Weekend Shenanigans

Weekend Shenanigans This weekend, in some order, I: 1. slept for twelve hours straight in one night 2. watched experienced the Rocky Horror Picture Show, live 3. learned about cornhole 4. went to Nightmarket It was a very good weekend. Because thats how it is in my head, lets go through these in a totally arbitrary order, starting with number 2. My first exposure to Rocky Horror was, to the chagrin of many, actually a fairly watered-down version adapted by Glee in season 2, episode 5. I wont say much about Rocky Horror other than that it is very much an experience more than it is a show. Involved: corsets, crossdressing, lipstick, aliens, sexual objectification, and tons of music and dancing. I highly recommend it as a Halloween activity, if not necessarily for the content, then at least for the musical value and street cred. Heres one of the first songs: One more thing about Rocky Horror: for some reason, the showing started at midnight. More on this. For now, lets do a time warp and go back a couple hours. It was about 2:00, Friday afternoon. I had just gotten out of my last lecture of this short but nevertheless long-feeling three-day week, differential equations, and I was hanging out with one of the campus FOCUS missionaries (theyre awesome). He spotted some of the other missionaries on Kresge lawn playing ball, and a few minutes later we had formed teams for a game of cornhole. What, you might ask, in the world is cornhole? As an Asian-American growing up in California, I had personally never heard of cornhole. Essentially, there are two wooden blocks, shaped like wedges of cheese, with a small hole cut into each near the top center. Simply put, the goal is to land beanbags onto the wedges (one point), or into the holes (three points) if youre feeling particularly talented. Harder than it seemsbeanbags are not aerodynamic. But after playing for thirty minutes or so, I got the hang of it (sort of) and even landed a few beanbags into the hole. It was a surprisingly idyllic way to spend a Friday afternoon, tossing beanbags and footballs around with a nice breeze blowing through the trees. I do hope this nice weather stays as long as possible (guess Im a California boy at heart). Back on topic. That night, at 8:00, I went to Nightmarket. Nightmarket, hosted by the three biggest Asian cultural clubs on campus, mirrors the East Asian phenomenon of the nighttime street market, associated with pretty lights and tons of delicous food. MIT Nightmarket threw in a glorious slew of performances, ranging from Chinese yo-yo tricks to Western yo-yo tricks, Taiko drumming, Korean, drumming, traditional and contemporary performances by the esteemed MIT Asian Dance Team, an extremely colorful bhangra performance, and many more that Im sure Im forgetting. People came all the way from Harvard and Wellesley to attend and perform. It was wonderfully immersive and super-Asian; to tell the truth, I didnt expect to enjoy it quite as much as I did (my high school was and still is around 85% Asian), but Nightmarket was so well put-together and just generally a great time. Pictures follow: Bhangra! A very colorful, very energetic Punjabi genre of folk dance. The one, the only, the amazing MIT Asian Dance Team. In which this guy uses a yo-yo todemonstrate his mastery of physics? Look badass? All of the above? Speaking of badass: taiko percussion, which originates in Japan but was kindly brought to Nightmarket by Wellesley Aiko. After Nightmarket, I headed over, with some old friends and some freshly-made friends, to Rocky Horror, which for some reason started at 11:59 PM and ended a few hours later. I crawled to Next House exhausted, stopped in the lounge to talk about Thevenin equivalency (three cheers for 8.022 Electricity and Magnetism, affectionately nicknamed eight-oh-QQ), and found myself in bed shortly thereafter. When I woke up again it was 5:00 PM on Saturday. I regret nothing. See you soon, Allan

Exploring Psychology Careers Essay - 1100 Words

Exploring Psychology Careers Destiny Brotherton PSY 305 May 4, 2015 Dr. Jon Stern Exploring Psychology Careers Although there is an inordinate amount of diverse types and areas of specialization in psychology, such as Clinical Neuropsychology and School Psychology, the overall idea is the study and research of the human mind and behavior. Psychology is known to aid those who suffer from a variety of mental illnesses while also helping people to comprehend better the mind and how exactly the brain operates; some believe such study is both ineffective and unethical. Majoring in psychology opens the door for various career opportunities since â€Å"there are over 200 classified forms of mental illnesses† that are â€Å"on a continuum of†¦show more content†¦It can be emotionally draining and stressful, but very rewarding. Psychology is a fascinating field because it is the study of the human mind and its functioning, making it is a great way to learn more about yourself and others. For someone who is interested in our minds, behaviors, and emotions and discovering why we are the way we are then a career in psychology is perfect. While learning about those around us psychology can help us to understand more about ourselves. A career in psychology is not for everyone, but for those who love to learn about human nature and the way our brains function then it is the ideal career. The developmental of psychology has come a long way since Plato first suggested that the brain was the fundamentally responsible for our mental processing. From the suggestion that hypnosis was the cure for some mental illnesses to phrenology, which is a study of the shape and size of the brain as to reveal characteristics and mental abilities. Ernst Heinrich Weber shared his theory, Weber’s Law, and Charles Darwin expressed his views on evolution. The discovery that an area in the left frontal lobe plays a major role in language development and that damage to the area can cause inabilities to comprehend or produce language. G. Stanley Hall received the first American Ph.D. in psychology and later founded the American PsychologicalShow MoreRelatedPSY 305 Week 1 Exploring Psychology Careers Essay1141 Words   |  5 Pagesï » ¿ Exploring Psychology Careers Sara M. Covey PSY 305 February 6, 2015 Dr. Sheila Rapa Exploring Psychology Careers Everyone who decides to enroll in college must, at some point, think about what area they want to major in. There are many things that students consider when choosing a major. Some make their decision based on what they think can make them the most money once they begin their lives in the work force. However, many students believe that if you choose a major that interestsRead MoreWhat Does You Do For Your Life?1511 Words   |  7 Pagestheir life they will probably reply with some exotic career, regardless of the dangers. They tend to ignore all the downsides because five-year-olds are certainly not thinking of the pay, schooling, or how much work it will take to achieve their goal. Instead they think about how cool or fun it would be to run into burning buildings or go into space. As we get older we learn to take these dangers into aspect. At eighteen we are told to pick this career we want to do for the next 40 or so years. Some tendRead MoreWomen in Psychology - Margaret Wash burn1458 Words   |  6 PagesWomen in Psychology – Margaret Floy Washburn PSY/310 May 23, 2011 Women in Psychology Margaret Floy Washburn was an accomplished and highly-recognized woman within the field of psychology in the late 19th and early 20th centuries. Her interests were equally divided between science and philosophy and thus, Washburn made the decision â€Å"†¦to pursue â€Å"the wonderful new science of experimental psychology†¦Ã¢â‚¬  (Goodwin, 2008, pg. 200, para. 2). Under the tutelage of E. B. Titchener, a British psychologistRead MoreTraining For A Career As A Childcare Director889 Words   |  4 PagesUMUC offers numerous courses in Psychology so as to provide students with the knowledge that they will need in order to be successful in their future careers. The curriculum offered ensures that students acquire a knowledge base of theory, research, and practice in psychological sciences. Although some of the courses offered are required in order to obtain an undergraduate degree in Psychology, many are available to choose from that meet the interests and needs of e ach student as well. Upon graduationRead MoreMotivation Research : Curiosity And Career Related962 Words   |  4 Pages Assignment Paper 1 My motivation to do research is both curiosity and career related. I like the idea of living life by asking questions and figuring out why things work the way they do. I feel like it is more beneficial to me to ask clarifying and probing questions; to be content with the state of a problem is to stop looking for more. In a career setting, I recognize the importance of research to a psychology graduate program. Graduate school is centered around a large-scale research project.Read MoreErik Erikson s The Field Of Development Psychology1056 Words   |  5 Pages Development Psychology In the field of development psychology, we have been exposed to plenty of development theorists and idea during this class. One of the theorists, whose theories I found very fascinating was Erik Erikson, especially his eight stages of psychosocial development, from infancy to adulthood. However, as I had to pick a theorist who was not covered in class, I researched the four given theorists to choose from, I chose James E. Marcia. He refined and extended Erikson’s workRead MoreFactors Affecting Students in Terms of Comprehension and Literature1495 Words   |  6 Pagescold or flu), but is the outcome of choices we have made in the past, and can make in the future, in life and the context we find ourselves in.   By exploring your context or ‘worldview’ in therapy, it becomes possible to understand these choices and create new opportunities to develop and see a way out of your personal suffering/situation. In exploring our relationships we also explore the way that everything we do is dependent on the context of our lives. The fluid and relational nature of existentialRead MoreAnalysis of the Class Orientation to Psychology Essay1371 Words   |  6 PagesOrientation to Psychology class my first semester at Seton Hall University was probably the most beneficial part of my college experience thus far. Although I came into college confidently declared as a psychology major, I didn’t really know what this meant or entailed prior to taking this course. This course taught me valuable information about myself, about the field of psychology, and about how I can mold those two together. 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Years passed by, then it changed to nurse, then psychiatrist, and finally settled to one option I am now most passionate about, physic al therapy. Physical therapy captivates me because I yearn to live life to maximum capacity. Not everyone is fortunate enough to live that way due to an unforeseen injury. I want to be there for people

Programming Solution Proposal Essay - 937 Words

Programming Solution Proposal Crystal Wright PRG/210 September 19, 2011 Christopher Stott Programming Solution Proposal â€Å"New York Freelance Technology is a web based organization affiliated with Montana Freelance Technology and GMR Web Services that continues to give you quality hosting at an affordable cost.† (New York Freelance Technology, 2011) Not only does NY Freetech perform web specific tasks, they also handle numerous person to person tasks such as custom computer building, videography and DVD authoring. Their web related tasks include web design, web development, graphics design, web hosting and DNS (domain name system). One thing NY Freetech does not have is a support forum for their customers. To contact customer†¦show more content†¦Write down the database name because it will be needed by the web developer. After creating the database, click on it choose set database permissions and choose a user for that database and set the permissions for that database user for that database. Make note of the user name and password for that user to pass to the developer as well. T hat will all be needed for the forum install. For the file permissions, in webmin choose the others tab and click file manager. Navigate to the forum folder and set the permissions for the files stated in the readme section of the forum software. When this is done, the web developer can create a link on the main page to the forum. When this is done the developer can then navigate in their browser to the location of the forum as noted in the forum software readme. The install page will come up and ask for the database name user and password. After that it will ask a few questions so it can run its install script to configure everything. When it is done it will ask for a forum administrator username and password. At this stage the developer can test the forum and code the theme files of the forum to make it match the look and feel of the website. Now that the roles of the personnel involved must play, we can go over the steps of the development cycle to make sure everything is done in a modular fashion. The first part of the program development cycle has been done. We have alreadyShow MoreRelatedEssay about Leadership Style at Applied Research Technologies, Inc1270 Words   |  6 PagesTECHNOLOGIES, Inc JOHN SMITH Dr. VALERY SHUMATE BUS 518, ASSIGNMENT #1 STRAYER UNIVERSITY Header: Leadership Style at Applied Research Technologies, Inc. 1. Determine the leadership style that Peter Vyas exhibited as he considered the group’s proposal and provide examples of his behavior. As a general manager of the Filtration Unit of Applied Research Technologies (ART), Peter Vyas notices that his teamwork had worked hard diligently to get his project on the right track successfully. 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Transpiration Lab Write Up Free Essays

Transpiration Lab Write Up Purpose/Question: How do environmental factors affect the transpiration process in plants? Research: Transpiration is the process by which moisture is carried through plants from roots to small pores on the underside of leaves, where it changes to vapor and is released to the atmosphere. Transpiration is essentially evaporation of water from plant leaves. It occurs chiefly at the leaves while their stomata are open for the passage of CO2 and O2 during photosynthesis. We will write a custom essay sample on Transpiration Lab Write Up or any similar topic only for you Order Now Transpiration is not simply a hazard of plant life. It is the â€Å"engine† that pulls water up from the roots to supply photosynthesis (1%-2% of the total), bring minerals from the roots for biosynthesis within the leaf, and cool the leaf. There are four different conditions that affect transpiration. They are wind, humidity, heat, and light. These four conditions may change rate of water loss through transpiration by either losing more water, or less. Plants have adapted to create the C4, and CAM pathway. In the both pathway the plant takes CO2 and stored. Since CO2 can be taken up and stored for later use in photosynthesis, the plant reduces water loss by having less stomata open during the day since most of its needed CO2 has already been taken up at night. With the abundance of CO2 stored, the plant can then use the stored CO2 for photosynthesis and reducing photorespiration by reducing or completely eliminating accidental O2 uptake. Materials: 1) 5 small plants 2) Fish tank 3) Water spray bottle 4) Water 5) Heat lamp 6) Fan 7) Regular lamp 8) Mass weighter ) Place to record weight Procedure: Place Lamp, Heat lamp, fan, and fish tank in different areas where they won’t affect the other. Spray the fish tank with water and to make a humid environment and keep spraying everyday to ensure the tank is wet. Water all of your plants. Weigh all the plants on the original day, Monday, and record the weight. Place a plant in every condition. With the extra plant, place it in an area without a specific condition to use as a control plan t. Do not water the plants the rest of the week. Every day, weigh the plants and record its water loss for every plant. At the end of the week, create a chart for the amount of water loss and compare with the control plant. Data Table: Days | Monday| Tuesday| Wednesday| Thursday| Friday| Windy| 108. 2mg| 101. 1mg| 94. 1mg| 89. 7mg| 81. 7mg| Humidity| 103. 8mg| 103. 4mg| 103. 4mg| 103. 4mg| 103. 1mg| Light| 118. 8mg| 112. 1mg| 105. 0mg| 98. 4mg| 92. 9mg| Heat| 104. 3mg| 95. 8mg| 86. 8mg| 78. 7mg| 70. 1mg| Control| 115. 3mg| 115. 3mg| 115. 3mg| 115. 3mg| 115. 3mg| Analysis: Conclusion: Environmental factors, such as heat, humidity, light and wind, affect the rate of transpiration by making the plant loose either more or less water. In conditions such as wind, when there is no breeze, the air surrounding a leaf becomes increasingly humid thus reducing the rate of transpiration. When a breeze is present, the humid air is carried away and replaced by drier air. The opposite of that is the humidity where the plant lost very little water. It lost very little water because its environment was wet, so the plant did not need to diffuse much water. In heat, the air was hot and dry, so the plant lost water because it’s surrounding needed water to cool it down. Plants transpire more rapidly at higher temperatures because water evaporates more rapidly as the temperature rises. At 30 °C, a leaf may transpire three times as fast as it does at 20 °C. Finally, light lost a steady amount of water because plants transpire more rapidly in the light than in the dark. This is largely because light stimulates the opening of the stomata (mechanism). Light also speeds up transpiration by warming the leaf. I expected these results because it makes sense and I researched before completing the experiment. Some avoidable errors that could have happened would be accidentally splashing water on a plant or putting the conditions too close together. Some unavoidable errors could be the weather outside. Even if the experiment is conducted inside, the hot summer air or cold winter air could drift in the room, affecting the plants transpiration rate. Some further investigations I would make are things such as whether the type of plant affects the rate, or if the type of heat lamp or fan will change the results as well. How to cite Transpiration Lab Write Up, Essay examples

Social Media in Emergency Communication

Question: Discuss about the Social Media in Emergency Communication. Answer: Introduction: We often ignore the power of Social media by labeling it as only a means of socializing. However, in last few years, the popular social networking sites have changed our views. In 2010 and 2011, the devastating event of flood in Victoria can be recalled in this regard. People used the social media to obtain and share information about the flood. Most significantly, The Victoria State Emergency Service (VICSES) also used the social media to share information with the communities in the flood-affected areas. The emergency communication system is organized to support one or two way communication of emergency messages. Emergency notification system is a collection of systems that facilitate broadcast of information to groups of people regarding an emergency. The social media is now being the most useful system in this regard. Even in the absence of mobile services they are disseminating emergency messages to the highest number of people. In the past few years, Facebook and Twitter have shared a significant contribution in emergency communication and disaster response. In the case of flood in Victoria, the social networks, open blogs etc. were used in reaching the people in need, making the public are and last but not the least, organizing the volunteers and the responsible organizations. Organizations like Red Cross have personnel to receive social media messages from the people who need help. The Director of Social Strategies for the Red Cross has once mentioned that during the flood in 2011, people across America altered Red Cross of their needs via Facebook and the organization has connected to thousands of relief seekers via Twitter. On the other hand, many researches following the event of Victoria flood, have explored that people used the Facebook pages to collect information about the wellbeing of their near and dear ones. Moreover, in many cases, people came to know about the event through the Facebook pages and group invitations. In the case of Hurricane Sandy in 2013, the Federal Emergency Management Agency (FEMA) mentioned that people sent about 20 million Sandy-related Twitter posts regardless the failure of cell phone networks during the storm. Moreover, the FEMA itself has used twitter in its rescue efforts. The eminent utility company PSEG said that they used Twitter to make their customers alert about the storm. Thus, the social networking sites have proved their utility in the case of lost mobile services and other networking methods. As the governmental and credible media sources, need to verify news or information before disseminating to the community, it requires more time than the social media sources. In the context of emergency communication, time is the most important issue. Hence, these social sites have a fundamental advantage in this regard. The ease of using these sites during an emergency is also making it hugely acceptable even to the governmental organizations. Moreover, its affordability and multiple communication paths is continuously making it relevant in the emergency communication services. From addressing the people in need to make the public aware, the social networking sites are doing a commendable job and thus altering the trend of disaster response and emergency communication.

Strategic Change Management

Executive Summary Strategic Change Management has become a strategic role of leaders in various organizations. Various business organizations have come to appreciate the need for change and have designed various methods and approaches of managing change.Advertising We will write a custom report sample on Strategic Change Management specifically for you for only $16.05 $11/page Learn More It has downed on the management that the market competition requires leaders to embrace change and ensure that they are creative in order to manage market competition. The firm should bring all stakeholders on board and each given a role to play in the process of change management and implementation. The model that firms would use in implementing change is Kurt Lewin Model of unfreeze, change and then freeze. Value based organization is the approach to monitor the implementation of change. The strategies must be implemented in an appropriate time to yield good results. I ntroduction Change is one of the most important factors that an organization must take into consideration when drawing its strategic goals and objectives. Daft (2009, p. 37) simply says that Change is constant. This statement is intriguing yet it is the best philosophical definition of change. The idea that change is constant raises a number of questions. However, from an analytical perspective, change is always inevitable. Daft argues that change brings nothing new in the organization. It only enhances what is already in existence. McCarthy and Eastman (2010, p. 23) say, â€Å"the overarching purpose of change management is to accelerate the speed at which people move successfully through the change process so that anticipated benefits are achieved faster.† As such, change should not be viewed as a shift from the norm. The only issue is that it brings new methodologies of handling the daily activities. In his book, The Rise and Fall of Strategic Planning, Henry Mintzberg (19 94), reprimanded himself and others for their sightless adherence to the strategic forecast practice. His disputation rests with the exploration of the authoritative scientific explanation of the future. He demonstrates how planning can asphyxiate obligation, constrict an organization’s dream, make change unfeasible, and lead to the politicization of the affairs of the organization.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More His point is based on the principle that analysis is not synthesis. Therefore, strategic planning is not strategy formulation (p. 321). According to this scholar, many managers would agree that change is one of the defining external factors that influence the operations of the organization. The management is always faced with various problems that would demand changes to solve them. As a starting point, Griffin (2000) classifies the word management as a set of activities, including planning and decision-making, organizing, leading, and controlling, directed at an organization’s resources that is, human, financial, physical, and informational, with the aim of achieving organizational goals in an efficient and effective manner (p. 6). In the definition, several key concepts are used. Foremost, it is comprehended that management applies uniformly to public, private, nonprofit, and religious organizations. Murphy (2002) was of the view that management is an organizational phenomenon and not exclusive to the world of profit organizations (p. 7). Implementers of Change Individuals charged with the responsibility of implementing changes influence the process. As Anderson (2011, p. 16) says, in most companies, the initiators of change are always part of implementers. In this regard, a number of implementers of change exist. Some are discussed in the subsequent sections. The Management McGregor (1957) in his book The Human Side of Enter prise stated that the management is severely hampered today in its attempts to innovate with respect to the human side of enterprise. This is due to inadequacy of conventional organizational theory (p. 245). The management plays a very important role in the implementation of change in the organization. Given its role of co-coordinating and controlling, the unit has the duty of explaining change to employees and directing them on how these change strategies would be addressed. As such, they have the responsibility of understanding the strategies before explaining them to employees. They are also the financiers of the policies of the organization. They have a role of ensuring that proper finances are allocated towards the implementation of the strategies.Advertising We will write a custom report sample on Strategic Change Management specifically for you for only $16.05 $11/page Learn More General Employees Sharma (2008, p. 26) says that employees have the greatest role to play in the implementation of change strategies. They are the implementers of the firm’s strategies. They have a duty of ensuring that they understand the organizational objectives. They should therefore know how to intertwine the change strategies with the general goals and objectives of the firm. They would receive the policies from the management and implement them in a manner that would generate maximum benefits to the firm’s customers and shareholders. The Recipients of Change As explained above, these individuals are neither the initiators nor implementers of change. Recipients of change may not necessarily involve those individuals that do not have a role in the initiation or implementation of change. According to some scholars, both the initiators and implementers of change may be viewed as the recipients of the change if they are affected by change policies, which is always the case. As such, all stakeholders may be considered recipients of c hange under different contexts. The management would be the recipient of change if it affects the general growth of the firm either positively or negatively. The employees would be recipients if the process would result to benefit increment or change of position held in the firm. Customers would definitely be the recipients through the benefits they would receive from the changed strategies of the firm. The competitors would be recipients if the change would also force them to redefine their own strategies. The government would be the recipient if the change would result to a downward or upward adjustment of the tax they receive from the firm. The organization as a whole would also be considered a recipient of change.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This is because the organization would be forced to come up with changes in the production levels and styles and the general new product proposition it would assume in the market. The structures would also feel the effects of change. In every organization, various structures are always put in place to serve various tasks. For instance, the structures put in place at the sales unit would be affected by new changes. The structures may need to be reorganized to reflect the new picture of the firm. Generally, the entire system would have to be restructured. The new design would have to redefine the relationship of the stakeholders in the organization and the new roles that they would play. In the implementation process, care should be taken to avoid chaos at all the stages. Chaos can be the most destructive factor in change management. Chaos, as defined in an older dictionary, is a condition of utter disorder and confusion as the unformed primal state of the universe (Funk and Wagnalls, 1940, p. 208). In a more recent attempt to define the concept, Coveney and Highfield term it as unpredictable and apparently random behavior in dynamic systems (1995, p. 425). In the latter definition, we can see a loosening of the fixed order of the world that was embedded in the first definition. Such scientists as Newton who accepted a fixed-order world as the ideal of objective knowledge laid the foundation (Prigogine, 1996, p. 2). A tenet of the Industrial Age was that some grand design of the universe that needed to be discovered existed. However, current writers and thinkers in the area of systems thinking and Chaos Theory argue that no such fixed design exists. In fact, writers such as Prigogine (1996) now define chaos as the behavior of systems in which close trajectories separate exponentially in time (p. 201). It is therefore the role of everyone to understand the need for change and cooperate in the process of its implementation. This would ensure smooth process of chan ge implementation. Strategies Available for Change Management Government Office for the South West (2004, p. 43) state that it is worth recalling what we are trying to achieve. It should be clear to the team why change is important and what it would achieve. There are giant American companies that were brought to their feet due to either the failure to adopt changes that were needed or poor implementation of change. Whichever the case, the underlying fact is that change is a fixed factor in any organization whose implementation should be done in a conscious manner that would make the firm remain competitive in the market. Rogers Adopters Theory provides the best available strategies for change management. The categories are as follows: Innovators This strategy requires individuals who have a great desire for new ideas. It requires audacity and the willingness to pay the consequences of change. When implemented, the firm would implement changes as soon as they are availed in the busi ness environment. This strategy would be the best for any organization, but the consequences may outweigh the benefits. As such, many firms shy away from it because of the possible negative consequences. The popularity of this strategy is rated at 2.5 percent. Early Adopters Early adoption theory would involve embracing change early enough to be able to reap maximally from it, but after analyzing the consequences that are involved. Early adoption is good, but as innovators, a firm may not have reference to other firms which had implemented the strategy before. As such, many firms would shy away from it for the fear of the unknown. However, given the nature of many organizations, this would be the best strategy that should be employed by in the process of managing change. Early Majority The early majority would adopt change before the average members, but will take precautions by keenly monitoring how the innovators and early adapters were affected by the changes. Although very popul ar, this strategy is dangerous to an innovative company, such the Coca Cola Company because by the time it would be implementing the change, it might be too late to be competitive in the market. Late Majority Late majority are individuals who appreciate that change is necessary, but would want to evade any negative consequences. They would therefore wait for others to implement change and confirm that the consequences are positive. They prefer going through the trodden path. This strategy may not work for companies such as Coca Cola because this industry is very dynamic and by taking this approach, it would always be several steps behind market standards. Laggards Kratschmer (2011, p. 19) describes this category of individuals as tradition keepers. They would want to maintain status quo, and because of this, they would fight any change in the organization. This may not be considered a strategy for change management, but passes as one because it seeks to fight change. Those who hold this strategy would always be suspicious of change and all the change agents. This is the worst strategy of change management. Role of Stakeholders Sirkin, Keenan, and Jackson (2005 p. 2) observe that managing change is tough, but part of the problem is that there is little agreement on what factors influence transformation initiatives. As stated above, the best strategy would be the early adoption. Various stakeholders would have different roles in this strategy. The management has the duty to understand the concept put forth in the specific change item in order to create awareness among employees. The management is also responsible for funding the entire process of change implementation. The employees should be flexible enough to adjust to issues concerning change management. They have the responsibility of positively responding to change and ensuring that the policies of change are well taken and are appropriately implemented. The government, though it may not have direct respons ibility, should ensure that the business environment is kept safe. Top Down Model: System of Change Implementation A system refers to a collection of different units or subsystems, which work as a unit to accomplish a given objective. Companies such as Coca Cola are made of a system of different stakeholders, each with different duties aimed at ensuring the firm’s strategic goals and objectives are achieved. The diagram below shows the stakeholders in this system, as well as how they are related. As shown in the above diagram, the system involves all the members of the organization in their various capacities. In this system, change would be effected from the top management and the lower cadre employees would be doing the implementation activities. The system should be well coordinated in a way that no unit will clash with the other in the process of implementation of change strategies. The management must clearly set the overall goals and objectives of the firm. This should be made known to all members of the organization. The overall objective would be to create a positive differential change to customers. The management would therefore create a system that would act as a wheel. The management, both top and mid level management, would form systems while the junior employees would form subsystems. In this wheel, the management should transfer a desirable rotation to the employees, which would make them rotate customers in favor of the organization. This is demonstrated in the diagram below. All members would share the new objectives, which would redefine the mission of the firm. As seen in the case study, the last and very important part is the implementation of the shared mission. The management should identify various teams and assign them different roles that would help accomplish the objective of the organization. The management should consider developing units in the firm, with each unit having its own specific duties. The stakeholders should fi t into the units, with each unit having specified role to play in the overall policy implementation process. The management can also consider having each specific stakeholder assigned his or her own role in the firm. The objective should be achieved within a specified period. Resistance to Change In many occasions, change would meet a lot of resistance from those who want to maintain status quo. They would ensure that all efforts are directed towards derailing change. Change can be resisted in a number of ways. The first type of resistance to change may involve adoption of the laggard approach. Such an individual would try to cling to the traditional ways of operation as much as possible. Another approach may involve refusal to cooperate in the process of working as a system to implement change. The management can also resist change by failing to advocate for the same to employees. They can also resist change by failing to allocate enough finances for change policies. The best way t o manage any form of resistance is to make every member of the organization understand the need for and the urgency with which change is needed. The management should ensure that all stakeholders are brought on board in the process of implementing change. They should be allowed to share their views and fears about change so that the concerned authorities may address it. Appropriate Model for Change A number of models for change are used by various organizations, given different scenarios. Some of the most popular models of change include ADKAR Model for change, Stephen Covey Seven Habits Model, Kubler Ross Stages of Change and Kurt Lewin’s Strategy of Unfreeze-Change-Refreeze. These strategies are suitable in different scenarios. They have their own advantages and disadvantages that make each most suitable in different applications. Given the scenario of Coca Cola, the best model would be Kurt Lewin’s three staged Model of Change Management of Unfreeze, Change, and the n Freeze. Unfreeze is the first stage where the firm would need to appreciate that given the current market forces, there is need for change. As such, every member of the organization prepares psychologically for a possible change. After unfreezing, the next step is change. The members, having accepted the need for change, would embrace the same and adopt new strategies brought about by change. The freezing stage, also known as refreezing, involves establishing stability after the adoption of change. Strategies for Implementation of Change Model There are measures that should be put in place to ensure that the implementation of change model is successful. The first measure is that there should be a clear procedure of monitoring change. Baekdal, Hansen, Todbjerg and Mikkelsen (2006, p. 7) observe that all models are guidelines. You should always evaluate the relevance of each individual step vs. your situation and your project. Large projects often demands detailed analysis and docum entation, while small projects can be finished with much lesser work. The concerned individuals should know the basis of objectives and goals of the organization. With this, they should assess the effect of change against what was expected. The second measure is that the implementing parties should have a clear timeline for the achievement of various objectives. There should be regular meetings to review the success of the organization. Another measure is that the management should set short-term manageable objectives to be achieved within a given timeline. A mechanism through which objectives would be measured should exist. This way, it would be easy for the management to determine if the implementation process is effective or if some changes might be necessary. Above all, the stakeholders should all be made to appreciate the need for change and the potential benefits that may accrue from the same. Conclusion In a business set up, the top management is always under a constant chall enge of planning how to manage change. Strategic change management has become one of the strategic duties of a firm. It is considered strategic because it affects the entire firm from the top management to the junior most employees, as well as all the departments of the firm. Change management is considered strategic because, just like strategic goals and objectives, change should be initiated by the top management of the organization and channeled to other employees of the organization. Older members of the society, especially those that have already used to a certain way of doing things, may not find it easy to shed their normal ways of approaching their duties. They are used to the normal methods and fear that they may not be in a position to adapt to these changes fast enough and as such would be seen as incompetent. Change must involve all stakeholders in the organization for success to be achieved. The management must incorporate all its stakeholders and assign them different roles in the process of implementing change. Kurt Lewin’s three staged Model of Change Management of Unfreeze, Change, and then Freeze is the best strategy of implementing change in organizations. List of References Anderson, M 2011, Bottom-Line Organization Development: Implementing and Evaluating Strategic Change for Lasting Value, Elsevier, Burlington. Baekdal, T, Hansen, K, Todbjerg L Mikkelsen, H 2006, â€Å"Handle change management projects more effectively† Change Management Handbook, Vol. 1, no. 27, pp 7-57. Coveney, P Highfield, 1995, Frontiers of Complexity: The Search for Order in a Chaotic World, Fawcett Columbine, New York. Daft, R 2009, Organization Theory and Design, Cengage Learning, New York. Government Office for the South West 2004, â€Å"Resource Efficiency and Corporate Responsibility: Managing Change, How to Manage Change in an Organization†, Envirowise and Government Office for South West, Vol. 3, no. 11, pp 10-27. Griffin, R 2002, Manag ement, Houghton Mifflin, Massachusetts. Kratschmer, P 2011, Organizational Culture is Highly Resistant to Change: Discuss, GRIN Verlag, New York. McCarthy, C Eastman, D 2010, â€Å"Change Management Strategies for an Effective EMR Implementation,† Healthcare Information and Management Systems Society, Vol. 1, no. 39, pp 20-41. McGregor, D 1985, The Human Side of Enterprise, McGraw-Hill, New York. Mintzberg, H 1994, The Rise and Fall of Strategic Management, The Free Press, New York. Murphy, R 2000, Strategic Management vs Strategic Leadership: Untying the Gordian knot. Published Proceedings, Academy of Administrative Sciences and Business Conference, Vol. 2, no. 2, pp 89-112. Prigogine, I 1996, The End of Certainty: Time, Chaos, and the New Laws of Nature, The Free Press, New York. Sharma, R 2008, Change Management, Tata McGraw-Hill Education, New Delhi. Sirkin, H Keenan, P Jackson, A 2005, â€Å"The Hard Side of Change Management†, Harvard Business Review, Vol. 3, no. 4, pp 1-18. This report on Strategic Change Management was written and submitted by user Sonia Sutton 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.

Free Essays on Justice And Civil Liberties

Justice and Civil Liberties The idea of justice and civil liberties has plagued the minds of man since the beginning of civilization. Questions such as, why aren’t we all equal, why is one race of peoples better than another, and should both sexes be equal have been on the minds of people for centuries. The ideas of equality and liberty began showing up before America was a country. Some of these issues were addressed in the Declaration of Independence and the Constitution, but many unsolved issues remained and still persist to this very day. Throughout the struggle for equality and justice many prominent figures arose. Two of these individuals were Susan B. Anthony and Martin Luther King Jr. Susan B. Anthony was a very strong believer in equality for all and especially in the equality between men and women. Susan B. Anthony was born in 1820 and grew up in a Quaker family with strong abolitionist beliefs. From an early age Susan fought for equal rights for women, she was an advocate of equal pa y for women teachers and coed education. She helped pass a bill in the New York legislature that gave women some control over their children and their earnings. In the 1872 presidential election Susan decided to test whether the 14th amendment of the Constitution, equal protection under the law, applied to women. She tried registering for voting and was arrested. Anther strong opponent of justice and civil liberties, particularly equality amongst African-Americans and Caucasians was Minister Martin Luther King Jr. Martin Luther King was born in 1929 and was the leader of a nonviolent civil rights struggle. Born into a family of ministers, King became a public figure while still in his twenties when he led a bus boycott in Montgomery, Alabama. He was frequently threatened or arrested due to his extensive leadership in sit-ins and marches in segregated southern towns and cities, particularly Birmingham, Alabama. Susan B. Antho... Free Essays on Justice And Civil Liberties Free Essays on Justice And Civil Liberties Justice and Civil Liberties The idea of justice and civil liberties has plagued the minds of man since the beginning of civilization. Questions such as, why aren’t we all equal, why is one race of peoples better than another, and should both sexes be equal have been on the minds of people for centuries. The ideas of equality and liberty began showing up before America was a country. Some of these issues were addressed in the Declaration of Independence and the Constitution, but many unsolved issues remained and still persist to this very day. Throughout the struggle for equality and justice many prominent figures arose. Two of these individuals were Susan B. Anthony and Martin Luther King Jr. Susan B. Anthony was a very strong believer in equality for all and especially in the equality between men and women. Susan B. Anthony was born in 1820 and grew up in a Quaker family with strong abolitionist beliefs. From an early age Susan fought for equal rights for women, she was an advocate of equal pa y for women teachers and coed education. She helped pass a bill in the New York legislature that gave women some control over their children and their earnings. In the 1872 presidential election Susan decided to test whether the 14th amendment of the Constitution, equal protection under the law, applied to women. She tried registering for voting and was arrested. Anther strong opponent of justice and civil liberties, particularly equality amongst African-Americans and Caucasians was Minister Martin Luther King Jr. Martin Luther King was born in 1929 and was the leader of a nonviolent civil rights struggle. Born into a family of ministers, King became a public figure while still in his twenties when he led a bus boycott in Montgomery, Alabama. He was frequently threatened or arrested due to his extensive leadership in sit-ins and marches in segregated southern towns and cities, particularly Birmingham, Alabama. Susan B. Antho...