Change Management Model Paper Essay

In order to evaluate organizational change, it is crucial to understand the models of organizational change. Change models can reveal the compelling forces of change, what will happen, and how it will happen. It is sometimes difficult to find a model that best fits the nature of the organization. However, the use of any change model is beneficial because it offers a guideline to follow and predict the presumed results of the change initiative (Mento, Jones, & Dirndorfer, 2002). While there are many change management models, a few of the well-known models are: Lewin’s change management model and Bridge’s transition model. This paper will discuss Lewin’s change management model and Bridge’s transition model. Within each change model, it will address the role of the leader in the change initiative, overcoming resistance to change, and communication process of both models. It would also assess the strengths and weaknesses of each model. Lewin’s Change Management Model According to Kurt Lewin, successful change in any organization should follow three steps: unfreezing, changing, and refreezing. Unfreezing involves overcoming the pressures of individual resistance and group conformity. Changing or movement happens when the change is initiated and the organization is getting ready to move into a transition stage. Refreezing occurs after change has been accepted and the organization can operate under the new changes (Robbins & Judge, 2009). Lewin’s model identified that most people prefer to function within their comfort zones. Most people like the comfort, sense of identity, and control from the environment that they are familiar with. In this model, the leader’s role is to remove the resistance of change through motivation. One  way to deal with the resistance is to use positive incentives to encourage employees to accept the change. For example, management can increase the pay for those who accept the change. Management can also address the concerns regarding the need for change (Robbins & Judge, 2009). It is important to communicate directly with the employees who are most affected by the change. Leaders move through the change process by promoting effective communications and empowering people to embrace the change. Employees who are not involved with planning the change could lead to increased resistance and decreased motivation. Zigarmi & Witt (2007) states that change are successfully implemented when people have an opportunity to express their concerns and influence how the change is implemented (p. 17). Lewin’s change model is a simple and easy to understand framework for managing change in an organization. Most companies prefer to use this model to enact major changes. However, it takes considerable time to put into practice. This model can be compared to overcoming bad habits by changing them with new or better habits. The organization has to be determined and dedicated to make the change and do what is necessary despite obstacles involved in the process (Brisson-Banks, 2010). Bridge’s Three-Phase Transition Model For many logical reasons, people are often uncomfortable with change. This could lead them to resist and oppose change initiatives that may come their way. It is important to understand how people feel as change happens so that leaders can guide them through the process. Bridge’s transition model can help organizations understand how people feel during the change process so that they can guide their employees to support and accept the change. The model emphasizes three stages of transition that people go through when they encounter change. These are: ending, neutral zone, and new beginning. In the ending stage, people must let go of the past before they can embrace the new. This is the initial stage of transition that people go through when presented with change. It is often marked with resistance because people are being forced to let go of something they are comfortable with. As a leader, it is important to accept the employee’s resistance and be able to  understand their emotions. Give them time to accept the change and let go. Leaders should acknowledge the loss and a variety of reactions and be able to give people instructions on how to move on to the next stage (Brisson-Banks, 2009). When communicating with employees, leaders must listen empathetically and communicate honestly about what is going to happen. Leaders should explain to employees that their knowledge and experience would apply once the change i s implemented. It is also important to assure them that resources would be provided so that they can work effectively in the new environment (Mind Tools, 2014). In the neutral zone, people begin to explore their comfort with the new change. Individuals in this stage may feel disoriented with decreasing motivation and increasing anxiety and uncertainty. Employees may have increased workload as they transition into the new system and new ways of working. They might resent the new change initiative; have low morale and productivity; be anxious about their role or status in the company; and be skeptical about the change initiative (Mind Tools, 2014). This stage is a terrific time to inspire people to try new ways of thinking and working. As people go through this neutral period, a leader’s guidance is important in this stage. People may feel lost and it is the leader’s role to provide them with a solid sense of direction. They should encourage employees to talk about their feelings and remind them of the team goals (Mento et al., 2002). In order to overcome resistance to change, leaders can involve people in designing the new change initiative. They can create short-term structures and lead them to innovate. Leaders must explain the neutral zone and validate feelings. They must be optimistic about the change and share information as often as possible. Short term goals are important at this stage so that employees can experience some quick wins to increase their enthusiasm (Mind Tools, 2014). When communicating with employees, allow them to voice their concerns regarding the change. Leaders should remain optimistic and be able to admit when they do not have an answer for people’s concerns. Leaders must meet with their team frequently to provide them with feedback on how they are performing. They must be able to do what they can to boost morale and continue to remind people of how they can contribute to the success of the change (Washington University, n.d.). In the new beginning stage, people begin to embrace the new change (Washington University, n.d.). Employees  develop the skills they need to function effectively in the new way and is beginning to see quick wins from their efforts. At this stage, people are likely to experience openness to learning, positive attitude, increased productivity, high energy, and renewed commitment to the group or their new role (Mind Tools, 2014). As employees embrace the new change, it is necessary for leaders to help them maintain it. Leaders can picture the future and plan the next steps. While they plan the long-term objectives of the organization, they must take the time to celebrate the change they’ve all been through and reward their team for all their hard work. Leaders must communicate a picture of how the new organization will look and feel. Communicate a step by step understanding of how the organization will change and remember to avoid complacency so that people would not revert back to previous stages (Mind Tools, 2014). This model is beneficial in understanding how people feel as they are guided through the change process. It also clarifies the psychological effect of the change. However, it is not a substitute for other change management models such as Lewin’s change management model. Bridge’s model must be used along with other change management models (Brisson-Banks, 2009). Conclusion Change management is a challenging process to carry out and manage for any organization. With so many change management models, it is not always easy to find one that fits the organization’s nature. However, the use of change models is fundamental in the successful implementation of the change processes in organizations. This paper examined Lewin’s change management model and Bridge’s three phase transition model. It discussed the leader’s role in each model, how to overcome resistance, and their communication process. It also assessed the advantages and disadvantages of using each model. Lewin and Bridge’s models have significant commonalities between them. These models can be used as a guide to assist organizations through the world of constant changes. There is no definite model that exists for each organization, but each model has helpful ways of managing change that can be customized according the organization (Brisson-Banks, 2009). References Brisson-Banks, C. V. (2010). Managing change and transitions: a comparison of different models and their commonalities. Library Management, 31, 241-252. doi:10.1108/01435121011046317 Mind Tools. (n.d.). Bridges’ transition model – Change management tools from MindTools.com. Retrieved from http://www.mindtools.com/pages/article/bridges-transition-model.htm Robbins, S. P., & Judge, T. (2009). Organizational behavior (13th ed.). Upper Saddle River, NJ: Pearson Prentice Hall. Washington University. (n.d.). Three phases of transition – William Bridges. Retrieved from http://www.washington.edu/research/rapid/resources/changeModels/mc_three_phases.pdf Zigarmi, P., & Witt, D. (2007). Leading Change. Retrieved from http://www.kenblanchard.com/img/pub/leading_change_handout.pdf

High School Reflection Essay

Final Reflection â€Å"Without struggle there’s no progress† was the quote I looked up to through out my high school experience. As I woke up every morning I hated the fact that I had to go to Warren Easton and feel stressed about it. The only positive aspects I thought about were â€Å"you have to graduate, and prove society wrong†. From the first day I stepped into the halls of Warren Easton, I felt over worked, but very confident. The whole idea of being in high school was great, but the work that sat in my face was not. But hey, that’s high school right? At Warren Easton I had so many incredible, emotional, enjoyable, and most outrageous memories while being a student at Warren Easton. Everyday on the announcements I had to be attentive to my principle, Mrs. Medley, badger my peers about uniforms, being on time, and respecting others. If it wasn’t for Mrs. Medley and administration being there to harass us everyday of the year I wouldn’t have learned resp onsibilities, cause in reality it would have been much more worst. One solution that I will always remember from over the years of high school was how lazy I was. Being lazy from my freshman to junior year really took a toll on me once I became a senior. I was always so stressed out and overwhelmed by the work because I had to force myself to get the work done, and on time. Throughout my hectic high school years I have also grown a lot personally and socially. As a freshman I was one of the shy people that sat in the back of the library everyday. I didn’t communicate much sense I didn’t know anyone that well, but now that I am a senior I am far from shy. High school has showed me that you have to keep positive people around you no matter what because they’ll always be somebody negative around that wants to bring you down mentally telling you can’t, or you’ll never succeed. Everything that I’ve been told positively I will take it into conside ration and apply it to my life. Moreover, the most interacting and fun I had from my junior to senior year for being in the allied health program with Nurse Ferrand. In Allied health we learned about the different fields that involved medicine, interacting with patients, needles, and even drawing blood. In my senior year I got the chance to be enrolled into a nursing program at NANA (nursing assistant network association). In this program we became certified in CNA (certified nursing assistant), Phlebotomy (blood  letting or introduce fluid), and even EKG Technician (performing diagnostic tests to access the heart rhythm and rate in patients). What I like most about this program is that I will have a good job while I am in college. This program also showed me responsibility and dedication. I can honestly say the classes weren’t easy, but I managed to get my schoolwork, and nursing work done and complete on time. In conclusion, I can honestly say that high school was like a roller coaster. I’ve learned so much in these short four years, and I’m truly going to miss it dearly. I will take everything that I’ve learned and apply it to my life after I graduate. Of course I still have plenty to learn, but I feel like I have accomplished one of my first biggest accomplishments in my life. But ill always remember, â€Å"Without struggle there’s no progress†.

An Educational Article for the 21st century Essay Example for Free (#21)

An Educational Article for the 21st century Essay Curriculum (102) , 21st Century (10) , Corazon Aquino (9) company About StudyMoose Contact Careers Help Center Donate a Paper Legal Terms & Conditions Privacy Policy Complaints Australian Ambassador to the Philippines Bill Tweddell and Philippine education officials opened recently the Assessment, Curriculum and Technology Research Centre (ACTRC). Located at the University of the Philippines (UP) College of Education building in Diliman, Quezon City, the facility will focus on research in support of the Philippines’ implementation of the K to 12 program, which is covered by a law recently signed by President Aquino. Tweddell, Education Secretary Armin Luistro, Commission on Higher Education Commissioner Cynthia Bautista, UP president Alfredo Pascual, other education officials and members of the academe attended ACTRC’s opening. The Australian government gave the P150-million grant for the establishment of the center in support of the country’s basic education reform program. ACTRC will focus on curriculum development, school assessment and the application of technology in upgrading the education system. â€Å"Australia strongly supports the Philippine government’s efforts in implementing the K to 12 program. Investing in a quality education system will provide better opportunities for all and a pathway out of poverty for the most disadvantaged,† Tweddell said in a statement. ACTRC will bring together the Philippines’ and Australia’s top research institutions—the UP College of Education and the University of Melbourne’s Assessment Research Centre— in â€Å"grounded research and evaluation activities in the areas of assessment, curriculum and technology as they relate to the implementation of the Philippine government’s K to 12 program.† Through grant-funding, the Australian Agency for International Development would support the center’s first three years of operation, the Australian embassy said. â€Å"Australia shares the Philippine government’s vision that K to 12, if implemented well, will bring the Philippines’ school system closer to international standards. The interaction of curriculum, assessment and the use of technology are important facets of a successful education program,† Tweddell said. â€Å"The curriculum is the blueprint of an education system. Assessment provides a picture of where we are in that blueprint today. Technology enables the curriculum to respond to the needs of the 21st century,† he added. K to 12 is the Aquino administration’s flagship education reform program that aims to improve the quality of Philippine high school graduates by spreading the clogged 10-year curriculum over 12 years. In essence, the program hopes to give Filipino youth longer time to learn and prepare for life after basic education, whether they hope to go on to college or find employment after graduating from high school. â€Å"The University of Melbourne and its Graduate School of Education is proud to be associated with this major initiative to inform the Philippines’ education and research communities. The center will provide an opportunity to put into practice evidence-based research outcomes through its collaborative activities with the Philippines’ Department of Education,† said Professor Field Rickards, dean of the Graduate School of Education of the University of Melbourne. UP College of Education dean Rosario Alonzo said the facility and the collaboration it allowed would help promote the professional development of the UP faculty. â€Å"This is crucial to the university’s (UP) fulfillment of its mandate as a research university,† she said. The article discussed how the Australian Government supports the implementation of the K to 12 Program here in the Philippines. It is also written how they believe that the new curriculon that was founded by the current administration will make the Philippines educational system closer to the international standards. B. Words that I have learned from the article Academe – The academic environment or community; academia. Assessment – The evaluation or estimation of the nature, quality, or ability of someone or something: â€Å"the assessment of educational needs†. Collaboration – The action of working with someone to produce or create something. Crucial – Decisive or critical, esp. in the success or failure of something. Curriculum – The subjects comprising a course of study in a school or college. Facets – A particular aspect or feature of something. Implementation – the act of accomplishing some aim or executing some order C. Ideas I have learned about the article At first i thought that K to 12 program was a bad idea, because it prolongs the years of study of students like me and making it a little much of a burden to my parents because of the added budget for the tuition but when i read articles pertaining to K to 12 implementation such as the likes of this one I simply realize that it isnt such a bad thing after all. I mean 2 years of added time is just a little sacrifice of what can be a result of a better future plus when you know that there are countries, like Australia, that are willing to support us on this kinds of program makes us a little more confident with ourselves that we can be more of a competative player in the international playfield when it comes to education. The article was really informative. For me, reading this article changed my point of view on K to 12 program and it also boosted my morale when i read the line â€Å"Australia shares the Philippine government’s vision that K to 12, if implemented well, will bring the Philippines’ school system closer to international standards.† because it gave me a heads up of what can be my potential in the future. Site link: http://newsinfo.inquirer.net/412557/center-to-give-research-support-for-k-to-12#ixzz2blPK2DsX An Educational Article for the 21st century. (2016, May 07). 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Electoral College Essay Example | Topics and Well Written Essays - 1250 words

Electoral College - Essay Example Pelayo was elected by his Visigothic nobles before becoming king of Asturias and Pepin the Sort was also elected by his Frankish nobles so as to become the first Carolingian king (Wedgewood 29-36). In the Holy Roman Empire, the King of the Romans was selected by the college of prince electors from the late Middle Ages until 1792 when the last election took place (Wedgewood 29-36). The Church in the West left electoral power exclusively to the College of Canons of the Cathedral Church. In the case of the Pope, selection is left to the exclusive authority of the College of Cardinals since 1059. Currently, the United States of America is the best illustration of a society that uses the Electoral College System to indirectly elect the president and the vice president (Sabato 20-35). Framers of the Unites States’ Constitution devised the Electoral College as procedure to indirectly elect the president by the people. The Constitutional Convention came up with so various methods of selecting the president which included selection of the president by the Congress; selection of the president by the State Legislature; selection of the president through direct popular vote (Kolodny 45-65). These procedures were rejected for various reasons such as threats of power bargaining and corruption (Longley and Pierce 12-17). Finally, the convention settled for the indirect method of election of the president through the Electoral College and this procedure was stipulated in Article II, Section 1 of the Constitution of the United States (Kolodny 45-65). The article on the Electoral College has undergone several amendments in 1880, 1804 (12th Amendment) and in 1876. The last amendment to the Electoral College was made through the 23rd Amendment which gave the District of Columbia the right to vote for three electors just as the residents of other states

Bike Transportation Proposals at Universities Term Paper

Bike Transportation Proposals at Universities - Term Paper Example Such bike sharing services allows students or staff to share a bicycle with a given number of individuals. This has helped save of cost of purchasing more bicycles to cater for the high number of users. Bicycle sharing programs have become more successful than in the past with the introduction of modern tracking systems. This helps to keep track on the location of bicycles being used and also to curb theft. Through bike rental services, students and university staff are required to pay a given considerable fee for the use of a bicycle within the university premises. Such rental services ensure the bicycles are well maintained by users unlike in the bike sharing process. Another finding is that the use of bike transport has been made operational through several university administrations making available to students certain incentives. This are made available within the school to promote use of bicycles. Such incentives include: a free parking lot with enough space to cater for the la rge number of bike users within the institution; security for the students and staff’s bicycles within the institutions premises. This is evident with the report on Stanford University which has 12,000 bicycle rack spaces. However such a beneficial mode of transport has its own rules and regulations. The university administrations have come up with sets of rules and regulations to ensure the safe use of bicycles within the institutions. Some of these rules and regulations include: mandatory use of safety helmets and safety pads while cycling; obedience to traffic officers who monitor bike usage; one is not permitted to cycle too fast while in the institution; failure to obey the set rules one is liable to punishment through the payment of fines in regards to the broken rule. Such rules have enabled the institutions to curb any accidents within their premises. A given number of universities such as Stanford University have introduced innovative bicycle services such as bicycle lockers for safekeeping, they also offer online bike registration for students and staff, they offer bicycle routes and maps to guide cyclists around the institutions, and also professional bicycle use training. According to graphical data it is evident that there has been an increase in the adoption of bicycle transportation in universities over the past few years. This is seen through the average increase rate in percentage of bicycle users in several states in America by 2.25 percent. Areas such as San Francisco have noted a population of over 13000 users while Portland has the highest number with a population of over 17000. In the data it is conclusive that universities in areas experiencing favorable climatic conditions, such as San Francisco’s sunny and windy climate, are more probable to have a higher number of bicycle users. Also it is noted that these universities have a higher number of male bicycle users than that of females as it is stated in a report that Americ a generally has 24 percent of the total cyclist population being women while 76 percent are men. However this has been met by an increase in innovations to increase use of bicycles by women such as the introduction of carriers. These enable the bicycles to act as taxis if one does not wish to cycle. It also noted that bicycle usage has a positive effect on the physical and psychological well being on students and university staff. This is supported by an analysis showing that an individual is set to

Appeal letter to the school fees Essay Example | Topics and Well Written Essays - 500 words

Appeal letter to the school fees - Essay Example I am faced with a problem that is becoming a hindrance in my education. Kindly help me with this problem so that I can return to focus on my studies. As stated earlier, I registered in the fall 2010 semester and began my studies. To my misfortune, my family’s business did not recover from a major setback, as it was expected to do so around this time of the year. My father owns his own business that has provided for all my needs in Canada – schooling and living. However, he has been facing some setbacks in it since a year that has led my family to suffer few financial problems. Some ray of hope was expected to emerge in the middle of the past year as my dad had told me that things would be sorted out by then. I registered in the semester with the idea that my family would eventually get back to its original financial position but unfortunately, things did not work out like I wanted them to. I had attended only two weeks of classes when I got the sad news from my father t hat he had tried all possible avenues for the improvement of the business. This news made me realize that my family would not be able to support my studies in the respective semester.

Personal and professinal dvelopment for business Essay

Personal and professinal dvelopment for business - Essay Example The lessons gained should be turned into handy tools to develop personality which proves to be very useful in later professional years. Many valid and reliable aspects of my personal and professional development so far will be discussed in the coming sections to analyze the extent to which I can be considered successful or trained so far. This reflective review basically aims at presenting an insightful, comprehensive, and enlightening analysis of my professional skills and practical experiences. Experiences of Education and Training (Last 2 Years) My college has played a critical role in helping me gain a variety of exquisite business experiences. Till now, I have remained engaged with many interesting group projects to analyze what it takes to beat resistance and go all the way through to achieve something. Such practical experiences have introduced me to new skills also which every student aspiring to be a great professional essentially depends on, like the ability to blend in a t eam leading to quality teamwork. Working with a good team while motivated by same goals as everyone else now forms a resolute feature of my personality given considerable experience I have gained in that area. Instead of letting myself get sidetracked by conflicts which so often mar the spirit of teamwork, I concentrate on looking beyond temporary troubles and try to steer people towards shared interests. This has enabled me to make abundant use of communication skills also because naturally people cannot be persuaded to contribute without smart talent talk (Srikantaiah & Koenig 2008: 144). My experiences have told me that the right attitude should be to engage others in my thought processes. I have always enthusiastically participated in every academic and non-academic activity which offered even a minimal opportunity of growth and expansion. It is usual for different reputable organizations in the world to be more attracted to employees who are innovative in their design and I abs olutely conform to this hiring approach by pushing boundaries and going further than most other people. Interactive skills I accrued through college experiences are also worth mentioning here because I was not as sociable in life as I am now after two years if college education. Development and Key Lessons Learned (Last 2 Years) On grounds of what I learned at college through incredible professors and student discussions and in practical life through student union engagements and internship, I am now familiar with a smarter way of organizing and applying certain ideas. These ideas relate to engaging people, showing them ways to contribute, achieving mutually shared goals, and keeping positive attitudes. I have learned that people who are not passionate in their personal life cannot be passionate about work either. A person’s innate dispositions matter a lot in professional career as in how satisfied/dissatisfied he/she will be with work and job etc. (Buchanan & Bryman 2009: 2 06). I have noticed during my time at college that personal stress has always affected my work performance resulting in dissatisfaction, while others appeared satisfied with the same nature of work. This made me learn how important it is to have positive attitude about life to excel professionally. Personality is developed by encouraging students to make huge investments in their field of interest through state-of-the-art

Critique of Uncle Sam The Deluxe Edition By Steve Darnall and Alex Essay

Critique of Uncle Sam The Deluxe Edition By Steve Darnall and Alex Ross - Essay Example Darnall and Ross argue that the US is no longer the ideal democracy or the land for all as envisioned in the dreams of the founding fathers. The main points that will be highlighted in this paper include the purpose of Darnall and Ross in writing the comic narrative, and an assessment of the text and the writer’s effectiveness in achieving their purpose. Lastly, the paper will respond to the text by identifying the views that have been discussed by the authors. In summary, the intent or the purpose of the creators in writing the paper is to highlight and inform the readership on the shortfalls of the modern American society and its administration. Information is the main purpose in the comic as the voice over in the comic illustrations and the dialogue bubbles contain information that is of historical significance to the American society. The historical allusions employed by the authors show that the main purpose of their writing is to provide the readers with information on t he argument that the American society is not as free as envisioned in the dream of the founding fathers. Darnall and Ross manage to effectively achieve the purpose of their writing through use of various comic vocabulary and visual aspects. The use of comic narratives in passing an informative and political message is unconventional. Political subjects and topics are usually discussed through scholarly, news and other form of activism materials.

Assignment Essay Example | Topics and Well Written Essays - 500 words - 26

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Reading Assessment Assignment Example | Topics and Well Written Essays - 250 words

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Reliable Sources Worksheet Essay Example for Free

Reliable Sources Worksheet Essay Source 1 †¢Author: Wilson, Wendy Bedwell †¢Date: March 2012 †¢Title: From Trash to Treasure †¢Publication: Dog World. 97 Issue 3, p20-21, 2p Write a 100- to 150-word response to each of the following questions: †¢Is the source reliable? How do you know? This source is very reliable; this magazine has been around for almost 100 yrs. Dog World is a monthly magazine aimed at the community of serious dog enthusiasts and participants, including breeders; conformation exhibitors; obedience, agility, herding and field trial competitors; veterinarians; groomers; and trainers. †¢Is the information relevant to the topic? Yes this story is about a dog rescuer from NJ who picks up dogs from high kill shelters down in West Virginia and brings them back up to be placed in foster homes. On her trip back up she witnessed someone tossing a dog out on the side of the road and leaving it there. Out of curiosity she pulled over where the dog was dropped off to investigate and found a malnourished and injured dog. After 20 minutes they were able to capture the dog and bring it to NJ where its was seen by veterinarians who were able to nurse the dog back to health. †¢Does the information reflect a bias on the author’s part? If so, what is the bias? I did not read any bias material within the article, there was no mention of any retribution toward the original owners. This article basically told a story about how a dog’s life was turned around after a person who carries about dogs rescued this dog and now uses it to help rehabilitate other dogs that have been abused. Source 2 †¢Author: Redwine, Arlo †¢Date: April 2012 †¢Title: Going the Distance †¢Publication: Dealernews, Vol. 48 Issue 4, p18-28, 7p Write a 100- to 150-word response to each of the following questions: †¢Is the source reliable? How do you know? Dealer News is a trade publication that has been around for 17 years. This publication provides news and information for dealers, manufacturers and distributors in the motorcycle and accessory industries. I do not know how reliable this source is due to this is a trade publication and can post bias reviews. †¢Is the information relevant to the topic? â€Å"Going the distance† is relevant to the topic because the author talks about how a young â€Å"go getter† started a motorcycle dealership in the late 70’s. The story tells how this young man grew his business from the ground up to one of the largest Harley Davidson dealerships in the Junction City, Kansas area. †¢Does the information reflect a bias on the author’s part? If so, what is the bias? Yes the information is bias on the author’s part due to the fact that he is telling a story from the eyes of the owner of this dealership. The author does not tell the readers the challenges that took place from competitors or the manufactures that he represented in his store.

Money should be the primary consideration in the selection of one’s career Essay Example for Free

Money should be the primary consideration in the selection of one’s career Essay Young people generally start thinking about their future career when they are still at school, by making the right choice of subjects to study. What the financial package of their dream career is may not be important at that stage, but it certainly becomes a relevant consideration later on. However, how important this consideration is varies from one person to another. On the one hand, financial gain is definitely a factor one should consider when choosing a career. There is no denying that the salary is one of the top priorities when people start looking for a job. Most people start to take on the responsibility for the cost of living when they leave school, and it is of great importance to find a job with a higher salary, even though working hours might be longer than in other occupations. Moreover, these positions may have numerous potentials, such as a chance for promotion, training opportunity, a good work environment, and reputation. Having money also helps one gain his independence, for instance, maintaining a family, buying a house, paying rent, travelling around the world. Money is also necessary to buy basic utilities such as food and water, and it also aids to secure your home from theft. On the other hand, many people do not, and should not, focus on this factor as the main one. Salaries should not be the most important factor in choosing a career. People may neglect many other things that are worth to pursue in ones life if they consider money to be the most important factor in choosing a career. In fact, many people choose to fulfil their life goals and give up the job opportunity with the highest salary. For one thing, being engaged with the job you love can let you work in a pleasurable atmosphere in order to enhance your work efficiency. People can gain more satisfaction once they achieve their goals. Not only that, but focusing primarily on money when selecting a career ignores the concept that making money is not the reason most of us get jobs, but rather a means of obtaining material goods and services and of achieving important goals, such as providing security for oneself and one’s family, lifelong learning, freedom to travel or to pursue hobbies. Acknowledging the distinction, one may select a career on the basis of money, since more money can buy more goods and services as well as the security, freedom, and time to enjoy them. It does not mean that everybody should regard it as the most important factor in life. After all, money is just a way satisfy our basic life needs. All in all, I think the best career choice is the combination of personal interests and financial benefits. If people choose a career that they do not like, they may be impatient when they are at work. Only in doing what they like or have interests in, can people improve their working productivity and performance.

The Values and beliefs of mentoring

The Values and beliefs of mentoring Mentoring is a dynamic complex developmental relationship between two. They share experience, values and beliefs (Palmer 1987).Through this partnership the mentee, with assistance from the mentor sets goals for purpose of the development of the mentee. Enhancing skills, gaining new knowledge and implementing new behaviours are the intended targets of the mentoring journey. To achieve these goals in personal development, professional development and learning, the relationship requires time, patience, dedication and to some degree selflessness .In medicine , mentoring is changing the culture of sink or swim attitude.(20) The concept of developmental mentoring therefore, with its emphasis on peer support, self managed learning, development contracts and reflective practice has the potential to challenge the individual mentors and mentees. While it is a close relationship, it is not a friendship .Problems can arise and lead to dysfunctional relationship .Some measures are recommended to avoid such outcome. Mentoring is a relationship between two people in which trust and respect enables problems and difficulties to be discussed in an open and supportive environment (Whittaker and Cartwright 2000). It is psychological bond between two people .Connor (2006) suggests that mentors provide a safe place for reflection; they listen and support, explore strengths and blind spots, enable self challenge, generate insight and focus on goals. .The focus in mentoring is emotional and behavioural aspect of knowledge transfers rather the processes or techniques as compared to tutoring. (Fig 1) It has benefits and satisfies needs of both. Once grasped, this is often seen as one of the most liberating aspects of being a mentor/mentee (3) Fig (1): Tutoring v Coaching v Mentoring What the mentor do (activities)? (6x5x5) I can summarize these as: 6 attitudes and 5 skills in 5 phases Attitudes: Fig (2) (mentor= MENTOR) In the mentee centred model which I prefer, the mentor helps the mentee set goals in personal and career development and learning objectives. We know that self discovery and self experience are important facets of learning (Rogers1983) and as (kobbs1984) (Knowles 1984) observed in adult learning theories. Mentee are expert in their own right. The mentor just motivates, empower, nurture self confidence, and teach by example, and sometime, offer counsel and advice and raise the performance bar (Scouba 1999). He helps the mentee to grow and achieve his goals. These goals should be specific, measurable, achievable, and realistic and time bound (SMART). He recommends and creates learning opportunities, transfer knowledge in such areas like critical thinking, problem solving, and points strength and areas for development Motivate Empower Nurture self-confidence Teach by Example Offer counseladvice Raise performance bar Fig (2): mentor = MENTOR= 6 attitudes He wears these different hats according the situation and mentoring moments In simple words he involves the mentee in mentoring conversation (the five mentoring phases) (fig3) 2-Undersatnding The mentee 5 Implementation Review 1-Contraction and Building rapport 3 Analysis Mentee needs/Mentor perspective 4 Action planning Options/choice Fig (3): Mentoring: The 5 phases During this special conversation the mentor applies the 5 mentoring (communication) skills: Fig (5) Mentoring skills: 1-Rapport: is the ability to relate to others in a way that creates a climate of trust and understanding. Rapport is also the ability to see each other point of view (not necessary agree with), to be in the same wavelength and to appreciate each other feelings.(24) To build rapport different techniques can be used starting with small talks to explore common interest, day to day chat and progress to opinions, beliefs, feeling and emotions. With time as the relation becomes stronger and people become comfortable, unspoken rapport can be reached. Fig (3) Unspoken Rapport Feeling and emotions Judgement, values and belief Ideas and opinions Facts, opinions and small talk Ritual and clichà © FIG (3): Building Rapport steps 2-Effective listening: This is an art and skill to learn. Active and then deep listening requires the listener to understand, interpret, and evaluate what they hear. This involves tuning in to what the mentee is saying, giving them complete concentration, and waiting patiently for them to finish, without diving in or making assumptions about what they are likely to say. The provision of maximum attention is displayed both verbally and non-verbally through body language and eye contact. Words and actions should be used to convey encouragement to the mentee and benefit from active listening to get people to open up. (8)The ability to listen actively can improve personal relationships through reducing conflicts, strengthening cooperation, fostering understanding and building trust . Mentor should avoid cosmetic listening only. Fig (4) COSMETIC LISTENING CONVERSATIONAL LISTENING ACTIVE LISTENING DEEP LISTENING Fig (4) Listening types: mentoring level social level 3-Asking powerful Questions Questional skills are fundamental to effective mentoring. The role of questioning here is how to draw out learning and ideas from mentee In mentoring one need to ask open question rather than close ones, probing and challenging than leading. Even sometimes smiles, pauses, nods or gestures are as effective as spoken questions (14) Contracting Giving constructive Feedback Asking Powerful Questions Effective Listening REFLECTION Building Rapport MENTORING SKILLS (Applied in mentoring 5phases) Fig (3) Fig (5) Mentoring: The 5 skills 4-Giving constructive feedback A mentor can apply the principles of johari window (fig 6) during the mentoring process of giving feedback and encouraging self disclosure and to move information from blind spot and facade into the ARENA therefore increasing the size of the arena. (8)The blind spot will decrease as individual accept and own new information about themselves .The faà §ade get smaller as they disclose more information about their feeling, perception and opinions. Fig (6) Fig (6) : Principles of Feedback is the mechanism to enable people to develop, improve and change. One myth is that feedback is always negative, and it always a description of someones inadequacies and failures in developmental mentoring it is important to feedback successes as well as failures. What is important is that feedback is designed to help the person learn (constructive) while destructive feedback simply undermine and devalue them. What make the feedback effective when it is specific, nonjudgmental and given with purpose e.g. to improve performance (4) 5Contraction this more or less about mentoring agreements and helps (as I shall explain later) to resolve conflicts and problems that may arise 6- Reflection Both mentor and mentee must reflect at all the times to see that is learned and redefine more goals. A mentor can support the mentee by recognizing that each mentee is different. Some mentees may come with the solution himself/herself the mentor here is just acting as sound board. In other occasions the mentor must be prepared to respond in a number of ways called influencing styles as per need of mentee(6) These range from listening and interpretation, challenging, probing and diagnosing, gathering and adding new data, identifying options or last resort even planning for the mentee( defeat the issue, generally not recommended ). At end, the degree of intervention chosen by the mentor is : what mentoring is all about. Problems challenges Like any relationship things may not run smoothly. Problems usually stem from poor implementation of mentoring process. Nevertheless, this may exist at outset such as conflict between the mentoring and supervisory roles of the mentor; Mentors should not be the mentees educational supervisor or line manager or otherwise be involved in their appraisal to avoid blurring of these distinct roles Shaw (1983) has also referred to these inherent tensions in the role of the mentor if he or she also contributes, at whatever distance, to any assessment or performance at work (14) Another potential downside of mentoring is that over a period of time mentors tend to develop a considerable personal and private knowledge about their mentees and this knowledge base Safeguards of confidentiality are of vital importance in maintaining the integrity of the mentoring process. A dysfunctional mentoring relationship could also result from possession of certain personality traits that are not compatible with the process. Hence the importance of the mentor and the mentee having some common interests to give the relationship a good start..There should be matching and some choice given to mentee in mentoring programme. It is very important to have the right chemistry, to really, be able to mentor anyone in addition there must be a sense of win-win in both the mentor and the mentee. Both should want to participate, then the relationship can stretch over months or even years. Good mentoring is a facilitative, and during the mentoring process sometimes it is easy for the mentor to develop a patronizing attitude towards the mentee and it is important for the mentor to be aware of this tendency and resist it. Hence, mentoring should not always be about the mentor advising the mentee what to do in a particular situation, but rather should be about the mentor facilitating exploration of the issues by the mentee, at his or her own pace.(8) Thus by encouraging critical reflection on the issues the mentee should be able to find solutions to his or her own problems. Other difficulties include frustration due to lack of progress. Mentoring relationships that can be unproductive, unfulfilling, or (at an uncommon extreme) dysfunctional. i.e. primarily characterized by conflict. It occurs when a mentoring relationship is not working for one or all people involved because needs are not being met or individuals experience distress as a result of the relationship (Eby an d Allen1997) Problems and challenges in mentoring @ The Outset (avoidable) Mix of roles matching Lack of progress Patronizing attitude, confidential breach Boundaries /Emotions Too close or dysfunctional Dysfunctional Fig (8): Mentoring: the challenges There are a number of things that mentors can do to avoid or cope with conflict that may arise in a mentoring relationship like avoid self defeating behaviour: slow down, engage in critical self reflection( appendix1 appraisal check list ), consider ethical and professional obligations as a Mentor, be proactive and seek consultation. Also being too close to mentee can be a problem. I see it as one of the biggest challenges. Mentor should remind himself and his mentee that although the relation is a psychological bond but still not a blind friendship. There are boundaries and limitation to be observed. People can refer to their mentoring agreement ( see appendix ) to resolve these issues. There is always the option to end the relation with mutual respect. ( life cycle of mentoring by Hay(1995) appendix 2 What makes a good mentor? Mentors should enjoy helping others, has genuine interest in the mentee not only professionally but as human being. A good mentor accept their mentees, is empathetic, and free of judgment or rejection , maintains a positive outlook, yet is able to be realistic and have a strong interest in their own growth and self-development. A good mentor is committed to the role of mentoring and believes in the value of mentoring. He shows a desire and a willingness to give up time to help others with an open mind and a willingness to support the relationship. This good intention should by be supported with knowledge about mentoring techniques (8) Successful mentorship requires mentors with a balance of skills, attributes, and qualities. Some of these attributes can be learned or developed while others are inherent individual qualities that are part of who the mentor is. The attributes of a good mentor are widely discussed in the mentorship literature. Drawing from years of experience designing formal mentoring programs, Bowley offers these essential qualities of a good mentor: commitment, acceptance for mentee, teaching, learning and optimism.(8) Mentor should possess certain virtues, abilities and competences.(Johson2003) MENTOR Competent, committed, Confident Virtues Integrity, caring Prudence pru Abilities Cognitive, emotional Relational Competencies Teaching, mentoring Communication Fig (9) : Mentor Attributes 1Virtues Integrity, Caring, Prudence Mentor virtues of integrity, caring and prudence are described as The foundation to mentoring. Integrity reflects the ability to establish and maintain trust in a mentoring relationship, drawing from the presence of honesty and mutuality. Caring as a virtue means that the mentor shows respect and empathy to others-both within and outside of the mentoring relationship. Prudence indicates the intentionality and appropriateness of the mentor as shown through decision making (8) 2- Abilities Cognitive, Emotional, Relational Cognitive abilities include a sense of curiosity and dedication to experiential and theoretical learning. Emotional abilities reflect the individuals emotional self-awareness and receptivity, the persons engagement in self-reflection finally, relational abilities include the capacity to communicate empathy, respect and compassion. 3-Competencies Teaching, Mentoring, communication : These are specific skills, knowledge or techniques that mentors can develop through training and education. Teaching competencies include an understanding of adult learning processes and of the developmental needs and transitions commonly experienced by mentees. A facilitator to enable the mentee to open up new possibilities and set/achieve goals and models continuous learning, actively engaging mentees in their own learning and reflective processes, stimulates the students thinking and reflection and net worker who helps to develop useful connections for the mentee.(14) Mentoring competencies This compasses all technical aspects of mentoring: knowledge and Skills (fig 6) in the structure and process of the mentoring relationship, Skills to cope with challenges arising within a mentoring relationship (fig8)and understanding of the roles and responsibilities Of a mentor, recognition of dysfunction in a mentoring relationship. Communicating competencies address the interpersonal communication capacity and the self-awareness of the mentor. Conclusion What mentor do ( in mentee perspective) is to put in place achievable development plan, act as sounding board or devil advocate ,open doors and support in seeking opportunities .(9)The effective mentor gently probes to understand the relevant issues, asks open-ended and fact-seeking questions and understands that silence is useful when information is being digested or breathing space is needed.   Questions should be used to obtain information and/or steer the discussion in a particular direction. Appreciative listening is also important (7) It is important for mentors to convey understanding through feedback, reflecting back the mentees feelings and accurately summarizing or paraphrasing their thought processes. Overall good mentorship is about empowering the mentee to become self aware, self directing, develop a sense of their own purpose and understand their personal needs.(2) They also enjoy the reward from feedback about accomplishments in which they have shared. At the end a happy mentee is an evidence of a good mentor. References 1)D. a. l. Macafee: Is there a role for mentoring in surgical specialty training? medical teacher jan 2008, vol. 30, no. 2, pages e55-e59: e55-e59 2)S.Rramani, L Gruppen, E. Kachur :Twelve tips for developing effective mentors ,medical teacher Jan 2006, Vol. 28, No. 5, Pages 404-408: 404-408 3) T.Stenfors-Hayes, S Kalà ©n, et al : Being a mentor for undergraduate medical students enhances personal and professional development Medical Teacher Jan 2010, Vol. 32, No. 2, Pages 148-153: 148-153. 4) K Taherian, M.Shekarchian: Mentoring for doctors. Do its benefits outweigh its disadvantages? medical teacher Jan 2008, Vol. 30, No. 4, Pages e95-e99: e95-e99 5)Exploring mentoring: Board of medical education,BMA August 2004 6)Mentoring for doctors, guidance from doctors forum , DH 2004 7)B Buddeberg-Fischer, K-D. Herta :Formal mentoring programmes for medical students and doctors a review of the Medline literature medical teacher, Jan 2006, Vol. 28, No. 3, Pages 248-257: 248-257. 8) Module Two:: Competency in Mentoring,:Canadian coalition for global health research,2007 9) Oxley et al, 2003: Mentoring for doctors: enhancing the benefit (behalf of the Doctor Forum) 10) Megginsion, Clutterbuck, Garvey :Mentoring in Action A Practical Guide., Stokes, Garrett-Harris, 2006 11) Klasen and Clutterbuck, : Implementing Mentoring Schemes A practical guide to successful programmes. 2007 12) Megginson and Clutterbuck: Techniques for Coaching and Mentoring -2007 13) http://www.rcplondon.ac.uk/mentoring:RCP Pilot Mentoring Scheme in Wales 14)N.Cooper, k Forrest, Educational supervision in postgraduate medical education, wiley-blackwell,2009 15) SCOPME 1998 report in mentoring : Standing Committee On Postgraduate Medical Education 16) L H. Toledo-pereyra : Mentoring Surgeon ,Journal of Investigative Surgery Jan 2009, Vol. 22, No. 2, Pages 77-81 17) M. F. Longhurst: The mentoring experience ,medical teacher Jan 1994, Vol. 16, No. 1, Pages 53-59: 53-59 18)M.G.Moller,J.Karaichalis et al : Mentoring the modern surgeon, bulletin of the American college of surgeon, july2008 19)M.PConner, ,J.Pokora,N,Redfern : Developing senior doctors as mentor,medical education,34:747-75 20) C.Doherty: Introducing mentoring to doctors( challenging the of sink or swim culture), developmentlearning organization journal ,18:1, 6-8,2004 21)R. Alliot: Facilitatory mentoring in general practice,BMJ supplement,sep1996 WEB SITE 22) www.academicmedicine.ac.uk à ¢Ã¢â€š ¬Ã‚ º Mentoring and Outreach 23) www.academicmedicine.ac.uk/mentoring 24) www.nwmentoring.nhs.uk : northwest mentoring programme 25) www.rcseng.ac.uk/support/mentoring 26)www.emccouncil.org/uk Appendix 1 Mentoring agreement Some questions for mutual agreement 1what is aim of relationship? 2- What each contributions will be? 3- When, where to meet? 4-how to contact each other? 5-will meeting be structured and how? 6- How to deal with difficulties? 7- What confidentiality mean in this relationship? 8-how to review progress? 9- How (and under what circumstances) we end the relationship? Other issues can be added Mentor appraisal checklist for mentoring sessions (Hay 1999) à ¢Ã¢â€š ¬Ã‚ ¢ Was there rapport between us? à ¢Ã¢â€š ¬Ã‚ ¢ Did we feel able to challenge each other if appropriate? à ¢Ã¢â€š ¬Ã‚ ¢ Was the content of our discussions relevant to our contract? à ¢Ã¢â€š ¬Ã‚ ¢ Was I genuinely pleased when the mentee made his own decisions? à ¢Ã¢â€š ¬Ã‚ ¢ How well was I using the skills of listening, questioning, reflecting, feedback and review etc? à ¢Ã¢â€š ¬Ã‚ ¢ Was I avoiding the mentee becoming dependant? à ¢Ã¢â€š ¬Ã‚ ¢ Did the mentee have ownership of his/her decisions? Was he/she the decision maker? à ¢Ã¢â€š ¬Ã‚ ¢ Have we identified alternative options? à ¢Ã¢â€š ¬Ã‚ ¢ Is she/he accepting responsibility? à ¢Ã¢â€š ¬Ã‚ ¢ Have we celebrated achievements? à ¢Ã¢â€š ¬Ã‚ ¢ Do we need to plan for an ending yet?

The Last Supper Essay -- Religious Jesus Painting Last Supper Essays

The Last Supper The Last Supper was a very powerful Biblical event, in which Jesus and his disciples gathered for one final dinner together. According to the Bible, important events took place during the Last Supper, including an announcement by Jesus that one of his disciples would betray him and the first communion. To artists in the fifteenth and sixteenth centuries, it was necessary to give proper deference to such notable occurrences. Both Leonardo da Vinci and Jacopo Robusti, known as Tintoretto, took upon the challenge of recreating the Last Supper. While Last Supper by da Vinci and Last Supper by Tintoretto are very similar in subject matter, they differ in composition, symbolism, and the choice of narrative moment.   Ã‚  Ã‚  Ã‚  Ã‚  The Last Supper by Leonardo da Vinci is the first great figure composition of the High Renaissance and the definitive interpretation of its theme. Jesus and his twelve disciples are seated at a long table that is parallel to the picture plane. The room is spacious and peaceful, and Christ has his arms spread in disposed trust . The rest of the group is in intense and dramatic excitement, with their hands out in shock and question at Jesus’ words. The viewer can just feel the tense excitement sweeping through the groups of disciples. Jesus, the most important figure in the painting, has been placed in front of three windows that are in the back of the room, and he is framed by the cen...

Life After Brain Injuries Essay -- Biology Essays Research Papers

Life After Brain Injuries: Are We Still the Same People? During the summer of my junior year, a friend of mine, we will call her "Jen", got into a horrible car accident. Apparently sitting in the middle of the backseat, only strapped in with a lap belt, my friend hit her head on the side window, smashing the window upon impact. After 3 weeks of being in a coma, my friend eventually recovered. Even though she was deemed "physically" healed, my friend was truly never the same. Not only had her demeanor and interests changed, but also it seemed as if she had become a completely different person after her accident. I thought it very sad at the time, because the friends who had been close to her before were no longer close. I did not understand what they meant when they said that she had become a different person. Certainly, I realized that she had changed, but I could not fathom that she was now so different that they could no longer treat her like the old "Jen". I believed that this new "Jen" was still the same person as before-that the inner soul with which they had become friends had never and, indeed, could never change. However, after reading Descartes' Error: Emotion, Reason, and the Human Brain, by Antonio R. Damasio, I regret the harsh judgments I made about "Jen's" friends. Dealing with someone who has suffered from a tremendous change in personality is not as easy as one would expect. Descartes, a famous philosopher, once made the statement, "Cogito ergo sum" (6). Like, Descartes, I previously believed that a separation between the mind and one's body existed. I believed that the mind of an individual was his or her soul and that the brain and body were just the machinery used to share that soul with the outside worl... ...rror, New York: Avon Books, Inc., 1994, a great book with much about Phineas Gage and other Brain injury victims 6) Rene Descartes, Discourse on Method and Meditations on First Philosophy, Indianapolis, Indiana: Hackett Publishing Co., Inc., 1998, can't read one without the other! 7)Athiest Site, a site dedicated to atheism that explores some of the questions this paper raises http://serendip.brynmawr.edu/bb/neuro/neuro02/web2/www.abarnett.demon.co.uk/atheism/brain.html 8)American University, a site outlining the neurospychology of emotion http://serendip.brynmawr.edu/bb/neuro/neuro02/web2/www.american.edu/bfantie/teaching/neuropsych/fundamentals/lectures/emotion.html 9)University of Northern Iowa, a site dedicated to the effects of different injuries to the brain http://serendip.brynmawr.edu/bb/neuro/neuro02/web2/www.uni.edu/walsh/front.html

Ebonics :: essays research papers

Ebonics, which stands for Ebony + Phonics is a new term that Linguistics use to describe Black Dialect or Black English or many of the other names that it has been given for more that 350 years.. has been in the news recently but it is definitely not a new topic. Ebonics is a "language" that is a combination of "proper English" and a combination of African languages. Because of this combination a pattern was formed on how certain words are said such as this and that, would be pronounced dis and dat. In all words the "Th." sound sounded like a "D". There was also another pattern formed such as, no tense indicated in the verb, no "r" sound and no consonant pairs. These are just some of the many patterns that were created when Africans were forced to learn the English language.History states that around 1619, during the slave trade, ships collected slaves not just from one nation but from many nations. Although they were all Africans certain areas spoke different languages. Some Africans spoke Ibo, Yoruba and Hausa. They were then separated from each other and had to travel with people whom the could not understand. Captain William Smith wrote:...There will be no more likelihood of their succeeding in a plot...The slaves then had to learn English so that they could have some form of communication with their masters. Their native language and English would be combined and they would speak African-English pidgin. As the slaves began to learn how to communicate with each other, their words would merge into one common word that they could all understand. This is one of the ways that the language became mixed with English.When the African slaves had children they talked to them in African English pidgin. The slaves taught the children both languages so that they could communicate with the slaveowners and to other slaves. As each generation went on the Africans began to speak better English but there were still word that were never spoken correctly or said in proper form.In Georgia and other southern states there were blacks who were not brought from Africa and quite a few knew how to speak standard English. Around 1858 over 400 slave from Africa were brought straight to Georgia and none of them knew a word of English.(Smitherman) Being that these two groups merged together they adapted each others language whether it was correct or incorrectOn the east coast of America, the Blacks spoke a different degree of

Cross Cultural Communication Barriers Essay

LaRay Barna (1982) has elaborated on the distinction between observations and interpretation in cross cultural communication. Five areas of practice constitute potential barriers. In order to overcome these barriers, postpone interpretation until you know enough about the other culture. In other words observed behavior but try not to attach attribution to it. First, there’s the obvious barrier of language differences. Language is much more than learning new vocabulary and grammar. It includes cultural competence: knowing what to say and how, when, where, and why to say it. Knowing a little of the foreign language may only allow you to make a â€Å"fluent fool† of yourself. Also, within the same language the same word may have a different meaning in different settings. Ways to decrease the language barrier are [1] learn the language, [2] find someone who can speak the language as an interpreter, and [3] ask for clarification if you are not sure what someone says. Second, there is the area of nonverbal communication such as gestures, posture and other ways we show what we feel and think without speaking. Our culture has taught us to communicate through unspoken messages that are so automatic that we rarely even think about them. An interviewer might put his or her own cultural interpretation on your hand gesture, facial expression, posture, clothing, physical closeness or distance, eye contact, or personal appearance, and that attribution may not be what you intended to at all. Ways to cross the nonverbal communication area are [1] do not assume you understand any nonverbal signals or behavior unless you are familiar with the culture, [2] don’t take a stranger’s nonverbal behavior personally, even if it is insulting in your culture, and [3] develop an awareness of your own and nonverbal communication patterns that might be insulting in certain cultures. Third, stereotypes are a major barrier to communicating across cultures. We try to fit people into patterns based on a previous experience. We see pretty much what we want or expect to see and reject the possible interpretations that don’t fit with what we expect. If we expect people from country X to be unfriendly to foreigners, we will probably interpret their behavior in that way. Steps to overcome this barrier resemble the familiar triad, awareness-knowledge-skills, (that we discussed earlier in the chapter): [1] make every effort to increase awareness of your own preconceptions and stereotypes of cultures you encounter, [2] learn about the other culture, and [3] reinterpret their behavior from their cultural perspective, adapting your own stereotypes to fit your new experiences. A fourth barrier is the tendency to evaluate behavior from the other culture as good or bad, to make a judgment based on our own cultural bias. Evaluation has been called a third stage of how we attribute meaning. The first two, observation and interpretation, lead naturally to it. Different attitudes about, for instance, food and drink can cause misunderstanding as we evaluate them. Ways to decrease the tendency to evaluate our [1] maintain appropriate distance, [2] recognize that you cannot change the culture (or yourself) overnight, [3] do not judge someone from another culture by your own cultural values until you have first come to know them and their cultural values. The fifth barrier is the high level of stress that typically accompanies intercultural interactions. Like every other unfamiliar experience, intercultural contact is likely to involve some stress. Ways you can decrease stress are to [1] accept the ambiguity of cross cultural situations in which you are not sure what others expect of you or what you can expect of them, [2] work to reduce other intercultural barriers, and [3] be forgiving of others and yourself, giving both them and yourself the benefit of the doubt. In intercultural encounters, then, there are several filters that can prevent us from accurately understanding what others are trying to communicate, and that can prevent others from accurately understanding what we are trying to communicate: our tendency to interpret and evaluate behavior before we understand it, and our willingness to stereotype groups of people, which prevents us from interpreting behavior accurately. When we are looking and listening, the remedy is to try and increase the range of our perception, to observe and suspend our interpretation [what we think] and evaluation [what we feel], and to ask for clarification when in doubt. When speaking, we should take care to clarify the intention behind our words and check to see if the message has come across correctly. In all cases, we should be prepared for surprises.

Case 1.12:Madoff Securities

Case 1. 12: Madoff Securities Questions: 1. Research recent developments involving this case. Summarize these developments in a bullet format. 2. Suppose that a large investment firm had approximately 10 percent of its total assets invested in funds managed by Madoff securities. What audit procedures should the investment firm’s independent auditors has applied to those assets? 3. Describe the nature and purpose of a â€Å"peer review. † Would peer reviews of Friehling & Horowitz have likely resulted in the discovery of the Madoff fraud? Why or why not? 4.Professional auditing standards discuss the three key â€Å"conditions† that are typically present when a financial fraud occurs and identify a lengthy list of â€Å"fraud risk factors. † Briefly explain the difference between a fraud â€Å"condition† and a â€Å"fraud risk factors,† and provide examples of each. What fraud conditions and fraud risk factors were apparently present in the Mad off case? 5. In addition to the reforms mentioned in this case, recommend other financial reporting and auditing-related reforms that would likely be effective in preventing or detecting frauds similar to that perpetrated by Madoff. Answers: 1.Recent developments involving the case Madoff Securities: †¢Bernie Madoff’s son, Mark Madoff committed suicide on December 11, 2010. His suicide may have been influenced because there was an investigation on Mark’s children on grounds that Bernie transferred funds to their accounts. †¢Peter Madoff pleaded guilty to his involvement in the Ponzi scheme run by his brother. Peter Madoff served as the chief compliance officer. †¢Irving Picard, the trustee in charge of liquidating Madoff’s assets, has asked a New York court for approval to distribute an additional $1. 5 billion to investors who lost money in Madoff’s fraudulent investments.It is estimated that Picard has already recovered $9. 1 billion but has only been able to distribute $1. 1 billion so far. †¢In May 2010, about 720,000 Madoff investors outside the United States settled with their banks, receiving about $15. 5 billion in all, according to law firms representing them. †¢In June 2012, the Supreme Court said it would not take up a dispute over how the claims of victims of Mr. Madoff’s huge Ponzi scheme should be calculated. Without comment, the high court declined to hear an appeal from lawyers for investors who got back all the cash they had invested with Mr.Madoff before his December 2008 arrest. 2. If a large investment firm had approximately 10 percent of its total assets invested in funds managed by Madoff Securities, the audit procedures that the firm’s independent auditors should look very closely are some procedures that will help the auditor to identify inherent and control risks that contribute to misstatements in balance sheets. He/she should make sure that the detection risk is as lo w as possible and the key transactions are confirmed for its accuracy.By addressing issues of materiality, the auditor will eliminate misstatements to overstate the investment on the balance sheets. PCAOB AU Section 329A states that understanding financial relationships is essential in planning and evaluating results of analytical procedures and generally requires knowledge of the client industry. The auditor, by understanding the nature of the business can identify and categorize the types of risk that can be assessed. The auditor will have to do research about the business and how transactions are handled and processed.Knowing about the client’s business the auditor will better obtain sufficient, reliable, and relevant evidence to achieve his audit objectives. Analytical procedures are used as a substantive test where the auditor considers the level of assurance he/she wants from the substantive test for audit objective. The independent auditor main goal is to be able to es tablish the accuracy of major accounts and confirm that the assets the firm has recorded actually exist. For instance, the auditor should to take key transactions of the assets and make sure that those transactions are accurate and recorded properly.Also he may conduct bank reconciliations on pertinent accounts to make sure no discrepancies or misstatements are found. The auditor should also perform vertical and horizontal analysis for the income statements and balance sheets by the use of ratios. Moreover, the auditor should preform test for effectiveness of internal controls. He may interview management by asking questions on the process of the transactions and operational activities. He may discuss with management the process of some transactions from beginning to end and then test it by using sample testing.Also he/she should make sure that there is proper control of activities; policies and procedures for adequate segregation of duties are met. 3. A peer review is a process of subjecting research methods and findings to the study of others who are experts in the same field. The purpose is designed to prevent dissemination of irrelevant findings, unwarranted claims, unacceptable interpretations, and personal views. It relies on colleagues that review one another’s work and make an informed decision about whether it is legitimate, and adds to the large dialogue or findings in the field.A peer review of Frieshling & Horowitz would result in the discovery of the Madoff fraud because questions would have been raised about the resource capability of the firm to handle such a large account given that it only had one accountant. Moreover, the Standards for Performing and Reporting on Peer Reviews Section 1000 states that purpose is to provide standards for administrating, planning, preforming a good monitoring of the CPA firm’s accounting and auditing practice to promote good quality to serve the public interest. 4.The SAS 99 describes three conditi ons of fraud: incentives/pressures to commit fraud, opportunities that circumstances provide opportunities to commit, and attitudes/rationalizations which is an attitude, a character or set of ethical values exists that allows management or employees to commit dishonest act. Some of the fraud risk factors in Madoff Securities case include: Incentives/Pressures Greenness- Madoff always wanted more. He wanted to maintain a rich lifestyle for him and his family, as well as to stay as one of the top investment firm.Opportunities Madoff firm did not have proper monitoring controls as well as the ineffective accounting system, internal audit and information technology staff. Attitudes/Rationalizations No one understood his strategy; no one could communicate with him about investments SAS 99 requires the auditor to assess whether fraud risk factors exist. Fraud risk means that the likelihood of committing the fraud is high. For instance based on case some of fraud risk factors are: †¢ high degree of competition or market saturation, accompanied by declining margins. assets, liabilities, revenues, or expenses based on significant estimates 5. Other reforms recommended are for the victims of the fraud would be that the victims need to be more aware of whom they are investing their money with. The victims should perform more research the company in which they would like to invest their money. They should ask them self-questions if the business owner has a good reputation, is he/she have a criminal record, and if he/she has experience in operating a business. Also, today the economy is hard and if a return on an investment seems too good to be true probably here is something wrong going on (fraud class, prof. Edward Mann). Moreover, the other ways that would effectively prevent or detect fraud similar to Madoff are: †¢organizing the enforcement division that will monitoring unusual investment returns, †¢improving fraud detection procedures for examiners, â € ¢recruiting staff with specialized experience, †¢expanding and targeting training to improving internal controls procedures, †¢introduce firms with whistleblower program †¢increasing educational request for specific licenses †¢oversight management and employees

12 Years a Slave Themes

The pain and abuse experienced by Solomon Northrup in his 12 years of slavery, like the millions of other slaves who were kidnapped in Africa and sold across the U. S. , is a tragic example of the pain one society can inflict upon another group of people. The movie 12 Years A Slave graphically portrays the horrors of slavery in America, and demonstrates the shame of the system, using the incredible irony in the story of Solomon Northrup. Since he had a dpcument that said he was a free black man, he was treated by others as a fellow man, but after he was kidnapped he was considered property, like an animal.There was no change in Solomon himself as a person; only a corrupt system declared that he could now be owned as nothing said otherwise. Only a paper could take away your humanity. Additionally, the slave masters and traders, including Solomon Northrup’s, felt that they did not just have the right to treat their slaves however they liked, they also claimed they had the right to, even more simply, own their fellow man. And by decree of the American government, they were fully at liberty to do so.Both examples point to a major theme of the movie, and applies to the slavery system that was in existence all over the Western world: dehumanization. The black slaves who were abused and exploited by the American policy of slavery had their humanity stripped away from them, and were considered the same as any other property of the owner. In contrast, the slave owners who considered fellow humans their own property and whom they could abuse at their leisure had their ideas of justice led so astray by the permitting of slavery that they seemed to lack basic human qualities themselves, including compassion and a sense of reason.The plight of the slaves is summed up perfectly when a fellow slave tells Solomon Northrup, after throwing the body of another slave into the ocean, that â€Å"he was better off dead†. It is quite astounding that such young men and wo men felt that their best option was to die, instead of being faced with the horrors they did daily. Although, it can appear quite reasonable, as slaves were most often born on a plantation, and had no hope of dying free. They could not establish any goals for themselves, as their entire life was forced to be devoted to fulfilling the needs of their masters.This is quite like the lives of many animals, and not humans. Animals are born and try to maintain their existence, but establishing goals to accomplish anything greater is strictly a human attribute. With this basic human characteristic taken from slaves, they were only left with a few human attributes- their own physical bodies, and their spirits; although the former was often abused by the frequent lashes â€Å"awarded† by the masters, which left very prominent scars on the back. For slaves however, maintaining their spirit and dignity, was probably far more complex. Every single event in the life of a slave dehumanized them.Firstly, the auctions, where slaves were forced to strip down and dance like monkeys so prospective buyers could evaluate their abilities. Then, a price was put on their head, and white men could simply buy another human being, and then take him home and enslave him. Also, no differentiation was made between men and youth (as displayed in one scene where all slaves walk beside each other) to carry an identical workload, no matter if one was 12 or 25. Masters had the power to do as they pleased with their slaves after purchase, but only them as a slave was their own personal property.In a confrontation, a plantation supervisor instructed some others after trying to lynch Solomon that â€Å"Ford (plantation owner) holds the mortgage, and you have no hold to his life†. It is incredibly ironic that since they did not own Solomon, they could not lynch, but whoever does can do as he pleases. All this dehumanizing torture would definitely break the spirit of almost any human. B ut, Solomon tried to maintain his, and ensure others did as well, at all costs. He was willing to take vicious punishment for standing up to a supervisor.Also, after noticing another female slave crying endlessly, he told her that â€Å"You let yourself be overcome by sorrow, you will drown in it†. Clearly Northrup tried his best to maintain his dignity, but prior to the exciting conclusion of his story, there is a very telling scene. Solomon was playing violin at a dance for his master and their friends. The violin represented for him a human experience, as he was able to accomplish more than just picking cotton, and the sound of an instrument is one of the most powerful human experiences.Although, at this ball, as he plays, the sorrowful background music of the movie plays over his song, and clouds out the sound of his violin. After the ball Solomon smashed his violin into thousands of pieces. He recognized that even in a very human activity, he was still serving his master , and the music he played and everything he felt as a result of the music, all belonged to his owner. Despite the dramatization, it still vividly shows the despicable dehumanization suffered by slaves, and even those who tried to maintain their human dignity, eventually had everything stripped away.The slaves who had their humanity taken away were abused so greatly by their masters that for a viewer, it was hard to imagine these masters as human, just as they thought of their slaves. Especially further down the Mississippi, like at Northrup’s plantation in Louisiana, the masters treated their slaves so poorly it was impossible to see them as human beings. Most notably, when whipping their slaves, masters stood over their workers and lashed them, with the lack of remorse of a jockey standing over his horse. When talking about whipping his slaves, Solomon’s Louisiana master said: â€Å"Sin. There is no sin.A man does as he pleases with his property. † The master m akes no recognition of the pain he inflicts upon his â€Å"property†, and it forces the viewer to see him as almost a sociopath. The same master also singled out an individual slave, Patsy, and tormented her in a way no true human would do. He was involved sexually with her, most likely against her will. He also whipped her brutally, and even once got Solomon to whip her, in order to see both of them suffer. Other white men demonstrated similar non-human characteristics. At a slave auction, one buyer rhetorically asked a slave: â€Å"Are you a slave or nigger? †.He showed so little respect for another human that it was simply impossible to see him as one either. The extreme cruelty was probably not something the owners were born with, though. It was something engrained in them by slavery being officially permitted and promoted. With official support for slavery, and no real regulations, owners were practically encouraged to abuse their slaves. They learned nothing abou t the history of slavery or their individual slaves, so it was impossible for them to have any connection or compassion for their slaves. It could be considered the original ill-informed, American-centric principle.Truly, the masters such incredibly poor conduct and abuse of their slaves, no matter the justification dehumanized them as well, as no proper person could act in such a terrible way. It is quite impossible to understand the moral justification for slavery in the U. S. No doubt the economic prospective was immense, but the responsibility of a government established â€Å"for the people† is responsible for just that, and encouraging slavery does just the opposite.It is indicative of a society, which at times even today, is more concerned with mythical end goals, than  for the people who build and achieve them. The dream of the American South was to develop a perfect agrarian society, where man’s religion and property were his own, and were respected by the g overnment and others. However, only the plantation owners were considered in this fantasy. Yes, the quantity of labour from the slaves was essential in the development of the country as a whole, and a failure to fully employ their ample natural resources would have greatly stunted the development of the new country’s economy, but the method taken contradicted the true goals of the country when it was established.Even Thomas Jefferson decried slavery in the Missing Clause of the constitution, and said â€Å"†. However, slavery existed for nearly 100 more years in the U. S. after Jefferson, as the South still considered it the best option for developing the country. Maybe it was justified then because the 14 million slaves who built American industry weren’t even considered human, they were only considered slaves.

History of Chelsea Football Club Essay

Chelsea were founded on 10 March 1905 at The Rising Sun pub (now The Butcher’s Hook), opposite the present-day main entrance to the ground on Fulham Road, and were elected to the Football League shortly afterwards. The club’s early years saw little success; the closest they came to winning a major trophy was reaching the FA Cup final in 1915, where they lost to Sheffield United. Chelsea gained a reputation for signing big-name players and for being entertainers, but made little impact on the English game in the inter-war years. Former Arsenal and England centre-forward Ted Drake became manager in 1952 and proceeded to modernize the club. He removed the club’s Chelsea pensioner crest, improved the youth set-up and training regime, rebuilt the side, and led Chelsea to their first major trophy success – the League championship – in 1954–55. The following season saw UEFA create the European Champions’ Cup, but after objections from The Football League and the FA Chelsea were persuaded to withdraw from the competition before it started. The 1960s saw the emergence of a talented young Chelsea side under manager Tommy Docherty. They challenged for honours throughout the decade, and endured several near-misses. They were on course for a treble of League, FA Cup and League Cup going into the final stages of the 1964–65 season, winning the League Cup but faltering late on in the other two. In three seasons the side was beaten in three major semi-finals and were FA Cup runners-up. Chelsea were FA Cup winners in 1970, beating Leeds United 2–1 in a final replay. Chelsea took their first European honour, a UEFA Cup Winners’ Cup triumph, the following year, with another replayed win, this time over Real Madrid in Athens. The late 1970s through to the 1980s was a turbulent period for Chelsea. An ambitious redevelopment of Stamford Bridge threatened the financial stability of the club, star players were sold and the team were relegated. Further problems were caused by a notorious hooligan element among the support, which was to plague the club throughout the decade. In 1982 Chelsea were, at the nadir of their fortunes, acquired by Ken Bates for the nominal sum of  £1, although by now the Stamford Bridge freehold had been sold to property developers, meaning the club faced losing their home. On the pitch, the team had fared little better, coming close to relegation to the Third Division for the first time, but in 1983 manager John Neal put together an impressive new team for minimal outlay. Chelsea won the Second Division title in 1983–84 and established themselves in the top division, before being relegated again in 1988. The club bounced back immediately by winning the Second Division champio nship in 1988–89. After a long-running legal battle, Bates reunited the stadium freehold with the club in 1992 by doing a deal with the banks of the property developers, who had been bankrupted by a market crash.[14] Chelsea’s form in the new Premier League was unconvincing, although they did reach the 1994 FA Cup Final. It was not until the appointment of former European Footballer of the Year Ruud Gullit as player-manager in 1996 that their fortunes changed. He added several top-class international players to the side, as the club won the FA Cup in 1997 and established themselves as one of England’s top sides again. Gullit was replaced by Gianluca Vialli, who led the team to victory in the League Cup and the Cup Winners’ Cup in 1998, the FA Cup in 2000 and the UEFA Champions League quarter-finals in 2000. Vialli was sacked in favour of another Italian, Claudio Ranieri, who guided Chelsea to the 2002 FA Cup Final and Champions League qualification in 2002–03. In June 2003, Bates sold Chelsea to Russian billionaire Roman Abramovich for  £140 million, completing what was then the biggest-ever sale of an English football club. Over  £100 million was spent on new players, but Ranieri was unable to deliver any trophies, so he was replaced by Portuguese coach Josà © Mourinho. Under Mourinho, Chelsea became the fifth English team to win back-to-back league championships since the Second World War (2004–05 and 2005–06), in addition to winning an FA Cup (2007) and two League Cups (2005 and 2007). In September 2007 Mourinho was replaced by Avram Grant, who led the club to their first UEFA Champions League final, in which they lost on penalties to Manchester United. Grant was sacked days later and succeeded by Luiz Felipe Scolari in July 2008.

LPN -BS TRANSITION Essay Example | Topics and Well Written Essays - 750 words

LPN -BS TRANSITION - Essay Example There are three basic aspects that can be used to distinguish between these two levels of nurses: education, the amount of salary paid and their responsibilities. In terms of education, each level requires different educational approach from the other. Even though both RNs and LPN requires basic BS, the duration for completing the program differs. In United States of America, most institutions take between one and one and half years to train LPN nurse. On the other hand, it takes from two to three years to train RN nurse. Upon completion of the training, the RN nurse graduate with professional nursing degree while LPN nurse graduate with practical nursing degree. Therefore, both training results to an award of BS but it is clear that RN is advance more than LPN. The reason why RN training takes more time as compared to LPN training in universities and colleges is that RN has additional courses such as community health, biology as well as administrative courses (Sherri, Jean, Kathryn, & Katherine, 2012). Consequently, any student with an intention of becoming a RN must devote an additional studying time as opposed to LPNs. However, there are differences between RN and LPNs as far as responsibilities are concerned. Broadly, the RN supervises the operations of the LPNs. It is the responsibility of the LPNs to undertake the basic nursing roles of reporting to both the RN and doctor. In particularly, LPNs perform the following roles: administration of the basic nursing care, supporting the patients both socially and physically, reporting to supervisor any changes in a patient, and passing any information regarding treatment to a patient. It should be noted that LPNs are not allowed to perform certain duties such as initiation of IV in certain jurisdictions. Depending on the state, there are different strategies and legislations that

Investigating obstacles and enabling located firms in special economic Essay

Investigating obstacles and enabling located firms in special economic zones - Essay Example The â€Å"special economic zone† (SEZ) is another term used to refer to the formation of modern economic region. In line with this, governments worldwide normally promote the development of SEZs in order to increase the chances wherein the country could experience increase not only in intra-regional and international trade activities but also the inflows of foreign investments and creation of new job opportunities for the local people (Wang, 2013; Brautigam and Xiaoyang, 2011). In the process of improving transportation infrastructure that connects the SEZs to the local market (Baissac, 2011, pp. 24 – 25), ports, and airports, more local and foreign investors will become more attracted in investing in SEZs. Companies that operate in SEZs are normally given special business incentives like duty-free imports, tax holidays, the benefit of having a more simplified procedure when dealing with the customs (FIAS, 2008, p. 2) or reduction in import taxes for foreign-based companies (Gunawardana and Sisombat, 2008). Since each type of SEZ is being governed by a different set of policies and rules particularly when it comes to taxation and conditions on investment and international trading (Dobrogonov and Farole, 2012, p. 5; Baissac, 2011, p. 23), this study aims to focus on analyzing the case of Savan-Seno Special Economic Zone (SASEZ) in Savannakhet Province in Laos. As such, the rationale for zone development will be tackled in details followed by discussing the geographical, economical, and international trade factors that can affect the performance of SASEZ. In relation to geographical, economical, and international trades, this study aims to identify the determinants of FDI, participation strategies used by foreign investors, and the common challenges these firms would normally encounter in SASEZ. The main objective of this study is to identify all geographic, economic, and international trade factors that

Marketing of Service Essay Example | Topics and Well Written Essays - 1000 words

Marketing of Service - Essay Example In the food industry, customer satisfaction and loyalty are largely influenced by the frontline service providers. Therefore, the employees who come into first contact with customers in the Tony Roma hotel have been empowered with skills to handle multiple clients. The company has invested in professional recruiting and selection programs1. These investments are essential to the provision of world-class services at to the customers at the frontline. The company is intentional about providing quality services to both internal and external customers2. Tony Roma hotel is keen on conducting research with an aim to reinforce the brand image and facilitate marketing. The selection procedure of the frontline employees entails checking the emotional intelligence of the workers. Data mining has been an effective method of ensuring high class services are offered by the frontline employees3. Frontline services have to be scripted if professionalism is to be enforced. Studies show that the most effective organizations have structures of picking employees and a culture of excellence4. This includes the frontline services. Tony Roma has been careful to manage customer expectations. The company has used developed marketing communication to shape customer expectations. Training has significantly reduced the roles ambiguity and conflict that can affect the quality of services at the front office5. Transparency in communications has raised the morale of the frontline workers at the Tony Roma hotel. In the food industry, understanding cultural differences play a crucial role in attracting and retaining customers. The company offers training that significantly reduces ethnocentric attitudes among the workforce. The ethnic diversity among frontline employees is harnessed to become an advantage to the company. Tony Roma is heavily investing in service innovations that are unique and customer oriented. The services are aimed at giving the organization a competitive edge at the front office. In most companies, frontline employees have the least voice since they are viewed as mere front office attendants6. However, the strategic policy of Tony Roma appreciates the enormous influence of the FLEs to the mindset of the potential clients. This is the reasoning behind the empowered, competent and energized frontline employees in Tony Roma. SERVQUAL dimensions of Reliability, assurance, empathy and responsiveness The company wants the frontline office to create brand experiences and not mere services. Frontline employees are trained to engage customers in lively and professional dialogues. The frontline officers are dependable when it comes to strategic planning, liaising the necessary departments and the external environment. The employees are expected to be eloquent and courteous while dealing with clients. They are required to conduct follow up of the customer requests and services. The company emphasizes on soft skills and likable personality traits as opposed to experienced and hardened personalities7. According to the company’s management, frontline employees are the face of the hotel8. Therefore, frontline employees are supposed to have natural social skills and authenticity while dealing with customers9. The company insists that the facial expression of joy must be perceived to be authentic and