Toothpaste critique

What's in This Toothpaste? By David Botanist. The audience/reader Is informed about how toothpaste In made, the Ingredients which are used to make Just a bottle of tube and other alternatives that can be used if you opinion about toothpaste changes. The author talks about if toothpaste is something you should consider or keep using. There are a few examples of diction which are present in the essay, the first one would be, â€Å"It's there because people like to have a big gob of toothpaste to spread on the brush.This creates a mental picture/image in the readers mind because, this effect relates to Imagery while the reader Is reading that passage they can relate to It because they have seen It in first person. Another example of imagery is present as the author states, â€Å"The tube of toothpaste is squeezed, it's pinched metal seams are splayed. † This creates the same visual effect in the readers mind, when they are doing that and it is impossible to make the toothpaste t o come out, so this relates to the readers past experience.Another example where David Botanist shows imagery is, â€Å"This is the flavoring, and it has to be strong. Double rectified peppermint OLL Is used. † This creates an Imagery of smell which the reader often smells after brushing his/her teeth. In the essay syntax Is present, the first example is where and how the author places his paragraphs, the author in depth states his first topic and first ingredient and then backs up his argument, he then explains what the ingredient is used for and also gives a description.This show that the paragraphs are well placed and explained, this creates an effect of keeping the essay neat and well organized. Another example where the author shows sentence structure Is how the author keeps the paragraphs hurt, which tends to trick the reader that he Is reading less but really he Is reading the same but faster. This creates an effect of speeding up the tempo of the essay. Usually if the paragraphs are too long the reader tends to get bored or distracted.Another example is the author makes a statement, â€Å"Water mostly, 30 to 45 percent in most brands: ordinary, everyday simple tap water. † In the essay this is an incomplete sentence where the author makes a statement and carries on, this creates an effect of a pause so the reader can think about that basically people pay three dollars or more for water. A powerful rhetorical device which is used is juxtaposition, where the author compares two things, toothpaste and water, â€Å"studies show that brushing with just plain water will often do as a good Job. This give an alternative for the reader if their opinion on toothpaste changes. A second rhetorical device is hypoxia, where the author raises a question but ends up answering it himself to add effect, â€Å"Is that it? Chalk, water, paint, seaweed, antifreeze, paraffin 011, detergent, and peppermint? Prove his point, also it allows the author to write more, the effect of this is that this is play on word.The third rhetorical device which is present is colloquialism, word like â€Å"bobbing,† â€Å"gob,† â€Å"goodies,† and other slang words that the author uses to get his point across for everyone, interpreting the author you can tell that the author uses informal words to connect with the younger audience. The tone that the author sets is for a younger audience, the author uses in formal word, to target teenagers, another target is the people who don't know much about toothpaste. The title of the essay grabs the attention of the reader and forces them to read. Toothpaste is meeting people use daily but they have no clue what it is made up of.The mood which is created is the audience feeling disgusted because toothpaste manufactures use; pesticide, detergent and chalk: the kind that teachers use to write on the black board, and that is the same toothpaste we put in our mouth. Another mood is the audience is i nformed about how bad toothpaste could be if swallowed. Overall the writing choices made by the author were remarkable, really loved the message the author way trying to get across. In the end David Botanist serves his purpose of writing the essay of educating people about toothpaste.

En Fait French Expression Explained

En Fait French Expression Explained The French expression en fait (pronounced [a(n) feht]) is a statement of contradiction, used when you want to set the record straight. Its the equivalent of saying something like in fact, as a matter of fact or actually in English. Its  register  is normal. Examples   Ã‚  -As-tu faim ? -Non, en fait, jai dà ©j mangà ©.-Are you hungry? -No, actually, Ive already eaten.   Ã‚  -Javais pensà © que nous allions le faire ensemble, mais en fait jà ©tais tout seul.-Id thought we were going to do it together, but, in fact, I was by myself. Confusions There are two potential confusions with the expression en fait: Its really only used to contradict something. In English, theres another meaning of in fact, where you agree with what was just said and want to add some more information, as in Yes, in fact, thats a good idea. In this case, a better translation of in fact is en effet, effectivement, or possibly justement.Though it may sound similar, the expression au fait means something very different.

5 Widespread Myths About Interracial Relationships

5 Widespread Myths About Interracial Relationships Interracial couples, marriages, and relationships are more common today than ever before in the United States. Marriages between people of different races reached a record high of 8.4 percent in 2010, according to the New York Times. Despite the rising rate of interracial marriage, mixed-race couples not only continue to face scrutiny and disapproval but sweeping generalizations from outsiders. Individuals in interracial relationships often are accused of entering such unions for less than honorable reasons. This review of the myths that shroud interracial couples indicate that romance across the color line remains a source of stigma. Interracial Means Black And White Arguably the biggest myth about interracial couples is that such pairings always involve a white person and a person of color. Interracial couples consisting of two people who belong to racial minority groups are largely overlooked in the mainstream culture. This is likely because discussions of race in general still are based on a black-white paradigm. Nonetheless, interracial couples of color have been the inspiration for films such as â€Å"Mississippi Masala,† in which Denzel Washington plays a character who falls in love with a South Asian woman. Moreover, the comedy â€Å"Harold Kumar Go to White Castle† paired the Korean-American protagonist up with a Latina love interest. Of course, a number of such couples exist in real life as well. Famous examples of interracial couples of color include musician Carlos Santana and his wife, Cindy Blackman, an African American; and Wesley Snipes and his wife, Nakyung Park, a Korean American. As the United States grows more diverse, interracial couples of color will only grow more common. Accordingly, discussion of interracial relationships should include pairings of Asian Americans and African Americans, Hispanic Americans and Arab Americans, and so forth. People in Interracial Relationships Never Date Their Own Race Strangers often assume that people in interracial relationships have long dated exclusively outside of their race. It’s undeniable that some people display strong preferences for a particular race. Indian-American actress Mindy Kaling, for example, essentially told Us Magazine that she favors white men.   â€Å"I embarrassingly love blond men - hot pinups like Chris Evans and Chris Pine,† she said. â€Å"I feel like people expect me to have an edgy choice, like Justin Theroux, and I’m just like, ‘Nope! I want Captain America!’† In addition, Kaling has been called out for casting solely white men as her love interests on her show â€Å"The Mindy Project.† Unlike Mindy Kaling, however, many people in interracial relationships don’t have a type. They have dated both intra-racially and interracially and just happened to end up with partners who don’t share their ethnic background. They don’t have a pattern of choosing solely white mates or solely Asian mates or Hispanic ones. Singer Rihanna,  journalist Lisa Ling and actor Eddie Murphy are all examples of people whove dated both within and outside of their racial group.  Ã‚   If you don’t know the dating history of a person in an interracial relationship, don’t assume that they have no interest in dating members of their own race. Unless you’re interested in dating the person in question, however, ask yourself why you care whom this person dates. If the person has bought into the idea that some racial groups are more desirable than others and date such people because they consider them to be â€Å"catches† or â€Å"trophies,† there’s little you can do to change their mindset anyway. They’ll likely excuse their dating patterns as being simple â€Å"preferences† rather than examine how our racially stratified society has influenced them to find some racial groups more appealing than others. Minorities in Interracial Romances Hate Themselves People of color who date interracially are often accused of suffering from self-hatred. While some minorities date whites in particular for social status, many minorities who date across the color line are proud of their heritage. They’re not dating interracially to dilute their bloodlines. They simply felt a spark with someone who doesn’t share their racial background. This doesn’t mean that they don’t identify with their minority group and are ashamed to be part of that group. A number of African Americans who married interracially have fiercely fought for civil rights and the uplift of their racial group, including the abolitionist Frederick Douglass, playwright Lorraine Hansberry, U.S. Supreme Court Justice Thurgood Marshall and actor-singer Harry Belafonte. Whites in Interracial Marriages Are Rebelling While minorities in interracial relationships are often accused of hating themselves, whites in such relationships are often accused of rebelling. They didn’t marry interracially because they truly loved their spouse, outsiders say, but because they wanted to get back at their parents. Are there white people who bring home a person of another race because they know it will drive their parents crazy? Probably. But it’s unlikely that these people would have a sustained relationship with someone of a different race just to spite their parents, let alone marry interracially to do so.  Ã‚   Minorities in Interracial Relationships Date Down It’s a common belief that people of color in interracial relationships, especially with whites, date down rather than up. In other words, their partners aren’t particularly attractive, moneyed or educated. They are not dating â€Å"catches.† The rationale here is that whites enjoy so much privilege in society that minorities who pursue romances with them aren’t exactly picky. Any white person will do. This, of course, is a sweeping generalization. Unless the only criterion a person has in a mate is that she be white, it’s doubtful that this generalization applies. Rosie Cuison Villazor, a law professor and editor of Loving v. Virginia in a Post-Racial World, has found that the income of interracial couples tends to vary by the racial makeup of the couple. â€Å"Forty-two percent of white men/Asian women married couples both went to college, compared with 20 percent of white/Hispanic married couples and 17 percent of white/black married couples,† she found. â€Å"A look at earnings also reveals racial and gender differences: the median combined income of white/Asian couples is $70,952, compared with $53,187 for white/black married couples.† The fact that black-white couples earn less than white-Asian couples reflects the fact that blacks generally earn less than whites in the United States, while Asians tend to earn as much or more money than whites. Given this and the fact people of all races are more likely to romance those who share their economic and education background, it’s inaccurate to suggest that minorities in interracial relationships marry or date down. Sources Maillard, Kevin Noble. Loving vs. Virginia in a Post-Racial World. Rose Cuison Villazor (Editor), Cambridge University Press, May 16, 2012. Villazor, Rose Cuison. Marrying Across Racial Lines, but Still Seeing Lines. The New York Times, November 17, 2014.

New Zealand Tourism Essay Example | Topics and Well Written Essays - 1250 words

New Zealand Tourism - Essay Example This is because people falling in the above age limit are known to make frequent visit to places and destinations. Some of the social marketing elements which could be sued for the purpose are promotional campaigns like public announcements, billboards, media events and community outreaches. The importance of video marketing and blog marketing and social networking sites could also be used for the purpose. This would allow a two way communication process between the authorities and the general public. The advantage of social marketing is that the viewers would be able to provide their views and suggestions regarding their needs and requirements based on which the authorities would be able to provide the facilities. Target market segments and stakeholders Natural disaster has great impact on the tourism and also on the economic condition of the country. Thus effective marketing strategy is very essential to communicate with people over the globe that the country is ready for business. For successfully implementing the strategies proper evaluation of the target market and the stakeholders analysis is very important for NZ Tourism. ... Figure 1: Visitor arrival trend rise with income (Source: Local Government New Zealand, 2011, p. 9) The top two markets which has great trend of tourism attraction for New Zealand are China and Australia which are needed to be focused for marketing of the Tourism activity. Figure 2: China and Australia are the Key market (Source: Local Government New Zealand, 2011, p. 10) The interactive segments who are involved in the process of engagement and interaction with respect towards the social, cultural, environmental of these potential markets are the main target segment for the tourism industry. The primary stakeholders for the tourism of New Zealand may be divided into three major categories- 1. Industry groups like Hotel Council of the country, TIANZ and Inbound Tour Operators Council of the country. 2. Tourism businesses like Air New Zealand and Tourism Holdings Limited and 3. Public organizations like Department of Conservation and Tourism Research Councils. International stakeholde rs of the country include industries like hotel, transport and travel companies who are supplying tourists for New Zealand (Inter brand, 2005, p. 57-58). With time better relationship of the country with the global market and effective communication system will increase the number of stakeholders if the marketing communication strategy can be effectively developed and marketed. Role played by social marketing elements The field of tourism has been changing rapidly over the years. This holds true for the country of New Zealand which has been struck by natural disasters like earthquakes, volcanic eruptions and landslides etc. On account of the above aspects the tourism sector of the nation has suffered a setback and has been demonstrating

Foundations of Risk Management Research Paper Example | Topics and Well Written Essays - 1000 words

Foundations of Risk Management - Research Paper Example The challenge in cyber security is that it affects different losses from loss of privacy to loss of even finances and it goes to the extent where crucial data can be lost. Hackers can be in the country or outside the country. The challenge is that this war is beyond borders and with the world changing fast it will be a huge challenge in America in the next decade. There are many factors that are contributing to this vice one of it is that it is a channel that terrorist can use so as to further their agenda. By accessing the security intelligence system terrorists may be able to gain some ground they can also steal crucial data that they may use to their advantage such as weapons manufacturing and analyzing the best time to attack (Huffman). The second most crucial factor is greed. There are many way people can access financial transactions using the internet. Banking industry is the most affected whereby hackers try to steal money electronically even though they have really tri ed to do their part the financial losses have been going on for a while. This is what makes America have enemies from within their country. Criminals who want to get easy money. The third challenge that is proving difficult is the lack of trust among countries. American government was recently accused by Germany of hacking their Prime minister cell phone. Such acts have brought about mistrust among trusted allies in the fight against cybercrime. Apart from America Sony entertainment a company subsidiary to Sony limited wanted to release a movie that brought out diplomatic battles where North Korea allegedly hacked into the system and stole all data from Sony then released confidential emails among the Staff to the public. This cannot be ignored as petty as it brought a lot of losses to the company. From a business angle Sony Investors must have been shocked by the turn of events that

An Industrial relations issue, its source and how to deal with this Essay

An Industrial relations issue, its source and how to deal with this - Essay Example When employees continue to press for their demands, they are sometimes considered greedy by the management who expect more work from them with little complaints. The employees are thus sometimes considered acquisitive, selfish and a union that has a tendency to consider itself as a political watchdog of the management and abandoning their primary goal of work. This paper reports about origins, development, primary causes and the effects of industrial disputes between the employees and the employers in state corporations. The wider aspects of these industrial disputes go to wage disputes, which most managers cannot justify especially after the global economic crisis. The consumers of goods and services, which results from these state corporations, have suffered a great deal. The quality of goods and services that results from these state corporations have also been greatly compromised since the employees have not devoted a good quality of their time to service. Industrial disputes in Australia Strikes are shaped on many levels that range from the macro to the mundane, as such, attempts to understand strikes must include broadest implications of industrial relations landscape. ... In the university level, students repeatedly mobilize and demonstrate against government measures and core of the union activists agitating from within the political system, causing a lot of disruptions in the learning system. Neoliberalism and labour Neoliberalism reforms, macro stabilization and structural adjustments programs promoted by international financial institutions, state reform, trade and investment liberalization seen in most parts of the world has enlightened the work operations. These reforms have led to creation of free market economies of all types followed by liberalization regimes resulting into protective labour standards. The reduction of employer’s contribution to social security and the dismal of workers with good jobs increased subcontracting of production resulting into increased employment based on low wages and low job security (Price, 2007). These developments weakened the capacity of labour relations to represent the workers hence leading to sever al disputes arising from workers. The establishment of entrepreneurial society dominates moat organizations leading to unexpected labour relations (Alexander and Lewer, 2004). Key developments in Australian employment relations The political and employment relations process at the national level led to the creation of new rules to take care of employment interest and to increase the cooperation between the employer and the employee. The swearing in of Rudd Labour Government and the appointment of Julia Gillard as deputy prime minister saw a number of changes in employment relations but the path to change seemed slower and complicated than anticipated (Burgess and McDonald, 2003). The government has been subjected to a lot of pressure on employment and increase in wage demands from the workers in

Models Of Strategic Change

Models Of Strategic Change Strategic Change Management This unit is written with reference to strategic change management. It gives an understanding of the models of strategic change making the concept clear. It gives an insight into the theories to make the idea a positive concept and not a negative one. Change is not always negative. It paves way for a development too but it is often taken as something that disturbs routine. It is difficult to do something other than the normal way but we do fail to accept the fact that a change can make things work better and whatever changes are made should have been decided after quite consideration. Change has become the normal way of life but success requires an organization to optimize and coordinate across the whole business. Understanding the different types of change that are required and the options available for management is a critical step in building the capacity to manage change within your organization. Acknowledgements I dedicate this assignment to my mother who worked hard all lifelong only for the upbringing of her daughters. She stood for us like the Rock Gibraltar in times of trouble. Being a single mother, she struggled hard sometimes even to feed us. Life has been too unkind to her but she never complained rather tried her best to give us a positive image of the world and the power to struggle and a never say die attitude. I am indebted to her giving me life and the power to live it in a decent way. TABLE OF CONTENTS PAGE NO. Acknowledgements Introduction Task 1 Task 1.1 Discuss the models of strategic change Task 1.2 Relevance of models of strategic change to organizations in the current economy Task 1.3 Assess the value of using strategic intervention techniques Task 2 Task 2.1 Examine the need for change in an organization Task 2.2 Assess the factors that are driving the need for strategic change in an organization Task 2.3 Assess the resource implications of the organization not responding to strategic change Task 3 Task 3.1 Develop systems to involve stakeholders in the planning of change Task 3.2 Develop a change management strategy with stakeholders Task 3.3 Evaluate the systems used to involve stakeholders in the planning of change Task 3.4 Create a strategy for managing resistance to change Task 4 Task 4.1 Develop appropriate models for change Task 4.2 Plan to implement a model for change Task 4.3 Develop appropriate measures to monitor progress Introduction This unit helps would-be-managers to understand the nature of change and to cope with it. It gives an understanding about change and the ways to manage with it without disturbing the working of the organization. In this unit we have discussed the different definitions and models of change which have been given by thinkers in the past which helps in evaluating the relevance of models of strategic change to organizations in the current economy. As we proceed, we examine the need for change and assess the factors that are driving the need for it. Also, the resource implications are discussed which do not respond to strategic change. The theories given by Kotter, Prosci, Lewis and others are milestones of the research on change management. Their theories have helped in thorough understanding of change management. As the topic develops, it gives vital information on the reasons of change in markets, budget pressures, new technologies and other new programs such as TQM and re-engineering. All in all, the topic is an important resource on the factors and implications that bring change. Another unavoidable and inseparable resource of the organization is stakeholders of the company. The topic discusses about systems modelling, divergence and convergence and methods of involving them into organization. It is also quite obvious that change brings resistance; therefore this unit enables us to manage resistance giving a way to strategies such as communications, education, forums, etc. The entire work gives a clear picture of change management. All a manager needs is to understand the criteria and manage with a difference on the guidelines of the researchers. Task 1: Discuss the Models of Strategic Change There are many theories about how to manage change. Most of the theories originate with leadership and change management guru, John Kotter who is a professor at Harvard Business School and world renowned change expert. The following eight steps in the change process are his contribution. JOHN KOTTER: Eight steps to transforming an organization (Kotter.J, 1995) Establishing a sense of urgency Forming a powerful guiding coalition Creating a vision Communicating the vision Empowering others to act on the vision Planning and creating short term wins Consolidating improvements and producing still more change Institutionalising new approaches Kotters research gave a whole new way to managing change. A programme of planned change and improved performance developed by Lewin involves the management of a three-phase process of behaviour modification. H:collegeimagesCAW3ZYXL.jpg Lewins Change Management Model Source: http://www.infed.org/thinkers/et-lewin.htm Unfreeze- Reducing those forces which behaviour in its present form, recognition of the need for change and improvement to occur. Movement Development of new attitudes or behaviour and the implementation of change. Refreezing Stabilising change at the new level and reinforcement (Hardy 1996) A new culture should be created within the organization such that managers look to change as an opportunity and adapt their business system to continuously emerging conditions. (Hussey 2000) Proscis ADKAR Effective change management demands five key goals to form the basic ADKAR model: Awareness of the need to change Desire to participate and support the change Knowledge of how to change (and what change looks like) Ability to implement the change on a day-to-day basis Reinforcement to keep the change in place (Hiatt 2003) http://www.change-management.com/tutorials/baseballhands.jpg Proscis ADKAR Source: http://techotoys.com/qwxDnJu0J/ Action Research Action research refers to a way to look at ones own work practically and check as he would like it to be. Because research is done by the person himself or the practitioner, it is called practitioner based research. It is also referred to as a form of self reflective practice because it involves the person himself and his own work. (Hardy 1999) http://t3.gstatic.com/images?q=tbn:ANd9GcQcsVE4Cf5vBAswROm2rCiHEY7RlOeA6qasGK7xErfJZgmC-mlT5whttp://t3.gstatic.com/images?q=tbn:ANd9GcQcsVE4Cf5vBAswROm2rCiHEY7RlOeA6qasGK7xErfJZgmC-mlT5w http://www.llas.ac.uk/images/projects/action_research.gif Action research Source: http://www.llas.ac.uk/projects/2837 Task 1.2 Evaluate the relevance of models of strategic change to organizations in the current economy Teambuilding Consensus Strategic change models, as discussed above are the keys to success of any organization provided they are implemented in a sophisticated way. To achieve effective team decision making leadership, (Franzen 1994) describes Consensus Team Decision Making CTDM model which has three key pillars. Maintain high conceptual level Strive towards consensus Manage the decision making process Strategic interventions Types of interventions selected for a project although depend on variety; they are highly concentrated in a project. Strategic interventions are useful in situations like Rapid changes in the external environment Rapid or stagnant sales Increased competition Rapid expansion of markets Mergers and acquisitions (Lewin 2005) Decision Making Contingency Theory of Decision Making Decision participative contingency theory or the Normative Decision Theory is a model which says that the efficiency of a decision procedure depends on a number of aspects of the situation: the importance of decision quality and acceptance; the quantity of relevant information possessed by the leader and subordinates. (Fiedler 1999) In the autocratic style, the leader takes decisions without consulting others. (Lewin 2005) The participative style leadership, also known as participative democratic leadership style does the job of creating and maintaining healthy relationships between the employees and their leaders.(Kotter 2007) Proactive and Reactive (Whitehead 2006) PROACTIVE REACTIVE Needs to have and use own answers Understands the power of and uses team in solving problems Makes decisions by self Requests that team members make decisions Pushes for results Shares a vision so compelling the team wants to move towards it Reacts to change Foresees and influences change Teaches team to expect direction Teaches team to be self reliant Focuses on finding and fixing problems Focuses on achieving performance outcomes Quick to punish on mistakes Lets the team learn by errors Task 1.3 Assess the value of using strategic intervention techniques in the organization The most important asset of any organization is human resource and strategic intervention helps them to adjust with the changing strategies of the organization and understand it.(George 1999). At Sapphire Beauty Box, it is vital to have a peaceful mind and sound behaviour as this profession deals with direct clientele. The method of strategic intervention assists the employees of Sapphire to find meanings to their life, discover what, and why they do and how to meet their needs in positive and negative ways which helps to promote sustainable change. (Hiatt 2006) Human Process Interventions: These are helpful in particular during change project in organizations where there are some combinations of many new employees, different cultures, working together, many conflicts, etc. Activities: Coaching, counseling, delegating, group learning, virtual teams, etc. ( Hiatt and Creasey 2003) Techno-structural Interventions: These interventions are helpful in particular for rapid growth but few internal systems to sustain growth, many complaints from customers, etc. Activities: Balanced scorecard, downsizing and out placing, ISO 9000, Six sigma, etc.(Kurt 2005) Human Resource Management interventions: These interventions are helpful in situations like establishment of new organizational goals, implementation of technology for a short time, low productivity, etc. Activities: Staffing, evaluating performance, career development, employee wellness programme (George 1999) Task 2.1 Examine the need for strategic change in the chosen organization Reasons for change Change in market: The United Kingdom is going through recession and there has been recession and the CPI annual inflation has rose to 3.3%. (London Business Times 2009). There has been increase in prices, job loss, bankruptcy and what not. Every business has gone through losses and needs to cover up their expenses. (Fiedler 1999). At this point of time, Sapphire needs to change accordingly to ease customers at their purse and still keep them coming. Economic downturns: Due to price rise, the raw material needed at the store is also become expensive. It is important to cover the costs by bringing about change in the organization. (Paul 1996) Customer Expectations: There is a very hard competition in the market especially in the beauty field. Customers get attracted to offers and it is not easy to get their confidence. To invest into customers, It is important to change the strategies accordingly. (Kotter and Cohen 2002) Competitive Edge: Competition is healthy but can be fatal if the strategies become too monotonous and outdated. There is need for change to face competition. (Kotter 1995) Sapphire needs to be updated with products and material being used by competitors and try to do better than other turning the tables towards them. (Kotter 2007) Mergers: The merger of the organization with another can lead to change in strategy as the new staff can have better ideas and plans to make the company a success. (Paul 1996). If Sapphire merges with another company to make it a success, it may have to revise the ways to do things. Change in mission: If the mission of the company changes, obviously there has to be a different strategy to deal with it. The mission of Sapphire is to fight ageing and make people look beautiful but now the market demands more of stress releasing treatments. So Sapphire needs to rethink about its strategy. (Franzen and Hardaker 1999) Task 2.2 Assess the factors that are driving the need for strategic change in an organization The Shifting Economy The economy is so very changing and dynamic. Due to the unpredictability of it, the organization is in constant need of change in the strategy and economic plan. This is more prevalent since recession Environmental factors There are certain environmental changes that have an effect on the production and sales. These changes are to be monitored and the demand of change arises. Financial pressure There occur financial pressures on the organizations, in order to meet deadlines and targets. In order to handle finances, there has to be a change in finance plans. This is where the need for change management occurs. Technological advances There has been drastic change in production, marketing, outsourcing and other fields due to technology. The organization needs upgrading and has to keep in pace with the technological advances to succeed in its mission and make way for growth. Keeping in mind the factors discussed above, there is a need for change. Funding cuts With the recession in the economy, the company has cut down on costs and funds. There is need for change in financial strategy to keep the balance. Competition Competition is a healthy asset for any business. To keep up to the standards and do better than others is very important, hence it is vital to keep a watch at what others are doing and bring change in the company accordingly. Task 2.3 Assess the resource implications of the organization not responding to strategic change Restructuring of HR- If the company does not respond to the changes as discussed above, it may have to face severe consequences and lose in the process. The organization will have to restructure the HR making way for a new beginning. There have to be leaders chosen again and staff employed for the smooth working of the company. Interview and hire of new employees Interviewing and hiring of new staff will have to be done which is a time consuming and costly process for any business. Redundancies The organization will have redundancies if proper steps for the change are not taken in time. This will affect the working and time management of the strategy of work. Training Training is another costly and time taking process. It takes a lot to train the employees and bear the costs. If the need for strategic change is understood, there is no need for the organization to bear costs or losses. ire Task 3.1 Develop systems to involve stakeholders in the planning of change in the chosen organization A stakeholder is one who has something to gain or lose through the outcomes of a planning process or project. These are also called interest groups and can have a strong bearing on the outcomes of political processes. It is useful for research projects to identify and analyse the needs and concerns of different stakeholders, particularly when these projects have an effect on policy Input-output transformation model Operations management transforms inputs (labour, capital, equipment, land, buildings, materials and information) into outputs (goods and services) that provide added value to customers. Transformation System is the critical element in the model that determines how well the company produces goods and services that meet consumer needs. It does not matter whether the organization is a for-profit company, a non-profit organization (religious organizations, hospitals, etc.), or a government agency; all organizations must strive to maximize the quality of their transformation processes to meet customer needs. Steps Involved Step 1: Clarify the research or policy change objective (Problem Tree Analysis or objectives analysis might help with this.) Stap 2: Identify all the stakeholders or interest groups associated with this objective, problem or issue. Stakeholders can be organizations, groups, departments, structures, networks or individuals. Stakeholder table http://www.odi.org.uk/resources/details.asp?id=5257title=stakeholder-analysis Step 3: Using the grid organise the stakeholders in different matrices according to their interest and power. Interest measures to what degree they may to be affected by the research project. Power measures the influence they have over the project or policy, and to what degree they can help achieve, or block, the desired change. The Cultural Web CulturalWeb The Cultural Web http://www.mindtools.com/pages/article/newSTR_90.htm The Cultural Web identifies six interrelated elements Johnson and Scholes (2002) call it the paradigm the pattern or model of the work environment. By analyzing the factors in each, you can begin to see what is working, what isnt working, and what needs to be changed. The six elements are: The past events and people talked about inside and outside the company. Who and what the company chooses to celebrate say a great deal about what it values, and perceives as great behaviour. The daily behaviour and actions of people that indicate acceptable behaviour. This determines what is expected to happen in given situations, and what is valued by management. The visual representations of the company including logos, how exquisite the offices are, and the dress codes. Multiple Cause Diagrams http://t1.gstatic.com/images?q=tbn:ANd9GcSdVRFuXnr_B3dlTLYyaZepQmDbF-NMDoz5q0TClaUYPXfxVGPVt=1 Multiple cause diagrams http://ilearn.cto.int/login/index.php Multiple cause diagrams are a way of using interconnectedness to shape up a complex situation. They represent both adequate and casual cause without making a distinction between them. This system is pictured as an interconnected group of events or effects to cause an effect as a purpose. Sometimes, if the input cause is removed, the output cause continues to happen, may be because feedback loops are present or other causes drive the effect. Influencing skills The careless reception of authority is becoming increasingly less common in the world. To get things done, it is better to rely on commitment rather than authority. For example, gaining co-operation from other departments. Task 3.2 Develop a change management strategy with stakeholders in the chosen organization Developing a winning strategy is messier than textbooks suggest. Most insights that are important for formulating strategies rest in the heads of operating managers. (Kotter 2007) The Stakeholder Circle This is designed to put stakeholders on the project management radar. It is a proven method supported by a tough, easy to use tool that guides us through five easy steps namely: Identify your projects stakeholders and understand their needs Prioritize the stakeholders on the basis of power, proximity and urgency. Visualize the key stakeholders using the Stakeholder Circle. Engage with the stakeholders by building and implementing an effective communication plan. Monitor changes as you update and review your stakeholders at key points in the project. Public Hearings: There can be events where stakeholders are allowed to give evidence or question general public authorities about decisions. Public hearings: Regulated, formal arrangements for times and places at which members of the general public and other types of stakeholders can give evidence or question public authorities about decisions. Deliberative Polling: This collects views when people are introduced to the issue and think about it. It also includes a feedback session. Task 3.3 Evaluate the systems used to involve stakeholders in the planning of change in the chosen organization The stakeholder model is helpful in explaining the rules of the economic game and the link between stakeholder value and competitive advantage. The stakeholder strategy plan guides us on how to interact and communicate with each stakeholder during different stages of a project. It also helps to define who should participate, in what ways and on what level of the project. It gives thorough knowledge of the matter and suits best to most organizations. Other ways such as polling, seminars and workshops are also perfect ways to handle change in a proper manner. Task 3.4 Create a strategy for managing resistance to change in the chosen organization Selective Perception: Peoples self interpretation of stimuli presents a unique image of the real world and results in selective perception. This leads to biased view of the situation that fits into the perception of reality. Habit: People are used to the same way of doing things which makes a habit. It becomes serves as a source of comfort. Bringing about change brings resistance. Loss of Freedom: If the change is seen as an inconvenience, it reduces freedom of action or results in increased control, there will be resistance. Direct vs Indirect There is staff that may resist directly and others that may be indirect in resistance. Direct resistance is to oppose in a direct manner and fighting straight but indirect resistance is to show resistance by making excuses such as resigning. Task 4.1 Develop appropriate models for change in the chosen organization that will reflect their circumstances The best model for change that applies to Sapphire Beauty Box is Proscis Five Building Blocks change management model which includes the ADKAR The first thing Sapphire needs is the Awareness of the need for change. If the need for change is understood, half the job is done. Planned communication is essential for understanding. Sapphire needs change as there is a need for it. Next is the Desire to participate and help the change. The employees of Sapphire need to make a personal decision to support the change and sustain it too. The CEO announced incentives for individuals creating a desire to be a part of the change. The third building block is providing Knowledge. Sapphire held a seminar for imparting awareness for change, how to undergo change and how to implement it. Prosci (2003) suggested forums and mentoring for knowledge of change. Ability to implement required skills and behavior is another building block of the ADKAR model. It is the difference between theory and practice. Once knowledge is imparted on change, the performance of the individual needs to be supported. Sapphire can do this by practice, coaching and feedback. Lat, but not the least comes Reinforcement. It is the final and essential stage of the model where efforts to sustain the change is accentuated. It is to be ensured that changes stay in place and individuals do not revert to old ways. The ways to do it are positive feedback, recognition, rewarding, etc. Sapphire makes it a point to take feedback of the customers as well as the employees to keep both sides balanced. There is a Best Employee of the Month award scheme at Sapphire Beauty Box which inspires employees to do their best. http://www.change-management.com/tutorials/ADKAR-clip_image002.gif Proscis Change Management Model http://www.change-management.com/tutorial-adkar-overview.htm Task 4.2 Plan to implement a model for change considering the internal and external circumstances impacting on the organization Kaizen Method This is a Japanese method for continuous incremental improvement. It is a concept for gradual, continuous improvement. It assumes that every aspect of life has to be constantly improved. The main elements of Kaizen are effort, quality, and willingness to change, communication and involvement of employees. Its five founding elements are Teamwork Personal Discipline Improved Morale Quality Circles and Suggestions for Improvement. The Kaizen method is best for Sapphire Beauty Box as it is people oriented, requires long term discipline and easy to implement. Matrix Organizations This kind of organization offers the advantages of flexibility, greater security and control of project information. It establishes a grid with a two way flow of authority and responsibility. Task 4.3 Develop appropriate measures to monitor progress of the developed model Goal Based Evaluation To start with goal based evaluation, there can be two main questions we can ask for How has the programme made a difference Are the participants of the programme feeling better as a result of the programme? Outcome based evaluation is a way that determines if the project at Sapphire Beauty Box have achieved its goals. The organized process using OBE helps to establish clear outcomes, to measure benefits, clarify groups for which benefits are targeted. Other ways to monitor progress in Sapphire Beauty Box are regular reports of the activities being practiced in there. Meetings are also undertaken by higher authorities to administer the changes and keep a watch on them. Quality Circles appear simple and straightforward but have to be viewed in regard to Japanese culture and management systems. Quality circles are do work and are used successfully by British organizations. . CONCLUSION It can be concluded that strategic change is the key factor in any organization. Change is a pervasive influence. We are all subject to change in one form or the other which is continuous. The steps to change from Kotter give vital knowledge about making change Kotter is called the GURU in terms of change management. Proscis ADKAR building blocks give deep understanding and guidance for applying change and monitoring it to sustain change. Kurt Lewins change model is also an important one. The freeze, refreeze and transition stages develop new attitudes and behaviour.