The process of preparing and delivering our team’s presentation

Dynamic In any authoritative or institutional setting, cooperation is generally instrumental in meeting departmental or hierarchical goals. Indeed, even with the advantages that are related with gatherings or cooperation, there are a few difficulties that may ruin accomplishment of the set goals. This paper presents the procedure that was associated with the arrangement and conveyance of our gathering introduction. It examines the phases of advancement that the gathering experienced, featuring the activities that were embraced at each stage. Concerning bunch inspiration hypothesis, it tends to the methodologies that were utilized during the gathering activity to rouse individuals to contribute towards the activity. It has likewise introduced the abilities that bunch individuals created over the span of the gathering exercise. Presentation This paper gives a review of the procedures associated with the arrangement and conveyance of our group introduction. It relates the gathering work procedure to hypotheses and writing on hierarchical social hypothesis that can be utilized to clarify elements in gathering and cooperation. The primary ideas to be shrouded in this paper incorporate gathering and group improvement, inspiration and learning at work. Gathering improvement is characterized as the phases that gatherings experience, from making of the gathering to achievement of the relegated task (Bonebright, 2010). Inspiration, which is a fundamental determinant of profitability, alludes to the methodologies used to trigger a longing in a person to be increasingly devoted to the achievement of their undertakings (Sachau, 2007). Learning at work, or group learning, is the accomplishment of abilities by people throughout the gathering task (Zellmer-Bruhn and Gibson, 2006).Group and Team DevelopmentThis are the phases through which experience from amassing colleagues to achievement of the set goal. There are various models that can be utilized to portray the procedure or gathering improvement. One of the generally utilized models is Bruce Tuckman’s four-phase model detailed in 1965, which separates the improvement procedure into four phases. These are framing, raging, norming and performing (Egolf and Chester, 2013). Though a few groups experience every one of these phases in bunch advancement, some end at the norming stage, which was additionally the situation with our group. This area relates the improvement of our gathering concerning Tuckman’s four-phase model. As per Bonebright (2010), the framing stage includes making a comprehension of one’s colleagues. It is likewise described by the longing of individual colleagues to be acknowledged as a feature of the bigger gathering (Hill and Parsons, 2014). In our group, this phase of gathering improvement included exercises that could empower us to cooperate and be progressively beneficial. Colleagues invested energy communicating and thinking about one another in order to take out the strain that could keep them from successfully cooperating. This stage likewise included the arrangement of the gathering chief, setting of guidelines and concurring upon the gathering plans. Clashes were negligible at this stage, which can be ascribed to the way that difficulties related with collaboration had not yet emerged. The subsequent stage in bunch improvement is raging. This is where various thoughts or feelings are introduced by bunch individuals for thought (Garfield and Dennis, 2012). It is almost certain for bunch individuals to introduce clashing conclusions, which likewise triggers competition and pressure inside the gathering. Though clashes may be considered as being unfavorable towards accomplishment of the team’s targets, helpful clashes give an opportunity to assemble individuals to choose the fitting cho ices to seek after in tending to the job that needs to be done (Fleishman et al., 2008; De Wit et al., 2012). This is the most basic stage in bunch advancement, and issues must be settled before moving to the following stage (Egolf and Chester, 2013). Alluding to the way toward conveying our team’s introduction, a portion of the contentions that emerged remembered the speculations to fuse for the introduction or the sources to be utilized. For example, I addressed why the gathering head demanded utilizing books as our principle sources, yet peer evaluated diaries that were promptly accessible in the school library database could likewise be utilized to praise books. Other gathering individuals additionally addressed why they couldn't utilize any source they go over on the web. In any case, these contentions were minor and brief. The third stage is of gathering creating is alluded to as norming (Egolf and Chester, 2013). After the contentions have been settled in the raging st age, the adequacy of the group starts to build, trust among colleagues develops and the individual contrasts are valued (Garfield and Dennis, 2012). This was the last phase of improvement for our gathering. For the usefulness of the group, some gathering individuals quit persevering with their thoughts for keeping away from struggle. There was additionally an expanded attachment among individuals, and instead of clashing sentiments that portrayed the raging stage, colleagues indicated support for one another, and gave useful criticism to each others’ commitment to the group. The fourth phase of gathering improvement is alluded to as profitability. As indicated by Egolf and Chester (2013), not all gatherings progress to this stage. Our gathering didn't get to this stage dependent on the way that the undertaking that should have been cultivated was present moment. In synopsis, the advancements that occurred in our gathering, just as the issues that described them, intently iden tify with Tuckman’s four phase model (framing, raging norming and execution). The way that the gathering exercise was present moment implied that the gathering improvement didn't advance to the exhibition stage, however the target of the group was met. Gathering Motivation Inspiration in cooperation fuses all the endeavors that are made by colleagues to build the union and levels of efficiency of the whole group (Wright et al., 2012). Regarding Hertzberg’s double factor hypothesis of inspiration, there is a lot of variables that builds the efficiency of people in achieving their errands. There is likewise another different arrangement of components that cause disappointment and hence, limit singular profitability (Sachau, 2007). This area tends to the methodologies that were utilized to spur bunch individuals. In bunch work, one of the inspiration approaches is through guaranteeing viable correspondence among all individuals inside the gathering (Dunin-Keplicz and Verbrugge, 2011). In bunch work, obligations are separated into littler undertakings and doled out to individuals contingent upon their skill. Given that all these sub-errands contribute towards the accomplishment of the general group objective, it is important for all colleagues to im part about the advancement of their particular assignments. This will stay away from circumstances where a few individuals unconsciously crash, or neglect to finish their assignments inside the settled upon time limits (Lencioni, 2012). During the arrangement and conveyance of our gathering introduction, we guaranteed that correspondence between us was successful. This was finished by mentioning all gathering individuals to give their telephone numbers and email addresses. We likewise followed each other via web-based networking media stages. This guaranteed if there was a breakdown in one correspondence channel, there was consistently another feasible target. When dealing with bunch errands, it is essential to plan standard gatherings in light of the duties of all gathering individuals. This guarantees each gathering part is accessible during the gathering (Dunin-Keplicz and Verbrugge, 2011). Normal gatherings likewise take into account close counsels between bunch individuals on t he off chance that some gathering individuals hit an obstacle in finishing the undertakings that they have been doled out (Lencioni, 2012). The vast majority of the individuals in our group were committed and never skipped gatherings. While there were colleagues who effortlessly dealt with the errands that they had been assigned, there are some who discovered it very testing to achieve their undertakings. We comprehended the way that there are a few people who are faster than others in achieving their alloted errands than others is normal. In this way, rather than criticizing them, we took to the activity to guarantee that bunch individuals who had a test in finishing their assignments were helped to finish them. Inspiration in collaboration likewise involves causing everyone to feel like they important individuals (Hill and Parsons, 2014). For example, if a choice is to be made about an undertaking, the assessments of all gathering individuals must be thought of. This energizes val uable discussions, which are indispensable for balanced dynamic. The gathering members’ inspiration to convey might be unfavorably influenced if significant choices are just made by a segment of the group, which may likewise prompt oblivious compliance. Oblivious conformity is a typical wonder in collaboration where the dread of contentions, or want for bunch similarity and amicability, makes other gathering individuals concur with choices made by others. This is whether or not they are reasonable or not (De Wit et al., 2012). During our gathering work, all individuals were permitted to effectively take part in conversations and each conclusion introduced was tuned in to. Despite the fact that it was unrealistic to execute join all members’ suppositions in dynamic, reasons why a few conclusions were considered over others was likewise unmistakably disclosed to all gathering individuals. Our group was socially differing, and included individuals from the two sexual orie ntations. Along these lines, assignments were disseminated in light of this assorted variety. Various methodologies were utilized to persuade bunch individuals. In any case, even with the endeavors that were made to enhance the efficiency of each gathering part, there were a few people who neglected to go to assemble gatherings without valid justifications. Notwithstanding these downsides, the remainder of the group worked determinedly to the fulfillment of the task. Learning at Work Learnin

Operation Strategy(Dell, Amazon.Com & Ibm) Essay

Question: Discuss activities procedures of three organizations. Answer: Operational Strategy: Amazon.com Presentation: Amazon.com has become the biggest client benevolent online retailer and gives a single tick buy office to its wide scope of items including books, music, toys, blessings, gadgets and so on. For 2011 Amazon’s net deals recorded the estimation of $48077 million to win total compensation of $631 million (Annual Report, 2011). At present, Amazon is serving in excess of 137 million of its clients with its 56200 workers everywhere throughout the world. Additionally, International traffic likewise positions Amazon at sixteenth position. In any case, Amazon accomplished this achievement through sending its three overlay technique of boundless stock, client accommodation and low cost. The reason for current investigation is likewise to investigate that how Amazon accomplished its target by utilizing its computerized channel. 1. Mass Customization: Primary contrast between a physical retailer and Amazon is its online tasks that permit Amazon to receive mass customization. Amazon.com gives a chance to offer gigantic assortment of books, music or different items without keeping them genuinely on rack. A large number of books are accessible at Amazon for buy while a huge physical store is required to keep such enormous stock. In 1999 Amazon reliably included new product offering or abilities after at regular intervals to expand its deal income. Right now, its item range can be separated into 34 general classes. Such item customization separates Amazon with its rivals. It is contended that item customization is a basic wellspring of upper hand even when contrasted with value seriousness as it permits clients to choose items as indicated by their necessities and needs a t one spot. Along these lines, one can ascribe such mass customization to the accomplishment of Amazon.com. 1.1 Amazon Operating Models: However, to give such mass customization Amazon follows its threeâ operating models. To start with, it sells its own inventories and oversees client connection and flexibly chain all alone through Amazon.com. Second, Amazon additionally go about as third individual and permit different organizations to put their items at Amazon.com available to be purchased. In any case, Amazon just oversees front end client relations while strategic issues are constrained by venders. In 1999 Amazon offered Z shop office that permits little organizations to sell their item through Amazon.com. His technique was to contend with e-cove who was additionally offering comparable types of assistance of closeout. Finally Amazon has additionally presented its online business arrangements and configuration sites and offer facilitating administrations to its clients. As such these three working models give enormous assortment of items that is reliable to its business methodology boundless stock. 2. Coordinated Business Operations: Success of Amazon techniques lay inside its incorporated business tasks. Figure 1 shows that how Amazon satisfy its clients request through incorporating its tasks. Amazon.com server utilizes the flexibly anchor advancement programming to foresee request and furthermore upgrade its gracefully chain. In initial step customers’ information for charge card is handled to settle their requests. Amazon stockroom is additionally data about client request in this regard for coordination. This is done to discover stock data at Amazon distribution center. Be that as it may, if there should be an occurrence of lack at Amazon distribution center fitting providers are chosen. This data is moved to distributers, music organizations and electronic OEM for additional procedure. Subsequent to getting request data distributers, music organizations and electronic OEM dispatch required items genuinely to the closest Amazon stockroom. At Amazon stockroom these t hings are stuffed and furthermore send to client place through UPS or US postal administrations. Along these lines Amazon create incorporated business tasks that share data over its system for adequacy. Figure 1: Amazon Network of Fulfillment Amazon incorporated framework accelerates the procedure and clients can get their item at same or following day. This will emphatically add to customer’s dedication. In addition, Amazon additionally rolled out expected improvements to its satisfaction framework when required particularly for tremendous request achievements. For example Amazon got record advance request of 275000 for single volume of Harry Porter. This tested data staff at Amazon. During such event Amazon sent to its clients for affirmation of conveyance data. In addition, before shipment information with respect to each bundle was refreshed. For Shipment reason Amazon contracted with FedEx for delivery 250000 requests at discharged date that booked 100 trips to satisfy orders. Along these lines, Amazon effectively met such tremendous request satisfaction on discharged date. 2. Minimal effort Strategies: Porter (1980) contended that organizations can increase maintainable upper hands through receiving separation, cost administration or center techniques. While then again Loudon and Loudon, (2006) contended that organizations can pick up cost authority through online tasks as it diminishes requesting and stock expense. Mass customization at Amazon likewise expanded its benefit through high action with low factor cost. Fixed expense per unit diminishes with the expansion in action when contrasted with variable expense per unit (Drury, 2006). While if there sho uld arise an occurrence of Amazon fixed expense of framework overwhelms when contrasted with ostensible variable expense. Cost of innovation, numerous pieces of satisfaction cost and ad costs are fixed in nature. Then again Amazon is bearing ostensible variable expense. This shows high movement will prompt low fixed expense per unit cost that Amazon can use to agree to low costs. Along these lines, this mass customization will likewise prompt high efficiency that at last will streamline benefits through diminished fixed expense per unit. Additionally, Amazon likewise lessens its expenses through cross docking shipments. For example Amazon place its various things like books, toys, electronic and so on at the same time in single request to the nearest distribution center situated close to clients. To do as such, Amazon utilizes its â€Å"12 technologies† to advance arrangements and to anticipate request. 3. Client Fulfillment Network (CFN) Strategy: On the other hand Amazon has additionally embraced the client satisfaction organizing (CFN) methodology that accentuate to increase net overall revenues through buying books straightforwardly from distributers instead of including merchants who include their benefits. CFN system was created to coor dinate client relationship the executives and request satisfies the executives applications. CFN framework contrasts customers’ request and their capacities to perceive that whether Amazon can satisfy their requests with sensible benefits or not. It additionally permits anticipating dynamic interest that at last lessens the conveying cost and transportation cost at Amazon distribution center. In addition, it additionally permits improving their income as less money is worn out up in stock and increment stock turnover that eventually enlarges firm’sâ profits. 4. Client Centric Strategies: One can likewise clarify Amazon’s achievement in regard of its capacity to concentrate and utilization of client data. Amazon keeps a total record of the entirety of its clients. Amazon fundamental an information base that realizes that when and what a client orders. In the event that a client has not been setting request for quite a while, at that point Amazon sends him an email coupon containing data with respect to altogether unique or related product offering to animate clients for reordering. For example it is conceivable that you will get an email with respect to PC types of gear items in the event that you last bought a scratch pad. 4.1 customized Options: Similarly, Amazon.com additionally gives accommodation in choosing items over its site through customization. Website pages are redone as indicated by the enjoying of their clients. One can without much of a stretch customize his choice when he login as a client at Amazon.com. All the Ama zon items are separated into 34 general classifications. An individual can choose and look inside these 34 general classes without any problem. It is steady with their procedure of giving accommodation to clients. 4.2 Customer Review: It is contended that computerized methods for data can be utilized to correspondence item quality and furthermore makes a security among purchasers and dealers particularly inside online markets (Chevalier and Mayzlin, 2006). Amazon additionally animates its clients to compose article and survey of book they bought. This choice of book survey conveys positive data to other potential clients and expands the like-hood of procurement. It is additionally reliable with Chevalier and Mayzlin, (2006) who likewise contended that improvement in scores got by a book through book survey adds to buy aims and lead to high deals income. 4.3 Quick Shipment: Providing bother free satisfaction of customers’ request is likewise seen as one of the key achievement territories of Amazon. For the vast majority of the item A mazon offers same or following day satisfaction. This is the thing that makes distinctive Amazon with other online retailers. Be that as it may, Amazon does this through its coordinated request satisfaction process as exhibited in figure 1. Activity Strategy: Dell Presentation Dell is a mechanical deals organization which plays out their business in the entire world as is conceivable to find in the accompanying outline. With net income of $61,133,000,000 is the second biggest PC producer organization in the word and the main in United States. Dell centers around Business to Business (B2B) and Business to Consumer (B2C) trade to fulfill their business and individual clients. Dell separates between classes of clients on the grounds that the necessities of their business clients, who purchase enormous amounts of PCs, are not quite the same as the people who need to arrange a solitary unit. The current report is arranged to break down Dell just since the perspective of tasks the board beginning with a survey of

Learn more about pursuing a graduate degree in international affairs COLUMBIA UNIVERSITY - SIPA Admissions Blog

Learn more about pursuing a graduate degree in international affairs COLUMBIA UNIVERSITY - SIPA Admissions Blog Were heading down to DC on Wednesday, June 19th.   Spread the word.   If you are in the area and want to mingle with admissions representatives, alumni and current students; you should plan to stop by.   If you cant make it to this one, well be back again on July 18th. Representatives from the following graduate international affairs programs will be available: Columbia University â€" School of International and Public Affairs (SIPA) Georgetown University â€" Edmund A. Walsh School of Foreign Service Johns Hopkins University â€" The Paul H. Nitze School of Advanced International Studies (SAIS) Princeton University â€" The Woodrow Wilson School of Public and International Affairs Tufts University â€" The Fletcher School of Law and Diplomacy Registration will start at 5:30 p.m., presentation begins at 6:00 p.m.   If you are interested in attending, you may register in advance through the Summerfest 2013 Eventbrite link: http://summerfest13.eventbrite.com/. The event will be held at Johns Hopkins University (SAIS), Kenney Auditorium, 1740 Massachusetts Avenue, NW, Washington, D.C. 20036.   The easiest method of transportation is via Metro. SAIS is about a 5-minute walk from the Dupont Circle Metro stop (Red Line). Hope to see you there.

Understanding The Wal-Mart Effect by Charles Fishman Free Essay Example, 1500 words

Wal-Mart's buying power allows them to set prices that have not anything to do with the provider and demand of the marketplace for a good. For instance, Wal-Mart used to sell a 12 pound, the gallon jar of Vlasic pickles for $2.97. Vlasic and Wal-Mart were creation an income of only one or two pennies a jar if that. This exacting price had nothing to do by means of the supply of cucumbers or the insist for pickles, but was a false price, compulsory by Wal-Mart to draw customers in with their "abundance of abundance". 3 Coercing Vlasic to agree to this price allowance move the majority of Vlasic's rents to Wal-Mart. Wal-Mart also influences a company's products. Firms may drop brands that do not meet with Wal-Mart's performance expectations and try to tailor their products to be sure that Wal-Mart will carry them. Video game maker Planet Moon censored certain aspects of the game Giants, such as changing the color of blood from red to green, clothing a topless character, and toning dow n offensive language in order to have the game granted a "teen" rating by industry standards. We will write a custom essay sample on Understanding The Wal-Mart Effect by Charles Fishman or any topic specifically for you Only $17.96 $11.86/pageorder now The logic behind the censorship? To ensure that Wal-Mart and other big-box retailers would carry their product. Wal-Mart also refuses to sell CDs with offensive lyrics and has been known to cover up or discontinue selling "racy" magazines such as Maxim. Censorship is an example of lessened product differentiation. In the pursuit of concessionary lower prices, production quality suffers. TV stands are made thinner, cheaper materials are used, and unnecessary extras are removed from products. This extreme influence that Wal-Mart has over the products that are supplied to consumers is a little frightening. The loss of variety, quality, and obvious censorship involved is a disturbing effect that Wal-Mart has on the product market. According to the expert analysis, it is a relief to discover that Fishman an editor at Fast corporation magazine is not just one more journalist on an assignment to depiction Wal-Mart as a monstrous scheme next to the little g uy.

Reconstruction Of The United States - 1814 Words

The United States of America has gone through constant hardships and difficulties since joining together as one nation involving war and changes in the political system. A lot of highly respected leaders in America have come donating their own ideals and foundation to administer a better life with more opportunities for Americans, but no other political change, or battle is more scandalous than Reconstruction. The start of reconstruction began in the mid-late 1860s and finished in 1877, but even today is still labeled one of the most debated issues in American history on whether post war reconstruction was a success or failure as well as a contest over the memory, meaning, and ending of the war. Reconstruction focused on three issues†¦show more content†¦Blight protests that Reconstruction was a battle between two notable, but incompatible goals that â€Å"vied† for both reconciliation, to bring the union back together and emancipation of slaves. On the contrary Hah n contests that â€Å"freedmens† and confederate whites were more than willing and prepared to fight for what they thought was truth, â€Å"reflecting a long tradition of southern violence that had previously undergirded slavery†. Hahn also concluded that reconstruction finished when the North got tired of fighting the South over the decade and some freedom conflict (Major Problems). Although, many people are skeptical over that proposition, Hahn’s arguments brings forth a more tolerable argument oppose to that of Blight’s. The inevitable defeat of Reconstruction was when the North pulled military soldiers from the South permitting confederate whites to rule again; consequently, the failure of reconstruction as the south reverted back to their actions of oppressing â€Å"freedmen’s† civil, political, and economical position. The beginning of Reconstruction in 1865 challenged the divided nation to reestablish unity and peace in the heated country (Reconstruction Moderate). What made it difficult to bring peace back to the nation was the fact that 620,000 people died which made it

Natural Disaster Hazard Assessment Free Essays

string(57) " it would most likely be coming from the Gulf of Mexico\." Hazard Assessment for Memphis, Tennessee Environmental Geology Hazard Assessment for Memphis, Tennessee A natural disaster is defined as any event or force of nature that has catastrophic consequences (â€Å"natural disaster†). The only reason that these events are considered to have catastrophic consequences is because people are negatively affected by these natural events. If people were not present during these events, they would not be considered catastrophic. We will write a custom essay sample on Natural Disaster Hazard Assessment or any similar topic only for you Order Now The more people affected means the event would be considered more catastrophic. Tennessee is the 17th most populated state, with approximately 6. million residents (Infoplease. com). Within the state, Shelby county covers the most area, (755 square miles), and is also the most populated county, with approximately 927,644 people residing there (Infoplease. com). Shelby county includes the city of Memphis. Memphis is the most populated city within Tennessee with at least 645,000 residents (Infoplease. com). I have attached several maps in order to see different parts of the land. Map I shows where the county lines are located within Tennessee. You can also see where Memphis is located within the county. Map II shows the elevation levels of the state. As you can see in that map, Memphis is located within the lowest elevation levels of the state. Map III shows the rivers that run throughout the state. The main river that runs between the Tennessee, Arkansas, and Missouri borders is the Mississippi River. There are several natural disasters that I would consider to be threats to the Memphis area. One natural disaster that I would consider to be a concern to Memphis would be an earthquake. According to the United States Geological Survey, (USGS), there is an approximately six percent chance that there will be a major earthquake within 50 kilometers of Memphis in the next 50 years (Homefacts. com). The last earthquakes that had magnitudes of five were in 1976 and 1991 (Homefacts. com). The earthquake recorded in 1976 was approximately 40 miles away from Memphis. Looking at the sources found, I see that Tennessee has had its fair share of earthquakes, so I would say that another earthquake occurring in the area should be a concern of the citizens and government officials. â€Å"There is a broad agreement in the scientific community that a continuing concern exists for a major destructive earthquake in the New Madrid seismic zone. Many structures in Memphis, Tenn. and other communities in the central Mississippi River Valley region are vulnerable and at risk for severe ground shaking. † (USGS. gov). The New Madrid Earthquake of 1812 was one of the most significant events in U. S. history. Topographic changes were noted over an area of 75,000 to 130,000 square kilometers, with the total area shaken being at least five million s quare kilometers (USGS. gov). Back then, the damage was minimal because of sparse population. Nowadays, an earthquake that severe could result in â€Å"great loss of life and property damage in the billions of dollars† (Cusec. rg). The fact that Memphis is the most populated city in the state, a small earthquake could cause a significant amount of damage. â€Å"By learning about the potential earthquake hazards in your area and by taking certain preparedness measures now, you can increase your chances of surviving an earthquake and minimize its dangerous and damaging impacts† (Cusec. org). There are many organizations that Memphis has in order to help citizens learn how to prepare for these catastrophic events, and what to do in order to survive. One organization is the Radio Amateur Civil Emergency Service (R. A. C. E. S. ), which is a volunteer communications group that assists the Shelby county area. R. A. C. E. S. provides emergency personnel that can help with communications during local, regional, or national emergency/disaster events (Cityofmemphis. org). Another organization that provides help during emergency situations is the Memphis/Shelby County Emergency Management Agency (EMA). The EMA helps local, state, and federal agencies with response to disasters that requires a multi-agency/multi-jurisdictional response. The EMA has satellite links with the National Weather Service that activates sirens in order to warn the residents of multiple cities, including Memphis (Cityofmemphis. org). There are also things that the citizens and homeowners could do in order to minimize the damage during earthquake. Earthquake drills are a great way to help enforce the importance of preparedness, and to prevent panic and injury during an earthquake. Families should have emergency plans that lay out where everyone is going to be and where to reunite with one another. Keep a flashlight and a batterypowered radio in the home. Place large or heavy objects on lower shelves, and fasten the shelves to walls. And lastly, have a seven to ten day supply of food and water (Cusec. org). You can never be too prepared for any natural disaster, so being safe is better than being sorry. Not all natural disasters are threats to Memphis. Volcanoes are an example of a natural disaster that is not a threat to the Memphis area. There are no known volcanoes in the area that would cause any kind of harm to the residents of Memphis. Historically, there have not been any known volcanoes in the area either. Memphis is not located on any fault boundaries, so I would think that there would no volcanoes forming in the area any time in the near future. Hurricanes are a little more of a concern for Memphis. The western area of the state has the possibility of being affected by the end of certain storms. Hurricane Katrina is an example of this situation in which Memphis can be affected by storms not necessarily in the direct area. When Hurricane Katrina hit the U. S. in 2005, multiple counties in Tennessee were evacuated; Shelby County was one of those counties (Fema. gov). I would consider Memphis to be slightly concern about hurricanes occurring in the area, especially since the city is located at a low elevation. The lower elevation would be more susceptible to flooding. The government should have adequate warning of the hurricane, since it would most likely be coming from the Gulf of Mexico. You read "Natural Disaster Hazard Assessment" in category "Papers" I would also expect that the citizens would be prepared for hurricanes, since they are used to flooding situations. Tornadoes, I feel, are more of a concern than hurricanes. There are many more tornadoes in the middle of the state then there are on the outskirts. Tornadoes are more likely to strike open plains rather than in an urban area, like Memphis. â€Å"The reality is, very few tornadoes ever touch down in the city of Memphis†¦.. Nevertheless, tornadoes can and have struck within the city† (About. com). There have been numerous tornadoes that have affected Shelby county, but not nearly as many as the middle of the state. The last one that affected Shelby County, and had a high death count was in 1987, with at least 120 deaths (NWS Memphis Forecast Area Tornado Database). There have since been tornadoes that have caused deaths, hich is not surprising considering the amount of people that live in the city. With all the tornadoes that have gone through the county, there has always been a significant amount of damage. That also is understandable since there are a lot of buildings in the city. There have also been plenty of tornado warnings for the state, but not all of them affecting Shelby County. The last tornado warning that included Shelby County was on May 9, 2011. In order to be prepared for a tornado, there are several things we could do. First of all, avoid windows and seek shelter in the center-most room on the lowest floor possible. Use your hands and arms to protect yourself from falling debris. Also, keep some sort of identification on you at all times in case you are hurt or disoriented (About. com). Keeping identification on you is a good idea for every natural disaster. It will help emergency personnel identify who you are and hopefully get you back with your family. Tsunamis are another type of natural disaster that is not a concern for Memphis. There have been no known tsunamis recorded for Memphis. I do not think that there will be any future tsunamis in Memphis because there is no ocean or large body of water located near Memphis. The Mississippi River is near Memphis, but the river does not create waves that would be large enough to create a seismic wave. Even though tsunamis are not a threat to the city, flooding is a huge concern for the city. The Mississippi River is right near the city, so that would be a reason as to why the area floods frequently. The city is also at a low elevation, which is another reason as to why the area floods frequently. There is currently an active flood warning in effective right now (Fema. gov). Last year, there was flood that occurred in the beginning of May. The Mississippi River was supposed to rise to a record level of 48 feet, with 48. 7 being the record crest in 1937. More than 1,300 homes were ordered to evacuate and nearly 400 people were living in shelters. According to an article on abcnews. com, the most extensive damage occurred in Memphis, where â€Å"entire neighborhoods have been swallowed by the water and vehicles completely submerged† (Tanglao, â€Å"Memphis Flooding†). Since this obviously happens frequently, the citizens and government have ideas of what the levees can hold, and what the river’s maximum water level is. To prepare for flooding situations, there are certain things the government should tell their residents in order to make sure they are safe. They must send out warnings letting people know when and if the water level is high enough to go over the lands limits. In Memphis, the government should be able to accurately know when and if the Mississippi River has reached its maximum, and if people should evacuate their homes. As a resident, you should also be aware of what is going on in your community and know about the town’s emergency plans. You should also have sump pumps with back-up power in order to prevent contamination of the flooded water. Turn off all utilities at the main power switch in order to prevent electrocution. Fill bathtubs, sinks, and soda bottles with clean water, so you have water to drink that is not contaminated. You should also have water bottles and a food supply that will last a couple of days (Bt. cdc. gov). On the opposite end of the spectrum, wildfires are another example of a non-threat to Memphis. There are no forests in Memphis because it is a highly urban area with lots of people and buildings. The last wildfire reported in Memphis was in 1952, when there was a serious drought (Tnema. org). Even though there was that wildfire many years ago, I do not think that there is a serious threat to Memphis for another wildfire. Lastly, I also think that there is not a threat for extreme winter conditions to occur in Memphis. The last warning for some sort of winter conditions for Shelby County was in February 1992 (Fema. gov). Even though that was not too long ago, I still feel like there is not a huge concern for extreme winter conditions to occur any time soon again. Since Memphis is further south, they do not really get harsh winters like we do here in Pennsylvania. Memphis Tennessee has its fair share of natural disasters. They have to be concerned about earthquakes, floods, and tornadoes the most, while extreme winter conditions, volcanoes, and tsunamis the least concerned about. Every place on the Earth has to be concerned with natural disasters. Humans make the disasters a lot worse than they actually are, but there is nobody else to blame but ourselves. We get in the way of nature, and have to pay the consequences some way or another. Map I Map II Map III Works Cited Centers for Disease Control and Prevention. Natural Disasters Severe Weather. Web. 12 April 2012. Central United States Earthquake Consortium. Earthquake Safety. Web. 12 April 2012. City of Memphis. Emergency Management Agency. 2003-2011. Web. 12 April 2012. Federal Emergency Management Agency. Tennessee Disaster History. 26 March 2012. Web. 12 April 2012. â€Å"Memphis Earthquake Information. † Homefacts. com. 2012. Web. 12 April 2012. â€Å"Natural Disaster. † Dictionary. com. Web. NWS Memphis Forecast Area Tornado Database. Web. 12 April 2012. Tanglao, Leezel. Memphis Flooding: Mississippi River Nears Record Highs. † AbcNews. com. 9 May 2011. Web. 12 April 2012. â€Å"Tennessee. † Information Please Database. Pearson Education, 2011. Web. 12 April 2012. Tennessee Emergency Management Agency. Wildfire. Web. 12 April 2012. â€Å"Tornadoes in Memphis: What to expect and how to stay safe. † About. com. The New York Times Co mpany, 4 April 2011. Web. 12 April 2012. United States Geological Survey. Earthquake Hazard in the New Madrid Seismic Zone Remains a Concern. 3 August 2009. Web. 12 April 2012. United States Geological Survey. Tennessee: Earthquake History. 21 October 2009. Web. 12 April 2012. How to cite Natural Disaster Hazard Assessment, Papers

The Fight Against Terrorism by Christian and Islam Leaders

Religion is a powerful tool in restoring, as well as maintaining peace in the society. Many people perceive the Muslim community as dangerous thus capable of enhancing terrorist attacks. It is imperative to note that a synergistic effort from Muslim religion can immensely tame the spread of terror attacks.Advertising We will write a custom essay sample on The Fight Against Terrorism by Christian and Islam Leaders specifically for you for only $16.05 $11/page Learn More Apparently, leaders from Islamic community have exuded interest in reducing the killings of innocent individuals. Additionally, several organizations champion for elimination of terrorism and related issues. Following the article from Earth Times, Pope Benedict XVI engaged Muslim principals in an effort to diminish terrorism. He was speaking to German Muslim leaders; however, the information was targeting the entire world. It is remarkable that during the summit in Cologne, Pope urged the Muslim leaders to intensify the war shunning terrorism. This was to reduce the incidences, which endangered the lives of innocent individuals. There is a need to inculcate optimism, as well as hope amidst all people instead of panic and pessimism. This is factual since it encourages peaceful coexistence, as well as calling all the leaders to take action against terrorism interrelated attacks. According to Pope, he was echoing his own reflections as a spiritual leader, and did not have any political attachment. Although Muslims commit most terrorist attacks, Pope’s speech did not touch on Islam. This was a show of respect, as well as setting a harmonious path for solving the problem. Most opinionated leaders have been at the forefront in blaming Muslim leaders for the recurring terrorist activities across the globe. It is imperative to declare that the Muslim leaders who were in the meeting responded positively to curtail the act. Not only does terrorism occur in Christian wor ld, but it also prevalent in Islamic communities. This shows that it is a problem that he whole world share, and thus requires a synergistic effort from every fragment of the population. This is why Pope who is a faith leader urges the Islamic leaders to take action to reduce terrorism. â€Å"Interfaith dialogue is a necessity at every level: international, regional, and local; working groups on different levels should be established with emphasis on issues such as education, peace building and the promotion of solidarity and understanding among different communities and cultures† (Smock Huda 3). This quote is significant since it supports the reading; furthermore, it suggests means of curbing terrorism. Ending terrorism is possible through dialogue amid concerned parties.Advertising Looking for essay on religion theology? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is notable that another solution to this vice is through comp rehending each other’s religion and culture. This move will reduce hostility, as well as clearing blame amongst people, while amplifying cordial coexistence. Confirmation from the Turkish Islam Union, that studying religion and customs is critical in the reduction of terrorism incidences. This shows that the leader was positive towards Pope’s utterances. This shows the importance of the article since it relates with the reading, as well as depicting out the theme of the topic. â€Å"Islam, as a religion of peace, rejects terror and promotes peace and harmony. We urge Muslim organizations and institutions to exercise their Islamic duty to correct and dispel misinterpretations of our faith† (Smock Huda 2). This quote is significant since it shows willingness of all Muslim leaders in curtailing ungodly deeds like the killing of innocent citizens. In conclusion, both Christian and Islam leaders have devised several means of controlling terrorism. The late developme nts, especially interfaith movement against bombing activities have played critical role in shunning terrorism. It is noteworthy that the article concerning Pope’s call on Muslim leaders to join the fight against terrorism is relevant to the reading. Work Cited Smock, David, Huda, Qamar-ul. Islamic Peacemaking since 9- 11. New York, NY: United states Institute of peace. 2009. Web. This essay on The Fight Against Terrorism by Christian and Islam Leaders was written and submitted by user Helen Rios 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.

How to Get Recommendation Letters for Grad School

How to Get Recommendation Letters for Grad School Recommendation letters are a critical part of the graduate school application. If you are planning on applying to grad school, think about who you will ask for letters of recommendation well before you begin preparing your graduate school application. Make contact with professors during the first two years of college and develop relationships as you will rely on them to write recommendation letters that will land you a spot in the graduate program of your choice. Every graduate program requires applicants to submit recommendation letters. Dont underestimate the importance of these letters. While your transcript, standardized test scores, and admissions essay are vital components of your graduate school application, an excellent recommendation letter can make up for weaknesses in any of these areas. Why Do Graduate School Applications Require Recommendation Letters? A well-written recommendation letter provides admissions committees with information that isnt found elsewhere in the application. A recommendation letter is a detailed discussion, from a faculty member, of the personal qualities, accomplishments, and experiences that make you unique and perfect for the programs to which youve applied. A helpful letter of recommendation provides insights that cannot be gleaned by simply reviewing an applicants transcript  or standardized test scores. Moreover, a recommendation can validate a candidates admissions essay. Who to Ask? Most graduate programs require at least two, more commonly three, recommendation letters. Most students find choosing professionals to write recommendations difficult. Consider faculty members, administrators, internship/co-operative education supervisors, and employers. The people you ask to write your recommendation letters should: Know you wellKnow you long enough to write with authorityKnow your workDescribe your work positivelyHave a high opinion of youKnow where you are applyingKnow your educational and career goalsBe able to favorably compare you with your peersBe well knownBe able to write a good letter Keep in mind that no one person will satisfy all of these criteria. Aim for a set of recommendation letters that cover the range of your skills. Ideally, letters should cover your academic and scholastic skills, research abilities and experiences, and applied experiences (e.g., co-operative education, internships, related work experience). For example, a student who is applying to an MSW program or a program in clinical psychology might include recommendations from faculty who can attest to their research skills as well as recommendation letters from faculty or supervisors who can speak to their clinical and applies skills and potential. How to Ask for a Recommendation Letter There are good and bad ways of approaching faculty to ask for a letter of recommendation. For example, time your request well: dont corner professors in the hallway or immediately before or after class. Request an appointment, explaining that youd like to discuss your plans for graduate school. Save the official request and explanation for that meeting. Ask the professor if he or she knows you well enough to write a meaningful and helpful recommendation letter. Pay attention to their demeanor. If you sense reluctance, thank them and ask someone else. Remember that it is best to ask early in the semester. As the end of the semester approaches, faculty may hesitate because of time restraints. Also be aware of common mistakes students make when requesting recommendation letters, such as asking too close to the admissions deadline. Ask at least a month ahead of time, even if you dont have your application materials composed or your final list of programs chosen. Provide Information   The best thing that you can do to ensure that your recommendation letters cover all the bases is to provide your referees with all the necessary information. Dont assume that they will remember everything about you. For example, I might remember that a student is exceptional and an excellent participant in class but I may not remember all of the details when I sit down to write, such as how many classes the student took with me and extracurricular interests (such as being active in the psychology honors society, for example).  Provide a file with all of your background information: TranscriptResume or curriculum vitaeAdmissions essaysCourses youve taken with themResearch experienceInternship and other applied experiencesHonor societies to which you belongAwards youve wonWork experienceProfessional goalsDue date for the applicationCopy of the application recommendation forms (if a paper/hard copy letter is required and if the forms are provided by the institution)List of programs to which you are applying (and have them send email requests for recommendations early, well before the deadline) Confidentiality The recommendation forms supplied by graduate programs require you to decide whether to waive or retain your rights to see your recommendation letters. As you decide whether to retain your rights, remember that confidential recommendation letters tend to carry more weight with admissions committees. In addition, many faculty will not write a recommendation letter unless it is confidential. Other faculty may provide you with a copy of each letter, even if it is confidential. If you are unsure of what to decide, discuss it with your referee. As the application deadline approaches, check back with your referees to remind professors of the deadline (but dont nag!). Contacting the graduate programs to inquire whether your materials were received is also appropriate. Regardless of the outcome of your application, be sure to send a thank you note once you have determined that faculty have submitted their letters.

Stiff Pen Shell (Atrina rigida)

Stiff Pen Shell (Atrina rigida) The stiff pen shell, or rigid pen shell, is one of the several species of pen shells. These mollusks have a long, triangular, or wedge-shaped shell and attach to rocks or shells in sandy, shallow ocean bottoms. Description Stiff pen shells can be up to 12 long and 6.5 wide. They are a brown or purplish-brown color and have 15 or more radiating ribs that fan out across the shell. They may also have erect, tubular spines. Pen shells may produce black pearls. Classification Kingdom: AnimaliaPhylum: MolluscaClass: BivalviaOrder: PterioidaFamily: PinnidaeGenus: AtrinaSpecies: rigida Habitat and Distribution Stiff pen shells live in warmer water from North Carolina to Florida, and also in the Bahamas and West Indies. They are found on sandy bottoms in shallow water. They attach with their byssal threads, pointed end down. Feeding Pen shells are filter feeders and eat small particles passing through the water. Conservation and Human Uses Pen shells have a scallop-like adductor muscle (the muscle that opens and closes the shells) and are edible. They also produce black pearls which may be used in jewelry. Pen shells in the Mediterranean (Mediterranean pen shells) were harvested for their byssal threads, which were woven into an expensive cloth. Sources Gofas, S. 2011. Pinnidae. World Register of Marine Species (Online) Accessed on May 24, 2011Meinkoth, N.A. 1981. National Audubon Society Field Guide to North American Seashore Creatures. Alfred A. Knopf, New YorkScott, S. 2011. Pen Shells Provided Ancients Byssal Threads for Fine Sea Silk (Online) Accessed May 24, 2011

European Environmental Agency Essay Example | Topics and Well Written Essays - 500 words

European Environmental Agency - Essay Example We are a main information source for those involved in developing, adopting, implementing and evaluating environmental policy, and also the general public" (p.1). The agency works towards reaching its primary goals in the following ways; "By providing a wide range of information and assessments of: The state of the environment and trends, Pressures on the environment and the driving forces behind them, Policies and their effectiveness and Outlooks/scenarios," (EEA, 1995-2008 p.1). Further promotion of the works of the group come with, "The European Environmental Agency (EEA) Scientific Committee has called for the suspension of the EU target of 10% biofuels use in transportation by 2020, and is recommending a new, comprehending scientific study on the environmental risks and benefits of biofuels," Further elaborating that, "The Scientific Committee assists the management board and executive director of the EEA by providing scientific advice and delivering professional opinions on any scientific matter in the areas of work undertaken by the Agency. The committee comprises 20 independent scientists from 15 EEA member countries, covering a variety of environmental fields," (Green Car Congress 2008, p.1). Each individual organization has a listing of primary responsibilities that are the primary focus for the organization, as well as the body of memb

Case Brief, U.S. V. Clemons, 32F.3d 1504(11th Cir. 1994) Research Paper

Case Brief, U.S. V. Clemons, 32F.3d 1504(11th Cir. 1994) - Research Paper Example Althouse was murdered late in the night while driving toward a colleague’s house, to discuss the next day’s arrest warrants The court relied on the law stating that any individual who kills or attempts to kill federal agents while they are engaging in their official duties can be convicted of murder. In cases whereby an individual is found guilty of an attempted murder, a jail term of not more than twenty years is issued. The court was convinced that the federal agent (Althouse) was engaging in official duties when he was murdered. Clemons argued that the evidence presented to the judge was insufficient to show that the federal agent was on official duties at the time of the murder. In addition, he argued that the court broke the law by relying on similar cases and evidence to make its decision. Smith argued that the use of Clemon’s confessions in implicating him is against the law. The court argued that Althouse was trying to prevent the theft of FBI property when he was murdered. Even though the duties were being carried out late in the night, the court still believed that Althouse was performing his duties. The way in which Clemons carried out the carjacking led to murder. Any individual who kills or attempts to kill federal agents, or any officer or employee working in the secret service or drug enforcement administration, is punishable under sections 1111 and 1112 of the United States’ Constitution. Individuals found guilty of attempted murder are given jail terms of not more than twenty years. The court made its decision based on the argument that the federal agent was performing his official duties. Althouse was trying to prevent the theft of a federal car when he was killed. In such circumstances, the judges were convinced that the agent was performing official duties. The court also relied on the evidence presented by Althouse’s colleagues. Althouse had

Caring for Children :: Anne Bradstreet

â€Å"No cost nor labour did I spare† is a phrase every mother lives by. It shows that a mother loves her children so much that she will give anything up just so her children can reach success in life. The way this is written suggests that there was no thought involved in making this decision, the mother did not even think about it for a second, she knew immediately that she would not spare any cost or labor for her child. Anne Bradstreet is the author who wrote this, suggesting that the most important thing in her entire life is her kid’s success in life. In the poem â€Å"In Reference to Her Children,† author Anne Bradstreet demonstrates her love for her children by raising her children with pain and care, watching concernedly her children grow up, and wanting to be with them in the afterlife. Anne Bradstreet loves her children so much because she raised them all with pain and care. Bradstreet often talks about her children loving people, and people loving them, â€Å"And with her mate flew out of sight† (14) and out of her reach so she can not watch over them. Bradstreet’s strong Puritan heritage gives her unquestionable belief that God is watching over her children for her, and her children are watching for God. With this relationship between her and God, Anne Bradstreet accepts the departure of her children. In this poem Anne Bradstreet talks about success, â€Å"Coupled with mate loving and true† (23) this is Bradstreet’s idea of success for her children in this poem. Anne Bradstreet’s idea of success is so much more than just this line, in the fact that she wants her children to be educated, and live good productive Christian lives. All of these things are implied in the poem as simple as finding a mate and â€Å"flying† off. A devoted mother, Anne Bradstreet is concerned with her children as she watches them grow up. â€Å"Or lest by Lime-twigs they be foil'd, or by some greedy hawks be spoil'd† Anne Bradstreet uses to describe her fear for her children. Not wanting to see her children suffer, Anne Bradstreet turns to God to help her children. Bradstreet imagines her bird’s being stuck on a branch and a hawk eating them, a grim image of all of her sacrifice being lost in a single moment. â€Å"No cost nor labour did I spare† describes how much Anne loves her children.

Delivering Learning and Development Activities Essay

The aim of the lesson plan (above) was to provide employees the knowledge and skills to draft a quality CV. Typically, employees are not familiar with how the recruitment process works, and are even less versed in drafting a CV. Many have not felt the need to apply for new roles in the past due to the security and comfort of the roles at that time. This was also confirmed from the output of the CV Workshop Pre-Assessment that were sent out and returned. The organisation has recognised this and has created a learning programme to support the individuals. Lesson Plans 1 & 2 (above) are two  half day sessions that give employees an understanding of the importance of the CV and how to create a quality draft. This is followed by the individuals’ line managers. A further two day covers interview techniques to complete the programme. Designing and delivering the session was all about the preparation. It was important to understand the audience and make it meaningful for them â€⠀œ showing â€Å"what was in it for them†. Understanding the concept of andragogy was an important factor in determining whether the sessions would be successful – would the individuals behave like prisoners, passengers or participants? Would they have barriers to learning: negativity in motivation and application? Individuals actually behaved liked participants which actually made the session more enjoyable. None of them (as captured in the pre-assessment forms) had any recent experience of writing a CV, which made the session more relevant for them. The size of the room was sufficient to accommodate the number of delegates, and it made the breakout session more intimate. The facilities were sufficient to display the PowerPoint pack as well as accommodating use of flipchart paper for the breakout session. They were asked to ensure mobile phones were switched off to prevent interruptions which break flow & concentration. Creating a positive environment in preparation and anticipation of prisoners, passengers or participants was essential. I set the scene by acknowledging and showing empathy that I understood that this is a difficult time for all of the delegates but that I was there to give them the tools and techniques to help them build a quality CV, which would ultimately help in finding a new role. I outlined what the aims and objectives were and how this session fit in with the remaining programme, to give individuals assurances that they were in professional hands. I underlined my credibility in delivering the session, having worked in recruitment in the past, as well as having recruited heavily as a line manager, therefore being well versed in knowing what a good CV looks like, having read and reviewed many over the years. I explained that we’d cover off, as a group, what was currently known about writing CVs and by the end, the group would be able to differentiate between a good and poor CV, so they could visualise what the outcome would be. I introduced a breakout session – an activity to get them actively thinking and collaborating with each other, so they felt part of the solution and in control of their own destiny. This also worked well as an icebreaker. I’ve  gave them guidelines and techniques to use, and provided supporting material (CV Workshop hand-outs, Action Verbs hand-outs and a CV template) so they could use as references and tools after the session. Open questions were used to check understanding. Feedba ck was sought in two forms – formative (CV Workshop Pre-Assessment) and summative (evaluation forms, open questions and ‘homework’ to draft a CV). The pre-assessment was used to tailor the session, effectively being very explicit or â€Å"spelling out† each point of writing a CV. Questions were asked as feedback throughout to ensure delegates fully understood each point. Good responses were recognised and acknowledged, and corrective feedback was provided for incorrect responses. To improve my performance, I have reviewed the feedback and will introduce a working example of what a good CV looks like. I will get each of the delegates to reiterate and share the key learning they would take away at the end of the session to help reinforce in their minds what they have learned and make it real for them. I will also make a bit more use of the room – â€Å"owning it† by walking around to show authority and more importantly, observing more closely (e.g. at the breakout session).

Essay on Plotinus, Augustine, Aquinas, K.Wojtyla on...

Plotinus, Augustine, Aquinas, K.Wojtyla on Person and Ego ABSTRACT: Today the connection between person and the I is acknowledged in many respects but not always analyzed. The need to relate it to the reality of the human being has sparked the present investigation of the philosophical anthropology of four thinkers from the late ancient, medieval, and contemporary periods. Although it may seem that the question of the role of the I with respect to the human being hinges on the larger problem of objectivity v. subjectivity, this does not seem to be the case. Many topics, however, are necessarily entailed in this investigation such as individuality and universality, soul and body, consciousness and action, substance and history, the†¦show more content†¦(2) He reconciled the apparent contradictions with the use of new punctuation for the most decisive text against individual forms for human beings. The passages often taken as contradictions applied to quite other realities. Plotinus position is to be taken from Ennead V,7,1 lines 18- 23: No, there cannot be the same forming principle for different individuals, and one man will not serve as model for several men differing from each other not only by reason of their matter but with a vast number of special differences of form. Men are not related to their form as portraits of Socrates are to their original, but their different structures must result from different forming principles. As Armstrong points out, Plotinus higher self is not simply identical with the individual form of a particular human being. The higher self which Plotinus interprets as the intellect or Nous which does not come down is nevertheless said to be a soul. In Ennead V.3 humans are described as reasoning souls, wandering between embodiment and intellect. But humans can transcend their reasoning souls and identify themselves with their higher soul or intellect and even transcend that to arrive at union with the One, an unknowable Selfhood to which, according to J.P. ODaly, (3) it is urged on by love, given by the Good, which is what the Ones Selfhood is. The composite human being, that is, the human person as embodied rational soul is rightly represented by its higher self or the I as

African-American Tennis Champion Althea Gibson Quotes

Althea Gibson, a sharecroppers daughter raised on welfare mostly in New York City, learned tennis through public clubs. She rose to become the first African-American to play at Forest Hills and in the Wimbledon championships, and the first African-American to win either. Althea Gibson broke the color barrier in tennis, helping make possible the later careers of other African-American tennis players including Arthur Ashe and Venus and Serena Williams. Selected Althea Gibson Quotations I hope that I have accomplished just one thing: that I have been a credit to tennis and my country.I want the public to remember me as they knew me: athletic, smart, and healthy... Remember me strong and tough and quick, fleet of foot and tenacious.I always wanted to be somebody. If I made it, its half because I was game enough to take a lot of punishment along the way and half because there were a lot of people who cared enough to help me.I dont want to be put on a pedestal. I just want to be reasonably successful and live a normal life with all the conveniences to make it so. I think Ive already got the main thing Ive always wanted, which is to be somebody, to have identity. Im Althea Gibson, the tennis champion. I hope it makes me happy.No matter what accomplishments you make, somebody helped you.In the field of sports, you are more or less accepted for what you do rather than what you are.I knew that I was an unusual, talented girl through the grace of God. I didnt need to prove that to myself. I only wanted to prove it to my opponents.In sports, you simply arent considered a real champion until you have defended your title successfully. Winning it once can be a fluke; winning it twice proves you are the best.Most of us who aspire to be tops in our fields dont really consider the amount of work required to stay tops.People thought I was ruthless, which I was. I didnt give a darn who was on the other side of the net. Id knock you down if you got in my way.I just wanted to play, play, play.I was born too soon. Quotes About Althea Gibson †¢ Alice Marble, 1950, in American Lawn Tennis magazine: The entrance of Negroes into national tennis is as inevitable as it has proven in baseball, in football, or in boxing; there is no denying so much talent. The committee at Forest Hills has the power to stifle the efforts of one Althea Gibson, who may or may not be succeeded by others of her race who have equal or superior ability. They will knock at the door as she has done. Eventually, the tennis world will rise up en masse to protest the injustices perpetrated by our policymakers. Eventually -- why not now? †¢ New York Times writer Robert Thomas, jr., 1953: The lean and muscular young woman had a dominating serve, and her long, graceful reach often stunned opponents. †¢ New York Times writer Neil Amdur, 1955: She hits the ball and plays like a man. †¢ Betty Debnaun, principal of the new Althea Gibson Early Childhood Education Academy, 1999: Its only fitting to name the school after a woman as great as Althea Gibson. She excelled in everything she did. Shes a living legend. †¢ New York Times writer Ira Berkow: She was the Jackie Robinson of tennis, being first and doing it with so much pride and dignity. But she was also not like Jackie in that she never came out aggressive. †¢ Venus Williams, 2003: I am honored to have followed in such great footsteps. Her accomplishments set the stage for my success, and through players like myself and Serena and many others to come, her legacy will live on.

Essay on An Opinion on Men Are from Mars, Women Are from...

The Need for Understanding the Differences: An Opinion on Men Are From Mars, Women Are From Venus In order to have a good communication, men and women have to understand and trust one another. In a book Men Are From Mars, Women Are From Venus John Gray shows the differences that men and women have. Also, Gray points out plenty of techniques and ideas that men and women can use to make their relationships much stronger and happier. I argue that John Grays book is very helpful, informative, and insightful because his guidance helped me to understand my girlfriends temperament and differences. Men Are From Mars, Women Are From Venus is a useful book to read and look into. The information which is provided in the book can definitely†¦show more content†¦In Chapter Three, couples will discover different ways to handle stress. Gray states, Men become increasingly focused and withdrawn while women become increasingly overwhelmed and emotionally involved (Gray 29). If men and women do not understand these differences, they will usually have problems in their relationship. Gray provides many strategies and examples which will help readers understand their partners responses to stress. Knowing the motivation about opposite sex can help couples to survive many relationships. However, people seem not to pay attention much to this part of the relationship. Gray explains the motivation pattern in Chapter Four. He states, Men are motivated and empowered when they feel needed......Women are motivated and empowered when they feel cherished (Gray 43). I strongly agree with this statement because my girlfriend and I present the same motivation patterns to each other. I noticed that Valerie usually feels loved when I show care, and respect. On the other hand, when I feel trusted and appreciated with my efforts, I become empowered and fulfilled. Grays methods totally relate to my relationship with Valerie, and his guides are definitely helping me out. Grays book could help many relationships with understanding each others needs, emotions and qualities. Gray is giving lots of advice to both menShow MoreRelatedEssay on Book Review Men Are from Mars; Women Are from Venus1139 Words   |  5 PagesProject Men are from Mars; Women are from Venus – John Gray, Ph.D. The main message in the book, Men are from Mars; Women are from Venus, is that men and women are so different in many ways that they might as well be from different planets. Men and women seem to fail to communicate with each other on how to understand how each other loves and expects to be loved, and that is the reason for relationship and marriage conflict. Men and women communicate in very different ways. Men want to seeRead MoreSusan Tannen s Sex, Lies, And Conversation By Deborah Tannen Essay792 Words   |  4 Pages Men are from Mars, and women are from Venus. A classic analogy describing how men and women are both born on Earth, but display different characteristics in communication. While two individuals start off through physical attraction, the way that a relationship last is through strong communication and the understanding between both people. Deborah Tannen elaborates on the different methods of how each sex communicates, and the issues that arise. Causing relationships to become distressed, dueRead MoreEssay on Gustav Holst1432 Words   |  6 PagesGustav Holst Music derived from astrology is surprisingly rare. The ancient Greek philosophers, whatever their intellectual attitudes towards astrology may have been, were certainly not ignorant of astrological teachings and ideas. It was they, after all who put forward the idea of the Music of the Spheres, the idea that these vast objects twirling around and whirling through space, must have hummed a tone as they went along their courses, much as a ball spun on a string will whistle.Read MoreEssay Summary and Analysis of The Knights Tale2291 Words   |  10 Pageswith him after conquering her kingdom of Amazons. When Theseus returned home victorious, he became aware that there was a company of women clad in black who knelt at the side of the highway, shrieking. The oldest of the women asked Theseus for pity. She told him that she was once the wife of King Cappaneus who was destroyed at Thebes, and that all of the other women with her lost their husbands. Creon, the lord of the town, simply tossed the dead bodies of the soldiers in a single pile and refusedRead MoreEssay about Differences in Communication between Men and Women1185 Words   |  5 PagesIt is a well-known fact that men and women have vastly different styles of nearly everything, communication not excluded. Women tend to be more talkative and emotional whereas men are usually reserved and not quite as open with their emotions. Many differences indeed exist between the spoken language of males and females. What about body language? Nonverbal cues are often difficult to notice and even harder to understand. Some people may not even realize when they are communicating in this senseRead MoreHuman Space Exploration Essay1513 Words   |  7 PagesExploration is Better than Human Space Exploration The space is a marvelous place where it is fated for humans to go and explore, just like how humans explored the new world back in the Medieval age. For the past decades, people have sent up men and women, and machines to the space for the sake of space exploration. Even with this great amount of time, the debate over Robots Vs. Humans for space exploration hasn’t come to a settle yet. With that said, Robot Vs. Human Space Exploration will be discussedRead MoreGender and Identity in Raymond Carvers so Much Water, so Close to Home1088 Words   |  5 PagesMen are from Mars, women are from Venus. Weve all heard the saying, but what does it mean? We are different, that goes without saying. As evidenced in Raymond Carvers So Much Water, So Close to Home, men and women differ on many key issues of morality, perception, and judgment. The two do have something in common, believe it or not, and that is the expectation of the opposite gender to communicate, think, and react in the exa ct way they do. Hence, frustration. Not with themselves, God forbidRead MoreSame Sex Marriage Should Be A Controversial Topic849 Words   |  4 Pagesto respect other people’s opinions, stop judging others so much and focusing on our own actions and their outcomes. Romantic relationships for lesbians and gays are very challenging, as society can be very brutal and cruel sometimes against people who have chosen to love other people who are not from the opposite sex. Every person feels the need to share their lives with someone else and everyone is free to choose their partners. Society should not impose their opinions or even worse putting otherRead MoreTaking a Look at Gender Bias703 Words   |  3 PagesStereotypes, in my opinion are the lazy mans justification for ignorance and bigotry. I understand that to a certain extent we have stereotypes because they are based in some fashion upon something that is common as well as a true observation, but I do not believe each human being is but a collection of stereotypes. Such as African American and poor, Caucasian and privileged, or Gay and fabulous. I hate to see enforced stereotypes. Meaning those situations within everyday communication or interactionRead MoreThe Face Of An Unknown Problem1910 Words   |  8 PagesThe face of an unknown problem creates self-doubt and from that point on, disaster sinks in. Sometimes at a pace that is out of one’s control. A disappointment is the same as a wildly successful outcome, both are learning experiences. Difficulties are opportunities to better things; they are stepping-stones to greater experience, each with different requirements, risks, and consideration. It’s a lot to get right! There are three different types of problems: simple, complicated, and complex. A simple

Organisational Behaviour Assignment Free Essays

Performance Review Report ————————————————- Cho Cho Phyu Company Limited Group – 2 â€Å"We can say that there can be a change situation, when the people are dissatisfied with the current status or current situation. † Kurt. W. We will write a custom essay sample on Organisational Behaviour Assignment or any similar topic only for you Order Now Lewin â€Å"Change can be happened when the people in the organization are open-minded and willing to change. † U Aye Kyaw(MHR) Acknowledgements We would like to express our sincere acknowledgements to all those who have helped us in preparation for this project. Initially, we would especially like to express my gratitude to our teachers- TakeruOhe, PhosyChanhming, and Yasushi Ishida who give the training of COBLAS Myanmar (Consulting Based On Learning Asean Small and Medium Enterprises). We are greatly in debt of gratitude to all of our Myanmar teachers for their encouragement, unflagging support and invaluable guidance throughout our project. We are very much grateful to Daw Phyu Phyu Seinn, Managing Director of Cho Cho Phyu Co. , Ltd (SPIKE Fashion Collection) who allows us to do the research in her company and gives us invaluable datas, information and help which is very important for our project. Furthermore, our special thanks are due to the employees in Cho Cho Phyu Co. , Ltd, for their contribution and help in our change process. Last, we would like to offer my thanks to the authors and publishers mentioned in the references for using their materials in preparing this project. Many thanks to everybody who gave us help and support throughout our project. Executive Summary People are talking about the powerful word called ‘Change’, which is really popular in the human society started from the not more than the past three decades. And yes, this will be happened continuously at every time and in every situation. This is also happened in our business environment. Many literatures say that the environment that the businesses operate is ‘rapidly and massively changing’. So, here are only two questions for all the businesses. Those questions are â€Å"kill? † or â€Å"be killed? †. For the business to be successful in the foreseeable future, it has to be killed the change before it is too late. So, the businesses must have aligned its internal arrangement with the demand of external changes. In this project, we focus on the aspect of ‘Starting up the Human Resource Department and introducing about Customer-led Culture’ at the company called â€Å"SPIKE Fashion Collection†, which is a successful fashion brand in Myanmar. ORGANIZATION PROFILE Cho Cho Phyu Company is started with a humble sole trader business structure in 1992, in the Third Capital City of Myanmar, Mandalay. And then, the business moves to Yangon in 2006 and formed as a private limited company. Also in 2006, Cho Cho Phyu company launched a fashion brand called ‘SPIKE’, which offers woman clothing to both business and consumer markets. Now, SPIKE is very popular brand for its local target markets of both Upper Lower and Lower Middle classes who live in suburb areas. Now Cho Cho Phyu hasTwoShow Rooms, in some downtown areas and TwoGarment Factories, which are operating very well. Business Canvas CUSTOMER SEGMENTS 1 Upper Lower Classes Lower Middle Classes VALUE PROPOSITION 2 ‘Spike’ is a fashion brand which is well established and has a good quality and reasonable price to its target market. the design is the main proposition for it, which is mostly emphasise on the comfort and confidence for its targets. CUSTOMER RELATIONSHIP 4 Personal Assistant, Email, Phone, Letters DISTRIBUTION CHANNELS 3 Indirect Channel Direct Channel Consignment KEY RESOURCES 6 Reasonable Market Experience KEY ACTIVITIES 7 Cutting, Making , Packaging, Selling and Distribution PARTNERS 8 COST STRUCTURE 9 Social / Environmental Costs Financial Risk Capital Investment REVENUE STREAMS 5 Business community Well established Brand Seven Colour Textile Co. ,Ltd Long Foung Laung Yee ‘Spike’ aims to generate small revenues from a large number of customer designed items. This represents a valuable addition to Spike Fashion Collection. SWOT Analysis Strengths Customer loyalty / relationships Production quality High production efficiency Skillful employees S W O T Weaknesses Poor Human Resource Management Lack of Plan Lack of clear mission, vision goals Opportunities Changing customer’s needs Technological advance Get offer from ASEAN free trade Fashion trend changes of different ages Threats Changing the taste and preferences of the customers. the direct investment of the foreign companies. Main Issues As Cho Cho Phyu Co. , Ltd is just transforming from Sole Trader business structure to Limited Liability Company (LLC), there are many problems associated with conventional or traditional management style. Many theorists say that most of the business owners are still getting lost in this change period, as they do reflect and remember their past behaviors, which are very well relevant for them in the past. In this firm, employee are dissatisfied with their job as they do not get the benefits and privileges that can get easily in the external market or in other companies. The Bureaucratic decision-making and less delegating also lead the whole organization to feel stifle and less important. Moreover, no Human Resource Department leads to become unstructured and unsystematic procedure in dealing with employee aspects. As a consequence, there are many unmatched job responsibilities and position. Employees do not know ‘what are their rights? ’ and â€Å"what are strictly forbidden/†. Initial Stage (prelude) We met with the Managing Director of Cho Cho Phyu Co. , Ltd and discussed about the matters that are currently arising within the Company. After discussing about the matters, we made an agreement with MD of Cho Cho Phyu Co. , Ltd and we sent TOR (Term of Reference) Letter to make the agreement. After due consideration of all aspects, our group started to work the following activities. Investigation methods Research Design Exploratory: After getting the permission from company’s board of director, we started to discuss what factors of Cho Cho Phyu Co. ,Ltd contribute to employee satisfaction. Because of time and budget constraints, we were unable to conduct focus groups or in depth interviews. By doing interview, we developed the research design. Descriptive: To gain a better un derstanding of the problem, and to clarify the research questions, we conducted secondary research to discover what experts say aboutemployee salary scales. This research allowed us to gain a solid understanding of the business. We clearly describe about the process of our research and data process through clear clarification in our ‘Employee Job Satisfaction Report’. Force Field Analysis For every change management, the most vital thing to consider is that whether this change is needed or not. To know the solution, we made investigations by using interviewing, questionnaire and scanning the environment. After being investigated the whole environment, we can suggest that the Cho Cho Phyu is needed to set the Human Resource Department. As the nature of organization comprises with human beings, there can be complexity of human emotions and psychological implications. People always feel threaten because of change. So in this situation, there is no doubt that this will be happened too. Then when we look at Lewis Force Field, there are two forces – the positive forces for change and obstacles of change. there will be change of the positive forces are greater than obstacles. Driving Forces * Demographic Changes In previous days, there are few places for all customers to buy products or whatever they want. After 1998, the demographic changes incur and customers now have habits to buy things at retail stores. Now, customers are very choosy, know they have a right to sue and knowledgeable. Moreover, every customer thinks they are paramount for every businesses. * Various Stakeholders Interests Stakeholders are those who are interested in the business activities and can be affected by the business operations. There is declined in organization’s profit level at those days. Poor customer management skills and overlooking the customers’ needs and expectations made the Cho Cho Phyu bad image. For Cho Cho Phyu, employees are the best valuable assets which cannot be copied or imitate. Also, there is a strong relationship between the Employee Job Satisfaction and Customer satisfaction. * Political Changes After changing government and political policies in 1989, the economic condition of Myanmar is gradually increasing. Changing from socialist economy to market economy gave the Myanmar economy to become more developments and beneficial returns. In 2015, there will be an AFTA (ASEAN Free Trade Agreement) issues. So, many SMEs and large scale businesses are starting to prepare for the unseen able future changes. * Competitors’ Reactions In Myanmar, there are same businesses like SPIKE Fashion Collection. The main rivalries for the SPIKE are D2, ,who are aggressively aiming to satisfy the customer requirements. * Economic Issues In Myanmar economy, there are too many uncertainties for every businesses. Also the implication of globalization of markets, organization must learn to break the limited mindset of national markets to compete on a worldwide basis (Ghoshal and Butler, 1992). Restraining Forces * Habits For every complexities, everybody rely on habits or programmed responses. People are difficult to change if they are naturally habited. * Security Even people at the high level can resist if the change is threatening to their feeling of safety. For staffs, there can be a sense of insecurity of being the nature of culture change due to the fear of unknown. Group Inertia Even if individual want to change, there can be resistances, which are constraint to the group norms. In Cho Cho Phyu Company Limited, there are many resistances – perceived habits of the shop floor workers, the current perceived culture of the worker, the status quo of the workers, and uncertainty of the desire situation. So, we m ade some assumptions that as this is a culturaland department change, the incremental change could be more appropriate forCho Cho Phyu Company in this development process. RESTRAINING FORCES (Obstacles for Change) Present State or Desired State DRIVING FORCES Positive Forces for Change) Lewin’s Force Field Analysis Excerpt from www. changemanagement-coach. com Impact Area Analysis Impact area analysis means analyzing the area which will have impacts because of the nature of effect of change. So, weanalyzed the whole organization and after the investigation, this change is mainly depended on the whole organization but the Top management has already been committed to set up the HR department. Then, the impact area was now clarified, our main aim is to change the perceived culture of the Middle and First Floor level of the organization. The Required Behaviours The required behavior for this change are as followed: The customers in Myanmar are now very educated, knowledgeable and very complaining. Not only about customer, also the competitive reactions are so intense. So, for retail chain like SHMT Home Mart, the required behavior will be as followed; * Lean and structured Organization * Well and systematic HR Department, HR Policies, Practices and Procedures * Rightful design of job * Better place to work. Prudence that We All need to Aware * This process is a ‘Change’ process. * Examine whether it needs to do or not. * We must have ‘Management’ it well, until it reaches the proper end. This is not an ‘Event’, this a â€Å"Journey†. * Many people give ‘Bloods and Lives’ during the Change Process. * ‘Resentments or conflicts’ can occur during the whole phase. * We cannot do it lightly, and when we dealt with it ‘there is no turning back’ * There is a Ã¢â‚¬Ë œTime Constraint’. Role of Change Sponsor or Leader In this change process, Ms. Phyu Phyu Seinn, MD, is the leader, an inspirational leader. Before she communicates about the new ‘Culture’, firstly, she must build the level of trust, which Stephen. P. Robbins means that there are dimensions of integrity, competence, consistence, loyalty and openness. As she is a leader, she must do the to minimize the possible employees’ resistance. The main task for the leader are as followed: * Know his employees. * Know his customers * Think about the desired results * Empower People * Create a Win–Win situation In this situation, Phyu Phyu Seinn acted as a ‘Transformational Leader’, that is, â€Å"Leaders who inspire followers to transcend their own self-interests for the good of the organization by clarifying role and task requirements. †, â€Å"Leaders who are also capable of having a profound and extraordinary effect on their follower. † Stephen P. Robbins. For Mr. Chan, changing the nature of ‘Customer unimportant Culture’ to ‘Customer-centric Culture’. Transforming the old believes to new opposite one. On the other hand, Phyu Phyu Seinn also acted as a ‘Sponsor’ who provides resources, authority, or reinforcement neededto accomplish change and has the authority to modify reward systems or otheraspects of organizational culture. Role of Change Agent Change Agent means that â€Å"Persons who act as catalysts assume the responsibility for managing change†Robbins et al 1994 Qualities of the Change Agent * Flexibility * Objectivity * Commitment Leadership and inspiration of others * Ability to handle uncertainty * Organizational Awareness * Sense of Humor Here are tasks for the Change Agent, which was identified by for SHMT Home Mart culture change process. The tasks of the change agent are: to get the commitment to the change from the impact groups, to set up and strengthen the change network , to disseminate the information about change, to help and support the groups in implementing change processes, to make involvement and educate others to participate in the change, to monitor the whole change process. The First Stage . We prepared an Employee Profile Form to know the length of services, knowledge, qualifications, and summary of the current position. The total workforce number is 46 in Head Quarter. We made the entire total workforce to fill up the employee profile to know the record of the employees. 2. Analyzed the detail aspects of the job by using interviewing methods. 3. Sent out the job satisfaction questionnaires to know the satisfaction rate of employee. 4. Redraft and rethink the old bloated and ineffective organizational chart to ensure that human resources are fit with the right job. . Sent out the new job description HR Manager post to set up the proper HR Department. * Posted in Institutes and in some Universities. * Advertised through internet * Linked with Employment Agency * Posted in internal Notice Board 6. Started to with Billion Forces Co. , Ltd to introduce the HRIS software. The Second Stage 1. Draft and prepared Job Descriptions and Person Specifications to know the detail of their tasks, duties and responsibilities. 2. Set HR Policies in line with Organization Strategy and Philosophy 3. Prepared HR Forms in accordance with HR policy and procedures to have a proper and systematic HR system. 4. Completed an Employee Handbook, both in English and Myanmar, which constitutes all the aspects of HR policies, Attendance and leaves, and some procedures. 5. Interviewed to all the applicants, to get the right person at the right job in the right place. 6. Redrew a New Organization Chart, which is more effective, and lean structure than ever. the Third Stage 1. Implement the new organizational structure andHR procedures and rules, and transferred all the necessary HR forms. 2. Set new salary scale level in accordance with secondary research data published by MRS (Myanmar Research Survey), 2011. 3. Held Human Resource Management Training to all the managerial and supervisor level, to know the importance of the Human Resource Management in the business organization. 4. Introduce the new figure print system to know the attendance of each and every employee. 5. Introduce the Employee Cards to record and improve the customer service and know the attendance of each and every employee. MD HR Manager Sr. Operation Manager Finance Manager Sale Marketing Executive Administrative Manager Sr. Designer HR Officer As. Production Manager As. Logistic Manager As. Procurement Manager Chief Accountant Accountant-1 Accountant-2 Stock Controller Cashier (Shop 1) Cashier (Shop 2) SCM Administrative Officer Sale Manager Mobile Team Leader Sale Staff (Shop-2) Sale Staff (Shop-1) Mobile Team member IMC Officer Jr. Designer Inbound L. Officer Production Supervisors Production Leaders SCM Outbound L. Officer Managing the People issues – Human Resource Management Strategy As organizationis comprising with people, there is more or less human resource factors for us to consider. Torrington and Hall (2008) defined ‘Human Resource Strategy’ as ‘a central philosophy that people in the organization are managed and transition of this into HR policies and practices, to become effective, policies and procedures need to be integrated with business or organizational strategy’. In here, we are needed to be considered is that the HR strategy must ‘Fit’ with business strategy which means ‘employees are seen as key in the implementation of the declared organizational strategy and human resource strategy is designed to fit with it. ’ Torrington and Hall (2008) The main aims of aligning the HRM with organizational strategy are to ensure the best utilization of Cho Cho Phyu Co. , Ltd employees to generate the organization performance and to reduce the level of risk by arranging and organizing the right people, in the right place, to the right job and in the right time. For human resource issues, we drew a plan, which is to cover most likely cases of Cho Cho Phyu Company people issues. Topics covered for Cho Cho Phyu Co. , Ltd are as followed: Motivating, Training and development, Reward System, managing Psychological issues and Appraisal systems. Motivating or Committing others to Change For every successful change management process, the motivation of the followers is one of the factors to consider. ‘For most changes, people’s past experience of change can affect the level of commitment and willingness to support further change’ John Hayes (2002). So, as this is the first time for Cho Cho Phyu, we have a responsibility t o win this change. To motivate the workforce, we set, firstly, a proper goal and linked with the non-financialreward system of Cho Cho Phyu Co. , Ltd. We also set MD and Human Resource Manager as a role model for this change by visiting stores for every weeks, dealing with customers and giving speeches to employees about the importance ‘customers’. * Training Program Another issue during the department start-up time, we need to think about the ‘training program’. This is a new culture, people will not be familiar with it. For the first step, they have to understand what the new culture means for them. As this is the new culture, most of the sale staffs and supervisors would require a certain specific training for their job purposes. Each and every individual employees will be tested to ensure that they do have qualifications, skills and experiences to work with the new culture. We empowered change agents (managers) to persuade the workforce to attend and commit to the new culture. * Reward and appraisal system Another aspect is the reward and appraisal system. Organizational rewards are powerful incentives for improving employee and work group performance. Based on ‘carrot and stick’ metaphor, we set both tangible and intangible rewards for workforce. We made variety of reward, which is linked, with the culture of the organization. Reward such as recognition, contests, games, financial rewards, incentives, employee of the month or year awards which are mainly to show the appreciation for employee effort. We also made the reward systems link to the needs and wants of the individual employees. We used House’s Path-goal theory to motivate the workforce. * Managing Psychological Issues As people are human beings, there was many resistances to the new culture. Many people feel they were defeated, threatened, coercive by the new culture. Some people feel demoralized, stressful and frustrated for the change. So, from human resource management view point, we have a responsibility to take care and manage the psychological issues of the affected employees. That is why, we have made an agreement with HR department to make employee assistance program (EAP), stress management program and work-life-balance program. During the culture changing process, there can be some degree of redundancy. So, for survivors from the cuts, there can be shock, bitterness, anger and also peer and group pressures. Survivors need information about ‘why action had to be taken’ and ‘what the future holds for them personally’. Compensation and Ethical Considerations During the change process, there can many be issues like layoffs and compensations for those who resist change. So, we made some financial and non-financial transition arrangements. we arranged transition stay bonus and outplacement programs for all the layoffs employees. As most of employees at Cho Cho Phyu are between twenty and twenty-eight, there are much potential for their whole life long. So, Ms. Aung arranged personal career counseling, resume preparation and typing services, interviewing workshops and referral assistance in the outplacement programs. Initiating and implementing the new ‘Customer-centric’ Culture â€Å"The change process goes through a series of stages that, in total, usually require a considerable length of time. Skipping stages creates only the illusion of speed and never produces a satisfying result. †John Kotter, Leading Change To implement the new organizational culture, we were followed the model described by Kurt Lewis (1951). This is one of the best change model that is combining the theories of sociology and psychology, developed a three stage model for large-scale system change. Unfreezing phase This is the establishing stage for Cho Cho Phyu Co. , Ltd, which is forced by the environment to implement the customer-centric culture as their competitors, or back off from this aggressive market. Unfreezing phase is first step of the Lewin’s change transition stages, where people are taken from the situation of being unready to change to the firststep of being able and willing to cha nge. Schein(1995) states that in order for change to occur, there must be a combination of both adding driving force and removing restraining forces. Creating a sense of crisis will bring the whole components in the company into one voice. As the main aim of this stage is to ‘let go’ the old culture of the organization, we, firstly, searched the bad points of the current culture and linked it with the issues and problems currently faced by the SHMT Home Mart. This step is the most important fundamental step for this whole change, we created a crisis – ‘burning platform’ to reduce the level of trust on the currently using culture. According to many researchers, most of the change processes are failed because of the unreliable vision and strategy. So, for second, we created a persuasive vision – ‘what we want to be? , then communicate it to the whole organization, to overcome the current crisis situation of the Cho Cho Phyu Co. , Ltd. By drawing a clear vision and strategy in how to achieve that vision, the employees will understand how the new system will benefit them and they will progressively change their effort to support the implementation of the new culture. We made change agentsto set clear vision of customer-centricculture in implementation process of Cho Cho Phyu Co. , Ltd. According to Lewin, this is a phase, which melt down the old beliefs, assumptions, and paradigm of organization. * Transition Phase this is a changing phase form the old undesired situation to the new desire situation. This is the hardest part for every individual to start. So, Ms. Aung, also made a pioneer team to facilitate the change situation. In this phase, the leader has to act like a king or role model. We made some form of coaching, counseling, reward, appraisal system, motivation and other psychological support for this phase. This phase get rid of anything which may vulnerablethe implementation plan of change process, including any unsuitable ideas, company structures, activities as well as existing beliefs which may potentially undermining or threatening the new culture implementation. Linking the reward and performance is very important for all change management process, and also with punitive actions. A sense of motivation is now needed for all employees to go to the goal of the organization. The project team also provided plenty of penalties of options for employee involvement in this change process. Giving opportunities to have delegation and empowerment can get the commitment of the employees. By announcing the short-term success also made the whole organization to generate motivation. * Refreezing phase At the end of our journey, the final goal is to ‘refreeze’ the situation. Making short-term wins made the whole change process to run smoothly. As this new culture is very beneficial for both organization and staffs, each and every employees are very enthusiastic with the change. But in every change, there can be a ‘Marathon Effect’ that is some people reached the aim while other people are still running from the start. Visionary and icon leadership supports, proper reward systems, and reliable feedback systems made the change process to get success. we also made the training and development sessions for all the impacted employees to get the desired and required results from change management. For every change, there can be a fall back to the old undesired stage. That is why we made ‘burning bridges’ to ensure that there is no way to go back by establishing proper rules, regulations and policies and rewarding the successful employees whose behavior are aligned with the desired behavior. Communication Strategy Communicating about the change throughout the whole organization is also the main point for all change champion, change leader and change agents to consider. Varey also said that ‘culture and communication cannot be separated’. People may feel shock, and deny in the first place, if the communication strategy is not well. So, we found out that we have to arrange it in the right timing during the transition process. We also used both formal and informal communication structure. In this strategy, we made people more rely on the formal communication system (that is – meetings, speeches, briefing, discussion, memo, notice etc. rather than informal (that is – rumors, gossips, conjectures and opinions). We planned the communication more focus on ‘what, when, who and how’, but there is no formula about the communication that can apply in all situation. In some circumstances, change agents may advocate a complete openness of about all the issues to the impact groups. Conclusion This change management is concerned not only for the employee job satisfactions and delights but also for the business organizations to get competitive advantage. In this changing environment, the environment that the businesses operate is rapidly and massively changing. Notable experience is that, in Myanmar, the demographic changes have hugely impact on the Myanmar Businesses. As it is a culture change for Cho Cho Phyu Co. , Ltd, we faced with many problems and it may take more than 1 year for the whole organization to accept and exercise the new culture. Although it is a new culture for the whole organization, it is very beneficial for both employees and employer. Because of that point, we can implement the whole change management in successful behavior. How to cite Organisational Behaviour Assignment, Papers Organisational Behaviour Assignment Free Essays Performance Review Report ————————————————- Cho Cho Phyu Company Limited Group – 2 â€Å"We can say that there can be a change situation, when the people are dissatisfied with the current status or current situation. † Kurt. W. We will write a custom essay sample on Organisational Behaviour Assignment or any similar topic only for you Order Now Lewin â€Å"Change can be happened when the people in the organization are open-minded and willing to change. † U Aye Kyaw(MHR) Acknowledgements We would like to express our sincere acknowledgements to all those who have helped us in preparation for this project. Initially, we would especially like to express my gratitude to our teachers- TakeruOhe, PhosyChanhming, and Yasushi Ishida who give the training of COBLAS Myanmar (Consulting Based On Learning Asean Small and Medium Enterprises). We are greatly in debt of gratitude to all of our Myanmar teachers for their encouragement, unflagging support and invaluable guidance throughout our project. We are very much grateful to Daw Phyu Phyu Seinn, Managing Director of Cho Cho Phyu Co. , Ltd (SPIKE Fashion Collection) who allows us to do the research in her company and gives us invaluable datas, information and help which is very important for our project. Furthermore, our special thanks are due to the employees in Cho Cho Phyu Co. , Ltd, for their contribution and help in our change process. Last, we would like to offer my thanks to the authors and publishers mentioned in the references for using their materials in preparing this project. Many thanks to everybody who gave us help and support throughout our project. Executive Summary People are talking about the powerful word called ‘Change’, which is really popular in the human society started from the not more than the past three decades. And yes, this will be happened continuously at every time and in every situation. This is also happened in our business environment. Many literatures say that the environment that the businesses operate is ‘rapidly and massively changing’. So, here are only two questions for all the businesses. Those questions are â€Å"kill? † or â€Å"be killed? †. For the business to be successful in the foreseeable future, it has to be killed the change before it is too late. So, the businesses must have aligned its internal arrangement with the demand of external changes. In this project, we focus on the aspect of ‘Starting up the Human Resource Department and introducing about Customer-led Culture’ at the company called â€Å"SPIKE Fashion Collection†, which is a successful fashion brand in Myanmar. ORGANIZATION PROFILE Cho Cho Phyu Company is started with a humble sole trader business structure in 1992, in the Third Capital City of Myanmar, Mandalay. And then, the business moves to Yangon in 2006 and formed as a private limited company. Also in 2006, Cho Cho Phyu company launched a fashion brand called ‘SPIKE’, which offers woman clothing to both business and consumer markets. Now, SPIKE is very popular brand for its local target markets of both Upper Lower and Lower Middle classes who live in suburb areas. Now Cho Cho Phyu hasTwoShow Rooms, in some downtown areas and TwoGarment Factories, which are operating very well. Business Canvas CUSTOMER SEGMENTS 1 Upper Lower Classes Lower Middle Classes VALUE PROPOSITION 2 ‘Spike’ is a fashion brand which is well established and has a good quality and reasonable price to its target market. the design is the main proposition for it, which is mostly emphasise on the comfort and confidence for its targets. CUSTOMER RELATIONSHIP 4 Personal Assistant, Email, Phone, Letters DISTRIBUTION CHANNELS 3 Indirect Channel Direct Channel Consignment KEY RESOURCES 6 Reasonable Market Experience KEY ACTIVITIES 7 Cutting, Making , Packaging, Selling and Distribution PARTNERS 8 COST STRUCTURE 9 Social / Environmental Costs Financial Risk Capital Investment REVENUE STREAMS 5 Business community Well established Brand Seven Colour Textile Co. ,Ltd Long Foung Laung Yee ‘Spike’ aims to generate small revenues from a large number of customer designed items. This represents a valuable addition to Spike Fashion Collection. SWOT Analysis Strengths Customer loyalty / relationships Production quality High production efficiency Skillful employees S W O T Weaknesses Poor Human Resource Management Lack of Plan Lack of clear mission, vision goals Opportunities Changing customer’s needs Technological advance Get offer from ASEAN free trade Fashion trend changes of different ages Threats Changing the taste and preferences of the customers. the direct investment of the foreign companies. Main Issues As Cho Cho Phyu Co. , Ltd is just transforming from Sole Trader business structure to Limited Liability Company (LLC), there are many problems associated with conventional or traditional management style. Many theorists say that most of the business owners are still getting lost in this change period, as they do reflect and remember their past behaviors, which are very well relevant for them in the past. In this firm, employee are dissatisfied with their job as they do not get the benefits and privileges that can get easily in the external market or in other companies. The Bureaucratic decision-making and less delegating also lead the whole organization to feel stifle and less important. Moreover, no Human Resource Department leads to become unstructured and unsystematic procedure in dealing with employee aspects. As a consequence, there are many unmatched job responsibilities and position. Employees do not know ‘what are their rights? ’ and â€Å"what are strictly forbidden/†. Initial Stage (prelude) We met with the Managing Director of Cho Cho Phyu Co. , Ltd and discussed about the matters that are currently arising within the Company. After discussing about the matters, we made an agreement with MD of Cho Cho Phyu Co. , Ltd and we sent TOR (Term of Reference) Letter to make the agreement. After due consideration of all aspects, our group started to work the following activities. Investigation methods Research Design Exploratory: After getting the permission from company’s board of director, we started to discuss what factors of Cho Cho Phyu Co. ,Ltd contribute to employee satisfaction. Because of time and budget constraints, we were unable to conduct focus groups or in depth interviews. By doing interview, we developed the research design. Descriptive: To gain a better un derstanding of the problem, and to clarify the research questions, we conducted secondary research to discover what experts say aboutemployee salary scales. This research allowed us to gain a solid understanding of the business. We clearly describe about the process of our research and data process through clear clarification in our ‘Employee Job Satisfaction Report’. Force Field Analysis For every change management, the most vital thing to consider is that whether this change is needed or not. To know the solution, we made investigations by using interviewing, questionnaire and scanning the environment. After being investigated the whole environment, we can suggest that the Cho Cho Phyu is needed to set the Human Resource Department. As the nature of organization comprises with human beings, there can be complexity of human emotions and psychological implications. People always feel threaten because of change. So in this situation, there is no doubt that this will be happened too. Then when we look at Lewis Force Field, there are two forces – the positive forces for change and obstacles of change. there will be change of the positive forces are greater than obstacles. Driving Forces * Demographic Changes In previous days, there are few places for all customers to buy products or whatever they want. After 1998, the demographic changes incur and customers now have habits to buy things at retail stores. Now, customers are very choosy, know they have a right to sue and knowledgeable. Moreover, every customer thinks they are paramount for every businesses. * Various Stakeholders Interests Stakeholders are those who are interested in the business activities and can be affected by the business operations. There is declined in organization’s profit level at those days. Poor customer management skills and overlooking the customers’ needs and expectations made the Cho Cho Phyu bad image. For Cho Cho Phyu, employees are the best valuable assets which cannot be copied or imitate. Also, there is a strong relationship between the Employee Job Satisfaction and Customer satisfaction. * Political Changes After changing government and political policies in 1989, the economic condition of Myanmar is gradually increasing. Changing from socialist economy to market economy gave the Myanmar economy to become more developments and beneficial returns. In 2015, there will be an AFTA (ASEAN Free Trade Agreement) issues. So, many SMEs and large scale businesses are starting to prepare for the unseen able future changes. * Competitors’ Reactions In Myanmar, there are same businesses like SPIKE Fashion Collection. The main rivalries for the SPIKE are D2, ,who are aggressively aiming to satisfy the customer requirements. * Economic Issues In Myanmar economy, there are too many uncertainties for every businesses. Also the implication of globalization of markets, organization must learn to break the limited mindset of national markets to compete on a worldwide basis (Ghoshal and Butler, 1992). Restraining Forces * Habits For every complexities, everybody rely on habits or programmed responses. People are difficult to change if they are naturally habited. * Security Even people at the high level can resist if the change is threatening to their feeling of safety. For staffs, there can be a sense of insecurity of being the nature of culture change due to the fear of unknown. Group Inertia Even if individual want to change, there can be resistances, which are constraint to the group norms. In Cho Cho Phyu Company Limited, there are many resistances – perceived habits of the shop floor workers, the current perceived culture of the worker, the status quo of the workers, and uncertainty of the desire situation. So, we m ade some assumptions that as this is a culturaland department change, the incremental change could be more appropriate forCho Cho Phyu Company in this development process. RESTRAINING FORCES (Obstacles for Change) Present State or Desired State DRIVING FORCES Positive Forces for Change) Lewin’s Force Field Analysis Excerpt from www. changemanagement-coach. com Impact Area Analysis Impact area analysis means analyzing the area which will have impacts because of the nature of effect of change. So, weanalyzed the whole organization and after the investigation, this change is mainly depended on the whole organization but the Top management has already been committed to set up the HR department. Then, the impact area was now clarified, our main aim is to change the perceived culture of the Middle and First Floor level of the organization. The Required Behaviours The required behavior for this change are as followed: The customers in Myanmar are now very educated, knowledgeable and very complaining. Not only about customer, also the competitive reactions are so intense. So, for retail chain like SHMT Home Mart, the required behavior will be as followed; * Lean and structured Organization * Well and systematic HR Department, HR Policies, Practices and Procedures * Rightful design of job * Better place to work. Prudence that We All need to Aware * This process is a ‘Change’ process. * Examine whether it needs to do or not. * We must have ‘Management’ it well, until it reaches the proper end. This is not an ‘Event’, this a â€Å"Journey†. * Many people give ‘Bloods and Lives’ during the Change Process. * ‘Resentments or conflicts’ can occur during the whole phase. * We cannot do it lightly, and when we dealt with it ‘there is no turning back’ * There is a Ã¢â‚¬Ë œTime Constraint’. Role of Change Sponsor or Leader In this change process, Ms. Phyu Phyu Seinn, MD, is the leader, an inspirational leader. Before she communicates about the new ‘Culture’, firstly, she must build the level of trust, which Stephen. P. Robbins means that there are dimensions of integrity, competence, consistence, loyalty and openness. As she is a leader, she must do the to minimize the possible employees’ resistance. The main task for the leader are as followed: * Know his employees. * Know his customers * Think about the desired results * Empower People * Create a Win–Win situation In this situation, Phyu Phyu Seinn acted as a ‘Transformational Leader’, that is, â€Å"Leaders who inspire followers to transcend their own self-interests for the good of the organization by clarifying role and task requirements. †, â€Å"Leaders who are also capable of having a profound and extraordinary effect on their follower. † Stephen P. Robbins. For Mr. Chan, changing the nature of ‘Customer unimportant Culture’ to ‘Customer-centric Culture’. Transforming the old believes to new opposite one. On the other hand, Phyu Phyu Seinn also acted as a ‘Sponsor’ who provides resources, authority, or reinforcement neededto accomplish change and has the authority to modify reward systems or otheraspects of organizational culture. Role of Change Agent Change Agent means that â€Å"Persons who act as catalysts assume the responsibility for managing change†Robbins et al 1994 Qualities of the Change Agent * Flexibility * Objectivity * Commitment Leadership and inspiration of others * Ability to handle uncertainty * Organizational Awareness * Sense of Humor Here are tasks for the Change Agent, which was identified by for SHMT Home Mart culture change process. The tasks of the change agent are: to get the commitment to the change from the impact groups, to set up and strengthen the change network , to disseminate the information about change, to help and support the groups in implementing change processes, to make involvement and educate others to participate in the change, to monitor the whole change process. The First Stage . We prepared an Employee Profile Form to know the length of services, knowledge, qualifications, and summary of the current position. The total workforce number is 46 in Head Quarter. We made the entire total workforce to fill up the employee profile to know the record of the employees. 2. Analyzed the detail aspects of the job by using interviewing methods. 3. Sent out the job satisfaction questionnaires to know the satisfaction rate of employee. 4. Redraft and rethink the old bloated and ineffective organizational chart to ensure that human resources are fit with the right job. . Sent out the new job description HR Manager post to set up the proper HR Department. * Posted in Institutes and in some Universities. * Advertised through internet * Linked with Employment Agency * Posted in internal Notice Board 6. Started to with Billion Forces Co. , Ltd to introduce the HRIS software. The Second Stage 1. Draft and prepared Job Descriptions and Person Specifications to know the detail of their tasks, duties and responsibilities. 2. Set HR Policies in line with Organization Strategy and Philosophy 3. Prepared HR Forms in accordance with HR policy and procedures to have a proper and systematic HR system. 4. Completed an Employee Handbook, both in English and Myanmar, which constitutes all the aspects of HR policies, Attendance and leaves, and some procedures. 5. Interviewed to all the applicants, to get the right person at the right job in the right place. 6. Redrew a New Organization Chart, which is more effective, and lean structure than ever. the Third Stage 1. Implement the new organizational structure andHR procedures and rules, and transferred all the necessary HR forms. 2. Set new salary scale level in accordance with secondary research data published by MRS (Myanmar Research Survey), 2011. 3. Held Human Resource Management Training to all the managerial and supervisor level, to know the importance of the Human Resource Management in the business organization. 4. Introduce the new figure print system to know the attendance of each and every employee. 5. Introduce the Employee Cards to record and improve the customer service and know the attendance of each and every employee. MD HR Manager Sr. Operation Manager Finance Manager Sale Marketing Executive Administrative Manager Sr. Designer HR Officer As. Production Manager As. Logistic Manager As. Procurement Manager Chief Accountant Accountant-1 Accountant-2 Stock Controller Cashier (Shop 1) Cashier (Shop 2) SCM Administrative Officer Sale Manager Mobile Team Leader Sale Staff (Shop-2) Sale Staff (Shop-1) Mobile Team member IMC Officer Jr. Designer Inbound L. Officer Production Supervisors Production Leaders SCM Outbound L. Officer Managing the People issues – Human Resource Management Strategy As organizationis comprising with people, there is more or less human resource factors for us to consider. Torrington and Hall (2008) defined ‘Human Resource Strategy’ as ‘a central philosophy that people in the organization are managed and transition of this into HR policies and practices, to become effective, policies and procedures need to be integrated with business or organizational strategy’. In here, we are needed to be considered is that the HR strategy must ‘Fit’ with business strategy which means ‘employees are seen as key in the implementation of the declared organizational strategy and human resource strategy is designed to fit with it. ’ Torrington and Hall (2008) The main aims of aligning the HRM with organizational strategy are to ensure the best utilization of Cho Cho Phyu Co. , Ltd employees to generate the organization performance and to reduce the level of risk by arranging and organizing the right people, in the right place, to the right job and in the right time. For human resource issues, we drew a plan, which is to cover most likely cases of Cho Cho Phyu Company people issues. Topics covered for Cho Cho Phyu Co. , Ltd are as followed: Motivating, Training and development, Reward System, managing Psychological issues and Appraisal systems. Motivating or Committing others to Change For every successful change management process, the motivation of the followers is one of the factors to consider. ‘For most changes, people’s past experience of change can affect the level of commitment and willingness to support further change’ John Hayes (2002). So, as this is the first time for Cho Cho Phyu, we have a responsibility t o win this change. To motivate the workforce, we set, firstly, a proper goal and linked with the non-financialreward system of Cho Cho Phyu Co. , Ltd. We also set MD and Human Resource Manager as a role model for this change by visiting stores for every weeks, dealing with customers and giving speeches to employees about the importance ‘customers’. * Training Program Another issue during the department start-up time, we need to think about the ‘training program’. This is a new culture, people will not be familiar with it. For the first step, they have to understand what the new culture means for them. As this is the new culture, most of the sale staffs and supervisors would require a certain specific training for their job purposes. Each and every individual employees will be tested to ensure that they do have qualifications, skills and experiences to work with the new culture. We empowered change agents (managers) to persuade the workforce to attend and commit to the new culture. * Reward and appraisal system Another aspect is the reward and appraisal system. Organizational rewards are powerful incentives for improving employee and work group performance. Based on ‘carrot and stick’ metaphor, we set both tangible and intangible rewards for workforce. We made variety of reward, which is linked, with the culture of the organization. Reward such as recognition, contests, games, financial rewards, incentives, employee of the month or year awards which are mainly to show the appreciation for employee effort. We also made the reward systems link to the needs and wants of the individual employees. We used House’s Path-goal theory to motivate the workforce. * Managing Psychological Issues As people are human beings, there was many resistances to the new culture. Many people feel they were defeated, threatened, coercive by the new culture. Some people feel demoralized, stressful and frustrated for the change. So, from human resource management view point, we have a responsibility to take care and manage the psychological issues of the affected employees. That is why, we have made an agreement with HR department to make employee assistance program (EAP), stress management program and work-life-balance program. During the culture changing process, there can be some degree of redundancy. So, for survivors from the cuts, there can be shock, bitterness, anger and also peer and group pressures. Survivors need information about ‘why action had to be taken’ and ‘what the future holds for them personally’. Compensation and Ethical Considerations During the change process, there can many be issues like layoffs and compensations for those who resist change. So, we made some financial and non-financial transition arrangements. we arranged transition stay bonus and outplacement programs for all the layoffs employees. As most of employees at Cho Cho Phyu are between twenty and twenty-eight, there are much potential for their whole life long. So, Ms. Aung arranged personal career counseling, resume preparation and typing services, interviewing workshops and referral assistance in the outplacement programs. Initiating and implementing the new ‘Customer-centric’ Culture â€Å"The change process goes through a series of stages that, in total, usually require a considerable length of time. Skipping stages creates only the illusion of speed and never produces a satisfying result. †John Kotter, Leading Change To implement the new organizational culture, we were followed the model described by Kurt Lewis (1951). This is one of the best change model that is combining the theories of sociology and psychology, developed a three stage model for large-scale system change. Unfreezing phase This is the establishing stage for Cho Cho Phyu Co. , Ltd, which is forced by the environment to implement the customer-centric culture as their competitors, or back off from this aggressive market. Unfreezing phase is first step of the Lewin’s change transition stages, where people are taken from the situation of being unready to change to the firststep of being able and willing to cha nge. Schein(1995) states that in order for change to occur, there must be a combination of both adding driving force and removing restraining forces. Creating a sense of crisis will bring the whole components in the company into one voice. As the main aim of this stage is to ‘let go’ the old culture of the organization, we, firstly, searched the bad points of the current culture and linked it with the issues and problems currently faced by the SHMT Home Mart. This step is the most important fundamental step for this whole change, we created a crisis – ‘burning platform’ to reduce the level of trust on the currently using culture. According to many researchers, most of the change processes are failed because of the unreliable vision and strategy. So, for second, we created a persuasive vision – ‘what we want to be? , then communicate it to the whole organization, to overcome the current crisis situation of the Cho Cho Phyu Co. , Ltd. By drawing a clear vision and strategy in how to achieve that vision, the employees will understand how the new system will benefit them and they will progressively change their effort to support the implementation of the new culture. We made change agentsto set clear vision of customer-centricculture in implementation process of Cho Cho Phyu Co. , Ltd. According to Lewin, this is a phase, which melt down the old beliefs, assumptions, and paradigm of organization. * Transition Phase this is a changing phase form the old undesired situation to the new desire situation. This is the hardest part for every individual to start. So, Ms. Aung, also made a pioneer team to facilitate the change situation. In this phase, the leader has to act like a king or role model. We made some form of coaching, counseling, reward, appraisal system, motivation and other psychological support for this phase. This phase get rid of anything which may vulnerablethe implementation plan of change process, including any unsuitable ideas, company structures, activities as well as existing beliefs which may potentially undermining or threatening the new culture implementation. Linking the reward and performance is very important for all change management process, and also with punitive actions. A sense of motivation is now needed for all employees to go to the goal of the organization. The project team also provided plenty of penalties of options for employee involvement in this change process. Giving opportunities to have delegation and empowerment can get the commitment of the employees. By announcing the short-term success also made the whole organization to generate motivation. * Refreezing phase At the end of our journey, the final goal is to ‘refreeze’ the situation. Making short-term wins made the whole change process to run smoothly. As this new culture is very beneficial for both organization and staffs, each and every employees are very enthusiastic with the change. But in every change, there can be a ‘Marathon Effect’ that is some people reached the aim while other people are still running from the start. Visionary and icon leadership supports, proper reward systems, and reliable feedback systems made the change process to get success. we also made the training and development sessions for all the impacted employees to get the desired and required results from change management. For every change, there can be a fall back to the old undesired stage. That is why we made ‘burning bridges’ to ensure that there is no way to go back by establishing proper rules, regulations and policies and rewarding the successful employees whose behavior are aligned with the desired behavior. Communication Strategy Communicating about the change throughout the whole organization is also the main point for all change champion, change leader and change agents to consider. Varey also said that ‘culture and communication cannot be separated’. People may feel shock, and deny in the first place, if the communication strategy is not well. So, we found out that we have to arrange it in the right timing during the transition process. We also used both formal and informal communication structure. In this strategy, we made people more rely on the formal communication system (that is – meetings, speeches, briefing, discussion, memo, notice etc. rather than informal (that is – rumors, gossips, conjectures and opinions). We planned the communication more focus on ‘what, when, who and how’, but there is no formula about the communication that can apply in all situation. In some circumstances, change agents may advocate a complete openness of about all the issues to the impact groups. Conclusion This change management is concerned not only for the employee job satisfactions and delights but also for the business organizations to get competitive advantage. In this changing environment, the environment that the businesses operate is rapidly and massively changing. Notable experience is that, in Myanmar, the demographic changes have hugely impact on the Myanmar Businesses. As it is a culture change for Cho Cho Phyu Co. , Ltd, we faced with many problems and it may take more than 1 year for the whole organization to accept and exercise the new culture. Although it is a new culture for the whole organization, it is very beneficial for both employees and employer. Because of that point, we can implement the whole change management in successful behavior. How to cite Organisational Behaviour Assignment, Essay examples