The Play A Doll House By Henrik Ibsen - 966 Words

Nora Helmer and Kristine Linde, main character of the play A Doll House by Henrik Ibsen, are strong female leads who are very diverse but eventually become one another. Nora and Kristine have lived contrasting live and are totally different women. Nora lived the life of a rich woman and had always been taken care of, whereas Kristine has always had to be caretaker. Even from the beginning of the play it was apparent that the two have had different lives when Kristine make a remark towards Nora arguing, â€Å"I have no father to give me travel money, Nora.† (Ibsen 1734). This statement makes it evident that the two women grew up with separate lives. Nota has always had everything she has wanted. When Nora finds out that she is not one hundred happy with her life she states,â€Å" No, only lighthearted. And you’ve always been so kind to me. But our home’s been nothing but a playpen. I’ve been your doll-wife here, just as at home I was Papa’s doll-chi ld. And in return the children have been my dolls, I thought it was fun when I played with them. That’s been our marriage, Torvald.† (Ibsen 1772). Though Nora is talking about how is agitated with her life she is explaining that her life has comparable to a â€Å"dollhouse† that plenty wish to have, On the flip side there is Kristine who could not marry the man she loved because she had to make sure that her mother and brothers were taken care of. Kristine explains to Krogstad, the man she loves, â€Å" Don’t forget I had a helpless motherShow MoreRelatedA Doll House: a Feminist Approach to the Play by Henrik Ibsen1265 Words   |  6 PagesA Doll House A feminist approach to the play by Henrik Ibsen The Feminist movement is an ongoing reaction against the male definition of woman. In most western civilizations men have dominated politics, society and the economy of their worlds. They have suppressed the voices of the women so that they could mold it the way they wanted it. Thus they defined what was feminine as insubstantial, subservient and devoid of will. Femininity was further emotion driven, illogical, naive and ought not beRead MoreHenrik Ibsen s A Doll House1563 Words   |  7 Pages In the play, A Doll House by Henrik Ibsen, the title itself symbolizes the dependent and degraded role of the wife within traditional marriages. Ibsen portrayed the generous nature root into women by society, as well as the significant action of this nature, and lastly the need for them to find their own voice in a world ruled by men. Ibsen wrote this play in 1879, this is the era where women were obedient to men, tend the children until their husband came home, and stood by the Cult of DomesticityRead MoreHenrik Ibsen s A Doll s House1005 Words   |  5 PagesReaders of Henrik Ibsen work will notice he tends to incorporate everyday problems into his work. Ibsen use of everyday problem gives audience better insight to better relate to his plays, and reflect upon their own situations which would also make his plays believable. Ibsen would make his endings occasionally open-ended. Ibsen would do this, so audience members could think for themselves. It would be up to the crowd’s own interpretation on how the characters would continue life. In The EnglishRead MoreRights of Women in the Nineteenth Century and in Henrik Ibsen’s A Doll’s House1103 Words   |  5 PagesHenrik Ibsen, who was born in Norway but made his name internationally, was a painter as well as the one of most famous playwrights during the period of Realism. Ibsen’s plays are well-known by the themes of domestic and political issues and conflict in nineteenth century. Scholars call it â€Å"Ibsen’s problems play† (Henrik Ibsen, 650). In addition, in Ibsen’s plays, the general topics that are usually discussed are hypocrisy of the society, restriction of women, and the self-sacrifice. Under theRead MoreAnalysis Of Henrik Ibsen s A Doll s House 1381 Words   |  6 PagesNora’s Transformation from Repression to Liberation in A Doll’s House The play in prose A Doll’s House is written by Henrik Ibsen, and set in Norway in 1879. By inserting symbols into the storyline, Henrik Ibsen reveals the theme of female submissiveness and male superiority during the 19th century and highlights character revelation in the play, namely through Nora’s transformation from being repressed to being liberated. Ibsen includes a variety of symbols throughout this work, specificallyRead MoreHenrik Ibsen Thesis Paper1049 Words   |  5 PagesIbsen Paper College English Mrs. Wright 2/1/13 Jake Pratt Life presents questions to every person that experiences it. Many of these question will forever remain unanswered. The social and psychological problems and questions that life throws at it attendants are stressed by one of the mid to late 1800 s best problem play authors, Henrik Ibsen. Ibsen spend most of his writing career exploring the human mind. He had a passion for the truth, and due to this he conveyed his thoughts throughRead MoreA Doll s House By Henrik Ibsen1717 Words   |  7 Pagesâ€Å"A Doll, a Partner, and a Change† Social movement of women liberation toward equal rights and independence has been a big subject in human history. It happens not only in Europe but also all over the world. Though making progress, this movement has been advancing slowly and encountered backslashes from time to time. Maybe there is something deeply hidden which the society has not figured out yet, even women themselves. What do women want, freedom or good life? Most of the time, they are notRead More The Practices of Dr. Rank in A Dolls House Essay examples1739 Words   |  7 PagesThe Practices of Dr. Rank    In the play A Doll House, by Henrik Ibsen, the convention of marriage is examined and questioned for its lack of honesty. The play is set in the late 1800s, which provides the backdrop for the debate about roles of people in society. Ibsen uses the minor character, Dr. Rank, to help develop the theme of conflicts within society. This, in turn, creates connections with the plot. Dr. Ranks function in the play is to foreshadow, symbolize, and reflect upon theRead MoreHenrik Ibsen’s Symbolism in A Doll House695 Words   |  3 PagesA Doll House was written in 1879 by playwright Henrik Ibsen. Ibsen is known as the creator of modern realistic style drama. The play tells the story of a nineteenth century woman who breaks the chains of society that decide her role in life so that she can find herself. The woman, Nora, lives a relaxed and seemingly untroubled life until her husband Torvald Helmer becomes sick. She then must forge her father’s name on a contract that woul d allow her to borrow enough money from a lawyer named NilsRead MoreEssay on Themes and Symbols in Henrik Ibsen’s A Doll’s House1296 Words   |  6 Pagesâ€Å"I’ve been your doll-wife here, just as at home I was Papa’a doll-child† (Ibsen 1491). Henrik Ibsen’s A Doll House tells a story of scandal and deceit set in the Victorian era. Nora Helmer is married to Torvald Helmer and she feels more like his toy than his wife. Nora had to have Torvald to be able to do anything, because of when she lived. Nora borrows money behind her husband’s back (which is illegal at this time) and tries to cover up everything she has done. Ibsen employs the use of many themes

Importance of HIPAA and the Bill of Rights in the...

Why is important for the HIPAA and the Bill of Right work in the healthcare system. Both the HIPAA and Bill of Right significance to the healthcare system all around the United State because of the strict guideline that were implemented to make the healthcare facilities a better place; for both patients and healthcare officials. These two laws that have been implemented, they have been the corner stone for many years. Those have helped balance the right for patients, physicians, nurses and others officials who are working in different healthcare facilities. Since the formed President Bill Clinton signed HIPAA policy in to law, it has been a driving for the healthcare facilities though out the United†¦show more content†¦Whenever any healthcare personal violates the HIPAA policy the punishments can be minor to server. The individual who bleaches privacy of any medical records the punishment can be verbal warning without further punishment the individual doesn’t violates the rules and regulation. If the individual in question violates the rule or r egulation the individual can be place on probation, suspended without pay until further notice. Some one can be signed to look over you and check out all what you do on regular basic as you work. If you have authorization for high level clearance documents, it would be stripe from whoever violated the rules and regulations. The final stage of solving this problem can resolve in the termination of the individual. Many other problems popped up the healthcare facilities where this individual previously work could be huge trouble because of the poor judgment of this individual. This problems could be results in lawsuits on top of lawsuits for this organization. Years can passed before all the lawsuits settle as a result a huge amount funds would gone to the patients and the lawyers. Because of the poor judgment, it can result in a great cause for the organization, it would be in violation of HIPAA policy and it can be shut permanently or charge of very high finders because of this problem. Also, if the facility doesn’t get shut down, many of the patients can remove themselves from this healthcare facility because of the fearShow MoreRelatedHipaa Compliance : Health Care1650 Words   |  7 PagesNikeyah Youngblood Ms.Pounds English IV 3 October 2016 HIPAA Compliance According to Michael Moore,† health care should be between the doctor and the patient. If the doctor says something needs to be done, the government should guarantee it gets paid for.† I strongly agree with Michael Moore’s statement about how health care needs to be confidential. If anything should be done, then the federal government are the ones to offer it. Health information is to help doctors understand their patient’sRead MoreHipaa Compliance And Technology Use Essay942 Words   |  4 PagesHIPAA compliance and technology use: In 1996 when Health Insurance Portability and Accountability Act (HIPAA) was enacted HIPAA compliance and the use of technology was not given that much importance as it is today. Only small percentage of people owned mobile phones twenty years ago which didn t have a lot of capabilities of communicating except the basic text messaging. Twenty years later the mobile device technology is much advanced and has much more capabili ties and much faster than imaginedRead MoreHunger-Free Kids Act of 2010709 Words   |  3 PagesNutrition Assistance Program Education (SNAP-Ed). The programs under the Hunger-free kids act do not have a specific expiration date however, the Congress will periodically review and reauthorize funding that is allocated to the program. Analyze the importance of the law (75 to 150 words) The Hunger-free kids act was a key step for our nation’s toward the effort to provide all children with healthy food and education about healthy food. This program is so important because millions of children nowRead MoreComputerized Management System: Review and Recommendation1537 Words   |  6 PagesComputerized Management System: Review and Recommendation In this day and age, the right computerized management system can make a tremendous different in the professional healthcare arena. However, this difference could be either positive or negative. The wrong system could make day to day tasks of any healthcare facility exponentially longer, and make the task of training various team members on how to use the system exponentially longer and more involved. However, the right system could have the reverseRead MoreHipaa, Health Insurance And Portability Act Of 19961577 Words   |  7 Pages HIPAA (Health Insurance and Portability Act of 1996), outlines rules, regulations and the rights of patients to access their healthcare information such as notifications of privacy practices, copying and viewing medical records, and amendments. This paper explains why confidentiality is important today and discusses recourses patients can use if they believe their privacy has been violated. This paper will also discuss criminal and civil penalties’ that can occur for breaking HIPAA privacy rulesRead MoreThe Health Insurance Portability And Accountability Act1438 Words   |  6 Pagesmedical records. Over a million people live in the United States of America, and with that type of power you can bet that the country would be corrupt. The Health Insurance Portability and Accountability Act is there to prevent such events happening. HIPAA, or Health Insurance Portability and Accountability Act, was implemented to help serve the people and keep information safe. Originally it st arted out as a way to ensure that Americans going between jobs would still be covered by their insurance companiesRead MoreManaging Risk Is An Important Task For Any Project Manager1437 Words   |  6 Pages 1. Introduction Managing risk is an important task for any project manager. After s/he has determined what risks exist for the project and assessed their importance, s/he needs to choose a strategy for dealing with each risk if and when it comes into play. According to Swanson, the risk assessment is critical because it enables the person responsible for contingency planning to focus risk management efforts and resources in a prioritized manner only on the identified risks. The risk management processRead MoreMedical Malpractice and Tort Systems Essay1109 Words   |  5 Pagesnumerous legal issues, several of which will be examined in this paper. The first issue to be examined is medical malpractice and the tort system. The medical malpractice and tort system makes up one of the major legal issues encountered by hospitals and health systems. Showalter (2012) states that with the decline of charitable immunity in the 1970s, healthcare was one of the areas impacted by personal injury law and was held liable for negligent acts. Today, malpractice continues to be a significantRead MoreCommon Law Quality Initiative Is The Impact Act1826 Words   |  8 Pagescentury healthcare organizations, such as the patient’s Bill of Rights (CMS, gov, n.d). According to CMS.gov (n.d), â€Å"On June 22, 2010, President Obama announced new interim final regulations, the Patient’s Bill of Rights, that include a set of protections that apply to health coverage starting on or after September 23, 2010, six months after the enactment of the Affordable Care Act. The Departments of Health and Human Services, Labor and Treasury collaborated on the Patient’s Bill of Rights – whichRead MoreHealth La w, Regulation, And Policy1707 Words   |  7 Pagespolices are put in place for healthcare to service care to children, woman, adults, and the elderly in delivering quality healthcare through their journey and restoring any health issues if not all, also increasing morbidity rates across America. However, there are array of health regulations and associates in collaborations that makes our system seem so complex and overwhelming especially to those who play a role in the health industry. Every dimension of the healthcare field is managed by some sort

Understand Current Perspectives in Criminal Behavior

Questions: 1. A comparison of the similarities between these five different computer criminal behaviors and typologies? 2. A comparison of the differences found between these five different computer criminal behaviors and typologies? 3. An analysis of how organizations can benefit from understanding each of these different computer criminal behaviors and typologies? Answers: Introduction Computer crimes refers to the extensive use of the information technology for illegal purposes or for unauthorized access of the computer system where the intent is to damage, delete or alter the data present in the computers. Even identity thefts, misusing devices or electronic frauds are considered as computer crimes. Additionally, there are other crimes such as cyber crimes, credit card account theft, internet fraud and telemarketing frauds. There are five major cyber crimes which are to be taken care of or which can affect someones personal life and are as follows:- Cyber stalking Identity theft Computer virus Phishing Hacking Cyber stalking Cyber stalking can simply be termed as online stalking. Data destruction, monitoring, exploitation of minor all comes under cyber stalking. Instant messages, emails, phone calls and other communication devices are used by the cyber stalkers to harass the people and annoying attention to their life and family activities. Stalking can be simply understood as following somebody with the intent to harass them and which is unwanted, often abusive and usually illegal. This cyberstalker may be anybody a former friend, an ex or someone who just want to bother you. Cyber stalking can harm in may ways like: damage of career, confidence, credits and friendship etc.. Moreover, it is observed that the cyberstalking victims are also the victims of domestic violence. The enhancements in technologies are making life easier day by day, but on the contrary, it is giving unmatchable power and information to the cyberstalkers to harass people. Recently, a girl in Washington was sentenced to death for a cyber stalking incident in which she and her friend treated her classmates account with solicitation for sex and explicit photos. Identity thefts It refers to all the crimes in which somebody obtains personal data through wrong means and particularly for economic gain. All the passwords personal data such as credit card number or bank account number, social security number, telephone calling card number, and various identity data can be used by the culprits to personally profit on someone other expenses. Only the fingerprint which is unique and cannot be identical to other is safer. In some cases, the fingerprints are also used in recent years, but this is a rare case. These personal data should be kept very safely, such that they dont fall into the wrong hands, because then it become vulnerable to theft. Many cases of unauthorized person taking their funds out of victims bank account and in some rare cases it had happened that the complete identity of a personnel have been used such that the victim indulges in vast debts and committed crimes in the name of the victim. This causes a great problem for the victims for which the criminal was responsible. One example of medical fraud happened in the US. Gerald Barnes stole the identity of Gerald Barnbaum after losing his own pharmacist license after committing medical fraud. A diabetic patient died under his care after that he also worked as a physician for FBI agents. Now he is behind the bar and serving hard time. Computer Virus Generating a computer virus, malware or trojan is not a crime, but if this is to be spread to other computers for any illegal purposes, then it will be treated as a crime and the person will be liable for any infection or damage caused to others computer. In 2009, a girl from Manila in Philippines texted an email to his boyfriend which was a love letter. This email replicated itself to everyones outlook account and then destroyed all the local files. Due to this email many organizations had to shut down, losing all their organizational data. Later, the computer users were literally feared to let love in their lives. Phishing This is email fraud method in which the perpetrator sends emails which look legitimate in the first look and it asks for personal and financial information from people. Generally, the name taken in email appears to be trustworthy and well known such that everyone gets attracted to it. Yahoo, MSN, America online, PayPal and Ebay are the names taken by the frauds and itself gives lure hope of transferring a great amount of money into ones account. Recently, In India emails for different mail holders was sent from the name of RBI stating that the person has an undisputed amount of more than 4 crores INR with the RBI. And, this will be delivered to the account after giving the bank account details. Hacking The hacking of computers has been started only after the intervention of the internet era. Hacking means the usage of others system illegally or without permission. It is a major crime if the security system of any country or the governmental database is hacked. Sometimes an organization system is hacked for the purpose of fraud. 1. Similarities' between Computer crimes There are various similarities between computer crimes, but the major one is that all the computer crimes take place only because of our mistakes. One should be very careful towards these computer crimes and try to avoid all the circumstances leading to these situations. Every computer crime leads to the loss of the victims by great means and in some case loss of life may also take place. 2. Differences between Computer crimes A Large difference exists in the investigative process and these are revealed by the definition extinctions. Traditional crimes are generally concerned with the person or property offenses that law enforcement has continued to struggle. Whereas non traditional crimes involves a computer for the current work and to encompass that. Non- traditional crimes have not received much attention as compared to the traditional crimes. They do not cause the same instinctive and emotionally-charged reaction, whereas conventional crimes do the same. It is very difficult to observe and detect the cyber crime. The relative privacy is compounded by these problems by the Internet an the transcendence of geographical and physical limitations of cyberspace. 3. How the organizations can be benefited by understanding these issues These issues should be known to the organizations or the pupils whose life is surrounded by computers. Having complete knowledge of the computer crimes the organization will keep their confidential data safer and not easily accessible. Cyberspace security can be increased, more options for saving data is available. The frauds, hacking issues losses can be eradicated, which will help in the success of an organization. References Rosoff, S. M., Pontell, H. M., Tillman, R. (2002). Profit without honor: white-collar crime and the looting of America. Upper Saddle River, NJ:Prentice Hall. Royal Canadian Mounted Police. (2000). Computer crime, can it affect you? Retrieved September 07 2015, from https://www3.sk.sympatico.ca/rcmpccs/cpu-crim.html Russell-Einhorn, M. L. (2004). Federal-Local Law Enforcement Collaboration inInvestigating and Prosecuting Urban Crime, 1982-1999: Drugs, Weapons, andGangs (No. NCJ 201782): National Institute of Justice.Sanders, W. (1977). Detective work. New York: Free Press.Schwartau, W. (1999). Cyber-vigilantes hunt down hackers. September 7 2015, from https://www.cnn.com/TECH/computing/9901/12/cybervigilantes.idg Silke, A. (2001). Dealing with vigilantism: Issues and lessons for the police.Police Journal, 74(2), 120-133. Skogan, W. G., Antunes, G. E. (1979). Information, apprehension, and deterrence: Exploring the limits of police productivity. Journal of CriminalJustice, 7, 217-241.Tarde, G. (Ed.). ([1890] 1903). Gabriel Tarde's laws of imitation. New York:Henry Holt.United Nations. (1994). International Review of Criminal Policy - United Lu, Y., Polgar, M., Luo, X., Cao, Y. (2010, Winter). Social network analysis of a criminal hacker community. Wada, F., Longe, O., Danquah, P. (2012, April). Action speaks louder than words understanding cyber criminal behavior using criminological theories. Willison, R., Warkentin, M. (2013, March). Beyond the deterrence: An expanded view of employee computer abuse.

Kiss LESS, TWEET MORE free essay sample

From â€Å"16 million users in December 1995† to â€Å"2,749 million users in March 2013†. This is what the International Data Corporation and the International Telecommunication Union have found. Yes 2,749 million humans are using technology devices! As we move into the 21st century, technology has become an essential element of our daily life. Social networks that once didn’t exist are now one of the most essential elements of our daily life. We are living in a time where social networking usage and multitasking are controlling us; we can’t be independent anymore on this improved technology. This phenomenon has many effects on our society on education, communication and business world. Social networking makes us smarter. Yes! Social networks do affect our education positively. We, as students, can get information easily and by just simple few clicks on any issue we want. This includes following informative accounts on twitter that tweets a lot of useful information and having on Facebook some educational pages or newspapers. We will write a custom essay sample on Kiss LESS, TWEET MORE or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In another side, one can expresses his opinion and his thoughts easily with everyone and also make him in many situations where he has to convince other people about his point of view about an issue. This improves his argumentative skills and makes him more confident. In addition instructors depend on the internet and the blogs at the first place to contact with their students and also to post their courses or assignments. This can be considered as a very easy way to access the needed material in the education of the student which affects on him in many sides. It basically increases his motivation and his self-esteem. The motivation can be considered in different perspectives, some students have great capabilities in the computer domain and may prefer using it to achieve their studies rather than depending on the traditional way of studying, others are more satisfied with the speed of the computer and the technology it can brings to him. In addition, it increases use of outside resources. For example, when a student has an assignment to accomplish, he can easily use the internet and the social networks to find different information he needs which can increases his knowledge in different domains; and since plagiarism is now taken seriously, one by paraphrasing the needed information is improving his English skills. Social networks have been criticized by many authors. â€Å"Tweet Less, Kiss More†, an article written by Bob Herbert have discussed the issue of social networks and multitasking. He considers Facebook and Twitter affecting negatively on the education of the student when it’s, in contrary, developing it as discussed before. He also thinks that social networks destroy relationships and all the emotional needs of humans which are present only by real contact not virtual one. He mentioned in addition the multitasking phenomenon caused by the presence of social networks and thinks that â€Å"we could as easily think of it as a neurotic inability to concentrate for more than three seconds†. In opposition, the development of technology has made a positive impact on the communication. In each century, new techniques of communication have appeared and which have transformed our big and far world to a very small global village. This has positive effects, such as making communication easier since there are no more barriers. For example, I can text and connect with all my school friends now when everyone is in a different university in a very easy way and maybe all the time. This makes me stay in touch with them and doesn’t let distance destroy relationship but contrary it may develop relationships. And of course this technology has permitted to me to stay in contact with my parents living in Saida as if I were at home with them. Furthermore one by sharing pictures, videos or quotes make others know his real personality and the way he thinks as Charles Leadbeater says once â€Å"You are what you share†. The technological achievements in the past few decades have brought about a revolution in the business world, which has affected all the aspects in the working life. Sellers can connect easily with other merchants throughout the world in a matter of seconds by just some clicks which make costs increasingly irrelevant. Business men these days don’t need to travel few days just to make a deal to buy goods, they can make deal online and make orders to get his merchandise. Technology’s penetration in every business have also affected positively in the way it accesses to well-organized quality information dealers can use to make better decisions. Considering medical field, it has also been affected by technology; one can find different advices and precautions that should be taken into consideration in his everyday life in many accounts that are concerned about medicine. Living in such a world of rapid change isn’t easy. One must always get up-to-date, and this isn’t a simple task. Social networks are very useful to be informed about everything new. Many people have addiction on social networks which make their lives very boring and not interesting at all, so we should use social networks for our benefits and not to destroy our lives.

Yoga for Stress Management

Introduction Different people have differing levels to which they can effectively withstand stressing environmental conditions. Factors such as personality types, the emotional stability attributes of different people, and personal temperaments may determine this ability (Kumar Sharma, 2011).Advertising We will write a custom research paper sample on Yoga for Stress Management specifically for you for only $16.05 $11/page Learn More Exposure to stressing environmental conditions has negative consequences to both psychological and physiological health of an individual. Stress may have implication of low satisfaction in life and lead to incapacity for people to work both effectively and efficiently. At organizational level, stress correlates positively with burnout, which constitutes an important factor for high labor turnover (Adhia, Nagendra Mahadevan, 2010). In clinical settings, stress underscores one of the risk factors for cancer, hypertension, and diabetes among other chronic ailments. Although stress may have some positive implications on people, its management mainly concerns dealing with its negative consequences in all lifestyles. Stress management implies the deployment of psychotherapeutically designed techniques for reducing and keeping stress levels under check to ensure proper functioning of people in their everyday work. Yoga comprises one of these techniques having its historical roots in the Hinduism philosophy. For instance, Karma yoga, which is one of Yoga types, aids in controlling stress through the development of appropriate attitudes in relation to work environment coupled with enhancing the ability to respond positively to professional anticipations for managers and employees in any organization, its industry of operation not withstanding (Kumar Sharma, 2011). This research paper argues that everyone should practice yoga as it reduces stress, increases flexibility and stamina, and it can heal common aches and pains. It first presents the background to Yoga before discussing stress and its associated health and organizational managerial challenges.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 The goal is to show that if yoga can reduce stress, then stress-related health challenges and organizational management challenges like burnout can also be resolved by embracing the practice. The last part analyses the contribution of the yoga lifestyle in dealing with stress. Background to yoga Yoga is among the six main pillars making the Hindu philosophy. For over one millennium, the philosophy has been fundamental to explaining various experiences of people with regard to mental complexities. Adhia, Nagendra, and Mahadevan (2010) posit that yoga constitutes a technique for lowering fluctuations of people’s mind to ensure that they reach reality of their real nature. It comprises v arious ethical and moral living guidelines. Breathing exercises are the key components for enhancing people’s consciousness and growth spiritually under the yoga sutras philosophy. Yoga Ashtanga comprises guidelines for moral behavior, cognitive learning processes, and various approaches to psychological coupled with physiological practices for improving life (Adhia, Nagendra Mahadevan, 2010). The concepts of Niyama together with Yama focus on inducing appropriate extrinsic behaviors in individuals with the main aim of lowering both bodily and mental disturbances in the quest to reduce stress levels. Yoga attracted the attention of modern elites of western nations from 1850s and later it developed in early years of 1900s. In â€Å"the early 1980s, yoga emerged as one of the popular physical exercise practices among westerners† (Kumar Sharma, 2011, p.19).Advertising We will write a custom research paper sample on Yoga for Stress Management specifically for you for only $16.05 $11/page Learn More This form of yoga is commonly known as Hatha yoga. The ability of Yoga in alleviating stress and improving the functioning of people’s bodies led to conducting many studies on its capacity to reduce illness associated with stressful situations like asthma, cancer, and heart ailments (Kumar Sharma, 2011). In this sense, it relates to the reduction of mental anxieties to induce mental peace with people’s healthy lifestyles. Its application in clinical disciplines of study relies on psychoneuroimmunology theoretical principles (Yadav Sharma, 2012). In fact, Yoga is practiced with the belief that it has the potentiality of altering people’s personality, emotional, and physical characteristics coupled with fostering and strengthening the capacity to cope with stress positively. This assumption underlines the importance of teaching yoga practices like asanas, pranayama, mudras, and bandhas in physical practi ce lessons. Stress and its associated health and organizational challenges Lack of practice and excessive stress level that are beyond people’s stress thresholds may induce common illnesses such as aches and pains, inflexibility, and lack of mental relaxation. This aspect suggests that yoga principles can help to mitigate these challenges. Chong, Tsunaka, Tsang, Chan, and Wai (2011) argue that any system of yoga may reduce stress effectively, which underlines its continued popularity. Stress implies uncomfortable life through the reduction of its joy by conditions like insomnia and headaches coupled with backaches. These challenges constitute the symptoms of major epidemic illness like osteoporosis. Stress also correlates positively with vata derangement, which describes the condition of reduced instability and flexibility upon excessive rise of air related to the aspects in the body (Treven, 2010).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 High levels of vita air have the implication of causing people to have mood swings due to lack of focus and sound mental state. Major symptoms for this condition include insomnia and anxiety and stress relates to these symptoms. In organizational settings, high stress levels among employees may lead to low organizational productivity. Hence, mechanisms of reducing it concern every manager. For instance, in hospital settings, addressing challenges that may result in high turnover levels among nurses remains crucial to hospitals’ management. Putting in place mechanisms of nurses’ retention is a critical measure for success of any heath institution. Nursing management scholars consider nursing as one of the stressful professions. For instance, Force (2005) argues that nurses often encounter situations that make them burnout. Handling injured and sick patients coupled with handling of almost dying people exposes nurses to emotional turmoil, which may result in higher workp lace related stresses. The value of service delivery within any organization depends on the extents of motivation of employees who deliver services to clients. In health facilities settings, nurses are the persons who are always in close contact with service seekers, viz. the patients. Hence, it is crucial for nursing management to ensure that nurses remain motivated by handling various situations that may render them to having low self-esteem and poor attitude towards their work. Consequently, if yoga practices can reduce stress levels, it implies that deploying it in the healthcare organizational setting can incredibly help in reducing the effects of turnover rates for nurses associated with burnout. Burnout constitutes a response to interpersonal coupled with emotional stressors within work environments. It has inefficacy and disparagement coupled with mental and emotional fatigue as its main aspects (Adhia, Nagendra Mahadevan, 2010). In particular, work-related burnout has nega tive implications on the effectiveness of an organization and its workers’ health. Research in organizational management indentifies burnout and discusses its complexity in affecting work relationships, which leads to organizational conflicts. In organizational settings, the relationship between stress and burnout suggest that yogic practices can offer holistic solutions that can foster its elimination (Adhia, Nagendra Mahadevan, 2010). Yoga lifestyle and stress management From previous discussions, stress is responsible for many challenges encountered by people, both in terms of health and in organizational settings. This aspect underlines the importance of posing the query on the effectiveness of yogic tendencies in managing stress in an effort to resolve challenges encountered in all lifestyles. Adhia, Nagendra, and Mahadevan (2010) study on the yoga practices’ contribution in the reduction of burnout-associated stress among managers hypothesize that managers who e ngage in the practices have higher probabilities of managing burnout more effectively as compared to those who deploy other approaches to mitigate it. The researchers conducted a controlled experiment involving 120 managers at Birla Cellulose Company, in India. They experimentally measured burnout with the help of standardized questionnaires demanding self-reporting after the administration of yogic practices (Adhia, Nagendra Mahadevan, 2010). The main yoga practices given to the people under experiment were spot-jogging, moving hands, and rotation of the body among others. Their experiment indicated that yoga practices reduce stress levels significantly among factory managers. The effect of stress reduction is the diminution of burnout. The managers involved in the experiment showed improvements in contextualizing their work environment through paying focus on the operations of the organization by virtue of the reduction of concentration on other environmental stressors. Therefore , the work of Adhia, Nagendra and Mahadevan (2010) challenges human resource managers across all industries to seek for mechanisms of implementing yogic practices within their organizations. This aspect can help them to manage strenuous environmental conditions effectively to mitigate incidences of workforce’s burnout. Strenuous stimuli can emanate from exposures to natural calamities. Hypothetically, the administration of yoga exercises to survivors of natural disasters can help to reduce stresses associated with the loss of both lives and property. Referring to past literature on the effectiveness of yoga in reducing stress associated with exposures to natural calamities, Telles, Singh, Joshi, and Balkrishna (2010) note that research indicates that administering yoga practices to persons, who have experienced natural calamities, can be effective in managing their stress when the practices are done for one week. The researchers sought to investigate the applicability of this scholarly finding in an Indian context. They administered yoga practices to survivors of the Bihar’s flooding one month after its occurrence in 2008. The study used a sample of 22 male volunteers between the ages of 34 and39 drawn from a population of 1089 flood survivors. The sample was divided into two. The controlled group proceeded with its normal daily chores. The other group enrolled for yoga practices. The practices were done for one hour each day, for one week. In a bid to determine the impact of the yoga practices, the researchers measured variability in heart rates for the two groups, their rates of breathing, and emotional distress. The group undertaking yoga recorded reduced sadness levels, while the controlled group recorded increasing anxiety levels (Telles, Singh, Joshi Balkrishna, 2010). This aspect suggested that the controlled group members were likely to experience more stress associated with exposure to natural disasters as compared to that undertaking y oga. The study by Telles, Singh, Joshi and Balkrishna (2010) suggests that yoga can eliminate negative feelings and thoughts in unconscious memory for people who have experienced natural calamities. Unconscious mind is the second part of the human mind from the perspective of the Freud’s theory of personality. It acts as the principle storage for all thoughts, memories, and feelings coupled with urges that exist outside people’s conscious awareness. With regard to Fleeson (2004), most contents of the unconscious memory are unpleasant or unacceptable under normal circumstances. They include feelings of conflict and pain coupled with anxiety among other issues. Emotional pain and anxiety experienced by survivors of natural calamities is most likely to be held in this part of people’s memory, which yoga can effectively remove. Despite the inadequacy of controlled experimental and empirical studies on the effectiveness of yoga in treating stress, literature on its m echanisms of reducing stress provides sufficient grounds for its ability to constitute a promising way of managing various stress-related health challenges. This goal can be achieved through the Kundaliniyoga school of thought (Granath, Ingvarsson, Thiele Lundberg, 2006). This pedagogy characterizes exercises with stimulation of blood flow coupled with increased blood supply in the brain and the nervous system. Exercises also foster supply of blood in the glands that control the endocrine system (Granath, Ingvarsson, Thiele Lundberg, 2006). The increasing concern over yoga to constitute an effective tool for managing stress prompted Chong et al. (2011) to conduct an intensive systematic review of various studies on the deployment of yoga in the management of stress. The focus was mainly on the RCTs and the CCTs. The study evaluated the studies based on their results’ capacity to lower stress levels coupled with stress-associated symptoms among adults. The studies reviewed b y Chong et al. (2011) indentified various methodological challenges, especially limited availability of follow up information on the capacity of the administered yoga practices, to have completely lowered stress levels in the adults taken through them. However, in all the studies reviewed, within the duration of administration of the yoga exercises, both male and female adult participants had lowered their stress levels coupled with recording reduced stress-related symptoms. The identified challenges in the existing studies on yoga and stress management by Chong et al. (2011) highlight the necessity of conducting studies investigating the long-term impacts of the yoga practices coupled with indentifying biological processes, which result in lowering of stresses after administering them. Granath, Ingvarsson, Thiele, and Lundberg (2006) compared various programs for managing stress with Kundaliyoga. The sample deployed in conducting the research was drawn from a big company in Sweden. Based on gender characteristics, the sample constituted 7 males and 26 females. Through random selections, for every intervention, there were two groups. Since the main goal was to compare behavioral approaches to stress management and the yoga methodology, there were four groups of participants. After administering different programs for the two mechanisms of managing stress for four months, based on variables like anger, mental exhaustion, and heart rate, no differences in results were indentified (Granath, Ingvarsson, Thiele Lundberg, 2006). Granath, Ingvarsson, Thiele and Lundberg (2006) study suggests that other approaches for managing stress can produce similar results to those realized after the administration of yoga. This observation invalidates earlier hypothesis that yoga practices produce better results when applied in stress management as compared to other approaches such as cognitive and behaviors approaches to stress management. Consequently, validations of Adhia, N agendra, and Mahadevan (2010) finding require further research to determine the condition under which yoga comprises the most promising and superior approach to stress management in organizational settings. Amid the necessary further research on the application of yoga in the management of stress among organizational executives, research discussed by Adhia, Nagendra and Mahadevan (2010) proves the effectiveness of yoga in the management of anxiety, which entangles a key component of stress. The study utilized 91 patients drawn from a population of people having anxiety neurosis. The patients were requested to select their preferred treatment approach. Fifty-three (53) selected therapeutic treatment using drugs while 38 selected yoga therapeutic treatment option. All the 91 patients were tested clinically and psychologically for anxiety before commencement of their respective treatment options. Similar tests were also conducted after completing the respective therapeutic treatments. Those taking yogic therapy registered decreased anxiety, while ‘locus of control scale’ reflected higher levels of concentration coupled with higher attention. However, these changes were insignificant statistically (Adhia, Nagendra and Mahadevan, 2010). The group taking drug therapy showed no changes when assessed on a different scale apart from the ‘locus of control scale’. Arguably, this aspect indicated a possibility of effectiveness of yogic therapeutic interventions in reducing anxiety as confirmed by later studies such as Granath, Ingvarsson, Thiele, and Lundberg (2006) and Telles, Singh, Joshi, and Balkrishna (2010). While deploying yogic exercises to manage stress, increase stamina, and enhance body flexibility or remedy common aches and pain, their proper administration is incredibly important. For instance, Treven (2010) notes that a vigorous asana lowers nervous energy, but care is vital while taking overdo. This assertion holds as strenuous exe rcises lead to exhaustion, which when not well balanced with yogic practices to induce relaxation, may cause higher vata derangement levels. This situation leads to symptom rebounds. Kapalabhati together with bhastrika may also counter higher levels of vata derangement (Treven, 2010). Reducing vata derangement requires yogic exercises like Malasana and Sarvagasana. Pratyahara comprises an important yogic practice in stress management. Adhia, Nagendra, and Mahadevan (2010) argue that although people may not notice, auditory coupled with visual stimulations cause a large variety of stresses in the current world. This stimulation emanates from cell phone vibrations, glaring at computers and television screens, street traffic noises, and interaction with other gadgets meant to make life comfortable. Consistent breaks from these stimulations using the yogic concept of Pratyahara may help in reducing stresses instigated by these stimulations. Hence, by deploying yogic practices effectivel y and repeatedly, it may become possible to deal with social, physical, and environmental stressors proactively. Conclusion Yoga entails an effective approach for the management of stress. Conducting yoga practices enable people to manage stressing situations effectively at both mental and physical levels. Based on the discussions on the use of yoga in managing stress, it functions at intellectual levels, subconscious levels, and physical levels. Although predominately employed in ancient India to induce stamina, its capacity to reduce stress in individuals makes it find applications in therapeutic interventions in medical settings to treat ailments associated with stress, and reduce risks factors for ailments whose symptoms are marked by anxiety and aches, which are also indicators of stress. Researches discussed in this paper indicate a positive correlation between yogic practices and low stress levels. Nevertheless, long-term research is critical to ascertain if the practices res ult in a permanent treatment for stress, or they should be done routinely to achieve long-term results in management of stress. Nevertheless, all people should practice yoga to attain the related benefits as espoused in this paper. References Adhia, H., Nagendra, R., Mahadevan, B. (2010). Impact of Adoption of Yoga Way Life on the Reduction of Job Burnout of Managers. The Journal for Decision Makers, 35(2), 21-33. Chong, C., Tsunaka, M., Tsang, H., Chan, E., Wai, C. (2011). Effects of Yoga on Stress Management in Healthy Adults: A Systematic Review. Alternative Therapies in Health and Medicine, 17(1), 32-38. Fleeson, W. (2004). Moving personality beyond the person-situation debate: The challenge and the opportunity of within-person variability. Current Directions in Psychological Science, 13(2), 83–87. Force, M. (2005). The Relationship between Effective Nurse Managers and Nursing Retention. Journal of Nursing Administration, 35(8), 336-341. Granath, J., Ingvarsson, S., Thie le, U., Lundberg, U. (2006). Stress Management: A Randomized Study of Cognitive Behavioral Therapy and Yoga. Cognitive Behavior Therapy, 35(1), 3-10. Kumar, J., Sharma, K. (2011). Karma Yoga: A Philosophical Therapeutic Model for Stress Management. International Journal of Education and Allied Sciences, 3(1), 15-22. Telles, S., Singh, N., Joshi, M., Balkrishna, A. (2010). Post Traumatic Stress Symptoms and Heart Rate Variability in Bihar Flood Survivors Following Yoga: A Randomized Controlled Study. BMC Psychiatry, 10(18), 1-10. Treven, S. (2010). Individual methods for reducing stress in work settings. Interbeing, 4(2), 1-5. Yadav, R., Sharma, R. (2012). Efficacy of a Short-Term Yoga-Based Lifestyle Intervention in Reducing Stress and Inflammation Preliminary Results. The Journal of Alternative and Complementary Medicine, 18(7), 662-667. This research paper on Yoga for Stress Management was written and submitted by user Derr1ck 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.

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Organisational Change and Transformation

Organisational Change and Transformation INTRODUCTION Organisational change practice and research aims at the improvement and development of organisations for the purpose of enhancing effectiveness and responsiveness to external changes through better people management, competence, communications, systems and structures. It is not a discipline that has more practical relevance in one sector than in another: the methods and approaches of the discipline are being applied in business and government alike. Because of increasingly dynamic environments, organizations are continually confronted with the need to implement changes in strategy, structure, process, and culture. Many factors contribute to the effectiveness with which such organizational changes are implemented. Whether the change processes are essentially unplanned and discontinuous, planned and strategic, or incremental or revolutionary, they have profound implications for people management and development. 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There are seven aspects of change readiness according to researches, which include perception toward change efforts, vision for change, mutual trust and respect, change initiatives, management support, acceptance, and how the organization manage the change process. At its core, change readiness involves a transformation of individual cognitions across a set of employees (Amenakis, et al., 1993). It is the people who are the real source of, and the vehicle for, change because they are the ones who will either embrace or resist change (Smith, 2005) Therefore, it is vital to assess individuals readiness perception prior to any change attempt. ORGANISATIONAL BACKGROUND AND PERCIEVED NEED FOR CHANGE: For this Analysis we have learnt and understood a Chemical Company named Omega Chemical Company. Omega Chemical Company Inc. is a Canadian-based company specialized in the manufacturing of chiral compounds such as: Chiral amino alcohols, Protected chiral amino alcohols (BOC and FMOC), Chiral protected amino aldehydes, Beta-amino acids, Amino acids analogues, Building block and more Need for Change: Over the past decade, the chemical industry has been increasingly commoditized. Cost pressures have been abundant and the ability to succeed has become dependent upon highly efficient internal processes and better customer service. To better compete in this environment, one Omega chemical determined they needed to re-engineer their global ordering processes and the systems that support them. Their aim was to create the perfect order process The perfect order process would yield the following benefits: Increase customer loyalty by creating easy, flexible and reliable interactions with the company. Provide the competitive edge of a Six Sigma capable order management process. Eliminate the cost of rework. Maximize employee productivity and satisfaction by providing the right data and the right tools. The technology was available. The perfect order would assure that it is integrated to work more smoothly. This process had many components to it: An integrated desktop that would provide customers with the information they need in the shortest possible time. Technical service representatives armed with knowledge of many topics and access to many types of information everything from product specifications to product data sheets and regulatory information. Easy access to all the information sales representatives need to more quickly address customer goals and needs. A cross-business view of an account, to help them leverage relationships. A portal to the many people who contribute to serving the account, such as marketing, customer service representatives, to allow them to more easily share information. Customer service representatives empowered with all the information they need about a customer or an account from one starting point. Data from SAP, Siebel or other sources would be only a click away. In addition to speeding service to customers, the processes and systems would improve personal productivity of employees as a result of reduced systems look-up, seamless movement across multiple business systems and a consistent interface across multiple communication channels. Integrating customer segmentation and customer service rules facilitates on-the-spot decisions by front-line employees. Training time could also be reduced as a result of an intuitive customer interface and simplified screen navigation. Thus Organisational change was inevitable. Key components for organizational change for Omega Chemicals: Communication channel control intelligently routes and manages inbound/outbound voice, fax and e-mail communications Fast access to enterprise applications such as SAP, Siebel, Rail Fleet Management System Access to Intranet/Internet and other internal databases Customer Account and Contact Profiles in Siebel Activity assignment with sales, technical support and Customer Information Group Customer surveys Reporting DESCRIPTION OF THE PROCESS: Brief Assessment: Establishing a Sense of Urgency Examining market and competitive realities Identifying and discussing crises, potential crises, or major opportunities Forming a Powerful Guiding Coalition Assembling a group with enough power to lead the change effort Encouraging the group to work together as a team Creating a Vision Creating a vision to help direct the change effort Developing strategies for achieving that vision Communicating the Vision Using every vehicle possible to communicate the new vision and strategies Teaching new behaviors by the example of the guiding coalition Empowering Others to Act on the Vision Getting rid of obstacles to change Changing systems or structures that seriously undermine the vision Encouraging risk taking and nontraditional ideas, activities and actions Planning for and Creating Short-Term Wins Planning for visible performance improvements Creating those improvements Recognizing and rewarding employees involved in the improvements Consolidating Improvements and Producing Still More Change Using increased credibility to change systems, structures, and policies that dont fit the vision Hiring, promoting, and development employees who can implement the vision Reinvigorating the process with new projects, themes, and change agents Institutionalizing New Approaches Articulating the connections between the new behaviors and corporate success Developing the means to ensure leadership development and succession Our analysis finds out that there are specifically the seven aspects of an organization readiness for change. Organisation Change Process should analyse all these aspects strategically: 1. PERCEPTION TOWARD CHANGE EFFORTS Employees perception toward change efforts that take place within the company Omega is an important aspect of change readiness. Moreover, employees perceptions of the organizations readiness for change have been identified as one important factor in understanding sources of resistance to large-scale change (Eby, et al., 2000). These perceptions can facilitate or undermine the effectiveness of a change intervention (Armenakis, et al., 1993; Lewin, 1951). Employees as the target of change are central to the success of the change efforts because their attitudes, skills, motivations and basic knowledge form a significant component of the organizational environment in which change is to be attempted (Smith, 2005). Perception influences employees attitudes and behavior intention in facing the impending change. Past experiences, on the other hand, influence perception process in interpreting information that pass through individual cognitive process. Employees perceptions toward the success of previous change efforts also influence change readiness. Information related to change will be associated with the individuals past experiences by giving particular attribute toward the initiated change. Individuals have preconceived notions about the extent to which the organization is ready for change. These perceptions are likely to evolve over time as individuals develop a history within the organization (Eby, et al., 2000). McDonald and Siegal (1993), Iacovini (1993), and McManus, et al. (1995) suggested that employees attitudes toward a pending change can impact morale, productivity and turnover intentions (Eby, et al., 2000). Moreover, employees perception toward companys flexibility in facing change is also crucial. Employees perceptions of the organizations ability to accommodate changing situations by altering policies and procedures was strongly related to perceived readiness for change (Eby, et al., 2000). Employees perceptions of the degree to which their organization has the flexibility to achieve change, and the extent to which they can actively and genuinely participate in the process, are important factors in achieving successful change (Smith, 2005). Thus first step that Omega Chemicals need to take is to analyse and let their employees know the need for the organizational change to the company and their betterment by the organizational change strategies. Management need to let them know that overall benefit of this change management or organizational change will lead to organizational betterment and in turn their growth and betterment. Here Omega Chemicals needs to be very careful as it has been observed in past that employees believe that if there are organizational changes these would not benefit them, else these would be designed to get more work from them or to reduce their numbers in terms of employees size and strength. Thus Management need to draft these strategy very tactically that they can influence the employees and there betterment with these changes. 2. VISION FOR CHANGE A vision states and clarifies the direction in which an organization needs to move. Without a sensible vision, a transformation effort can easily dissolve into a list of confusion and incompatible project and can take the organization in the wrong direction or nowhere at all (Kotter, 1995). Therefore, employees understanding and comprehension toward companys vision and changes vision is very vital. Kotter (1995) also suggested the importance of creating a vision of what the change is about, tell people why the change is needed and how it will be achieved (Smith, 2005). Martin (1993) as well as Terry (2001) pointed out that a vision is an important part of a change process but leaders of organizations need to be aware that a vision should only give a direction to employees (Stadtlander, 2006). People within an organization have to have the same aspiration toward the imminent change. Strebel (1996) noticed that many change efforts fail because executives and employees see change differently. For example, for many leaders, change means opportunity both for the business and for themselves. But for many employees, change is seen as disruptive and intrusive (Stadtlander, 2006). Through active, ongoing and meaningful involvement in the change process people can be helped to see the connections between their personal work and attitudes and overall organizational performance and employees can be encouraged to embrace personal responsibility for achieving change (Smith, 2005). Personal valence, which clarifies the intrinsic and extrinsic benefits of the changes, can help develop momentum for change. Specifically, when employees see how the change will benefit them, they will begin to seek out ways to improve the transition (Bernerth, 2004). However Management Team must have answers for the query or questions raised by the employees. Therefore they should analyse under mentioned points with respect to Omega Chemicals: Operational indicators Practitioners must be able to: 1 Identify the influence of the political, social and economic environment on the organisation and change as a reactive or proactive response. 2 Undertake diagnosis of the influence of such events and processes as mergers, acquisitions, strategic alliances, downsizing, delayering. Knowledge indicators Practitioners must be able to understand, explain and critically evaluate: 1 The implications of globalisation, mergers, take-overs, acquisitions and strategic alliances in the development of organisations as dynamics in the change and transformation processes. Indicative content 1 The emergence of the virtual and network organisation. 2 The influence of concepts such as best value and changing stakeholder requirements. 3 The identification of triggers for change within the organisation. 4 The relationship between change and innovation in organisations. Change Process and Their Implications: Operational indicators Practitioners must be able to: 1 Identify the relevance of the major models of planned change and the different levels of risk they carry, and relate them to different organisational situations. 2 Help to build those processes, routines and systems that ensure transfer of information and understanding from individuals and small groups to the organisation as a whole, to influence strategic decisions and produce the foundations for new capabilities. 3 Judge what will and will not work in the change management context and ensure that the personnel and development role in the change management process is clearly adding value by helping to drive organisational improvements. 4 Make informed choices between large- and small-scale approaches to change management. 5 Assess the level of change required at different epochs in the organisations life cycle; issues of style and speed of change. 6 Analyse the elements for successful change at each stage of the process. Knowledge indicators Practitioners must be able to understand, explain and critically evaluate: 1 Different levels and types of the strategic change process: †¢ from ‘light touch to radical, transactional to transformational, continuous to discontinuous †¢ and the ways each level and type of change is likely to have different effects on people and organisational performance. 2 The ways organisation members understand, identify and use different triggers of change and transformation, both internal and external. 3 Processes for the evaluation of success, failure and risk in the change process, recognising the implications of success or failure for future change processes in the organisation. 4 Strategies and techniques for the successful implementation of the change management effort project management, participation and process management. Indicative content 1 The dynamics of change and: †¢ the strengths and limitations of Lewins fundamental change model †¢ the assumptions that underlie different approaches to change. 2 The strengths and weaknesses of the planned change approach. 3 The distinctions between emergent, planned and discontinuous approaches to change. 4 The role of the senior management group and the chief executive officer in the change process. 5 The scope of managerial decision-making in relation to change, transition and transformation. 6 Issues of ‘top down and ‘bottom-up change and reconciling them both. 7 Risk assessment/management in change and transformation situations. 8 Processes that mature, successful organisations can use most effectively in the change processes. 9 The critical significance of diagnosis to identify the need for, and the processes of, change, transition and transformation. 3. MUTUAL TRUST AND RESPECT Individual and organizational readiness and capacity for change needs to be based on a sound foundation of mutual trust and respect. It is important that a sufficient amount of trust is established to allow staff members to openly express dissenting views and compromise democratically. According to Cummings and Huse (1989), for change efforts to be successful, employees must trust not only the management, but also their co-workers (Eby, et al., 2000). Mutual respect and trust are the important foundations for an effective work team. Sundstrom, et al. (1990) revealed that organizations are increasingly implementing work teams for many different reasons; to better meet customer needs, to increase innovation, and to improve organizational productivity (Eby, et Al., 2000). He, and also Goodman, et al. (1988) found evidence that work teams can enhance a variety of important organizational outcomes under appropriate conditions. While Goodman, etal. (1988), as well as Cohen and Bailey (1997) found outcomes associated with the use of work teams include more favorable employee attitudes and other quality of work life indicators, as well as enhanced productivity and overall organizational effectiveness (Eby, et al., 2000). 4. CHANGE INITIATIVE Organizations are continually confronted with the need to implement changes in strategy, structure, process, and culture (Armenakis, et al., 1993). This is because the world has grown increasingly complex, resulting from the greater interdependence among world economies. At the same time, the world has become increasingly dynamic, resulting from the information explosion and worldwide communications (Zeffane, 1996). Without undertaking change, organization will lose its ability to compete. Without introducing adequate change in a timely and ethical manner, organizations will face difficult times and significantly reduce their chances of long-term survival (Christian and Stadtlander, 2006). Most successful change effort begin when some individuals or some groups start to look at the companys competitive situation, market position, technological trends, and financial performance. They then try to communicate their findings, especially those that are related to crisis, potential crisis, or great opportunity that may arise This first step is essential because just getting a transformational started requires the cooperation of many individuals (Kotter, 1995). All members of the organization should have the privilege to propose or initiate necessary change. But at the end it is the organizations leader who has to decide or initiate the necessary changes. Organization leaders become leaders because of their planning skills and their abilities to envisage and communicate a better future (Zeffane, 1996). However, people in the organization must be given the opportunity to be involved in all aspects of the change project and they must be given the opportunity to provide feedback (Waddel and Sohal, 1998). It is people who make up organizations and it is they who are the real source of, and vehicle for, change. They are the ones who will either embrace or resist change. Actually, people do not resist change per se, rather they resist the uncertainties and the potential outcomes that change can cause (Waddel and Sohal, 1998). If Organizational change is to take hold and succeed then organizations and the people who work in them must be readied for such transformation (Smith, 2005). 5. MANAGEMENT SUPPORT Management support for change efforts is an essential factor in creating change readiness. Armenakis, et al. (1993) revealed that the degree to which organizational policies and practices are supportive of change may also be important in understanding how an employee perceives the organizations readiness for change (Eby, et al., 2000). This, according to Beckhardt and Harris (1987), and also Schneider, et al. (1992), in Eby et al. (2000), may include flexible policies and procedures, and logistics and systems support (for example, quality equipment, monetary resources). In addition, Armenakis, et al. (1993), as well as McManus, et al. (1995) also found that the level of trust in management may foster perceptions that the organization can withstand rapid organizational change (Eby et al., 2000). Supports for change should be reflected in an effective change leadership. An effective leadership involves monitoring change, making the necessary mid-course corrections, and knowing when to initiate a new vision. Leading and managing strategic change requires that leaders have the capacity to learn from and adapt to change. In that process, organization learning is fostered in an environment of openness and mutual trust that allows people to embrace change and experiment without feeling threatened (Zeffane, 1996). One form of management support toward organizations change effort can be reflected by forming a special team. The team is responsible to conduct analysis toward influencing internal and external conditions, plan change process in more detail, identify possible risks and anticipated actions, and to control implementation including progress evaluation and conduct adjustment toward real situation. Management support can also be reflected from how change is accommodated by management through realignment of performance evaluation and employee compensation with change initiative program. Change demands sacrifice from employee. During change process, employee will feel uncomfortable with the new surrounding. Thus, sacrifice, participation and commitment from members of organizations have to be rewarded through performance evaluation and compensation. Management action toward any obstacle in dealing with change process reflects the extent of management support. Confidence that management has taken optimal steps to face any obstacle reflects the change readiness level. 6. ACCEPTANCE Change should be able to improve the organizations overall performance. However, for many employees, change can create feelings of uneasiness and tension, and as the change begins to take shape, organizational members may feel a sense of uncertainty and confusion (Bernerth, 2004). Because organizational change typically impacts how work is accomplished, an employees reaction to the specific type of pending change may also be important (Eby, et al., 2000). Employees are willing to accept change if they are convinced that the change is beneficial for them. However, many employees do not realize the benefit and advantage of change. They are only concern about the immediate result. On the other hand, the benefit of most change can be enjoyed over a period of time. Developing understanding of the nature of and reasons for change in the early stages can provide a sound base for subsequent changes and a greater willingness to take risks and extend beyond current boundaries (Smith, 2005). A well planned change would not be accomplished without the support of capable and committed change agent. Beckard and Harris (1987) argued that reshaping capabilities involves the knowledge, skills, and abilities of the organization as a whole to carry out the necessary requirements for successful change implementation (Jones, et al., 2005). Turner and Crawford (1998) discussed organizational capabilities needed for change. They proposed a taxonomy consisting of engagement, development, and performance management capabilities. Engagement is based on informing and involving organizational members in an attempt to encourage a sense of motivation and commitment to the goals and objectives of the organization. Development involves developing all resources and systems needed to achieve the organizations future directions. Proactively managing the factors that drive the organizations performance to ensure it consistently and effectively achieves the intended change is the capability Turne r and Crawford label performance management (Jones, et al., 2005). Changes always involve risks. Change involves moving from a known state to an unknown one, of ending the way things are done and doing things in new ways, of letting go. Thus, to reduce this risk, change readiness is mandatory. A failure to assess organizational and individual change readiness may result in managers spending significant time and energy dealing with resistance to change. An investment in developing change readiness can achieve a double benefit. Positive energy goes into creating preparedness for the changes and, in turn, there can be a significant reduction in the need for management of resistance once organizational revival is underway (Smith, 2005). 7. MANAGING CHANGE TRANSFORMATION PROCESS Following are the few vital steps which Omega Chemicals need to take for Organisational Change: Step 1 Getting organised Have a strong policy Make senior-level managers accountable Have a clear change-management procedure Communicate and include everyone Review and challenge The organisation should have a clear policy for management of organisational change. This should set out principles, commitments and accountabilities in relation to impact on health, safety and the environment. Ideally the policy should commit to proportionate consideration of all organizational changes, large and small; as even those not at first connected to safety need to be given consideration to confirm whether or not they may have indirect impacts on safety. Commitment and resources Although the motivation for the change may be commercial, and not obviously connected with safety, major accident prevention must be regarded as core business, not a side issue. Senior management need to demonstrate a clear commitment to safety by their actions, from the outset. There should be a distinct safety focus within overall change processes, with positive objectives. Make a senior, highly influential manager the sponsor or champion for this. They should ensure the safety aspects of the change receive an appropriate level of resource and attention. The effort and resource put in must be proportionate to: the complexity of the change; the scale of the hazards concerned; and the degree to which the change may impact on the management of major hazards. This can be by categorising of changes, with greater importance and a higher level of management approval for more safety-significant categories. Clear systems Organisational change should be planned in a thorough, systematic, and realistic way. You should follow a documented and structured procedure for each element of organisational change management. This is similar to the processes for managing plant change. The following should be clear: _ Identify the processes or activities that are to be carried out (to ensure that risks arising from the change are identified, assessed and reduced to as low as is reasonably practicable). _ Set out the protocols to be followed. _ Who is accountable and who is responsible for these activities? Getting organised checklist Dont make too many simultaneous changes, resulting in inadequate attention to some or all. Dont delay or defer safety issues c

a building that I love Essay -- Free Essay Writer

My family lives in a detached house located in a cosy suburban neighbourhood in Vantaa. The building stands on a modest hill surrounded by mostly detached, but also by semi-detached and terraced houses. The altitude provides us with a magnificent view over a nearby valley and makes our own house look massive and very impressive indeed – almost monumental. We have a spacious garden and a private driveway. Judging by these facts you might think that our home is just another catalogue house of a fairly wealthy middleclass family. The building has, however, gone through various, more or less painful phases before eventually reaching its current unconventional structure. The house was originally a wooden cottage with no modern facilities whatsoever and a muddy yard serving as a paddock for pigs and sheep. My parents were looking for a suitable detached house to buy, saw this tiny cottage and fell in love with it instantly. Whatever possessed them, I do not know. Perhaps they were amazed by the fact that such idyllic smallholdings (or more accurately horrible dumps) could actually be found in a mere 25km radius from the centre of Helsinki. My own theory is that both of them, in some strangely twisted way, saw the cottage as a challenging and interesting adventure instead of a livelong working camp which it ultimately turned out to be. This was fifteen years ago and we are still renovating. My parents decided to expand the cottage by building a separate house next to it. Being a ...

Twilight commentary

I have written a film review on the movie; Twilight. The reason for this was due to enjoying writing a piece that had this particular genre. This piece is aimed at mature young women from the age of 16, due to the language I have used, they would find this interesting. The primary purpose of my writing is to inform and the secondary purpose is to Entertain. Grammar in comparison for my model text to my film review is very significant. Word classes were frequent throughout. Abstract nouns were used such as ‘love'. Prepositions ‘the award winning' and determiners are also used, ‘her new life in forks'. The sentence structure mainly used complex sentences throughout; due to having a mature audience. The film review also affects lexis; the text is very high in formality and is in the third person. The semantic field of my film review is love and vampires. There are similarities in the model text and differences, due to the audience being more interested in my film review. I have changed the discourse by having a different genre, mine is a romantic fantasy and my model text is a horror-fantasy. I also spoke about the director, as well as going into detail about the two main characters instead of just about the movie. Things alike to my model text ‘Watchmen' were, starting the text with alliteration, ‘the time' the model text had ‘travelling towards'. Both talk about the genre of the movie. The atmosphere is described in both as well. Paragraphs are all fairly concise and both talk about the movie and novel adaptations. Graphology is very important. It was very alike to the model text. There was a main picture. This was very large; it gave readers information about the movie. Symbolism was used to show who owned the review. This was colourful and attractive. Typography was placed upon the picture to give the readers' information about the rating. Bold writing was included, making sure that the readers knew what the picture showed, it was also used for showing important information. A graph on the predictions expected for the audiences' reactions was used, as well as small adverts for other movies. There is a semantic field of romance within the review. Collocation is used, as is synonyms ‘from beneath' instead of under; this is to show the texts formality. Antonyms ‘popular, successful', figurative language aswell ‘almost as if time has stopped' and connotations ‘untouchable' (vampires) are all used. Pragmatics affects a few aspects, such as the sub-text, ‘introduces mythological creatures into our lives' which means there are more than one way a reader could take this and they will feel more intrigued. Shared understanding-I am using words that suggest that the reader would know what I am talking about. There is alliteration within my text. A serious tone with some humour is used; the text is reflective to my theme of romance. There is a great depth of the characters and of the film itself.

Employee Retention Techniques Essays

Employee Retention Techniques Essays Employee Retention Techniques Paper Employee Retention Techniques Paper The project work titled, â€Å"A Study on Employee Retention Techniques among employes in Salem District Milk Producers Union Limited†. The main objective of this study is to evaluate the employee turnover level of the company. Employee is not an economic factor but a total personality having his own feelings and a sense of responsibilities towards his family, the industry and the nation. The worker has a vital role in increasing productivity and management has to create conditions in which worker can make their maximum contribution towards the objectives of fulfilling the essential needs of the community. One of the most significant factors determining the productivity and advancement of industries lies in the efficiency and experience of workers. The employee turnover level will be high means it is difficult to retain them. So the organization is to identify the factors and find out way to retain them. The secondary objective of the study is to analyze the problems and difficulties faced by the HR managers in retaining and motivating the key employees in the organization. The research methodology is a systematic way to solve the research problem. The descriptive research design is used in this project. The major purpose of descriptive research is description of the state of affairs as it exists at present. The type of sampling used for the study is simple random sampling. The research was conducted in salem district milk producers union ltd. The sample size of this study is 100. Questionnaire is used to collect the data. There are two type of questions used in this study. First is open ended questions and second one is multiple choice questions. After the collection of data, analysis and interpretation has been done by using statistical tools such as simple percentage, chi test. Findings of the study is reveals that the company is first satisfied internal customers so it is suggested that the company is provided the better compensation. 2 1. 2. Statement of the problem Employees are incomparable resources and cannot be substituted by other factors of production. The employee turnover level will be high means it is difficult to retain them. So the organization is to identify the factors and find out way to retain them. Hence, the causes of this must be investigated and effective retention strategies must be done and implemented in order to better understand these circumstances 3 1. 3. Scope of the study This study tries to understand the meaning of retention and the study is only related to employee retention techniques and unrelated to all other HR concepts, the survey is not conducted all over industry and only in Salem District Milk Producers Union Ltd. to employees and executive level. This study aims to know the reasons for employees leaving the jobs and come out with findings and suggestions which will help the HR managers to retain their skilled employees. 4 1. 4. Objectives of the study PRIMARY OBJECTIVE: To identify the labour turnover of the Salem District Milk Producers Union Limited.. SECONDARY OBJECTIVE: To find out how to reta in the employees through motivation techniques in Salem District Milk Producers Union ltd. To analyze the problems and difficulties faced by the HR managers in retaining and motivating the key employees in the organization. To offer suitable suggestions to improve the labour turnover level of. Salem District Milk Producers Union ltd 5 1. 5. Limitations of the study * It was difficult to meet all the respondents in the unit due to shift constraints. * The respondents were reluctant to answer due to their busy schedule. * This study is restricted to Salem District Milk Producers Union Ltd. 6 1. 6 CHAPTERIZATION: Chapter – I The first chapter deals with the introduction of the concept of Empolyee retention Chapter- II The second chapter deals with the concept and review of related literature. Chapter-III The third chapter deals with the research methodology that contain the research design, sampling detail, data collection details, tools which is used in the study. Chapter-IV The fourth chapter deals with the analysis and interpretation of data. Chapter-V The fifth chapter highlights the findings, suggestions, recommendation and conclusion. CHAPTER – II CONCEPTS AND REVIEW 7 CHAPTER II Concept and review of literature 2. 1. Concept of employee retention techniques Retention will be a challenge, according to a recent study. Retention requires a competitive salary and great benefits. However, retention of your best requires a whole lot more. Employee involvement, recognition, advancement, development and pay based on performance just get you started in your quest to retain your best. An employee retention program boosts the bottom line and improves customer Satisfaction. Employers know only too well the tightening effect that continued growth has had on the labor market. Human resources publications constantly are regaling employers with tales of employers competing for scarce employees using techniques like allowing employees to bring their pets to work or hosting job fairs for convicts. Losing key employees is more than an inconvenience. Employee retention problems cost your organization money and time when you have to find and train replacements. In addition, a low employee retention rate drags down employee morale, hampers long-range planning and negatively impacts customer opinion. If a company cant keep its best employees, then it gains a reputation as a bad place to work and a company others dont want to do business with. Business owners need to put an employee retention plan in place to keep and recruit top employees. Although money plays a part in retention of employees, you might be surprised to learn that its not the most important factor in employee retention. 1. Clear communication of job requirements and performance expectations. 2. Efficient use of your employees skills and talents. 3. Appropriate training and supervision. 4. Opportunities for employees to learn new skills and advance in the company. 5. Consistent rewards and recognition for employee performance. 8 A few methods to reduce labor turnover are as follows: 1. Improve factory –working conditions 2. Handle workers grievances faithfully. 3. Don’t abuse or fire workers for petty matters. 4. Try to minimize fluctuations in the work. 5. Give appropriate wages and incentives to the workers. 6. Take care of employees’ health and welfare. 7. Adopt safety and good house keeping practices. 8. Motivate the employees and try to light up their morale. 9. Be impartial in the matters of promotion and Transfers. 2. 1. 1 EMPLOYEE RETENTION MEANING: Employee retention involves taking measures to encourage employees to remain in the organization for the maximum period of time. Corporate is facing a lot problem in employee retention these days. Hiring knowledgeable people for the job is essential for an employer. But retention is even more important than hiring. There is no dearth of opportunities for talented person. There are many organizations which are looking for such employees. If a person is not satisfied by the job he’s doing, he may switch over to some other more suitable job. In today’s environment it becomes very important for organizations to retain their employee. 2. 1. 2 DEFINITION: Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project. Employee retention is beneficial for the organization as well as the employee. 9 2. 2. REVIEW OF RELATED LITERATURE Khatri, Budhwar and Fern. (2001) indicated that there is dearth of research studies examining employee turnover in Asian and developing countries contexts where this problem has given sleepless nights to HR managers and they put emphasis on the need to carry out research in Asian countries contexts. They further reported that there are very few research studies examining the issue of turnover in Asian context and such investigations have used a limited number of variables with small samples, thus this raises concerns of model specification and generalization. In a more recent article Baruch Budhwar (2006) repeated the call to widen perspectives of turnover research beyond the boundaries of western cultures. Khawaja et al. (2005) used descriptive qualitative research design based on 45 Interviews from registered nurses in Tertiary Care University Hospital, Pakistan Concluded that under-stressed, frustrated and demoralized nurses leave. They further point out that turnover problem is common in all parts of the world including developing countries; however, it has not been examined in Pakistan’s context. A study conducted by Khawaja and Nansey (1999) indicated that nursing turnover from1996 to 1999 has remained above 30%. 10 2. 3 COMPANY PROFILE The Salem District Co-operative Milk Producers Union Limited is a replica of the District Milk Union in Gujarat state based on the famed â€Å"AMUL† system. The Salem Milk Union is, therefore sandwiched in the middle of the 3-tier system popularly know as the â€Å"ANAND† District level and the primary Cooperative societies at the village level. The Salem District Milk Union was registered on 10. 07. 1978 and started functioning on 07. 10. 1978 . Its Area of operation is the entire Salem. District . Milk is now supplied from 1101 primary Milk Co-operative societies to the feeder-balancing Dairy directly and through the chilling centers of Attur,Namakkal and P. Velur cattle feed in being manufactured at the cattle feed plant at Salem the entire project has been funded by the National Dairy Development Board. ’ANAND† through the GOVT of Tamil nadu and the Co-operative Milk producer Federation. Milk is supplied of the feeder balancing Dairy either directly from nearly societies within a radium of approximate 1101 745 primary Milk Co-operative through 93 milk collection routes including B. M. C. These routes are pleased by hired milk trucks twice a day. Milk is received and processed at the feeder at the feeder balancing Dairy to ensure a year round marked for milk producer. When the milk reached the Union, the milk is processed through three plants. These three plants heat the milk between 72 C so those unwanted germs are killed. Then from the processed milk the Standardized milk is 3 lakh litres per day surplus milk produced during the flush season is converted to power for reconstitution during the lean season to ensure a year round available to the concept of feeder balancing dairy. 11 Milk also supplied to other district unions their times of necessary form this union besides to the supply to the TamilNadu Milk Producers Federation for Metro consumption. The Union’s major products are Standardized Butter,Ghee and Skim Miik Powder. The excess at from mik after standardized is converted to butter and ghee. The union has a 10-ton and a 30-tan power plant for production of milk powder. Besides skim powder, butter and ghee the union also manufactures popular products like palkhoa, flavoured milk, masala butter milk and ice cream for local consumer. These products have found a regular market locally. Milk powder, butter and ghee form this union is of the highest quality is in good demand in the up-country markets.