Describe which characteristics of an algorithm described in the text (after Algorithm 1) the
following procedures have and which they lack.
a) proceduredouble(n: positive integer)
while n > 0
n := 2n
b) proceduredivide(n: positive integer)
while n >= 0
m := 1/n
n := n-1
c) proceduresum(n: positive integer)
sum := 0
while i < 10
sum := sum + i
d) procedurechoose(a, b: integers)
x := either a or b
Solution
a) Since n is a positive number, the while loop in this algorithm will run forever, therefore this
algorithm is not finite.
b) Since algorithm is not effective since the line “m := 1/n” cannot be executed when n=0,
which will eventually be the case. It can also be argued that this algorithm is not finite: if a line
in the algorithm cannot be completed, the algorithm as a whole cannot be completed. It can also
be argued that the algorithm lacks correctness since the “m := 1/n” line will also keep the
algorithm from arriving at a correct answer.
c) The value of j is never set in the algorithm, so the algorithm lacks definiteness. Without
knowing the initial value of j, the behavior of this algorithm is undetermined.
d) The only line in the algorithm is ambiguous, how does the algorithm decide which value (a or
b) to assign to x? Without knowing how this decision is made, the behavior of this algorithm is
undetermined; therefore, this algorithm lacks definiteness..
Describe why change can be so difficult for organizations. Elaborate.pdf
1. Describe why change can be so difficult for organizations. Elaborate on the concept of Change
Management Competencies for HR professionals.
Solution
Change management competency is the presence of a business culture that expects change and
reacts with the understanding, perspectives, tools and techniques to make change seamless and
effortless. It is making change a part of “business as usual.”
Building change management competency in an organization is not like installing a new
computer system or implementing a new policy. Change management competency requires a
new attitude and approach. Individuals in a change-competent organization define their job in
relation to change. They value the ability to change as one of their primary responsibilities. They
understand that change will occur, expect it and effortlessly perform during and after the change.
Change Management is a tough task for HR professionals since it is very difficult to change the
minds of people. When people get used to a procedure or a process, it is difficult to change their
mind. Change management ususally is accompanied with Resistance to change. People exhibit
resistance to change when they are not adaptable. In these situations employees are given
orientation about the benefits and outcomes of the proposed change.
Change Management is either about bringing about corrections in the existing procedures or
completely changing the current process. HR will first have to analyse the mind set of the people
and then they will have to understand the reason behind the resistance of the employees.
Change Management Competencies for HR Professionals are as follows:
1. Critical Thinking
2. Problem Solving
3. Strategic Thinking
4. Decision making Skills
5. Stress Management
6. Language and Communication Skills
7. Divergent Skills
8. Technological Skills
9. Interpersonal Skills
10. Compassion, Integrity and mobilizing people
