Islam a Religion of Peace Essay Example for Free

Islam a Religion of Peace EssayAnd then at that place is the question of characterizing Islam as peaceful and doing so under duress. That is, when you argon being engage and hounded by people who brand you as tot every last(predicate)y irrational and uncontrollably violent. So, you have a knee-jerk reaction, purely defensive and purely self-protective and blurt out that you are a peaceful religion. And you are absolutely and one hundred percent right in saying that. For, Islam is all about peace and truth and umpire and kindness and compassion. But that is not what your accusers and tormenters are saying.They are pointing to all the violence that is going on in different parts of the Muslim world, violence in which Muslims are involved in one way or another, and saying that it is all Islams fault. But what some of these people conveniently forget is that there are all kinds of background factors and conditions that lead to violence in individuals, groups, nations and societi es. They forget that peace is one state of human life and reality. Another is strife and conflict. A third reality of human life is force. Peace is the ideal state to which we all aspire and toward which we all work.Strife is the sad and gloomy reality in which human life is all too often mired. Legitimate, lawful and societally sanctioned force is the instrument that human beings have devised for minimizing and controlling strife and for maximizing peace. The tooshie of true and lasting peace on earth and in any society is justice, love, compassion, integrity, truth, reasonableness and sound morality. Where this foundation is absent or weak, and where peoples most basic needs and legitimate rights and aspirations are not met, and are persistently and blatantly denied, chances of stable and lasting peace are minimized or jeopardized.All too often, then, those who have been systematically denied their basic and legitimate rights, and who are not allowed by nations, societies and gov ernments any rightful recourse to the redress of their lawful grievances, depress to resort to force and violence as an instrument of resistance to their domination, subjugation and exploitation by others and for the amelioration of their situation. There are all kinds of university books, full of all kinds of theories, that explain why and how people develop violent tendencies and behavior.

Analysis Chaos in Jurassic Park Essay Example for Free

Analysis Chaos in Jurassic Park EssayJurassic Park Absurd Chaos The important story of Jurassic Park written by Michael C voluminouston is or so genetically cloned dinosaurs who break loose. Confusion and complete disorder occurs throughout the story of Jurassic Park. In the story, the theme of chaos is unpredictably built in the manhood lives. Dr. Ian Malcolm predicts that having dinosaurs in Isa Nubla ordain stir disaster. If the animals argon released to the island, they will be a liability because they will disrespect nature. Malcolm is the most famous mathematician who predicts chaos countless of times in the park. The reeding of dinosaurs be the main cause that create chaos and destructs Jurassic Park. Malcolm foresees that the creation of dinosaurs is not a smart idea, for it can cause unpredicted behavior. Malcolm is a scientist who is outgoing, egoistic and has the knowledge to create new ideas. Malcolm states that it is an attempt to recreate a natural surround fr om the past (Crichton 92). Dinosaurs are known to be as an ancient species that only existed long ago. Having the idea creating dinosaurs in Jurassic Park is bizarre to humans.Nature is the biggest line Jurassic Park has at becoming successful. Having the idea of using the dinosaurs as the park entertainment on an island is Just sounds like a major confine under no circumstance. Malcolms calculation has gradually built up the story more precise. As stated by Dr. Malcolm in the book, he said life history will find a way(139). He meant that the dinosaurs will find a way to live the way they want. This is something that scientists didnt think about when they brought dinosaurs back to life.The scientists didnt think about the way that nature would want to live and decided that they could project it. Dr. Malcolm uses the chaos theory to predict the collapse of the park. In the beginning of the book Malcolm is introduced to the story. One of the head start things Dr. Malcolm talks ab out is the chaos theory. In the first conversation with him in the book Malcolm said, Theory tells me that the island will quickly proceed to behave in atypical fashion(76). What Malcolm means by this is that without even visiting the park he can say that it will fail.Dr. Malcolm is a problem in the story because convinces other mint that Jurassic Park is a bad idea. Dinosaurs represent unnatural habitats to the current society. However Hammond, a billionaire developer, decides to breed dinosaurs in the park. Dr. Hammonds main conceptual idea is to sort out a lot of money from the rich tourists so he can build more Jurassic Parks in other countries. He is egotism centered, greedy and stubborn who is unaware that dinosaurs can ultimately cause destruction. Crichton writes, miou know whats wrong with scientific power?Its a form of inherited wealth. And you know what assholes congenitally rich people are (122). This shows that Hammonds objective is to gain wealth and not for the sa ke of saving the environment. He is blind to the fact that recreating dinosaurs will only bring negativism to the current world. Creating more dinosaurs will undoubtedly ring chaos to the park. The cloning of dinosaurs starts from John Hammond. Hammond hired scientists and doctors to make his creation come true. In particular, a scientist named Dr. Wu, a young graduate and whom Hammond hires is beginning work. Dr.Wus objective is to control the number is reproduce dinosaurs in the park. By doing so, he thought that putting genetically mortified frog DNA into the missing DNA in dinosaurs will stop dinosaurs reproduction, but in reality, doing this enables the dinosaurs DNA to switch genders and have the ability to reproduce. Furthermore, Crichton writes, all(a) major changes are like death. You cant see to the other side until you are there. (167). After he changed the DNA, the dinosaurs kept reproducing and Dr. Wu and his team had no control over the number of reproduced dinosaur s.Malcolm mentions, All major changes are like death. You cant see to the other side until you are there. (175). This is where chaos and unnatural catastrophe begins in Jurassic Park. Before the rarefied opening of the Jurassic Park, Malcolm anticipates that having unnatural species is a tragic demise to Jurassic Park, known as the Malcolm Effect. The Malcolm Effect theory is when the island will quickly roceed to behave in unpredictable fashion There is a problem with that island. It is an accident waiting to happen. (84).Overtime Malcolms prediction begins appear later on in the story. The author writes, nourishment systems are never in equilibrium. They are inherently unstable. They may seem stable, but theyre not. Everything is moving and changing. In a sense, everything is on the edge of collapse (164). forceful changes occur when the dinosaurs begin to reproduce and when Malcolm and Hammond engage in an argument. Hammond is relieved that the animals did not get free and ov errun the world. Malcolm says that the world cannot be demolished by humans creation.Due to the major problem of dinosaurs breeding, dinosaurs are eager to break loose from the Jurassic Park and begin to overpopulate the island In Malcolms calculation it says, carriage breaks free. Life expands to new territories(160). Malcolm thinks Jurassic Park has inherent instability or that it is impossible to control even when the analysis is carried out using computer models. The story considers dinosaurs as the most interesting creatures that anyone has ever witnessed. For example, t-rexs, tyrannasaurs, velocipators and triceratops are the ypes of dinosaurs that are chaotic because they use techniques to kill their prey.The way they use the skills to kill the humans were unique because velociraptor works as a communicative group. Many Raptors may have hunted in packs, often ranging in large numberings. They have a primitive level of vocalization, which enables them to civilise attacks and call for help. They are also able to set traps. All the dinosaurs have a right skill sets that can cause chaos. Stubborn scientist, dinosaurs breeding cause chaos. Problems add up and there is not anything that will stop it. Dr. Malcom, Dennis Nedry and the way of nature all caused things to go wrong.There is not any way to control nature. As Ian Malcolm incorporated chaos theory into his calculations, all of these events were predicted in one way or another. The count of animals was much higher than expected due to reproducing. Animals are able to escape due to the fences when being powered off by Denis Nedry. Systems began to fail and caused substantial problems throughout the book. Ian Malcolm had it right, Chaos theory proves that unpredictability is built into our effortless lives. (313). There is not any way to control nature. No one can stop chaos once it begins.

Reframing the Organization and the Role of a Change Agent

Reframing the Organization and the Role of a diverge Agent miscellanea vigilance is a comprehensive effort to demand an organization through slip. It is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. to the highest degree historicly, the transformation effort mustinessiness be actively led and managed with a clear set of objectives and an agreed intention for achieving these objectives. This falsify lavatory be unnerving to employees if communication it non employ wisely. Effective agitate management is all told important(predicate) for the growth and development of the organization and for ensuring employees be properly engaged and informed throughout the work. transfer management is a particular part of any chore that leads, manages and enables throng to accept revolutionary processes, technologies, systems, structures and value. My paper impart educate the reader on the proce ss of diverge management and the role of the variety show instrument. Finally I leave behind discuss the steps for reframing the organization. form management considers the individuals and teams behavior and attitude during the shift transition as swell as the culture. Changes not only affect spate it could affect the business processes, technology implementation or any other policies Change management is a systematic approach to dealing with diversity, both from the perspective of an organization and on the individual level. A any(prenominal)what ambiguous term, pitch management has at least(prenominal) three different aspects, including adapting to modify, controlling counter stir, and effecting variety. A proactive approach to dealing with change is at the core of all three aspects. For an organization, change management meat defining and implementing procedures and/or technologies to deal with changes in the business environment and to profit from changing opport unities.Many multitude be interested in answering the hesitation How much(prenominal) change is besides much change? Webster defines change as to make different in some particular, to make radically different or to give a different position, course, or centering. Isnt this the perfect environment for most cutting-edge companies? I am a supporter of change however companies who change often may sometimes be operating in a state of chaos. It is take up to take a strategic approach when initiating the change process in an organization structure. The key is a well defined strategic plan and great leadership at the executive level this is fundamental during change management. It is the positive catalyst for keeping an organization on labor movement during the chaotic moments.Almost e actually company depart face the strike to change cod to the need for a culture change, competitive pressures, economic contends, or skills shortages. Two-third of all organizations find experi ence some type of change in the past year, whether it is a merger, acquisition, or downsizing endeavor. Less than half of employees say that change is implemented well.A company periodically needs to mix it up a bit. Restructuring shits people to start forming new networks, making the organization as a whole much creative. The most successful organizations not only master the art of change they demonstrate an rendering and acceptance of change as a constant. Fortunes Worlds Most Admired Companies research ad hocally examined how 18 world-class corporations handled change. Notable similarities were revealed. In near major transformations, successful firmsVision was defined. They got consensus at the highest level about when they wanted the company to be in the very near futureThey sought to understand the behavior in as many ways as feasible through systems, staff, structure and processes in order to drive and reinforce the changeThey devised a plan to systemically measure wha t they were trying to changeThey ensured that their basic human resources practices, reward systems, sympathize wither development systems, selections procedures, performance management strategies and leadership styles supported the new focussingWhat differentiates successful firms from the rest? They make sure everybody leaves a meeting with the same priorities in sense. Until agreement is reached, it is practically impossible to allocate the finger of urgency to specific issues. Research has shown how challenging it is for an organization to gauge its distance from its tar wee. One study by the Hay Group, in which executive teams ranked 56 internal cultural elements to form snapshots of both desired and current cultures, found that 9 out of 10 executive teams were more divided on defining their culture than in describing future cultural priorities.Cultural change is enormous. It can smack very uncertain. That is why it is so important for a company to identify precisely wha t it is that it seeks to change. Change is good for an organization it disrupts all the routine in an organization that collectively stifle innovation and adaptability. Restructuring breaks up the outdated power structures that may be gently misdirecting a companys resource allocation like silos. However without proper planning the process can be catastrophic. Over time, in nominal networks mirror formal structure, which is how silos develop. Silos can be considered as specific department being incapable of reciprocal operation with other, related departments within one organization. The expression is typically applied to teams where the center is inward and information communication is vertical. In some silos managers serve as information gatekeepers, making timely coordination and communication among departments difficult to achieve, and seamless interoperability with external parties impractical. Employees argon also guilty of hoarding information. Both managers and employees co nsider this a form of job security. The problem with silos is that communication and collaboration tend to become trapped in specific business units or departments. Change allow for break down these silos creating a better company. Breaking down the silos is so important because the longer things are done a particular way, the harder it is to adapt to when change is required.Successful adaptation to change is as crucial within an organization as it is in the graphic world. Just like plants and animals, organizations and the individuals in them inevitably encounter changing conditions that they are powerless to control. The more effectively you deal with change, the more likely you are to thrive. Change must be managed exploitation an ethical and professional approach with common sense.Due to the changing economic state over 30 million Americans wear been dislocated by restructuring. Companies expect to cut an average of 15 percent of their workforce over the next decade. Today, change is continuous and enormous. It is important that companies create a strategic plan to manage the change process and control electric resistance. However, they often for start up about how to handle or who pull up stakes handle the transition from the middle-aged way to the new way of doing things. The transition period is where people get immovable. People become anxious, confused, angry and often unproductive. On many occasion the task of helping people through the transition is the responsibility of frontline management but can become difficult for them. The most logical approach is for the company too employee a change agent.Change agents carry many titles but have some distinctive characteristics. A Change agent is an individual whose presence or thought processes cause a change from the traditional way of handling or stand foring about a process. They must possess qualities such as experience in providing direct services to management in the domain sector and priva te sector, particularly to those with multiple problems. Strong communication skills, including writing and public speaking abilities are critical. They must have the ability to communicate changes effectively across the entire organization. This helps them build consensus among groups of diverse stakeholders. In addition, they need the ability to sense and manage controversy. A person who is known for this type of work may promote credibility among other stakeholders. In a final analysis, the personality and interpersonal skills that change agents bring may be further more important qualifications than any advanced degree or change training. Implementing change requires a specialized group of people. Hiring the right person to lead the team is a delicate and subjective task.A change agent leader may come in the form of a Change prudence Project Manager. A change management Project Manager focuses on executing standard Change Management methodology which will facilitate the busin ess partners planning and execution of new standards. The Project Manager will be directly allied to the company transformation champion or Change Manager. The role of a change manager is to be a leader who can alter forces that can tint the change project. Depending on the magnitude of the change, this leader might be the Chief Executive Officer/Executive Director, Vice President or department manager. If the organization culture must change to accommodate a new way of working, the leader must be the top dog of the company. Company culture is created from the top of the organization.The project manager may hire a change management analyst. They are responsible for auditing and evaluating the change management process of a business. Change management is aimed at helping system users to bosom the new system and use it productively. The role of the change management analyst includes ensuring that adequate documentation and support are obtainable to the users. These are a few people who could make up the team that ultimately facilitate the transformation of an organization. It is imperative that the company take great care in selecting the right people to help support change within the organization. They must be skilled and have the ability to devise and execute a plan from start to finish.Companies excel at creating plans on change but selecting the correct change management team is often overlooked. Some executive think using an internal resource to champion alone and a few memos to the staff announcing the persons new role while noting the upcoming changes will suffice. This notion is far from the truth and will result in rebellion. It is demand for the positive success of the change that serious thought is put into the change management agent selection. For some reason, there is often more power in what an outsider says than in the same suggestions coming from the inside. This power should be used to reinforce the direction in which you want to go. Outsid ers bring important information and a fresh perspective which is why great team selection is critical It is no secret that much is documented about the course or stages of change however while process is cl beforehand(predicate) important, what is the defined role of the change agent and what characteristics are critical to be an effective change agent?After careful research there were a few characteristics that seem to echo. Motivation is what keeps the momentum going, even when things are tough. Change is tough and if they are not highly motivated, the change may not come. Commitment is another essential characteristic of successful change agents. The level of personal commitment influences behavior which in turn influences results. They must be a planner with ability to plan effectively no real change can happen unless it is planned and thought through. Being a risk taker is a good trait. You cannot steal second if you are afraid to leave first. Change requires an element of risk . When you take risks they sometimes result in success but can result in failure. When you fail you go out. In fact, the most successful people always state that they learned more from when they failed than when they succeeded. Change without some risk taking is not an option.Changes agents must start with a refinement in mind and be outcome focused. If they dont know where the organization wants to go, they are incapable of helping the company get to the anticipated finish. While this might seem like stating the obvious, it is surprise how many organizations start to embark on change without absolute clarity. It is important that they believe change is possible. Failure to do so will result in resistance and creativity blocked. In any change difficult choices will need to be made and communicated. Many of these changes will be unpopular and impact on a lot of people. Those that excel as change agents have the courage to learn through on the changes and stay focused on their end eavor and outcome while being empathetic and flexible.While there is a need to be courageous and move things forward, high degrees of empathy are important. Change agents need to be ready to see different perspectives and be able to step into the shoes of others. Even the best laid plans dont materialize as expected. As a change agent they need to be able to adapt to changing circumstances internally and externally to the organization. Change agents always need the ability to get all people affected by the project involved, to ensure their support and commitment. Change projects involve a great variety of factors and forces. Many change projects challenge the animated cultural abutwork of an organization. Efforts to change such lasting values, however, lead to resistance and denial. It takes the acceptance and the support of all people affected by such projects to make them succeed. It is the change agents task to generate this acceptance in order to implement change with the peop le, not over against them.Rosabeth Moss Kanter a tenured professor in business at Harvard Business School where she holds the Ernest L. Arbuckle Professorship and author numerous books on business management techniques, particularly change management, mentions that many emotional components among the most important characteristics of change agents. Change agents should realize that there is more than one right solution. The change agent has to be able to evaluate facts from different points of view. Additionally, Moss Kanter writes about the conditional relation of alliance building, which she describes as an often-ignored step in change processes. Change agents should identify and involve leaders, decision makers on resources, functional experts and other important persons as early as possible in the project.Selecting the proper change project to put into action first is vital. Proven techniques such as cost benefit analysis, heel counter on investments calculations and risk ana lysis are well defined protocols for selecting what need to be tackled first. These tasks are often performed by a change agent analysis. This selective information is transferred to the change management Project Manager.The change team and employees affected by the change initiative must not feel like as if they are just the tools for change or the subject of change. Genuine commitment can only be gained by giving people the chance to become actively involved. People will develop a sense of ownership for the project, which, in turn may serve as a major source of pauperism when it comes to the inevitable problems and barriers which manifest into full blown mutiny also known as resistance. anticipateation to some employees is used as a survival mechanism. Most people are reluctant to leave the familiar behind making change incredibly difficult. We are naturally concerned about how we will get from the old to the new especially it involves something new and risking failure. The chan ge agents role is designed to help facilitate and make the transition uncomplicated. Based on research resistance to change is the most prevalent reason change never happens or takes years to implement in an organization. Resistance is simply a very powerful, very effective, very useful survival mechanism.The biggest obstacle to change for a new on the job change agent is dealing with a companys past success. It is difficult to ask people to change when things have gone so well in the past. The idea that anyone would challenge this reasonable and rational way of doing business is ludicrous. The change professional must have the ability to notice these changes and react immediately. People may begin to feel a loss of security. Employees no longer feel in control of their destiny. They may question where they stand in the organization. People will no longer know what to do or how to manager. Their understanding of where they are going is lost. The companys mission and vision often bec omes unclear.Resistance can affect many other aspects of change. A change agent must monitor productiveness during times of resistance because typically it declines. People are often upset and downbeat. Resistance is not a pleasurable experience for the employees or the change agent. The change agent is often blamed for everything that is going on at moment. Workshops ar aread by the change agent typically help neutralize this problem. During workshops employees are boost to openly express their feelings. Expressing feeling about the entire process is what helps employees change. People need a way to say good bye to the old and congenial in the new. A well trained change agent views resistance as a gateway or filter. This opposition helps them select from all the presumptive changes the one that is most suitable to the current situation. The utilization of compassion makes it possible for them to respond empathetically.Communication becomes essential to worker buy-in the reason f or why change is necessary must be clearly defined and communicated. The project manage need to keep the employees informed of any new development and give then as much data as possible. The workshops should be followed up with one on one meeting if necessary. Statics show that when 5 percent of the people, in a group, adopt a change, the change is imbedded. When 20 percent adopt it, the change is unstoppable. An experience change agent focus on the innovators, people who try things first followed by the early adopters. Some individuals are harder to get involved and more often than not become somewhat the focus of the project manager. Change agents who bear on discredited relationships and restore trust both before and during change are less likely to encounter resistance than agents who do not research shows that falling to repair damaged relationships can lead to lowered commitment (Dean, Brandes, Dharwadkar, 1998). Agents can reduce the chances of such damage by being truthful and realistic as possible including revealing what they do not know. As a matter-of-fact, change agents are encouraged to communicate frequently and enthusiastically about change (Lewis, Schmisseur, Stephens, Weir, 2006). Even communication cannot eradicate all forms of resistance.Rational resistance forms when employees feel uninvolved. They think change is being forced upon them. These are the people who refuse to budge. This is what a change agent faces when someone ignores or does not embrace the idea of change. This can be cancerous. One way to help is to create an environment where learning is the norm. Motivating employees to change by celebrating small successes can help people inspire to embrace change.However in some cases irrational resistance gets the best of the most experienced change professional. There are people for whom no amount of verification, persuasion or motivation will suffice to get them to willingly adopt change. Since it is the goal of the change agent to persuade individuals to change a change professional may make use of McGuires theory of inoculation.Inoculation Theory was developed by social psychologist William J. McGuire in 1961 to explain more about how attitudes and beliefs change, and more important, how to keep original attitudes and beliefs consistent in the face of persuasion attempts. According to McGuires theory of inoculation, change recipients success in resisting influence is determined by their ability to repel arguments that challenge their prevailing beliefs (McGuire). Inoculation is a theory developed to strengthen existing attitudes and beliefs and build resistance to future counterarguments. For inoculation to be successful it is critical that the motivation for resistance is imposed upon these existing ideas takes place after the inoculation. The argument that is presented through inoculation must be strong enough to initiate motivation to maintain current attitudes and beliefs, but weak enough that the re ceiver will refute the counterargument. Inoculation theory has been successful in increasing college students resistance to credit card advertisements (Compton Pfau, 2004).Change recipients reactions to change are not necessarily dysfunctional obstacles or liabilities to successful change. Quite the opposite, recipient reactions can have value serving as an asset and a resource in its implementation and successful accomplishments (Knowles Linn, 2004). Resistance is one possible form of engagement with change and may, in some cases reflect a higher level of commitment that acceptance, because some resistance is thoughtful. Change agents can use resistance as feedback on a stakeholders engagement. It can become an indicator and a valuable source of feedback for improving the process and contend of change. In fact, change agents may want to consider the absence of resistance as a sign of disengagement and harbinger of future problems from unthinking acceptance (Wegener et al., 2004) .The change professional must surely include responsibility for the relationship with recipients, as well as the tactics of change implementation. Change is nothing more than a simple shift in technology or some reporting relationship. They are the cornerstone of forward progress. The effect of the change professional is important to the execution of a successful positive transformation and culture shift.The culture change of a company can be achieved by giving employees the center by which they could successfully do their jobs. It is communicating clearly to employees what their jobs are and providing the training and tools to enable them to perform those jobs successfully. Organizations need to bear in mind that throughout the process of making improvements, individuals will be thinking about WIIFM (whats in it for me). This doesnt mean solely the financial impact of the change.The typical Western approach to organisational change management is to start by trying to get everyone to think the right way. This causes their values and attitudes to change, which, in turn, leads them naturally to start doing the right things. It is imperative that the company starts by influencing a culture change. The first change should focus on how people think. The focus should be on behavior modifications which align with the mission and vision of the company. putting together the change management strategy is the first significant step in implementing change management methodology. This can also be considered reframing the organization. The strategy provides direction and results in informed decision making throughout the change process. A well-formulated strategy really brings the change to life, describing who and how it will impact the organization. People will follow a person who inspires them. The change must start with a solid vision and passionate leadership. A change plan is necessary to ensure that the initiative becomes a living breathing document. The change mana gement plan is documented by the change professional and includes but is not limited toCommunication planResistance management planTraining planReinforcement planningThis plan must address getting buy-in from key stakeholders and the naysayers. Top management must fully support the change. Leadership has to understand the employees and business units being impacted by the change. These stakeholders should be addressed personally by senior leadership. Showing how they will be positively impacted enables the employees to better appreciate the vision. The leader new vision has to be communicated throughout the organization. Understanding the employees perceived level of commitment will have more to do with the success or failure of the change than anything else. This must be evident to the employees. It is critical, if leadership is commitment is poorly communicated the change will more than likely be resisted. We previously addressed resistance and ways to deal with or embrace the pro cess.In addition to a solid strategic plan, the leaders must be willing to look at the company through a different set of lenses. Different lenses can bring organizational life into a different or clearer focus. Lee Bolman and Terrence chew authors of Reframing Organizations Artistry, Choice and Leadership argue that it is impossible to really understand an entire organization without using a multi-framing perspective. Although there are no right or wrong ways to view organizations, one of the most practical theories, suggested by Bolman and Deal (1984), advocates smell at organizations from four different perspectives or material bodys. These frames are often described as windows, maps, tools, lenses, orientations and perspectives because these images suggest multiple functions (Bolman Deal, 2003). The four frames are (a) structural (emphasizes specialized roles and formal relationships), (b) human resource (considers the needs of the individual), (c) political (focuses on barg aining, negotiating, coercion, and compromise), and (d) symbolic (views organizations as cultures with rituals and ceremonies). Each of the frames is powerful and coherent, and collectively, they make it possible to reframe Reframev. t. 1. To frame again or anew. or view the same situation from multiple perspectives (Bolman Deal, 2003). . They allow the leader to view the workplace from different images to make judgments, gather information and get things done.Not every framework works well in every situation. The change agent will find that all or most of the frames will be employed by the people they will be dealing with. The idea to creating change in an organization is to figure out which frame offers them the best opportunity for focusing all the individuals on a feasible solution. Basically they are going to have to convince some people to change their frame of reference, at least when they are thinking and talking about the changes that are coming. Once the situation or prob lem has been successfully reframed, the change professional will need to help people reinterpret the new framework in terms of their preferred approach. No one uses only one frame all the time, although people often show a preference for one or two frames.The structural and political are the most prevalent frames shown by people during change. Both can be used to demonstrate different analytical approaches to describe an organization. Bolman and Deal (2003) are careful to explain the steps that ought to be interpreted to prohibit greed and encourage morality in the politically fueled workplace. For example, negotiation can be seen as a win-win as opposed to a positional ordeal. If there is potential for both sides to benefit through bargaining, it is optimal to go about this process in such a way that does not insist on a clear win-lose outcome. Similarly, they describe ethical issues in bargaining and general organizational politics. The symbolic frame looks at the core beliefs and values that employees of organizations possess in common. These beliefs represent what people stand for and shape their identity. This frame suggests that what happens in organizations is not as important as what these phenomena mean to people. The symbolic frame is concerned with organizational culture and the culture is significant and well-established in most companies. This frame is important because it is directly tied to the emotions of the people. Most people dont like change because it represents uncertainty. Quoting Burns, If leaders are to be effective in helping mobilize and elevate their constituencies, leaders must be whole persons, persons with full-functioning capabilities for thinking and feeling (217). In this way, the authors encourage leaders to be both aware of the importance of the power they wield, and to lead by example as an ethical individual.The end result is to learn the importance of stepping back and looking at a situation from more than a single pane o f glass. This is vitally important because most of us have the tendency to look at situations or problems from a limited narrow perspective, and this hinders our ability to be effective and visionary leaders. Below is a chart that lineation the reframing process.Reframing Organizational ProcessFrameStructuralHuman ResourcesPoliticalSymbolicStrategic PlanningStrategies to set objectives and coordinate resourcesGatherings to promote participationArenas to air conflicts and realine powerRitual to signal responsibility, take a shit symbols, negotiate meaningsDecision MakingRational sequence to produce right decisionOpen process to produce commitmentOpportunity to gain or exercise powerRitual to confirm values and provide opportunities for bondingReorganizingRealign roles and responsibilities to fit tasks and environment assign balance between human needs and formal rolesRedistribute power and form new coalitionsMaintain image of accountability and responsiveness negotiate new social or derEvaluatingWay to distribute rewards or penalties and control performanceProcess for helping individuals grow and improveOpportunity to exercise power motive to play roles in shared ritualApproaching ConflictMaintain organizational goals by having authorities resolve conflict rise up relationships by having individuals confront conflictDevelop power by bargaining, forcing, or manipulating others to winDevelop shared values and use conflict to negotiate meaningGoal mise en sceneKeep organization headed in right directionKeep people involved and communication openProvide opportunity for individuals and groups to make interests knownDevelop symbols and shared valuesCommunicationTransmit facts and informationExchange information, needs, and feelingsInfluence or manipulate othersTell storesMeetingsFormal cause for making decisionsInformal occasions for involvement, sharing feelingsCompetitive occasions to win pointsSacred occasions to celebrate and transform the cultureMotivationEcon omic incentivesGrowth and self-actualizationCoercion, manipulation, and seductionSymbols and celebrationsSource Bolman Deal (1997), pp. 267-268The uses of the multiple frames assist the leader to distinguish and recognize more broadly the problems and potential solutions available. It encourages the leader to think flexibly about their organization and opens a range of opportunities to the leader to view events from multiple angles.Lastly, employees should feel comfort in knowing that their participation in change is moving the organization toward a more good state. Collaboration gets all employees to work together. Their thoughts and opinions are sought and valued by leadership. Communication is important to create awareness about why the change is needed. The countersign about the change should be talked about daily. In most cases several times a day if needed to get stakeholder buy-in. It is imperative that this message comes fro

Essay on Maggi

Essay on MaggiBackground Maggi NoodlesIn the last 20 historic period we turn out Just asked 2 proceedings of your time. The place which clearly comes to mind on first recall is Maggi Noodles. Maggi Noodles is manufactured by Nestle under trice noodles portfolio. It was introduced with Maggi 2 Minute Noodles in India in 1982 when the only place to get noodles was Chinese restaurants. Maggi has undoubtedly has been the life place of many teenagers when in home or aside from home. Maggi, as a brand, has seen many competitions in its Lifecycle. The brand has also diversified itself with launch of product ranges care soups, tomato sauce, seasoning, cup noodles, various flavours of maggi noodles like atta, rice, mized grains and so forth Nestle remains its market leader position with 59.84% of retail sales in India,2009 (Source Euromonitor International). But its market share is constantly eroded by newfound entrants like GlaxoSmithKline Consumer Health with Foodles,Capital Foods with SmithJones Instant noodles, HUL found its Soupy Noodles under Knorr Brand umbrella.Brand Identity Kapferers Model get a line of SenderPhysique Yel downcast Coloured Pack, 2 minute Noodles, fast to cook good to eat, Maggi Logo, Healthy Snack between mealsRelationship Taste bhi Health Bhi, providing convenient food within 2 minutes with wellness and hygiene factor, caring and nurturingReflection Health Conscious individual who is Hard pressed for time, Young and delight loving, living with familyPersonality Enthusiastic, simple, uncomplicated, easily accessible, Fun loving, carefree, On the move, busy scheduleCulture Reliable, Innovative, Aspirant Lifestyle for rural areas, Sharing happiness, responsibleSelf- cipher Young, trendy, fun loving, Independent, Healthy inspite of Sedentary Urban LifestylePicture of RecipientStages in PLCMaggi Noodles is currently in growth stage after passing through maturity stage for brief period in mid(prenominal) 1990s.Introductory and Init ial Growth StageMaggi Noodles brand was in introductory and growth stage in 1982 1990s.Maggi took advantage of its early movers advantage in unkindly economy scenario prevalent in India during 1980s. The brand faced less competition due to a couple of(prenominal) similar products available in the market. Brand Maggi made trump use of the time to increase its brand awareness by focussing on product advertisement. The communication which was initially mis-directed towards women was shifted rightly towards children Maggi Noodles sponsored Hum Log, Indias first natural soap opera which began telecast on July 7, 1984. Maggi was launched with total advertisement slots of just 5 minutes during the breaks of serial which ran for over 156 episodes. This helped Maggi to establish as a habitual breakfast and snack food across the country. This was also one the first instances of introduction of Fast Food in India.Growth StageMaggi Noodles brand was in their growth stage in 1990s till lat e 2006 with brief period of declining sales due to faulty product innovation and formulae change from stuffy maggi noodles in the form of launch of Dal Atta Maggi Noodles to noodles similar to TopRamen Noodles, noodles from stable of IndoNissinFoodLtd. Maggi was quick to revert back the original formulae to minimize damage.ProductNew Product Variants like Atta Noodles, Mixed Grain Noodles and Rice Mania were introducedSource http//www.maggi.in/maggi_multigrainz_noodles.aspxThere was change in packaging for different variants of the noodles and launch of new variantsImage Source http//www.maggi.in/two_minutes_maggi_noodles.aspxImage Source http//www.maggi.in/vegetables_atta_noodles.aspxPricePrice was kept competitive with other launches in the market like Nissins Top RamenPromotionMaggi was launched in different packages of 50 and light speed gms to increase the consumer base and attract the first time consumersVariants like Cuppa mania was launched to cater to mobile population, o ffice goersSource http//www.maggi.in/cuppamania.aspxOffering freebies like collectable foreign stamps, other freebies with maggi packsMaturity StagePost 2009, there has been host of new entrants in the instant noodles market in India. ITC tack togethered its instant noodles under Sunfeast brand. GlaxoSmithKline consumer health and HUL also introduced instant noodles in 2010. The communication from Maggi has shifted from 2 minute noodles to Taste bhi Health bhi through introduction of variation in instant noodles.The competition has conduct to gradual fall in market share vis-a-vis other new entrants. New players are innovating in product packaging like launching noodles in circular shape so as to enable users to enjoy their noodles in full length.Market Scenario/ChallengesMajor challenge is to maintain the market leading of Brand Maggi in increasing market with varied new entrants having strong market presence in other product variants.To be increasingly viewed as the most prefer red snack by new generationStrategy to increase Rural market share through launch of Maggi Rasile Chow targeting low income populationChange of consumer taste from taste to health consciousMasala Flavour is the leading flavour in instant noodles in IndiaAll new players have also introduced masala flavour in their brandChicken is the second favoured flavour followed by vegetable and tomatoHorlicks Foodles claim to provide five essential vitamins in their noodles which forces the major market players to stress heavily on the health factor associated with their brandsHUL Knorr Soupy Noodles claim to be healthy snack between meal for childrenNeed for polish Market research for Maggi Brand on attributes like Brand Image, Prefered Price, Taste, packaging, Health, Availability, Ingredients, product variety and so forthSteps taken at different stagesExtensive media denote to increase the consumers familiarity with new product launchesWider flavours/varients being offered to cater to wide range of consumersIncreased product penetration through availability in supermarkets, hypermarkets and kirana storesProduct line extensions and repositioned products launched to engage new and changing consumer demographicsMarket Research was conducted to understand theGeneral promotional strategies were implemented to increase brand visibilityEvents Online Maggi recipe Challenge, innovative entries were compiled into e-cookbookLaunch of Me and Meri Maggi Campaign enable consumers to share their experience with Maggi and creating a nostalgic effect by letting them share their moments with Maggi .Launching Maggi goodies like Computer Wallpapers and ScreenSavers to increase Brand recall , Website- http//www.maggi.in/Preity Zinta was roped in for brand endorsement. Maggi was tried to position it as lively brand with zingSummaryThe Brand Maggi is strongly established as a Family Brand with crisp brand equity in Indian market. The brand has always been known to have the first movers ad vantage in the portfolios like noodles, ketchups, soups, sauce, etc. The parent brand Nestle has been the strong symbol of family, shelter and warmth which brand Maggi has innovatively capitalized.Evolution in communicationBrand Maggi has changed its communication from convenience factors ie Bas 2 Minute to Taste Bhi Health Bhi to stress on health factors along with taste and convenience.There was a shift from TG from women to children as their consumers.To increase the auspicate of Purchase Sales, Maggi innovated in Shelf placing by placing Maggi in lower shelfs to increase the visibility by Kids who accompany their mothers to shopping.Maggi has launched Chota Maggi worth Rs 5/- to increase product trail.Maggi was positioned as snacks for between meals to boost sales and attract new customers without changing their conservative food habits during meal time.Maggi also introduced contests for posting best recipes to be made with Maggi.The coming(prenominal) of noodles sectors seem good with growth in retail sales of 19% in 2010 in value terms and forecasted to grow at12% CAGR over next few years.Being a sector with low entry barrier, the segment share is vulnerable to new entrants like in-house brands of Bigfair retail chains of Future group, More of Birla Group, Star Bazaar from TataGroup etc. and host of foreign players entering the market lately.Major Noodles manufacturing firms market share (Source EuromonitorInternational Report)Figure Market Forecast for Noodles market in IndiaRecommendations for Brand MaggiProliferation into untapped rural markets through strong distribution channel available in IndiaProduct line extension with variants for varied marketsInnovation in Product, packaging and set of Maggi Noodles through investment in Market ResearchLaunching health awareness campaigns, publish health information, sponsor health camps etc. to educate the customers slightly benefits of health foodsTo engage customers more through evolving mediums like social networking sites etc.This would enable the Maggi Brand Managers to listen to reviews from their customers and improvise any other suggestions if needed.

Les Miserables Essay -- essays research papers

In his novel, Les Miserables, author Victor Hugo makes a strong statement about society being the hold for evil in man. Les Miserables is based on a poor man, Jean Valjean, who was arrested for stealing a lurk of bread to feed his sisters starvation baby. Valjean is sentenced to 20 years for his crime, and, when he is released, he is shunned for his past, which he has more than paid for. Society turns him out at every turn for his past crime, and will try no excuses for his deed. With this scenario, Hugo shows the cruelty of a civilise world that would cause a man to suffer unending prejudice for stealing a single loaf of bread to feed a niggling child. As the ill treatment continues, Valjean becomes more and more bitter toward society. He probably would find been pushed too far, and would have lashed out against his aggressors, if he had not been shown benignancy by the church. Valjean was taken in by a kindly Bishop, who fed him and offered him a place to stay. Valjean, how ever, had already f eitheren partially from the light of reason and when all the others were asleep he stole the silver dinner ware and fled into the night. This act again can be fault on society for Valjean, realizing that because of his criminal temperament he would probably never again be able to obtain a job and support himself, maxim stealing the silverware as his only choice. Had he not been caught and returned to the Bishop, Valjean probably woul... Les Miserables Essay -- essays research papers In his novel, Les Miserables, author Victor Hugo makes a strong statement about society being the cause for evil in man. Les Miserables is based on a poor man, Jean Valjean, who was arrested for stealing a loaf of bread to feed his sisters starving baby. Valjean is sentenced to 20 years for his crime, and, when he is released, he is shunned for his past, which he has more than paid for. Society turns him out at every turn for his past crime, and will hear no excuses for his deed. With this scenario, Hugo shows the cruelty of a civilized world that would cause a man to suffer unending prejudice for stealing a single loaf of bread to feed a small child. As the ill treatment continues, Valjean becomes more and more bitter toward society. He probably would have been pushed too far, and would have lashed out against his aggressors, if he had not been shown kindness by the church. Valjean was taken in by a kindly Bishop, who fed him and offered him a place to stay. Valjean, however, had already fall partially from the light of reason and when all the others were asleep he stole the silver dinner ware and fled into the night. This act again can be blamed on society for Valjean, realizing that because of his criminal record he would probably never again be able to obtain a job and support himself, saw stealing the silverware as his only choice. Had he not been caught and returned to the Bishop, Valjean probably woul...

Explain Different Religious teachings on Life After Death :: essays research papers fc

Over two thousand years ago Saint Tiruvalluvar wrote that "Death is like locomote asleep, and birth is like awakening from that sleep."The early Hindus did not believe in Heaven, nor did they ascribe to such desire. Their early teachings were that they would be reunited with Mother Nature. in that location was no yearning to live eternally their prayers were for a healthy life. The notion of reincarnation and Heaven evolved over time. In the Hindu religion, righteousness and to be without violate is of paramount importance. They are the determining factors whether one goes to Heaven or Hell. The Hindus teach, As it does and as it acts, so it becomes The doer of good becomes good, and the doer of detestation becomes evil" Hindus moved onto believe in a cyclical time span. This means they believe people don not live and die sightly once but are converted a number of times before reaching their final state.Hindus believe that after death the soul is reborn in this wor ld to live a new life. What the person and into which caste they are reborn into is decided by there karma. Karma will try to step-up their goof karma by keeping dharma which is their duty to the Gods. The process of being born growing, dying and being reborn is called samsara. It is the goal of every Hindu to be freed from this cps in order to be in the presence of God or become on with God. The idea of reincarnation derives from the Bhagavad-Gita. There are three quaternary writes imparticular, the first one talk about the soul not ever being born or dying that it is always alive and it is therefore the consistence which dies. It (the self) is not born, and It does not die nor is it ever that this One having been nonexistent becomes existent again. This One is birthless, eternal, undecaying, ancient It is not killed when the body is killed. - Gita Ch. 2 Verse 20The mo verse related to reincarnation states As after rejecting (discarding) tire clothes a man takes up other new ones (clothes), likewise after rejecting worn-out bodies the embodied one (soul) duly attains new ones. -Gita Ch.2 Verse 22. As if when the body is worn and grow as much as it can, the soul moves on.The third verse discusses that fact the reincarnation is a certainty.

Bullying and LGBT Youth Essay -- equality, homosexuals, LGBT Teens

When is it considered okay to take away some iodins rights? A person cannot be defined by one intelligence service. gay is only one word. Television and movies have not perfectly portrayed all of Americans since it started. Having two moms or two dads isnt the worst thing that could happen. A electric razor growing up with two dads or two moms will believe that it is normal. According to more cultures and religions, being a homosexual is wrong and it does not unfeignedly exist. homosexuals are being shunned by followers of these faiths. LGBT teens are more likely to think about or attempt suicide because they encounter bullies at school, work, and in other public areas. The issue of gay rights was similar to womens rights in the 1920s. Homosexuals do not look any different from heterosexuals. bobbleriage is a topic of many young girls and even some boys daydreams. Russia recently passed laws that make gay rights nonexistent. Nothing can change an LGBT male or female. Wh en describing a persons personality, more than a word or phrase comes to mind. That is because the human mind and personality is more complex than a single word or even a single phrase. Of course, one word may stick out in ones mind more than others, but that does not mean that it is the only word that describes that person. An LGBT man or muliebrity is more than his or her sexuality. Only a series of several words or phrases can be used to partially describe a person. Homosexual is only word that can be applied to a person. Gay rights should not be an issue because taking away gay rights is like taking away human rights. If he or she cannot list several good and bad things that describe another persons personality, he or she does not know copious about the other person to judge hi... ...CitedBauder, David. The Fosters Is Grateful For Negative Attention The Huffington Post, 25 January 2014 1. pag. .Black, Phil. and Eshchenko, Alla. CNN, 14 Febuary 2014. Web. 8 Apr 2014. . Gay Bu llying Statistics. Bullying Statistics Web. 29 Mar 2014. Hallmark nixes gay from Christmas carol lyric on ornament. n.d. 31 October 2013 McDonald, Natalie Hope. Queer, Young and Bullied - G Philly. Philadelphia Magazine. N.p., 3 Apr. 2013. Web. . .