Successful Implementation of the Change Process

Organizational managers are change management tools that are critical for implementing change within organization endeavoring to changing from one level to another in line with an organization’s strategic vision. Therefore their roles coupled with appropriate skills and experiences are critical to successful change over.Advertising We will write a custom research paper sample on Successful Implementation of the Change Process specifically for you for only $16.05 $11/page Learn More Among the requirements for a manager to initiate and successfully transform an organization is a clear and unambiguous understanding of the current position of an organization, the reasons for initiating change, understand organizational environment in terms of the culture, organizational behavior, processes involved in the change process, and the relationship between employees, the organization, and management (Harris Moran, 1987). An organizations’ environment must be assessed before commencing change. Managers must ensure change plans are well designed and the implementation accurately done to give a satisfactory feedback when an evaluation is conducted of the new look organizations (Christensen Donovan n.d). Equipped with the skills highlighted above, an organizational manager plays various roles in the transformation process. Among these is creating the need for urgent change within an organization. Urgency should be characterized by reality and relevance. When organizational employees see the need for change and associated relevance, the resistance to change is minimized and workforce energy is efficiently optimized in bringing about change. Hall and Hall (1990) argue that managers should understand that change can be emotional and may impact adversely on organizational employees. In addition to that, organizational executives understand that change cannot be imitated single handedly or through management orders, therefore they unde rstand the value of team work. The next role of a manager bringing about change is to create a team to effect the changes. When people work as a team, the synergistic model indicates that better organizational transformations can be achieved in a short period. In addition to that, team work enhances employee productivity and oneness of purpose in initiating change. The created team should incorporate people of various experiences and skills to ensure successful transformations. The next role is establishing a clear vision that clearly communicates to both management, organizational stakeholders, and employees the next level the organization will be transformed to. Each stakeholder is interested in the gains that could be made at personal and organizational levels. Stakeholders would like to understand if the transformation is worth their involvements and accruing benefits. In addition to that, employee should be made to focus their energies towards achieving organizational success i n the transformation process.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Another role is communication. A well experienced and sanguine manager wanting to see the transformation process a success communicates the organization’s strategy in a language that stirs employee and stakeholder involvement in the change process. The manager establishes efficient communication networks through which feedback can be received and employee attitude and stakeholder behavior can be monitored and evaluated. Managers with unrivaled keenness of understanding know well that communication is a component that drives change to higher levels of success or bring about resistance to change. Empowering action is one of the critical roles of a manager. When change has been identified as the way for an organization, various obstacles may hinder the change management process. Managers need to desig n plans and strategies for removing any could be an obstacle in the change process to empower action by organizational employees. Obstacles can be removed by rewarding change and progress and at times using other contingency measures that may be deemed appropriate. A manager adept at initiating and driving organizational change creates a aims and objectives that are achievable in the short term. These short term goals should be manageable not to overwhelm employees and the management in initiating and implementing change. These may also be referred to as short term wins. Besides the above roles, a manager should not let up on the drive to bring about change. Rather, the executive should encourage persistence and continuous change progress in the change process. Once change has been introduced into organizations, managers should make change stay. Employees and stakeholders may develop the tendency to revert to old ways if the newly implemented change does not augur well with them. In addition to that, benefits may not be realized immediately. Therefore, a manager should continuously reinforce values and a culture in the new look organization by inculcating new behavior in the organization. To achieve these, a manager may give promotions, conduct new recruitments, and provide new leaders among a host of other strategies (Murphy Conrad, 1994).Advertising We will write a custom research paper sample on Successful Implementation of the Change Process specifically for you for only $16.05 $11/page Learn More Handling staff resistance Since time immemorial, change has always come with resistance. Organizations meet staff resistance at various levels. However, it is a critical role for the manager to efficiently handle such resistance and transform an organization to a different level. Resistance may be due to fear of losing certain benefits, positions, jobs, status quo, conflicts, disruption, peer pressure, mistrust, and other related po sitions. In such an environment, managers should incorporate the element of a â€Å"learning manager†. A learning manager draws from the experience of other organizations and incorporates the best techniques and experience in handling staff in the transformation process. To effectively handle employee resistance to change, managers should educate staff in clear and unambiguous terms on what to expect in this stage, prepare employees to confront the upcoming situation with realty, and educate them to realize that change is inevitable and the organization is bound to take on a new look. In addition to that, managers who value their staff use various techniques to prepare the staff emotionally confront the new environment. A well prepared does not fight change but embraces as a tool that has come at its own time (Christensen Donovan, n.d). The change Process A number of terms used in the change process include assessment, planning, implementation, and evaluation are defined her eunder. Assessment: Is the act of evaluating the nature, quality, or significance of the proposed change in terms of an organization’s strategic vision. Planning: The process of scheduling change process goals, defining task requirements for achieving these goals in line with an organization’s change strategy.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Implementation: It is an institutionalized stepwise metric for monitoring the bringing about organizational changes in a defined way. Well implemented change remains consistent with organizational objectives and strategic vision. Evaluation: Is a measure used to determine the employee performance and organizational success in implementing change. Evaluations provide accurate information that is used as a benchmark in appraising the change process. Therefore successful implementation of the change process is a collective effort by managers, employees, and stakeholders which should be conducted with a keenness of purpose to attract all stakeholder involvement in the process to effectively bring about the desired change in line with an organization’s strategic vision. References Christensen C. M. and Donovan T. (n.d). The process of strategy development and  Implementation.   Web. Hall, E. T. Hall, M. R. (1990). Hidden Differences: Doing Business with  the Japanese, New Y ork: Doubleday Anchor Books. Harris, P. R. Moran, R. T. (1987). Managing Cultural Differences,  Houston: Gulf Publishing Company. Murphy, S. E Conrad, L. (1994). The Role of Team Leaders in a TQM  Environment. Human Resource Professional 7 (4). 15-19. This research paper on Successful Implementation of the Change Process was written and submitted by user Beau Payne to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Sex Drugs and Pimply Teenagers A Positive Perspective On Video Games essays

Sex Drugs and Pimply Teenagers A Positive Perspective On Video Games essays When you watch TV, you vegetate. TV is a passive medium, you sit, eyes open mouth open if you are of a lesser stock. You take in all that is thrown at you with only two options change the channel and take a chance that you will something important(like the people who were taking a whiz when JR was shot) or you can turn it off. No one turns it off, ever, some people dont even watch it but they leave it on. That is called background noise, just the fact that they do that, shows that TV is fluff with rarely important things on it. Video Games, some challenge the mind, some satisfy a Neolithic bloodlust that is innate in all humans(mostly active in men). In some of these First person shooters(I will refer to them as FPS from now on) strategy is involved, you are constantly planning, analyzing, every noise every movement every pixel on your screen COULD be something thats trying to kill you. It excites the mind AND the senses, however if you have all the planning and strategy in the world it doesnt make a lick of difference when someone points a desert eagle at your head. The key to satisfying the bloodlust is KNOWING HOW TO AIM. IF YOU CANT AIM THE GUN THEN NOTHING DIES, and thats pretty pointless isnt it? So not only does one require a sharp and strategizing mind, one also must have excellent hand-eye coordination. If you havent played a game like this before, you are probably one of those people who says : Thats easy, anyone can do that, or, Video games affect children in the wrong way. They do not, you have no clue about the subject youre speaking about, so shut up. If you want to see how easy it is then go and get a copy of Counter-Strike, and ill show you just how easy it is, ok? Which brings me to my next point : Competition. The world (except for some bas-ackward places) runs on a system that is based on capitalist democ ...

Applying Alpro herd management system (information system) to a small Term Paper

Applying Alpro herd management system (information system) to a small dairy farm - Term Paper Example The system has also assisted dairy farmers to monitor and keep the health of their herds. The system has been designed to be user-friendly and to fit in with the routines of dairy farmers all year round. The system also impressively withstands the aggressive gasses and the high humidity that is usually present in the dairy unit environment. A dairy ranch with a herd size of approximately 150, one manager, and two skilled laborers can be managed using the ALPRO System. The side opening milking parlor used here may be organized to allow the 80 milking cows to exit or cross over to a single return lane on one side. Using a single return lane reduces the cost of parlor and the facilities used when catching or sorting the cows leaving the parlor. The single return lane allows the cows to be released individually after milking. For a six-stall side opening milking parlor, the ALPRO system is efficient and comfortable. It shortens the udder to milker distance making it easy to see and reach the cows during milking and avoid the sideways twitching related to udder inspection or cluster attachment. The layout allows for smooth movement between the cows and complete view of the cow in monitoring feeding during and after milking. It also allows easy separation of cows that need special individual attention. The system adapts to v arious cow traffic patterns, and milking routines for it is versatile. It widens the choice of building a suitable layout and makes the utilization of an existing farm building more practical. The ALPRO System incorporates simple electronic photocells that track the progress of the milking cows through the side opening milking parlor and transmits the information to an ALPRO controller. After a cow leaves a particular milking stall, the system automatically closes the gate behind the cow and opens the entry gate for another cow to enter thus preventing traffic in the milking parlor. Similarly, the automation reduces the need

Gone With The Wind Research Paper Example | Topics and Well Written Essays - 1250 words

Gone With The Wind - Research Paper Example As such, parody on its own or with the inclusion of satire does not attract infringement while a satire that stands alone attracts infringement of the copyright law. This brings the issue of fair use as demonstrated by several infringement battles such as in the case of Colting’s 60 Years Later novel and Suntrust Bank v Houghton Mifflin. Fair use sets a legal ground that permits commercial and creative decisions regarding rewrites. This leads to more cultural products making our culture richer, but also poses the big challenge of determining what qualifies as fair use and what does not. Thampapillai, Dilan. The Novel as a Social Satire: 60 Years Later, the Wind Done Gone and the Limitations of Fair Use. Deakin Law Review (2012): 427-452.Print. In The Novel as a Social Satire: 60 Years Later, The Wind Done Gone and the Limitations of Fair Use, the author, Dilan Thampapillai, evaluate the doctrine of fair use and its application in the society. He also explores the difference be tween fair use in Australian Copyright law and the American Copyright law in order to give an insight into the distinction between satire and parody. Furthermore, Dilan evaluates application of fair use with reference to the case of 60 Years Later and the rewrite of Gone With The Wind. Dilan Thampapillai currently works as a lecturer at the Deakin University School of Law. Prior to this, Dilan worked at the Australian Government Solicitor and Attorney-General’s Department as a lawyer. Evidently, he has a good background in the area of law giving credibility to his work. In addition, Dilan specializes in topics such as free speech, intellectual property, and public law. Dilan currently studies PhD at Melbourne University, holds a Master in Laws and a Bachelor of Laws from Cornell University and Australian National University respectively. Furthermore, the article is recent, published in 2012, thus, has up to date information about fair use. I will use the information in this a rticle to get an insight into the issue of fair use and infringement of Copyright issues. I will use the information from this article to evaluate the circumstances that a rewrite qualifies as fair use, and the circumstances under which it does not, that is, qualifies as infringement. Thus, this article will help me to understand better the concepts of parody and satire, and how they apply in Copyright issues. Dilan Thampapillai writes, â€Å"What must be accepted then is that both parody and satire are exercises in free speech and the fact that they warrant a free use exception in copyright law suggests that the statutory monopoly that is copyright needs to be reconciled with democratic values† (429). Beebe, Barton. An Empirical Study of US Copyright Fair Use Opinions, 1978-2005. University of Philadelphia Law Review (2008): 582-586. Print. In An Empirical Study of US Copyright Fair Use Opinions, the author, Beebe Barton discusses several opinions that argue for fair use. Ba rton refers to the four conditions in the US Copyright Act that fair use is dependent on. These are character and purpose of use, nature of the work copyrighted, sustainability and amount, and effect on the market. Beebe Barton is an intellectual law expert and a lecturer of the same at the New York University of Law. Beebe has J.D. from Yale school of Law attained in 2001, PhD from Princeton University and B.A. in Masters from the University of Chicago. In addition, Beebe is well vast in the topic of intellectual law, infringement, and

Personal Narrative and First-Hand Observation Essay Example for Free

Personal Narrative and First-Hand Observation Essay Personal Narrative and First-Hand Observation in a Narrative Life of Frederick Douglass, the Ballot or the Bullet, and Dance with the Devil By davidleny Personal narrative and first-hand observation are key components if an author wishes to be effective in his writing. Through the use of personal narrative and first- hand observation, the author is able to gain sympathy from or relate to the audience. Although it can be argued the use of these two components does not result in effective writing, it is proven to be true in Frederick Douglass A Narrative Life of Frederick Douglass, Malcolm Xs The Ballot or the Bullet, and Immortal Techniques Dance with the Devil. In A Narrative Life Of Frederick Douglass by Frederick Douglass, Frederick uses his personal life experience to demonstrate the inhumane brutality and mistreatment against the African American slaves. Douglass is effective in his writing and attracts the attention of the audience. For example, earlier in the narrative Frederick mentions how loving and caring his grandmother was and how she took care of and nurtured every slave child. Later on in the narrative he mentions that when his old masters die, his grandmother was isolated and taken away from her children to live alone in the woods in a mud chimney hut. Text 1) The use of Douglass personal experience with his grandmother captivates his audience because the African American enslaved community, whom this narrative at the time was directed towards, also had a grandmother who nurtured them. Likewise in The Ballot or The Bullet by Malcolm X, Malcolm discusses that even though people have differences, we all face the same problem. Malcolm expresses that whether you are Muslim, Baptist, or Methodist, we all are going to suffer the decisions of the man that is in charge of us. (Text 2) The audience is able to connect to his experience because e involved people of all religions. Malcolms experience allows the audience to become aware of what is to come and that they will all suffer the consequences. Malcolm is effective in his writing because he includes the rights of every human. The audience concerning their well being of is captivated and becomes aware of the situation. Furthermore in Dance with the Devil by Immortal Techniques, the artist reveals the truth that not everyone is good, that everyone has evil in them. The artists engagement of all races and of the welfare of the people gains the attention f the audience and is effective. For example, the artist says that the person right next to you could be the devil and that the devil consumes the hearts of the selfish and the wicked. (Text 3, Lines 1,2, and 5. ) His use of the devil as evil supports his belief that not everything is good. First-hand observation and personal narrative is required to have effective writing in order to grasp the attention of the audience. This is evident in Frederick Douglass A Narrative Life of Frederick Douglass, Malcolm Xs The Ballot or the Bullet, and Immortal Techniques Dance with the Devil.

Napoleon Was NOT a Son of the Revolution Essay -- European History

At the end of the French Revolution, the hopes of the early stages of the Revolution had been mangled, leading into the Reign of Terror. France had dissolved into anarchy, with internal and international turmoil. It was out of the foreign wars that Napoleon came to power. Napoleon Bonaparte rose to power, victory by victory, eventually making himself Emperor of France, creating a strong central government while continuing the foreign wars, creating a mass French Empire. Although Napoleon was a product of the French Revolution and maintained the image as a â€Å"son of the Revolution,† idealism always fell to pragmatism as Napoleon’s main purpose was creating a strong unified France. Napoleon’s policies reflected some of the ideals of Enlightenment thought and he sought to spread them across Europe as he conquered. One of the core beliefs of the Enlightenment is that the universe is orderly and that there are natural laws that apply to everyone. Although what these rights were was up to debate, the central idea was that everyone should have them. As Napoleon conquered Europe he applied the same laws to everybody, everywhere. This set of laws is known as the Code Napoleon. Some of the laws enforced by the Code Napoleon can be seen in Napoleon’s Imperial Decree at Madrid, where Napoleon abolished feudal rights, such as banalities, as well as seizing church lands to be distributed among the people. Other actions he took were creating â€Å"constitutions† that created laws that applied to all people equally and could not be altered on a whim. These are the same actions taken during the French revolution applied to all other areas. In fac t, the promises of these reforms gave Napoleon’s forces supporters in the countries he sei... ...gery he used. Napoleon’s rule was greatly influenced by the Enlightenment ideas, but he was not a â€Å"son of the Revolution.† Louis Bergeron considered Napoleon an enlightened despot, saying, â€Å"the dynamism of Bonaparte and his rigorous administration revived the experiment of enlightened despotism, somewhat belatedly, since in the setting of Western Europe it was already a bit out of date.† Napoleon did resemble an enlightened despot as he upheld absolute power while encouraging legal and social equality for all classes of people (that weren’t him). What makes Napoleon unique among enlightenment despots is that he formatted his image to appear to be something else. The discrepancies between the image he presented and the person he was creates room for interpretation as to whether Napoleon was a dictator, an enlightened despot, or a champion of the revolution.

Local Ethnography On Women’s Pay Equity

In modern era of technological advances and scientific innovations business nevertheless remains the epicenter of global events. Therefore, labor market to great extent is associated with equal human rights and productive human relationships that form the basis for social justice. The latter, as viewed by the majority of sociologists, is an equal treatment of society members regardless of their social status, condition, race, gender, political preferences, religious beliefs, etc. Social justice is regarded as the medium for every individual to achieve goals and have identical opportunities in modern society characterized by various economic, cultural, social, and political inequalities. In Canada each federation is governed by federal employment laws, which prohibit discrimination based on gender and sex. Also, a number of provinces have introduced new laws on wage gap elimination among men and women. Top managers along with sociologists were supposed to conduct surveys in their working atmosphere on the topic of women’s pay equity comparing fair treatment and compensation for work among occupations dominated by men and women. Results showed that women involved in both full and part-time jobs received less money than men. In fact, in late 1990s female workers earned 75% of the amount of money their male colleagues had regardless of the fact that according to the research their abilities to successfully negotiate with clients and work hard on the given tasks were several stages higher than those men were characterized by. Basically, it would be fair to claim that there exist several challenges modern social justice in Canada may experience throughout its attempts to achieve equal treatment among women and men in terms of financial and compensative situation: First of all, there is a strong tendency in the Canadian society to resolve the issue of wage gap and sex discrimination among men and women without resorting to legal assistance. Typically, these situations do not receive publicity and remain unknown being tackled on individual level. Most often, becoming a victim of underpayment or pay inequity women tend to seek other ways of additional income without leaving their previous jobs. This results in the situation when officially women are satisfied with their condition. Secondly, pay inequity has much in common with timetable as according to the recent research middle-aged women earn much less money than those in their twenties or thirties or than men of any age. Also, ethnicity and race play an extremely important part in the issue. â€Å"Visible minority women have the lowest income and highest unemployment rates of all groups.   In 1995, the average income of visible minority women was $16,600, compared to $17,100 for other women in Canada, and $23,600 for visible minority men† (Recommendations to the Pay Equity Task Force). The concentration of women in certain â€Å"underestimated† spheres is traditional and pronounced to high degree. For instance, the service industries include such jobs of no prestige and low income as waitress, cleaner, nurse, etc. According to the survey conducted in 2005, about 65% of working women are involved in service industry and have a part-time job due to numerous overwhelming home duties. Working several hours per day on regular basis greatly contributes to the issue of wage gap as such women are perceived as unqualified workers and add to the problem of poverty. Also, they tend to have low level of livelihood, which may cause poor living conditions resulting in high expenses on health care, etc. With these preliminary considerations in mind, it would be fair to claim that the issue of pay inequity reflects the adverse status of women in Canada. It denotes that despite numerous social changes implemented by work groups and both governmental and non-governmental organizations, the notions of self-employment and flexible working hours among women still remain of current importance. â€Å"In 2001,over three-quarters of a million women reported being self-employed, representing 11 percent of those with jobs. Over the past decade, 39.6 percent of new jobs in Canada were linked to self-employment, and 44 percent of those who are self-employed earn less than $20,000 a year†. (Recommendations to the Pay Equity Task Force). According to the Canadian Human Rights Act it is unlawful to evaluate the same task accomplished by men and women differently and pay unequal amount of money in the same organization.   The Act comprises all categories of state employees and necessary conditions for the implementation of the law. However, many find fault in the section that deals with the wage gap issue, as it is not catered to the needs of women. Forming the main risk group and therefore most often applying to higher echelon with complaints that require numerous formal rules and signatures, women tend to refuse from the idea of publicity especially taking into account the fact that the application requires certain expenditures and does not always guarantee the petitioner’s satisfaction. In order to support women and resolve the issue of unemployment, wage gap, and poverty among them there is a need in creating an efficient action plant that will meet the criteria of governmental establishments in terms of legal policy and comply with the demands of women in the community. The following are the decisions to be made:  §Ã‚   To gather all necessary available data on the problem of women’s pay equity. This will help the participants of the program to realize the scale of the issue and properly organize preventive measures. After the materials are received and processed, it is important to spread the information in the test field and among those who are relatively or not at all familiar with the problem. This may be implemented through mass media, public gatherings, etc. Identifying the problem helps in its faster and effective solving.  §Ã‚   To organize clubs and societies where unpaid or low-paid women will have an opportunity to talk about their previous or current experience, share their own ideas on how to reduce the number of those suffering from social inequity. It would be a significant contribution to the implementation of the project as the victims are the best source of thoughts and ideas on how to help people to solve the problem.  §Ã‚   To enlist governmental, non-governmental, and public organizations in the program including their financial support as project sponsors. To encourage them to tighten already existing rules of their companies in terms of wage gap and money distribution.  §Ã‚   To encourage women to start their own business and actively participate in public life  §Ã‚   To support women in new beginnings and promote their further professional education and training  §Ã‚   To collaborate with various associations and groups such as the Canadian Federation of Business and Professional Women Clubs  §Ã‚   To issue newspapers or journals on the topic  §Ã‚   To create favorable working atmosphere for women (especially of foreign origin).  §Ã‚   To promote global interaction among the members of the high-risk group portraying adverse conditions and consequences of inability to speak up and be assertive.  §Ã‚   To promote equal payment for jobs of identical value  §Ã‚   To uphold safe working environment with all necessary skills such as computer literacy, etc.  §Ã‚   To eliminate violence against women and avoid excessive number of men in the staff. In conclusion, it would be appropriate to note that the main objective of the action plan and other projects connected with the indicated above problem is to destroy the traditionally established stereotype denoting that women are supposed to be involved in low-income sector. â€Å"Policies such as paid parental leave, equal employment opportunities and the promotion of fair bargaining can improve women's ability to participate fully in the labor market† (Pay Equity). In order for us to succeed it is necessary to create a positive image of independent and smart woman who in fact always remains such and demonstrate her ability to cope with tasks that traditionally are only given to men.