ac.uk/wp-content/uploads/pestle-swot.png Henry (2008) Understanding strategic management. PILOT STUDY- A pilot study is a small panel or committee that is established by the organisation to have an overlook of the entire business or a particular process. The feasibility study is conducted to give a yes or no signal to a business project. A feasibility study can take hours to weeks to give an answer, it depends on the amount of investment that dictates how much amount of energy has to be put into it Dalcher (2000). ENVIRONMENTAL SCANNING According to Kroon (1995) Environmental scanning takes into consideration the macro environment. The macro environment is the external forces that affect an organisation. The environmental analysis consists of environmental monitoring, assessment and forecasting. It is concerned with markets, companies, industries competitors and clients. On the other side there also exist the micro-level which is analysed within the industry. Customers, Suppliers and competitors signify the micro environment of a company. SWOT- The SWOT Analysis analyses the Strengths, weaknesses, opportunities and threats of an organisation. Threats and opportunities are considered external factors whereas strength and weakness are considered internal factors (Weihrich, 1982) cited by Leung et al (2000) http://www.marketingteacher.com/image/content/swot_new_1.gif Ferrell (1999) Marketing strategy. Strengths- The strength establishes the companys strong points Weaknesses- It determines the weakness of the organisation not only from its standpoint but from the customers vision. Opportunities- It predicts how an organisation can grow within a market place Threats- It analyses the threats that can crop up and thus establishing a plan of action to surpass them without getting affected. EXAMPLE- AEGON needed to change because although it was successful it was not known to many consumers. The reason being the government imposed price controls that reduced its profitability. In order to be better known in the market AEGON took an audit and changed their strategy. They simplified financial services, developed a workforce and focused on customer service. AEGON performed a brand audit. The company focused on itself internally and how was it positioned externally. During the audit they found out more about the organisation and made decisions how changes were to be brought in. The external audit helped AEGON to establish itself on the same level as its competitors. AEGON focused on the culture of the organisation to bring in smooth change. Q3 Learners will be able to lead stakeholders in developing a strategy for change by; 1) Developing systems to involve stakeholders in the planning of change 2) Developing a change management strategy with stakeholders 3) Evaluating the systems used to involve stakeholders in the planning of change 4) Creating a strategy for managing resistance to change Ans) 1) Developing systems to involve stakeholders in the planning of change Stakeholders are people that belong to a group, organisation or individuals that have a direct or indirect stake in the organisation. Stakeholders hold a vital role in the organisation. If there is any changes going to take place it is important for the stakeholders to be aware of such change. Stakeholders can be customers, unions, government internal or external. The vision and mission of an organisation is very important to send the right message to employees stakeholders etc and letting them know what is the business about and what it wants. Communication strategies are very important to implement this change. The Kubler Grief cycle illustrates the process of change. Overcoming the grief cycle and implementing change can be done with models such as Burke Litwins change model and Kotters 8 step model etc. VISION MISSION- Vision Statements and Mission Statements are motivational and inspirational words that are chosen by a leader to clearly and concisely convey the direction of the organisation. The vision and mission statement works better when the employees and employer sit together and decide on it rather than the employer making it alone, as the employees would feel valued and optimistic. The vision and mission of an organisation is a clear and concise statement that answers the Question what business are we in? A well devised mission statement has to answer five basic questions Ferrell (1999). Who are we? What customers are we serving to? What are our competitive advantages? What are our responsibilities? What is our operating philosophy (values, ethics, beliefs etc)? The Vision statement is used to communicate the end result. It is mostly written in the future. The vision and mission statement both have to be aligned with each other. The vision statement is important as the stakeholders will not understand the big picture of the organisation without it. 2) Developing a change management strategy with stakeholders Change management strategies with stakeholders can be done by brainstorming that is generating ideas together with the stakeholder group, by looking at old data that may help in showing the stakeholders interests and characteristics. Good presentations that will help deliver effective oral ideas and diagrams to make it easy for the stakeholders to understand. EFFECTIVENESS OF THE ORGANISATIONS EXISTING COMMUNICATION STRATEGIES. Carr et al. (2001) the level of job satisfaction that is associated within organisations is associated with communication strategies. Every business needs a unique selling point (USP) and for an organisation to succeed there has to be a communication strategy in place. Communication is an intangible input to an organisation that is very essential for its success. According to Carr et al. (2001) Management communication strategies have major job satisfaction. Clear communication of goals, job responsibilities have significant improvement in higher output quality. Communication within customers creates employer loyalty and quality production. Clark (1996) Leaders have to look inside the organization to ease tensions making sure quality does not fail in the corporation. Mills et al (2009) communication should be continuous and training should be supported to overcome the change, Resistance is bound to happen during change but leaders can overcome them with great ease if there is proper communication. KUBLER- Grief Model- According to Garcia (2009) the KUBLER grief cycle shows five phases the individuals face during change. Garcia (2009) The first phase being SHOCK- Shock is the first reaction when an individual is told that there are some changes going to be made. Sometimes there isnt any initial reaction until the change process starts taking place and slowly starts to disrupt their schedule and they resist the change. Garcia (2009) The second phase is DENIAL- The individuals deny anything is wrong and behave normal by saying everything is fine but emotionally they have been wounded. Garcia (2009) The third stage is ANGER- When the individual realises that they cannot maintain denial they get angry. The individual gets angry and there is little that can be done because of rage and envy that is within him. Example- During a merger, a manager loses his position from manager to supervisor. Garcia (2009) The fourth phase is BARGAINING- The individual starts bargaining with their thoughts as to what this change means to their future or what can they do next. Garcia (2009) The fifth phase is DEPRESSION- The individual becomes silent and refuses to talk and spend time with other employees. It has to be noted that grieving must be processed in order to get out of this phase otherwise the anger or depression may build in the individual. Garcia (2009) The sixth phase is ACCEPTANCE-The individual slowly and steadily starts understanding the need for change and accept it. https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi6Wr3LFP9Cmjaj22kYiHzkm5a4kqxUT2ZW3Pw8wTbPvkDxI0sKIsy69cuOraKEwmpHGr7zWyuI-gKNrbCqf9ZBSdmqd6wvX_PWHV0IPvc30FNMGY6PqrImtjblUfxJfgkSkm_yM6SofORZ/s400/gpg1.jpg Proctor (2007). Community service chaplaincy: doing Gods work in Gods world. Evaluating the systems used to involve stakeholders in the planning of change. Stakeholders must be involved right from the start of the project. Their constant support is required throughout the project. Clear objectives must be made to illustrate the budget, timetable, allocation of responsibilities etc. Information regarding the project must be readily accessible by stakeholders. Any affected stakeholders must be dealt with carefully and must be provided with assistance. The Burke Litwins change model describes the drivers for change. This model can be used to bring about change effectively. Burke-Litwin Change Model: Burke Litwins change model demonstrates the various reasons for change and ranks them. It demonstrates that all the important factors are on the top of the model but it also argues that even if a change takes place on one of the factors every element in this model gets affected. http://research-methodology.net/wp-content/uploads/2012/07/New-Picture-22.png Mumford (2010). Gower handbook of leadership and management development According to Hatlie (2004) burke-litwin considers the environmental factors as the most important reason for change. The reason being most of the change is found to be external. Elements such as leadership, culture, mission and strategy are influenced by changes that occur externally. The drivers for change 1. Hatlie (2004) External Environment- The external environment consists of markets, completion, legislations etc. All of these factors have an impact on an organisation. To watch out for external changes it is important to continuously scan the environment. 2. Mission and Strategy- The organisation has a mission for a reason. The mission sets the direction for an organisation. A strategy explains in detail the plan and objectives of how to achieve that target, goal. In order for successful change in strategy it is important to communicate the consequences to the employees Hatlie (2004). 3. Leadership- The leaders attitude and personality reflect on the organisation. If they are successful at presenting the change they can implement it just as easily. Their strength inspires employees Hatlie (2004). 4. Organisation Culture- The culture of an organisation is the way things are done. It consists of a set of beliefs, attitudes, behaviours etc. Cultural change takes time to change. It has to be noted of how the employer wants his employees to behave and what he expects from them. There has to be a constant watch over employees and make sure the organisation is headed in the direction planned Hatlie (2004). 5. Structure- The structure of an organisation can change with the changes in strategy. This has an effect on responsibilities, relationships and ways of working. It is important to see the effects of structural change and make sure the team members know of what is required from them Hatlie (2004). 6. Work Unit Climate- The work unit climate is the perceptions of employees. If the employees are satisfied in their jobs it influences the organisation vice versa. Any immediate changes need to my managed sensitively as the employees may get angered and thus result in poor performance or interference from the unions Hatlie (2004). 7. Task Requirements The skills of the employees will change from department to department. It is necessary to ensure if the skills are in the right place, if there is a need to bring someone new or if the skill can be developed Hatlie (2004). 8. Individual Needs and Values- The changes that occur in a team have to be looked at and carefully dealt with. It is impossible to get a perfect team in place therefore it is necessary to identify and potential risks and keep in mind the individual needs and values and treat them respectfully Hatlie (2004). 9. Employee Motivation- If employees are motivated there can be a successful change implemented. The challenge is to sustain motivation especially when there is resistance to change Hatlie (2004). 4) Creating a strategy for managing resistance to change Resistance is bound to happen because of many reasons; it can be due to the Status quo that is people used to ways of doing things. To manage resistance, it must be expected when implementing change, it must be formally addressed and the root causes must be removed. The root causes for resistance to change can be used by using the Fishbone Diagram that was introduced by Dr Ishikawa. FISHBONE DIAGRAM- According to Lighter (2004) the fishbone diagram provides an insight into the root causes of the problems instead of treating it from the top. The base line of the fishbone represents main problem and the branches that come from it gather information. The fishbone diagram relies on IQ, brainstorming, team work etc. The fishbone is an excellent tool in Quality improvement as it visually represents the root causes of the problem and is a great tool to implement strategic quality change. http://1.bp.blogspot.com/-xAl5bmwmaYg/T9IshvzJZGI/AAAAAAAAAUY/lc3YgudwZM8/s1600/ishikawa_diagram.gif Shelly (2001) Systems analysis and design. According to Beer (2000) Lewins 3 stage model Unfreeze- Change- Refreeze is a very important tool that can be used for change. The first stage involves unfreezing, that is to create the platform for change. The second stage is change by bringing about transition via communication explaining why this change is beneficial and why there is a need for to implement this change. The third phase involves refreezing by establishing stability and letting individuals reconnect to their familiar environment. Refreezing helps in changing the low productivity state to a higher one. Q4 Learners will be able to plan to implement models for ensuring ongoing change by; 1) Developing appropriate models for change 2) Planning to implement a model for change 3) Developing appropriate measures to monitor progress Change can be implemented using models such as Kaizen for continuous improvement, monitoring the system so there is always a constant watch over any side effects to the change. A gap analysis helps identify the gaps of an organisation. It looks to maintain the quality of an organisation. BPR (Business Process Reengineering) has to be constantly monitored during change. 5 GAP MODEL BUILD TO DEAL WITH THE SHORTFALL OF THE QUALITY SERVICE Nargundkar (2010). According to Grigoroudis (2010) the Servqual model is used to manage quality and measure quality in an organisation. http://ausweb.scu.edu.au/aw03/papers/deans/Fig1_Gaps_Model.jpg Kusluvan (2003). Managing employee attitudes and behaviors in the tourism and hospitality industry The gaps are as follows Gap 1. Between Customers Expectations Managements perceptions about these perceptions. GAP2. Between Managements Perceptions Customers expectations GAP3. Between Service quality specifications Service Delivery GAP4. Between Service Delivery External Communication to customers about service delivery GAP5. Between Customers expectations their perceptions on service quality The GAP model takes into account the tangibles, reliability, responsiveness, assurance and empathy that is required in Quality Management. BPR- BPR is known as Business Process Reengineering can be used in operations management to manage quality to meet strategic objectives. According to Radhakrishnan (2008) BPR was introduced by Frederick Taylor when he printed principles of scientific management in 1900s. BPR is an analysis of the existing processes in an organisation and reengineering it for improvement in performances instead of a complete replacement of a process. BPR is used to bring about change in an organisation through focusing on employee responsibilities, organisational structures, incentive systems the use of information technology etc. It can reduce the time and cost of processes to do a certain job. MONITORING- While implementing change the organisations change has to be monitored constantly. According to Khandker (2010) a monitoring system consists of setting goals and targets. The results that are derived from it are used to evaluate the performance. Monitoring helps in promoting accountability and dialogue among the policy makers and stakeholders and also policy design and implementation. Evaluation is an assessment of the results that are achieved by the programme. The challenges in monitoring are too; Identify the goals that are supposed to be achieved. Identify key indicators that are used to monitor progress against these goals. Set targets that are supposed to be achieved by a given date. Set up a monitoring system to track progress to achieve specific targets. Therefore, encouraging better management and responsibility for projects and programmes. KAIZEN CONTINOUS IMPROVEMENT- Kaizen is continuous improvement step by step involving everyone within the organisation. While implementing quality change Kaizen can be considered because kaizen means continuous improvement. It has to be n

Great Gatsby :: essays papers

Great Gatsby Through the interactions between male and female characters, Fitzgerald depicts a variety of social expectations regarding "typical" male behavior in the 1920's. In the novel The Great Gatsby, characters such as Tom Buchanan, Jay Gatsby, George Wilson and Nick Carraway demonstrate behavior that acts to maintain and live up to expectations inherent in society. Through their controlling ways, these characters strive to define the "typical" man in the 1920's. The notion that a man's success can be measured by his possessions becomes evident through the actions of Tom, Gatsby and Wilson. These characters strive to obtain more than just material possessions. For example, Tom seems to view the women in his life as mere possessions, a sign of his success and wealth. His attitude and interactions with Daisy, his wife, and Myrtle, his mistress, demonstrate this. Through out the story, Tom does not show respect or genuine caring for either woman. Rather, he commits open adultery with Myrtle. Tom makes this affair public because it is just another way of showing-off, another of his possessions and thus boosting his ego. Tom does this without regard for the shame his affairs may bring onto his wife. Daisy comes to represent a treasured and sought possession for both Tom and Gatsby. Although on the surface it appears that Gatsby has an ever-lasting love for Daisy, I feel that his longing for Daisy stems from his need to recapture a possession which he lost during his youth. Nick comments "He talked a lot about the past and I gathered that he wanted to recover something, some idea of himself perhaps, that had gone into loving Daisy". Furthermore by possessing Daisy's love, Gatsby can reject defeat and feel successful as a man. In the novel, Gatsby goes as far as to view the green light as a symbolic way of holding onto his possession and keeping Daisy in some way close to him. After obtaining his dream of being reunited with Daisy, the green light begins to lose its symbolic strength. "Now it was again a green light on a dock. His count of enchanted objects had diminished by one". Now that the realization of his dream has begun, Gatsby needs to feel a greater sense of possession or control over Daisy. He may feel the need to obtain another enchanted object to replace the loss of the symbolic meaning of the light. Now the only enchanted object which he is left to obtain is Daisy's complete and everlasting. Great Gatsby :: essays papers Great Gatsby Through the interactions between male and female characters, Fitzgerald depicts a variety of social expectations regarding "typical" male behavior in the 1920's. In the novel The Great Gatsby, characters such as Tom Buchanan, Jay Gatsby, George Wilson and Nick Carraway demonstrate behavior that acts to maintain and live up to expectations inherent in society. Through their controlling ways, these characters strive to define the "typical" man in the 1920's. The notion that a man's success can be measured by his possessions becomes evident through the actions of Tom, Gatsby and Wilson. These characters strive to obtain more than just material possessions. For example, Tom seems to view the women in his life as mere possessions, a sign of his success and wealth. His attitude and interactions with Daisy, his wife, and Myrtle, his mistress, demonstrate this. Through out the story, Tom does not show respect or genuine caring for either woman. Rather, he commits open adultery with Myrtle. Tom makes this affair public because it is just another way of showing-off, another of his possessions and thus boosting his ego. Tom does this without regard for the shame his affairs may bring onto his wife. Daisy comes to represent a treasured and sought possession for both Tom and Gatsby. Although on the surface it appears that Gatsby has an ever-lasting love for Daisy, I feel that his longing for Daisy stems from his need to recapture a possession which he lost during his youth. Nick comments "He talked a lot about the past and I gathered that he wanted to recover something, some idea of himself perhaps, that had gone into loving Daisy". Furthermore by possessing Daisy's love, Gatsby can reject defeat and feel successful as a man. In the novel, Gatsby goes as far as to view the green light as a symbolic way of holding onto his possession and keeping Daisy in some way close to him. After obtaining his dream of being reunited with Daisy, the green light begins to lose its symbolic strength. "Now it was again a green light on a dock. His count of enchanted objects had diminished by one". Now that the realization of his dream has begun, Gatsby needs to feel a greater sense of possession or control over Daisy. He may feel the need to obtain another enchanted object to replace the loss of the symbolic meaning of the light. Now the only enchanted object which he is left to obtain is Daisy's complete and everlasting.

Interview With The Vampire :: essays research papers

This novel, “Interview with the Vampire';, by Anne Rice, is by far one of the best book I’ve ever read. It started with a young boy interviewing a vampire, and the vampire related him the whole story of his life, how he became a vampire, his thrilling adventures through the centuries and his complex relationships with both the mortals and the immortals. In my opinion, Anne Rice had done the best of jobs. The writing and the detailed descriptions, the composing of this novel, had brought out every emotion of the characters like the flick of a whip. The rage, the love, the hatred, the sufferings, the darkness, the pain and the terror, were all presented so vividly as if in front of my eyes, as if I were really part of the character. I think Anne Rice had created the most successful characters. Throughout the whole book, you can really look at the conflicts between them. They are, somehow, attached or attracted by each other, both the mortals and the immortals. Their love and hate and struggles go to such degrees, and yet limited by their nature, it was almost impossible to understand it at all. I believe Anne Rice had used those characters to express humanity, the whole plot was some kind of an irony. Something like a metaphor, though she exaggerated everything to make it poignant enough. Not only were the characters a success, the time and place details were incredible. The costumes, ways of manner, history and every background changes as the years passed, and she made the backgrounds so realistic that I could almost feel everything surrounding me. Actually I think Anne Rice had done such a great job that this book should be counted as literature.

Coefficient of Restitution

In lab 8 of coefficient in restriction both potential and kinetic energies is used, however energy cannot be made or destroyed. In doing this lab you will get a better understanding individual perspective of the starting point and finishing point of the drop (maximum height). You also get familiar here by finding the answer using formulas. By the end of the lab we should be able to understand with the coefficient of restriction is, in be able to locate where energy is lost.Procedure: After buying the correct supplies and equipment I set up the reoccurred using a chair, a measuring tape, a scale, a plastic Ping-Pong ball, and a tennis rubber ball. Started by weighing each ball in ounces and converted to kilograms and finding the initial drop by, which was all the same. The first ball used was the tennis ball after five trials were done the maximum height was recorded in inches.The same process was done for the plastic Ping-Pong ball five trials were with the maximum height taken, meas ured in inches. For both the Ping-Pong ball and tennis ball I used a slow-motion camera in order to create a more accurate maximum height measurement. Conclusion: In this lab I thought it interesting that the tennis ball did not bounce as high as I imagined/ expected it would. Found that the Ping-Pong ball is .