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. Change of any sort evokes the need for innovation, creativity, learning and culture change, all of which lie legitimately within the sphere of interest of personnel and development. Professionals working in personnel and development can be central actors in the management of change in such matters as people resourcing, learning and development, reward structures and the development of new sorts of employee relations all in a strategic context. Personnel and development professionals at a senior level need to demonstrate the contribution they can make in helping people in the organisation to: †¢ Recognise and interpret the relationship between organisational vision, capability and the internal and external environments †¢ Mobilise processes that enable change processes at the appropriate level for the requirements of the organisation. 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.

Fredrick Engels Economics

Fredrick Engels Economics Fredrick Engels tried to understand society at a time when Europe was embracing capitalism. The period was characterized by industrial development and private ownership of property. Modern technology contributed to modernization of production.Advertising We will write a custom essay sample on Fredrick Engels: Economics specifically for you for only $16.05 $11/page Learn More The society had to change from previous modes such as feudalism to capitalism. Many scholars gave their views as regards to economic organization. Engels had his own views that were purely socialist in nature. According to Engels, resources should be controlled by society not individuals. In society, the owners of the means of production own everything whereas the proletariat owns nothing. The workers produce goods that they do not consume mainly because of high prices. Goods and services are extremely expensive for the working class since they are paid little. Pauperization finds its wa y to society because people cannot meet their needs. Political leaders take advantage of the prevailing conditions to buy votes from workers. Workers have nothing to offer in society apart from cheap labor (Engels 87). This paper analyzes how Engels viewed society and how he wanted the society to be. The paper addresses four major issues that are of concern to the working class. These include exploitation, alienation, subjugation and domination. Engels observed that economic organization was the central aspect of society. This means that the means of production such as tools, raw materials and skills are very important as compared to other values. Economics controls all forms of human life including social, political and cultural life. He referred to economics as the base meaning the foundation upon which other structures are developed. The superstructure such as ideas, culture, politics, education system and religion is controlled by economics. The rich persons use their wealth to acquire education and political power. Workers are perpetually pushed to the periphery if not subjugated. Workers exist only at the mercy of the ruling class.Advertising Looking for essay on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More In other words, life is completely dependent on production and distribution of goods. Engels focuses more on materialistic interpretation of human history. He criticizes the existing social arrangement that is based on material resources. He correctly observes that the central institution of capitalistic society is private ownership of property. It is true that societal resources are controlled by the few in the capitalistic society. Goods are produced for the market not for domestic or communal consumption. Therefore, the major aim of the owners of the means of production is profit maximization. In this regard, they use all available means to accumulate resources. Engels observed that the owners of the means of production bribe voters to acquire state power. State machinery is employed to suppress any efforts of liberation. Police officers are used to prevent workers from exercising their democratic right of demonstration. The labor unions are influenced by labor ministries to accept biased labor laws. The learned members of society and religious leaders are also influenced by bourgeoisies to pacify the population. Intellectuals rationalize, legitimize and justify the existing social order, which is distorted in real sense. Religious leaders quote some specific verses of holy books to prove to the proletariat that everything is okay. Verses such as ‘be contended with your lot’ encourage the working class to work hard. Societal institutions such as the media are also objects that exist to serve the interests of the bourgeoisies (Engels 97). The owners of the means of production use the media to spread their ideology and propaganda. Furthermore, t he media is used to market products that only benefit the bourgeoisie. Engels used the idea of dialectics to show how change would occur. Change would occur in form of a revolution. The existing social order, which he terms as thesis will generate its anti-thesis. From the struggle, a qualitative and a more appealing social order would emerge called synthesis.Advertising We will write a custom essay sample on Fredrick Engels: Economics specifically for you for only $16.05 $11/page Learn More Engels perceived the synthesis as being people oriented. The state would be forced to serve the interests of the majority. This is what other scholars refer to as social democracy or socialism. Resources would be distributed equality among members of society. However, he cautions that the bourgeoisie will not sit back and watch the proletariat take over state power. The owners of the means of production would use all available resources and techniques to maintain status quo. Through this, many will lose their lives. According to Engels, nothing would overthrow the rule of minority other than a revolution. Some workers will be bribed to betray their fellow proletariat but workers will identify such tricks and move on with their plans. Engels continues to give his views by noting that profits would fall among capitalists mainly because of competition. At the same time, workers would gain consciousness and demand for their labor rights. Capitalists will resort to using technology because it is easy to control. Workers would then wage a war due to unemployment and hard economic life. This is how a socialist revolution will take place. In other words, Engels appreciates the relationship between the worker and the bourgeoisie. It is a complex relationship (Engels 101). Workers need employment whereas the bourgeoisie needs labor. In conclusion, workers cannot exist without the presence of the bourgeoisie. The employers try to eliminate workers from the p roduction process by resorting technology. Domination, exploitation, alienation and subjugation have reached climax in the 21st century. Each company produces goods for the market. Workers are expected to work like machines implying that Engels postulations are accurate. There is no time for leisure and social recreation in the modern world. The worker is only given some time to carry out animal related activities such as eating, sleeping and procreating.Advertising Looking for essay on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More Engels, Fredrick. Condition of the Working Class in England. London: Penguin Classics, 1987.

Leading a Multicultural Team through a Change Process Essay

Leading a Multicultural Team through a Change Process - Essay Example The company – The firm has invested millions of dollars in the development of the project. Even though information regarding the amount of money the firm has invested is not available to me right now I can assume the firm spent millions of dollars developing this drug due to the fact that the average cost of creating a new drug is approximately $862 million (Adams & Brantner, 2006). Shareholders – Successful completion of the project will positively impact the price of the common stocks of the company. If the project fails the money spend on the project will become a sunk cost. A sunk cost is a cost that cannot be changed by any present or future decision (Weygandt, Kieso, & Kimmel, 2002). If the project becomes a sunk cost the firm will lose its entire investment which will have the effect of deteriorating the price of the common stocks of the company. Diabetes patients – Diabetes is a serious disease that affects 230 million people worldwide (Medicalnewstoday, 2006). This new drug will improve the quality of living of these patients. John - a 43-year-old African American, man, born in Bowie, Maryland Julie - a 51-year-old Chinese-American woman, born in the District of Columbia Jinsoo - a 27-year-old South Korean man who immigrated from Seoul Tom - a 63-year-old white American, born in Los Angeles, California, who recently moved to Maryland Darius - a 32-year-old Iranian man whose parents brought him to the United States when he was six years old Harpreet - a 30-year-old Indian woman who immigrated 10 years ago ... d to Maryland Darius - a 32-year-old Iranian man whose parents brought him to the United States when he was six years old Harpreet - a 30-year-old Indian woman who immigrated 10 years ago Issues The work team faces a variety of issues that are affecting its performance. For starters the team is very mad that its former leader was fired. They do not know that their leader was fired due to the unethical action of taking bribes from vendors. During the early stages of my tenure with the team I have to accept that there is going to be resistance to change from the team. Resistance to change is a very bad occurrence because it slows down the innovation process. Another problem with the team is a lack of teamwork. The team is also suffering from cultural conflict. It seems as if the personal agenda of each member has become more important than the project itself. Darius and Tom have been in conflict over how to approach the design of a critical piece of the product. There is low morale amo ng some of the team members. John and Julie are so disillusioned that they are job hunting. Losing these two members is not an option for the company since they hold key technical skills that are needed to successfully complete the project. The productivity of Jinsoo has decrease due to the conflict that exists among the team members. Tom, the oldest team member, believes he is been discriminated due to his advance age. Another issue is that Darious and Harpreet were added to the team just three months ago. Their entrance completely changed the composition of the team. Currently the newly formed group is in the storming stage of group development. The storming stage is a period of high emotionality and tension among group members (Schermerhorn, Hunt, & Osborn, 2003). A final issue that the

How Critical and Cultural perspectives influenced a specific Music Essay

How Critical and Cultural perspectives influenced a specific Music artistgenre of the 1960's - Essay Example Ray Charles was enrolled at the Saint Augustine School for the Blind in Florida, where he learnt Braille. He also learnt to play the piano and clarinet/saxophone. He had to rely heavily on his excellent memory for music as he did not have the advantage of sight. Ray Charles also had a gift of perfect pitch, which greatly aided his musicianship. At only 15, he lost his mother and after two years, his father also passed on. His suffering inspired him to greater heights. He graduated from St. Augustine School an started traveling with country music road bands. This enriched his quality of music when he later added western music to his repertoire. He also toured with rhythm and blues bands as an instrumentalist. Among the instruments he played are the piano, clarinet and saxophone. He also an arranger and composer. His early influences as a singer were: blues singers, Guitar Slim and Parcy Mayfield. Lloyd Glenn influenced his piano. Eventually, it was his mixed styles, his voice texture and his versatile falsetto range and his emotional appeal that combined to bring out a unique vocal artistry. (UXL Encyclopedia of World Biography, 2003) In the late 2005, John Burk, Concord Records A & R chief and producer of Ray Charles Grammy Award wining blockbuster album "Genius Lovers Company" came upon some tapes recorded in the 70s, apparently concert tapes. The tapes were made by the legendary impresario producer Norman Granz. (All About Jazz, 2006). Though the tapes recovered were not the greatest quality, the music was recorded to produce a beautiful, authentic and irreplaceable work of music. His music from the 60s combines with the latest technology to bring about yet another astounding performance from Ray Charles. Whatever beauty the technology in the 60s couldn't capture, the new technology has been able to capture and in the process, still manage to show the uniqueness of Ray Charles' genius. Ray Charles once said that in music, there's only either good or bad music. That also, in music you just can't escape when something is good (Ray Charles Biography 2004). Ray Charles set the aesthetic standards for more than 50 years across the board; Blues, R&B, Country. He has inspired many in the music industry as no other can. Indeed he has fans even out of the entertainment industry inspired by him. In an answer to those who thought that his being influenced by both secular and gospel music was sacrilegious, Ray said that one could not run away from themselves. He was brought up in the church, but at the same time, he would listen to secular music from jukeboxes. It was this open mindedness in music that led him to pioneer a new style in music hence opening the door for many young performers to follow. He has inspired many new stars in the music industry who admired his talent and independent spirit. Growing up in the south in the 50s and 60s where racism was deeply rooted, Ray fought racism and against its divisions. Once he was booked to perform in a concert. He had no idea it was going to be segregated. The white members of the audience were downstairs while the black fans sat upstairs. He told the music promoter he didn't mind performing, as long the black people sat downstairs, closer to him. (Ray Charles: A giant of American Music 2004). In his efforts against