The Effect and Management of Change in Organizations
Student’s Name
Institutional Affiliation
Table of Contents
The Effect and Management of Change in Organizations
Background
Continued advances in technology and globalization have transformed the way businesses are conducted across the world. Rapid technological change ensures that new products and services come up faster than demands for them are created. Alongside, as nations develop and get richer, new markets emerge, creating opportunities for businesses around the world. Such changes have been the driving force for today’s business organization to be agile so as to remain relevant in their domains and thus remain in business (Okenda, Thuo, & Kithinji, 2017). External changes demand internal changes; thus, to survive in any given environment, organizations must accommodate change. Easy access of knowledge to spearhead organization changes is foundational for such crucial endeavors. However, other environmental factors, such as political and sociological factors, influence what kind of change is implemented. A review of organizational policies and operations must be considered before carrying out any change (Janssen, Wimmer, & Deljoo, 2015). Organizations must prepare well and put considerable effort to succeed in carrying out and managing change. Willing participation of all stakeholders is paramount to efficient change management.
The change process in an organization is not devoid of challenges. Change is always a difficult thing for any organization to sell to its stakeholders, in particular employees. The low success rate in change management is a discouraging factor for any organization planning change. Also, the manner in which change is implemented dictates its success or failure. In some cases, organizations tend to rush in with change initiatives without in-depth comprehension and end up losing focus along the way. In some other cases, organizations are overwhelmed by change concepts, which put them in very volatile and risky situation. Equally, change implementers overlook the implications of change and thus lack the structures in place to manage such limitations (Okenda, Thuo, & Kithinji, 2017). To achieve success in a change endeavor, it is imperative for the leadership to factor in focus, sufficient knowledge, preparedness, and well-laid-out structures within the system. Thus, an effective organizational leadership is essential in achieving success in any change initiative.
As much as some organizations are opposed to change, global business dynamics often make it inevitable. Failure to adapt to the forces of globalization and technological innovation will lead to extinction of businesses, unless they adapt to the new realities. Organizational policies in this respect are no longer relevant as businesses have to survive in their highly competitive domains, let alone prosper (Janssen, Wimmer, & Deljoo, 2015). Today’s businesses need to grapple with ch.
Transformational Change Management Plan
1
Transformational Change Management Plan
8
Transformational Change Management Plan
Tracey Urban
HRMT440-1402B-02
Instructor: Ericka Smith
June 16, 2014
Transformational change management plan
Introduction
Off shoring is a form of outsourcing where by some operations and activities of a company are carried out in another country with an aim off reducing labor expenses or to enter new markets among other benefits associated with it (Grossman, 2008). The overall basic effort is cutting on costs.
Off shoring of the production activities of the company affected many of the stakeholders. First, most of the employees were misplaced due to the lay-offs when the production facilities were moved to another country. Most of them were not able to secure other new jobs and this in turn affected the local economy of the domestic country. Off shoring also enabled the business to access new market areas with new clients. This is by bringing the products closer to the businesses target market and also boosting the brand of the business in the new territory. The clients were also affected by the plan. This is due to the ambiguity in the requirements of the clients and their deliverables due to off shoring.
The change was initiated by the loss of business to a competitor. The loss of business required a radical change in the business model of the company and the company planned for off shoring. The transformational change will enable the business to reposition itself in the market (Weerakkody, 2011).
The transformational change has been well accepted. This is because of the general acknowledgement that this process will allow the company to take advantage of the savings that will be associated with it. Off shoring will provide benefits such as lower costs of products and
services to the clients and this will offset the financial issues associated with the huge layoffs of the long term employees.
Transformational Plan Shell
1. Executive summary
Objectives
Change management recommendations
2. Integrated change management
Gather input
Develop strategy
Plan
Execute
Risks
3. Change management strategy and plan of activities
Approach and recommendations
Team structure
Interaction
Change network
Change agents
Change readiness survey
4. Stake holder high level analysis
External
Government
Employees
5. Appendices
A change is considered to be a transformational change if it alters the basic nature of a firm. These changes occur when there is need for a company to improve its performance, cut costs or turn around crisis thus it is a key source of competitive advantage for a company. Some of the organizational changes that are considered to be transformational changes are restructuring, reengineering and downsizing.
Firms cannot just keep what they have been doing because in a business environment, there is a stiff competition in the market and to be competitive and up-to0date with the current market, a f ...
Transformational Change Management Plan
1
Transformational Change Management Plan
8
Transformational Change Management Plan
Tracey Urban
HRMT440-1402B-02
Instructor: Ericka Smith
June 16, 2014
Transformational change management plan
Introduction
Off shoring is a form of outsourcing where by some operations and activities of a company are carried out in another country with an aim off reducing labor expenses or to enter new markets among other benefits associated with it (Grossman, 2008). The overall basic effort is cutting on costs.
Off shoring of the production activities of the company affected many of the stakeholders. First, most of the employees were misplaced due to the lay-offs when the production facilities were moved to another country. Most of them were not able to secure other new jobs and this in turn affected the local economy of the domestic country. Off shoring also enabled the business to access new market areas with new clients. This is by bringing the products closer to the businesses target market and also boosting the brand of the business in the new territory. The clients were also affected by the plan. This is due to the ambiguity in the requirements of the clients and their deliverables due to off shoring.
The change was initiated by the loss of business to a competitor. The loss of business required a radical change in the business model of the company and the company planned for off shoring. The transformational change will enable the business to reposition itself in the market (Weerakkody, 2011).
The transformational change has been well accepted. This is because of the general acknowledgement that this process will allow the company to take advantage of the savings that will be associated with it. Off shoring will provide benefits such as lower costs of products and
services to the clients and this will offset the financial issues associated with the huge layoffs of the long term employees.
Transformational Plan Shell
1. Executive summary
Objectives
Change management recommendations
2. Integrated change management
Gather input
Develop strategy
Plan
Execute
Risks
3. Change management strategy and plan of activities
Approach and recommendations
Team structure
Interaction
Change network
Change agents
Change readiness survey
4. Stake holder high level analysis
External
Government
Employees
5. Appendices
A change is considered to be a transformational change if it alters the basic nature of a firm. These changes occur when there is need for a company to improve its performance, cut costs or turn around crisis thus it is a key source of competitive advantage for a company. Some of the organizational changes that are considered to be transformational changes are restructuring, reengineering and downsizing.
Firms cannot just keep what they have been doing because in a business environment, there is a stiff competition in the market and to be competitive and up-to0date with the current market, a f ...
CHANGE MANAGEMENT 4
Rollout of a change management initiative.
Ulysses Edwards
May 23, 2021
Introduction
Change refers to the process of an organization moving from one state of affairs to a different one through actions that might interfere with the way of operations (Marshall and Nielsen, 2020). For a chance to be successful, the environment within the organization has to shift from one point to another. Organizations rely on new ideas and strategies for growth and success in their various industries; therefore change is always an important factor within the business.
The strategies and methods used by the organization to implement change and ensure success are known as change management. The process is made up of three phases, preparation for the change, implementing the changes then monitoring of the progress. In the process of change management, organizations especially leaders are faced with various challenges and barriers that have to be controlled and minimized. The major stakeholders can use various tools to assist in the process of implementing the defined changes. The main objective of this paper is to evaluate how change management initiatives can be implemented. It will also point out the barriers that organizations are likely to face during the change process. Effective tools that can be used for change management will be recommended.
Literature Review
Different factors cause change within organizations, they can be categorized as internal and external factors (Kalenda et al., 2018). These changes happen in different ways and they affect both the internal and external environment of a business. There is a relationship between objectives and organizational change which means change management should undergo proper planning to ensure a smooth implementation process as well as attainment of the set goals and objective (Stouten et al., 2018). For a better competitive advantage, the stakeholders involved should be well-coordinated to ensure an effective and efficient transformation.
Changes that have been planned for the long term are more likely to contribute positively to the organization through success and a better organizational culture. Management and the employees should coordinate which means it is important for the different types of change to be understood (Saludung, 2017). Human behavior is an important component in the implementation process which means the change practitioners should align the goals, individuals’ perspectives and the employees’ perspectives with the change to be implemented. Organizations should on maximizing resources and minimizing costs in their implementation plans to bring a positive impact.
Change Management Process
Organizations should have internal processes and structures that encourage change since it is an essential component for growth. Adaptation is therefore important for a ...
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IntroductionOmnicare Inc. is a specialized pharmacy that provide.docxmariuse18nolet
Introduction
Omnicare Inc. is a specialized pharmacy that provides medication to long term care facilities and nursing homes (Omnicare, n.d.). I currently work for Omnicare, Inc. and we have been going through transformational changes over the last several months. One of the changes is offshoring, or outsourcing overseas or outside the company. Offshoring and outsourcing can be risky, but it is used to minimize costs and increase profits within an organization. The reason there is a risk is because quality and service could be impacted with the change. Some internal stakeholders were affected by the offshoring because there were layoffs, but other external stakeholders were not affected in a negative way. Due to the changes and offshoring, profit was higher; therefore more money could be made (Worley, 2012).
The reason there was these changes within the organization was because of extremely poor management choices and money not being used wisely. It was a risk that executives were willing to make to attempt to lower overhead costs and increase profit margins. Before offshoring there was no clear path and no one person in charge of specific departments. The left hand did not know what the right hand was doing and we were on the verge of a complete collapse because of such poor choices. There was also a lot of conflict within certain departments and they felt it would limit the conflicts as well.
In my opinion, it was a terrible choice and impacted customers greatly. The quality of service was impacted and wait times were much longer to speak with someone to be assisted. It also impacted many families who were laid off and no longer had a job. I think there were other ways to curb the costs then offshoring and outsourcing. It left many employees feeling no security as so many changes were being made. There was also a lot more work that was left on remaining workers which then lowered the morale.
Transformational Change
Transformational change is driven by organizations needing to reinvent and create new visions and implement new structures in assisting with the company’s overall goals and objectives. This could be a new system for streamlining, change of goals, or other new technology. These are all considered transformational changes because it is an internal process that will impact the entire organization and allow the company to reposition themselves within the market. A firm cannot just keep doing what it has been doing because other competitors will end up passing them with new improvements and changes and the firm could lose customers and even go under because they are not willing to adapt to the changes in the market (Carter, 2014).
A managers role in transformational change is very simple, influence, inspire, and lead. Managers need to be able to influence their associates by setting a great example and being a positive role model during the change. They should also be able to inspire and motivate their associates so that they can co.
Management of Organisational TransformationsIJARIIT
Transformation is a term related to re-engineering, redesigning and redefining business systems or any other domain.
Organization transformation can occur in response to or in anticipation of major changes in the organization’s environment
or technology. Some of the triggers might be organization’s culture, self-designing and organization learning, and knowledge.
Transformational changes are triggered by environmental and internal disruptions like industry discontinuities, product
lifecycle shifts and internal company dynamics. Change can be systematic and revolutionary reshaping the organization’s
culture and design element and altering the nature of the organization. Change demands a new organizing paradigm.
Running head: ORGANIZATIONAL CHANGE 1
ORGANIZATIONAL CHANGE 2
Implementing Organizational Change Using Performance Technology and Evaluation Techniques
Name
Institution
Implementing Organizational Change Using Performance Technology and Evaluation Techniques
Introduction
Organizational change aims to improve business processes, culture, and technologies to suit industry trends or position the organization according to its goals and objectives. A systematic approach is necessary for successful implementation of organizational change to avoid uncertainties that arise due to the shocks precipitated by the change process. While change is mostly inevitable, inherent human rigidity to change demands an understanding of the right techniques and procedures to overcome the hindrances to organizational change and improvement (Sarkar & Osiyevskyy, 2018). In essence, change aims to improve performance on such aspects such as profitability, adaptability to technology and market positioning. Aspects of measuring performance compare the set or preferred standards against the actual performance of the business. The goals and objectives of the business are the guiding frameworks for implementing change either in the short-term or long-term. Hence, this paper explores the processes of implementing successful organizational change through performance technology and the evaluation of the impact of the change process on human resources.
Problem Statement
Business stagnation and failure are a result of the inability of the management to synthesize performance indicators and develop appropriate change strategies that trigger positive growth. Additionally, organization failure may result from an inability to implement change strategies that reflect business adaptation to technology successfully. Human rigidity to change as an obstacle to this successful implementation to change is the main focus when strategizing on the change process. Efficient change strategies do not necessarily result in positive organizational performance unless the right techniques and processes are in place. Therefore, performance technology aims to utilize key performance indicators to align change management strategies to organizational functions. Since human resources form the central part of the business change process, their perceptions and attitudes towards change are critical in avoiding failure.
Organizational Performance
Performance measurement assesses the actual achievement of the business against the set goals and objectives. The dynamic business world demands that organizational leaders stay alert to changes within the industry and come up with strategies to retain and improve their market share. Thus, performance measurement provides a more detailed and specific indicator of the business performance direction hence helping the leaders to adjust their strategies accordingly. Micheli & Mari (2014) in th.
Running head: ORGANIZATIONAL CHANGE 1
ORGANIZATIONAL CHANGE 2
Implementing Organizational Change Using Performance Technology and Evaluation Techniques
Name
Institution
Implementing Organizational Change Using Performance Technology and Evaluation Techniques
Introduction
Organizational change aims to improve business processes, culture, and technologies to suit industry trends or position the organization according to its goals and objectives. A systematic approach is necessary for successful implementation of organizational change to avoid uncertainties that arise due to the shocks precipitated by the change process. While change is mostly inevitable, inherent human rigidity to change demands an understanding of the right techniques and procedures to overcome the hindrances to organizational change and improvement (Sarkar & Osiyevskyy, 2018). In essence, change aims to improve performance on such aspects such as profitability, adaptability to technology and market positioning. Aspects of measuring performance compare the set or preferred standards against the actual performance of the business. The goals and objectives of the business are the guiding frameworks for implementing change either in the short-term or long-term. Hence, this paper explores the processes of implementing successful organizational change through performance technology and the evaluation of the impact of the change process on human resources.
Problem Statement
Business stagnation and failure are a result of the inability of the management to synthesize performance indicators and develop appropriate change strategies that trigger positive growth. Additionally, organization failure may result from an inability to implement change strategies that reflect business adaptation to technology successfully. Human rigidity to change as an obstacle to this successful implementation to change is the main focus when strategizing on the change process. Efficient change strategies do not necessarily result in positive organizational performance unless the right techniques and processes are in place. Therefore, performance technology aims to utilize key performance indicators to align change management strategies to organizational functions. Since human resources form the central part of the business change process, their perceptions and attitudes towards change are critical in avoiding failure.
Organizational Performance
Performance measurement assesses the actual achievement of the business against the set goals and objectives. The dynamic business world demands that organizational leaders stay alert to changes within the industry and come up with strategies to retain and improve their market share. Thus, performance measurement provides a more detailed and specific indicator of the business performance direction hence helping the leaders to adjust their strategies accordingly. Micheli & Mari (2014) in th.
The employee life cycle is a foundational framework for robust and h.docxtodd701
The employee life cycle is a foundational framework for robust and healthy employee experience and is a major contributor to the success of the organization. It is also a powerful mechanism that can, when well-designed and properly used, make a company a workplace that employees want to be at every day of the week and creativity and innovation show up even when leaders are just hoping for it. Learners are asked to respond to the following question for this last discussion in the course: Which parts of the employment life cycle do you consider most important and why?
Resources
Employee Life Cycle Impact on Engagement
(2018, Feb 28).
Report details how moments that matter & employee value propositions impact worker engagement.
PR Newswire.
"Among the most critical components shaping (the organization's engagement) ecosystem is the employee value proposition, the tangible and intangible deal that organizations provide in exchange for employee effort, commitment and performance."
Bradison, P. (2019).
HR Matters: From recruiting to onboarding the importance of quality new hire work flows.
Alaska Business Monthly,
35
(4), 83.
This article describes how "employees from multiple generations are seeking employment with a consumer’s approach" when they consider more than the pay structure before applying for a position.
Working in HRM
Justin, T. C. (2018).
Addressing the top HR challenges in 2019.
HR Strategy and Planning Excellence Essentials.
This preview to the year in HRM in Canada considers these hot topics: "catering to a multi-generational workforce, employee engagement, increasing feedback, attracting and keeping the right employees, and now marijuana in the workplace."
Sato, Y., Kobayashi, N., & Shirasaka, S. (2020).
An analysis of human resource management for knowledge workers: Using the three axes of target employee, lifecycle stage, and human resource flow.
Review of Integrative Business and Economics Research, 9
(1), 140–156.
This study considers human resource flow management and how to foster that along with two other HRM initiatives with knowledge workers.
Tyler, K. (2019).
10 steps to unlocking innovation at your organization.
HRMagazine, 64
(1), 1.
Innovation is a key component for the longevity of an organization and "HR can't expect to foster an innovative company culture if it does not have an innovative culture within its own function." This resource is inspiring to help HR professionals find a purpose for their efforts to improve all steps in the employee life cycle and embrace the HR platforms and tools that will help them towards this goal.
Case Study
Saurombe, M., Barkhuizen, E. N., & Schutte, N. E. (2017).
Management perceptions of a higher educational brand for the attraction of talented academic staff.
SA Journal of Human Resource Management
, 15.
This study gives a great example of how managers think about branding in higher education and how a.
The economy is driven by data ~ Data sustains an organization’s .docxtodd701
The economy is driven by data ~ Data sustains an organization’s business processes and enables it to deliver products and services. Stop the flow of data, and for many companies, business comes quickly to a halt. Those who understand its value and have the ability to manage related risks will have a competitive advantage. If the loss of data lasts long enough, the viability of an organization to survive may come into question.
What is the significant difference between quality assurance & quality control? Explain
Why is there a relationship between QA/QC and risk management? Explain
Why are policies needed to govern data both in transit and at rest (not being used - accessed)? Explain
.
THE EMERGENCY DEPARTMENT AND VICTIMS OF SEXUAL VIOLENCE AN .docxtodd701
THE EMERGENCY DEPARTMENT AND
VICTIMS OF SEXUAL VIOLENCE: AN
ASSESSMENT OF PREPAREDNESS TO HELP
STACEY BETH PLICHTA, SC.D.
TANCY VANDECAR-BURDIN, M.A.
Old Dominion University, Norfolk, VA
REBECCA K ODOR, M.S.W.
Virginia Department of Health, Richmond, VA
SHANI REAMS, A.A.S.
Virginia Sexual and Domestic Violence Action Alliance,
Richmond, VA
YAN ZHANG, M.S.
Old Dominion University, Norfolk, VA
ABSTRACT
The Emergency Department (ED) is a key source of care for
victims of sexual violence but there is little information available about
the extent to which EDs are prepared to provide this care. This study
examines the structural and process factors that the ED has in place to
assist victims. A survey of all 82 publicly accessible EDs in the
Commonwealth of Virginia was conducted (RR 76%). In general, the
EDs provide the recommended medical care to victims. However, at
least half do not have the needed resources in place to effectively assist
victims and most (80%) do not provide regular training to their medical
staff about sexual violence. Further, almost one-quarter do not have a
relationship with a local rape crisis center. It is recommended that each
ED partner with local rape crisis centers to provide training to their
staff and to ensure continuity of support for victims. It is also
suggested that the state government explore ways in which a forensic
(SANE) nurse be made available to every victim of sexual violence that
presents to the ED for medical assistance. Ideally, each ED would
become part of a community-wide Sexual Assault Response Team
286 JHHSA WINTER 2006
(SART) in order to provide comprehensive care to victims and
thorough evidence collection and information to law enforcement.
INTRODUCTION
This study seeks to examine the extent to which
Emergency Departments (EDs) in the Commonwealth of
Virginia are prepared to provide care for victims of sexual
violence through an examination of both structural and
process factors that are currently in place. Many studies
indicate that sexual violence victimization has both long-
term and short-term health consequences (Plichta and Falik,
2001; see also Rentoul and Applebloom 1997; Cloutier,
Martin and Poole, 2002; Bohn and Holz, 1996). The ED is
a key source of care for victims of sexual assault. It is one
of the first points of entry to care. Competent care by
professionals trained in treating sexual assault victims is
critical to the timely recovery of physical and mental
health. The ED also plays a critical role in the collection of
evidence that may lead to the conviction of the perpetrator
and a recent study found that specially trained (forensic)
nurses perform this function significantly better than do
other staff (Sievers, Murphy and Miller, 2003). Forensic
nurses are registered nurses (R.N.’s) who have advanced
training in the examination of sexual assault victims; this
includes training on legal aspe.
The emergence of HRM in the UK in the 1980s represented a new fo.docxtodd701
The emergence of HRM in the UK in the 1980s represented a new form of managerialism and was instrumental in increases in work intensification’. Discuss.
Word count: 2,000 words (excluding references) and the 10% convention applies
· Minimum use of 15 academic journal articles/ research reports.
· It must be single-sided with size 12 font, 1.5 spacing with the pages numbered and stapled.
Structure – a clear logical format with linked points and arguments.
Broadly, your essay should be structured in the following manner (subheadings are not necessary)
1. Introduction – summary of your ideas and the structure
2. Review of the literature – critical discussion
3. Conclusions
4. References
Background material – evidence of the background research drawing from literature sources. This should include enough descriptive content and factual information from which to derive arguments and assessment of key themes, issues and problems addressed.
Accuracy – in the presentation and description of theories used in the argument
Argumentation – the main argument of the report should relate to the objectives you have initially stated. They should be supported by evidence, both from a variety of sources in the literature.
Presentation – the answers should be well planned – clear, coherent and well constructed. Remember- never write in the first person.
Relevant references and sources must be cited using the Harvard style of referencing. Marks will be removed for wrong or poor referencing.
Useful tips on essay writing
http://www.reading.ac.uk/internal/studyadvice/studyresources/essays/stadevelopessay.aspx
.
The elimination patterns of our patients are very important to know .docxtodd701
The elimination patterns of our patients are very important to know as we continue to assess and do our care plans. How can impaired elimination affect the integumentary system?
Remember that your posts must exhibit appropriate writing mechanics including using proper language, cordiality, and proper grammar and punctuation. If you refer to any outside sources or reference materials be sure to provide proper attribution and/or citation.
.
The Elements and Principles of Design A Guide to Design Term.docxtodd701
The Elements and Principles of Design
A Guide to Design Terminology
The elements of design are some of the basic building blocks that make up the design or artwork.
Understanding and using this terminology can help the designer articulate what works and what doesn’t
work in a design, and to think critically about a design on a more conscious level. Combined, the elements
and principles of design can make for a strong, complete and well-established composition. The principles
of Gestalt, which arise from the elements of design, are included at the end of this document. Learning to
use these elements and principles will be the focus of Beginning Design.
The elements of design are: Point, Line, Form, Value, Texture, Shape, Space, Color
(Color is covered in Art 110; we will be focusing on black, white, and gray scale values.)
DEFINITIONS:
A Point is a position in space.
A Line is the path of a moving point. Two points connected make a line. Lines often imply motion, and can
be rendered in a variety of ways. Contour lines or outlines, define the boundary between shapes. Lines can
create texture or value when used in crosshatching. In addition to these types of actual lines, our eyes can
invent implied lines, such as in dotted lines, or where area boundaries describe lines that may not be there.
Shape is a two dimensional form. The variety of possible shapes is endless. Several common ones are as
follows:
• Simple Geometric: circles, squares, triangles are some of the examples.
• Complex Geometric: straight and curved shapes that have more sides and angles.
• Curvilinear: French curves, ellipses, circles and ovals used in combination.
• Accidental: an example of this might be a coffee ring or paint splatters.
Form is a shape with dimension, an object existing in three dimensional space physically or implied.
Value is the tone created by black, white and shades of gray. The value or tone of an element can create
mass, dimension, emphasis or volume.
Texture can be actual or visual.
• Actual texture is tactile: you can feel it by touching it.
• Visual texture are the markings of a two dimensional artwork that imply actual texture.
Space is an illusion or feeling of 3-dimensionality, which can be created in a two-dimensional design in
several ways, for example:
• Overlapping one object in front of another;
• Using differences in value, amount of detail, etc. between elements;
• Using techniques related to linear perspective, such as differences in size or height on page between
elements
The principles of design are: Unity, Variety, Movement, Balance, Emphasis, Contrast, Proportion,
and Pattern.
DEFINITIONS:
Unity or harmony is the quality of wholeness or oneness that is achieved through the effective use of the
elements and principles of design. The most basic quality of a design or artwork, unity gives a piece the
feeling of being an integrated human expression. The princi.
The emergence of HRM in the UK in the 1980s represented a new form o.docxtodd701
The emergence of HRM in the UK in the 1980s represented a new form of managerialism and was instrumental in increases in work intensification’. Discuss.
Word count: 2,000 words (excluding references) and the 10% convention applies
· Minimum use of 15 academic journal articles/ research reports.
· It must be single-sided with size 12 font, 1.5 spacing with the pages numbered and stapled.
Structure – a clear logical format with linked points and arguments.
Broadly, your essay should be structured in the following manner (subheadings are not necessary)
1. Introduction – summary of your ideas and the structure
2. Review of the literature – critical discussion
3. Conclusions
4. References
Background material – evidence of the background research drawing from literature sources. This should include enough descriptive content and factual information from which to derive arguments and assessment of key themes, issues and problems addressed.
Accuracy – in the presentation and description of theories used in the argument
Argumentation – the main argument of the report should relate to the objectives you have initially stated. They should be supported by evidence, both from a variety of sources in the literature.
Presentation – the answers should be well planned – clear, coherent and well constructed. Remember- never write in the first person.
Relevant references and sources must be cited using the Harvard style of referencing. Marks will be removed for wrong or poor referencing.
Useful tips on essay writing
http://www.reading.ac.uk/internal/studyadvice/studyresources/essays/stadevelopessay.aspx
.
The eligibility requirements to become a family nurse practition.docxtodd701
The eligibility requirements to become a family nurse practitioner include completion of “APRN core (advance physical assessment, advanced pharmacology, and advanced pathophysiology), supervised clinical hours, completion of an accredited graduate program with evidence of an academic transcript, and an active nurse license” (American Academy of Nurse Practitioners, 2021).
The value associated with certification as an FNP is very personal to me. Along with providing higher quality care to clientele, I will have a more fulfilled inner sense of purpose and also be able to provide for my family in a higher capacity than I was previously able to, with an estimated average nurse practitioner salary being over $100,000 annually in the state of Wisconsin. Achieving both my master's and nurse practitioner certification would allow my employer, fellow professional comrades, and most of all; my clients, to have a higher sense of security knowing I’ve worked and studied hard to bring them the highest quality care available. Staying up to date on my continuing education and state-of-the-art processes and pathology will also instill confidence in my clientele to not only continue coming to me with their individual and family healthcare needs but likely will ensure referrals into my practice.
Any time a nurse genuinely takes on a holistic approach towards the practical application of nursing theory, a client is in a better position for patient-centered care, maintaining anonymity, and ensuring positive effective communication during the care process. In the nursing profession, nurses need to not only advocate for their clients, but themselves by participating in associations that work towards advancing the field through by working towards lower nurse-to-client ratios to decrease burnout, leadership education, and opportunity, and also grants to advance continuing education.
.
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Similar to The Effect and Management of Change in Organizat.docx
CHANGE MANAGEMENT 4
Rollout of a change management initiative.
Ulysses Edwards
May 23, 2021
Introduction
Change refers to the process of an organization moving from one state of affairs to a different one through actions that might interfere with the way of operations (Marshall and Nielsen, 2020). For a chance to be successful, the environment within the organization has to shift from one point to another. Organizations rely on new ideas and strategies for growth and success in their various industries; therefore change is always an important factor within the business.
The strategies and methods used by the organization to implement change and ensure success are known as change management. The process is made up of three phases, preparation for the change, implementing the changes then monitoring of the progress. In the process of change management, organizations especially leaders are faced with various challenges and barriers that have to be controlled and minimized. The major stakeholders can use various tools to assist in the process of implementing the defined changes. The main objective of this paper is to evaluate how change management initiatives can be implemented. It will also point out the barriers that organizations are likely to face during the change process. Effective tools that can be used for change management will be recommended.
Literature Review
Different factors cause change within organizations, they can be categorized as internal and external factors (Kalenda et al., 2018). These changes happen in different ways and they affect both the internal and external environment of a business. There is a relationship between objectives and organizational change which means change management should undergo proper planning to ensure a smooth implementation process as well as attainment of the set goals and objective (Stouten et al., 2018). For a better competitive advantage, the stakeholders involved should be well-coordinated to ensure an effective and efficient transformation.
Changes that have been planned for the long term are more likely to contribute positively to the organization through success and a better organizational culture. Management and the employees should coordinate which means it is important for the different types of change to be understood (Saludung, 2017). Human behavior is an important component in the implementation process which means the change practitioners should align the goals, individuals’ perspectives and the employees’ perspectives with the change to be implemented. Organizations should on maximizing resources and minimizing costs in their implementation plans to bring a positive impact.
Change Management Process
Organizations should have internal processes and structures that encourage change since it is an essential component for growth. Adaptation is therefore important for a ...
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IntroductionOmnicare Inc. is a specialized pharmacy that provide.docxmariuse18nolet
Introduction
Omnicare Inc. is a specialized pharmacy that provides medication to long term care facilities and nursing homes (Omnicare, n.d.). I currently work for Omnicare, Inc. and we have been going through transformational changes over the last several months. One of the changes is offshoring, or outsourcing overseas or outside the company. Offshoring and outsourcing can be risky, but it is used to minimize costs and increase profits within an organization. The reason there is a risk is because quality and service could be impacted with the change. Some internal stakeholders were affected by the offshoring because there were layoffs, but other external stakeholders were not affected in a negative way. Due to the changes and offshoring, profit was higher; therefore more money could be made (Worley, 2012).
The reason there was these changes within the organization was because of extremely poor management choices and money not being used wisely. It was a risk that executives were willing to make to attempt to lower overhead costs and increase profit margins. Before offshoring there was no clear path and no one person in charge of specific departments. The left hand did not know what the right hand was doing and we were on the verge of a complete collapse because of such poor choices. There was also a lot of conflict within certain departments and they felt it would limit the conflicts as well.
In my opinion, it was a terrible choice and impacted customers greatly. The quality of service was impacted and wait times were much longer to speak with someone to be assisted. It also impacted many families who were laid off and no longer had a job. I think there were other ways to curb the costs then offshoring and outsourcing. It left many employees feeling no security as so many changes were being made. There was also a lot more work that was left on remaining workers which then lowered the morale.
Transformational Change
Transformational change is driven by organizations needing to reinvent and create new visions and implement new structures in assisting with the company’s overall goals and objectives. This could be a new system for streamlining, change of goals, or other new technology. These are all considered transformational changes because it is an internal process that will impact the entire organization and allow the company to reposition themselves within the market. A firm cannot just keep doing what it has been doing because other competitors will end up passing them with new improvements and changes and the firm could lose customers and even go under because they are not willing to adapt to the changes in the market (Carter, 2014).
A managers role in transformational change is very simple, influence, inspire, and lead. Managers need to be able to influence their associates by setting a great example and being a positive role model during the change. They should also be able to inspire and motivate their associates so that they can co.
Management of Organisational TransformationsIJARIIT
Transformation is a term related to re-engineering, redesigning and redefining business systems or any other domain.
Organization transformation can occur in response to or in anticipation of major changes in the organization’s environment
or technology. Some of the triggers might be organization’s culture, self-designing and organization learning, and knowledge.
Transformational changes are triggered by environmental and internal disruptions like industry discontinuities, product
lifecycle shifts and internal company dynamics. Change can be systematic and revolutionary reshaping the organization’s
culture and design element and altering the nature of the organization. Change demands a new organizing paradigm.
Running head: ORGANIZATIONAL CHANGE 1
ORGANIZATIONAL CHANGE 2
Implementing Organizational Change Using Performance Technology and Evaluation Techniques
Name
Institution
Implementing Organizational Change Using Performance Technology and Evaluation Techniques
Introduction
Organizational change aims to improve business processes, culture, and technologies to suit industry trends or position the organization according to its goals and objectives. A systematic approach is necessary for successful implementation of organizational change to avoid uncertainties that arise due to the shocks precipitated by the change process. While change is mostly inevitable, inherent human rigidity to change demands an understanding of the right techniques and procedures to overcome the hindrances to organizational change and improvement (Sarkar & Osiyevskyy, 2018). In essence, change aims to improve performance on such aspects such as profitability, adaptability to technology and market positioning. Aspects of measuring performance compare the set or preferred standards against the actual performance of the business. The goals and objectives of the business are the guiding frameworks for implementing change either in the short-term or long-term. Hence, this paper explores the processes of implementing successful organizational change through performance technology and the evaluation of the impact of the change process on human resources.
Problem Statement
Business stagnation and failure are a result of the inability of the management to synthesize performance indicators and develop appropriate change strategies that trigger positive growth. Additionally, organization failure may result from an inability to implement change strategies that reflect business adaptation to technology successfully. Human rigidity to change as an obstacle to this successful implementation to change is the main focus when strategizing on the change process. Efficient change strategies do not necessarily result in positive organizational performance unless the right techniques and processes are in place. Therefore, performance technology aims to utilize key performance indicators to align change management strategies to organizational functions. Since human resources form the central part of the business change process, their perceptions and attitudes towards change are critical in avoiding failure.
Organizational Performance
Performance measurement assesses the actual achievement of the business against the set goals and objectives. The dynamic business world demands that organizational leaders stay alert to changes within the industry and come up with strategies to retain and improve their market share. Thus, performance measurement provides a more detailed and specific indicator of the business performance direction hence helping the leaders to adjust their strategies accordingly. Micheli & Mari (2014) in th.
Running head: ORGANIZATIONAL CHANGE 1
ORGANIZATIONAL CHANGE 2
Implementing Organizational Change Using Performance Technology and Evaluation Techniques
Name
Institution
Implementing Organizational Change Using Performance Technology and Evaluation Techniques
Introduction
Organizational change aims to improve business processes, culture, and technologies to suit industry trends or position the organization according to its goals and objectives. A systematic approach is necessary for successful implementation of organizational change to avoid uncertainties that arise due to the shocks precipitated by the change process. While change is mostly inevitable, inherent human rigidity to change demands an understanding of the right techniques and procedures to overcome the hindrances to organizational change and improvement (Sarkar & Osiyevskyy, 2018). In essence, change aims to improve performance on such aspects such as profitability, adaptability to technology and market positioning. Aspects of measuring performance compare the set or preferred standards against the actual performance of the business. The goals and objectives of the business are the guiding frameworks for implementing change either in the short-term or long-term. Hence, this paper explores the processes of implementing successful organizational change through performance technology and the evaluation of the impact of the change process on human resources.
Problem Statement
Business stagnation and failure are a result of the inability of the management to synthesize performance indicators and develop appropriate change strategies that trigger positive growth. Additionally, organization failure may result from an inability to implement change strategies that reflect business adaptation to technology successfully. Human rigidity to change as an obstacle to this successful implementation to change is the main focus when strategizing on the change process. Efficient change strategies do not necessarily result in positive organizational performance unless the right techniques and processes are in place. Therefore, performance technology aims to utilize key performance indicators to align change management strategies to organizational functions. Since human resources form the central part of the business change process, their perceptions and attitudes towards change are critical in avoiding failure.
Organizational Performance
Performance measurement assesses the actual achievement of the business against the set goals and objectives. The dynamic business world demands that organizational leaders stay alert to changes within the industry and come up with strategies to retain and improve their market share. Thus, performance measurement provides a more detailed and specific indicator of the business performance direction hence helping the leaders to adjust their strategies accordingly. Micheli & Mari (2014) in th.
The employee life cycle is a foundational framework for robust and h.docxtodd701
The employee life cycle is a foundational framework for robust and healthy employee experience and is a major contributor to the success of the organization. It is also a powerful mechanism that can, when well-designed and properly used, make a company a workplace that employees want to be at every day of the week and creativity and innovation show up even when leaders are just hoping for it. Learners are asked to respond to the following question for this last discussion in the course: Which parts of the employment life cycle do you consider most important and why?
Resources
Employee Life Cycle Impact on Engagement
(2018, Feb 28).
Report details how moments that matter & employee value propositions impact worker engagement.
PR Newswire.
"Among the most critical components shaping (the organization's engagement) ecosystem is the employee value proposition, the tangible and intangible deal that organizations provide in exchange for employee effort, commitment and performance."
Bradison, P. (2019).
HR Matters: From recruiting to onboarding the importance of quality new hire work flows.
Alaska Business Monthly,
35
(4), 83.
This article describes how "employees from multiple generations are seeking employment with a consumer’s approach" when they consider more than the pay structure before applying for a position.
Working in HRM
Justin, T. C. (2018).
Addressing the top HR challenges in 2019.
HR Strategy and Planning Excellence Essentials.
This preview to the year in HRM in Canada considers these hot topics: "catering to a multi-generational workforce, employee engagement, increasing feedback, attracting and keeping the right employees, and now marijuana in the workplace."
Sato, Y., Kobayashi, N., & Shirasaka, S. (2020).
An analysis of human resource management for knowledge workers: Using the three axes of target employee, lifecycle stage, and human resource flow.
Review of Integrative Business and Economics Research, 9
(1), 140–156.
This study considers human resource flow management and how to foster that along with two other HRM initiatives with knowledge workers.
Tyler, K. (2019).
10 steps to unlocking innovation at your organization.
HRMagazine, 64
(1), 1.
Innovation is a key component for the longevity of an organization and "HR can't expect to foster an innovative company culture if it does not have an innovative culture within its own function." This resource is inspiring to help HR professionals find a purpose for their efforts to improve all steps in the employee life cycle and embrace the HR platforms and tools that will help them towards this goal.
Case Study
Saurombe, M., Barkhuizen, E. N., & Schutte, N. E. (2017).
Management perceptions of a higher educational brand for the attraction of talented academic staff.
SA Journal of Human Resource Management
, 15.
This study gives a great example of how managers think about branding in higher education and how a.
The economy is driven by data ~ Data sustains an organization’s .docxtodd701
The economy is driven by data ~ Data sustains an organization’s business processes and enables it to deliver products and services. Stop the flow of data, and for many companies, business comes quickly to a halt. Those who understand its value and have the ability to manage related risks will have a competitive advantage. If the loss of data lasts long enough, the viability of an organization to survive may come into question.
What is the significant difference between quality assurance & quality control? Explain
Why is there a relationship between QA/QC and risk management? Explain
Why are policies needed to govern data both in transit and at rest (not being used - accessed)? Explain
.
THE EMERGENCY DEPARTMENT AND VICTIMS OF SEXUAL VIOLENCE AN .docxtodd701
THE EMERGENCY DEPARTMENT AND
VICTIMS OF SEXUAL VIOLENCE: AN
ASSESSMENT OF PREPAREDNESS TO HELP
STACEY BETH PLICHTA, SC.D.
TANCY VANDECAR-BURDIN, M.A.
Old Dominion University, Norfolk, VA
REBECCA K ODOR, M.S.W.
Virginia Department of Health, Richmond, VA
SHANI REAMS, A.A.S.
Virginia Sexual and Domestic Violence Action Alliance,
Richmond, VA
YAN ZHANG, M.S.
Old Dominion University, Norfolk, VA
ABSTRACT
The Emergency Department (ED) is a key source of care for
victims of sexual violence but there is little information available about
the extent to which EDs are prepared to provide this care. This study
examines the structural and process factors that the ED has in place to
assist victims. A survey of all 82 publicly accessible EDs in the
Commonwealth of Virginia was conducted (RR 76%). In general, the
EDs provide the recommended medical care to victims. However, at
least half do not have the needed resources in place to effectively assist
victims and most (80%) do not provide regular training to their medical
staff about sexual violence. Further, almost one-quarter do not have a
relationship with a local rape crisis center. It is recommended that each
ED partner with local rape crisis centers to provide training to their
staff and to ensure continuity of support for victims. It is also
suggested that the state government explore ways in which a forensic
(SANE) nurse be made available to every victim of sexual violence that
presents to the ED for medical assistance. Ideally, each ED would
become part of a community-wide Sexual Assault Response Team
286 JHHSA WINTER 2006
(SART) in order to provide comprehensive care to victims and
thorough evidence collection and information to law enforcement.
INTRODUCTION
This study seeks to examine the extent to which
Emergency Departments (EDs) in the Commonwealth of
Virginia are prepared to provide care for victims of sexual
violence through an examination of both structural and
process factors that are currently in place. Many studies
indicate that sexual violence victimization has both long-
term and short-term health consequences (Plichta and Falik,
2001; see also Rentoul and Applebloom 1997; Cloutier,
Martin and Poole, 2002; Bohn and Holz, 1996). The ED is
a key source of care for victims of sexual assault. It is one
of the first points of entry to care. Competent care by
professionals trained in treating sexual assault victims is
critical to the timely recovery of physical and mental
health. The ED also plays a critical role in the collection of
evidence that may lead to the conviction of the perpetrator
and a recent study found that specially trained (forensic)
nurses perform this function significantly better than do
other staff (Sievers, Murphy and Miller, 2003). Forensic
nurses are registered nurses (R.N.’s) who have advanced
training in the examination of sexual assault victims; this
includes training on legal aspe.
The emergence of HRM in the UK in the 1980s represented a new fo.docxtodd701
The emergence of HRM in the UK in the 1980s represented a new form of managerialism and was instrumental in increases in work intensification’. Discuss.
Word count: 2,000 words (excluding references) and the 10% convention applies
· Minimum use of 15 academic journal articles/ research reports.
· It must be single-sided with size 12 font, 1.5 spacing with the pages numbered and stapled.
Structure – a clear logical format with linked points and arguments.
Broadly, your essay should be structured in the following manner (subheadings are not necessary)
1. Introduction – summary of your ideas and the structure
2. Review of the literature – critical discussion
3. Conclusions
4. References
Background material – evidence of the background research drawing from literature sources. This should include enough descriptive content and factual information from which to derive arguments and assessment of key themes, issues and problems addressed.
Accuracy – in the presentation and description of theories used in the argument
Argumentation – the main argument of the report should relate to the objectives you have initially stated. They should be supported by evidence, both from a variety of sources in the literature.
Presentation – the answers should be well planned – clear, coherent and well constructed. Remember- never write in the first person.
Relevant references and sources must be cited using the Harvard style of referencing. Marks will be removed for wrong or poor referencing.
Useful tips on essay writing
http://www.reading.ac.uk/internal/studyadvice/studyresources/essays/stadevelopessay.aspx
.
The elimination patterns of our patients are very important to know .docxtodd701
The elimination patterns of our patients are very important to know as we continue to assess and do our care plans. How can impaired elimination affect the integumentary system?
Remember that your posts must exhibit appropriate writing mechanics including using proper language, cordiality, and proper grammar and punctuation. If you refer to any outside sources or reference materials be sure to provide proper attribution and/or citation.
.
The Elements and Principles of Design A Guide to Design Term.docxtodd701
The Elements and Principles of Design
A Guide to Design Terminology
The elements of design are some of the basic building blocks that make up the design or artwork.
Understanding and using this terminology can help the designer articulate what works and what doesn’t
work in a design, and to think critically about a design on a more conscious level. Combined, the elements
and principles of design can make for a strong, complete and well-established composition. The principles
of Gestalt, which arise from the elements of design, are included at the end of this document. Learning to
use these elements and principles will be the focus of Beginning Design.
The elements of design are: Point, Line, Form, Value, Texture, Shape, Space, Color
(Color is covered in Art 110; we will be focusing on black, white, and gray scale values.)
DEFINITIONS:
A Point is a position in space.
A Line is the path of a moving point. Two points connected make a line. Lines often imply motion, and can
be rendered in a variety of ways. Contour lines or outlines, define the boundary between shapes. Lines can
create texture or value when used in crosshatching. In addition to these types of actual lines, our eyes can
invent implied lines, such as in dotted lines, or where area boundaries describe lines that may not be there.
Shape is a two dimensional form. The variety of possible shapes is endless. Several common ones are as
follows:
• Simple Geometric: circles, squares, triangles are some of the examples.
• Complex Geometric: straight and curved shapes that have more sides and angles.
• Curvilinear: French curves, ellipses, circles and ovals used in combination.
• Accidental: an example of this might be a coffee ring or paint splatters.
Form is a shape with dimension, an object existing in three dimensional space physically or implied.
Value is the tone created by black, white and shades of gray. The value or tone of an element can create
mass, dimension, emphasis or volume.
Texture can be actual or visual.
• Actual texture is tactile: you can feel it by touching it.
• Visual texture are the markings of a two dimensional artwork that imply actual texture.
Space is an illusion or feeling of 3-dimensionality, which can be created in a two-dimensional design in
several ways, for example:
• Overlapping one object in front of another;
• Using differences in value, amount of detail, etc. between elements;
• Using techniques related to linear perspective, such as differences in size or height on page between
elements
The principles of design are: Unity, Variety, Movement, Balance, Emphasis, Contrast, Proportion,
and Pattern.
DEFINITIONS:
Unity or harmony is the quality of wholeness or oneness that is achieved through the effective use of the
elements and principles of design. The most basic quality of a design or artwork, unity gives a piece the
feeling of being an integrated human expression. The princi.
The emergence of HRM in the UK in the 1980s represented a new form o.docxtodd701
The emergence of HRM in the UK in the 1980s represented a new form of managerialism and was instrumental in increases in work intensification’. Discuss.
Word count: 2,000 words (excluding references) and the 10% convention applies
· Minimum use of 15 academic journal articles/ research reports.
· It must be single-sided with size 12 font, 1.5 spacing with the pages numbered and stapled.
Structure – a clear logical format with linked points and arguments.
Broadly, your essay should be structured in the following manner (subheadings are not necessary)
1. Introduction – summary of your ideas and the structure
2. Review of the literature – critical discussion
3. Conclusions
4. References
Background material – evidence of the background research drawing from literature sources. This should include enough descriptive content and factual information from which to derive arguments and assessment of key themes, issues and problems addressed.
Accuracy – in the presentation and description of theories used in the argument
Argumentation – the main argument of the report should relate to the objectives you have initially stated. They should be supported by evidence, both from a variety of sources in the literature.
Presentation – the answers should be well planned – clear, coherent and well constructed. Remember- never write in the first person.
Relevant references and sources must be cited using the Harvard style of referencing. Marks will be removed for wrong or poor referencing.
Useful tips on essay writing
http://www.reading.ac.uk/internal/studyadvice/studyresources/essays/stadevelopessay.aspx
.
The eligibility requirements to become a family nurse practition.docxtodd701
The eligibility requirements to become a family nurse practitioner include completion of “APRN core (advance physical assessment, advanced pharmacology, and advanced pathophysiology), supervised clinical hours, completion of an accredited graduate program with evidence of an academic transcript, and an active nurse license” (American Academy of Nurse Practitioners, 2021).
The value associated with certification as an FNP is very personal to me. Along with providing higher quality care to clientele, I will have a more fulfilled inner sense of purpose and also be able to provide for my family in a higher capacity than I was previously able to, with an estimated average nurse practitioner salary being over $100,000 annually in the state of Wisconsin. Achieving both my master's and nurse practitioner certification would allow my employer, fellow professional comrades, and most of all; my clients, to have a higher sense of security knowing I’ve worked and studied hard to bring them the highest quality care available. Staying up to date on my continuing education and state-of-the-art processes and pathology will also instill confidence in my clientele to not only continue coming to me with their individual and family healthcare needs but likely will ensure referrals into my practice.
Any time a nurse genuinely takes on a holistic approach towards the practical application of nursing theory, a client is in a better position for patient-centered care, maintaining anonymity, and ensuring positive effective communication during the care process. In the nursing profession, nurses need to not only advocate for their clients, but themselves by participating in associations that work towards advancing the field through by working towards lower nurse-to-client ratios to decrease burnout, leadership education, and opportunity, and also grants to advance continuing education.
.
The Electoral College was created to protect US citizens against.docxtodd701
The Electoral College was created to protect US citizens against mob rule. Mob rule is the control of a lawful government system by a mass of people through violence and intimidation. However, some Americans question the legitimacy of this process. Pick one election where the outcome of the popular vote and the electoral college vote differed to create an argument in favor of or opposed to the use of the electoral college. List at least three valid points to support your argument. Present you argument in a PowerPoint presentation.
As you complete your presentation, be sure to:
Use speaker's notes to expand upon the bullet point main ideas on your slides, making references to research and theory with citation.
Proof your work
Use visuals (pictures, video, narration, graphs, etc.) to compliment the text in your presentation and to reinforce your content.
Do not just write a paper and copy chunks of it into each slide. Treat this as if you were going to give this presentation live.
Presentation Requirements (APA format)
Length: 8-10 substantive slides (excluding cover and references slides)
Font should not be smaller than size 16-point
Parenthetical in-text citations included and formatted in APA style
References slide ( 3 scholarly sources)
.
The Emerging Role of Data Scientists on Software Developmen.docxtodd701
The Emerging Role of Data Scientists
on Software Development Teams
Miryung Kim
UCLA
Los Angeles, CA, USA
[email protected]
Thomas Zimmermann Robert DeLine Andrew Begel
Microsoft Research
Redmond, WA, USA
{tzimmer, rdeline, andrew.begel}@microsoft.com
ABSTRACT
Creating and running software produces large amounts of raw data
about the development process and the customer usage, which can
be turned into actionable insight with the help of skilled data scien-
tists. Unfortunately, data scientists with the analytical and software
engineering skills to analyze these large data sets have been hard to
come by; only recently have software companies started to develop
competencies in software-oriented data analytics. To understand
this emerging role, we interviewed data scientists across several
product groups at Microsoft. In this paper, we describe their educa-
tion and training background, their missions in software engineer-
ing contexts, and the type of problems on which they work. We
identify five distinct working styles of data scientists: (1) Insight
Providers, who work with engineers to collect the data needed to
inform decisions that managers make; (2) Modeling Specialists,
who use their machine learning expertise to build predictive mod-
els; (3) Platform Builders, who create data platforms, balancing
both engineering and data analysis concerns; (4) Polymaths, who
do all data science activities themselves; and (5) Team Leaders,
who run teams of data scientists and spread best practices. We fur-
ther describe a set of strategies that they employ to increase the im-
pact and actionability of their work.
Categories and Subject Descriptors:
D.2.9 [Management]
General Terms:
Management, Measurement, Human Factors.
1. INTRODUCTION
Software teams are increasingly using data analysis to inform their
engineering and business decisions [1] and to build data solutions
that utilize data in software products [2]. The people who do col-
lection and analysis are called data scientists, a term coined by DJ
Patil and Jeff Hammerbacher in 2008 to define their jobs at
LinkedIn and Facebook [3]. The mission of a data scientist is to
transform data into insight, providing guidance for leaders to take
action [4]. One example is the use of user telemetry data to redesign
Windows Explorer (a tool for file management) for Windows 8.
Data scientists on the Windows team discovered that the top ten
most frequent commands accounted for 81.2% of all of invoked
commands, but only two of these were easily accessible from the
command bar in the user interface 8 [5]. Based on this insight, the
team redesigned the user experience to make these hidden com-
mands more prominent.
Until recently, data scientists were found mostly on software teams
whose products were data-intensive, like internet search and adver-
tising. Today, we have reached an inflection point where many.
The Earths largest phylum is Arthropoda, including centipedes, mill.docxtodd701
The Earth's largest phylum is Arthropoda, including centipedes, millipedes, crustaceans, and insects. The insects have shown to be a particularly successful class within the phylum. What biological characteristics have contributed to the success of insects? I'm many science fiction scenarios, post-apocalyptic Earth is mainly populated with giant insects. Why don't we see giant insects today?
250-500 words done by 12:40pm today which is about two hours from now. Cite work.
.
The economic and financial crisis from 2008 to 2009, also known .docxtodd701
The economic and financial crisis from 2008 to 2009, also known as the global financial crisis, was considered to be the worst financial crisis since the Great Depression. The general situation of financial markets has been additionally complicated by the introduction of new financial products as well as other modes of operations including globalization. The global financial market seems to be playing a different function in our economy and it has been working because of new regulations. The introduction of new trade platforms, online access to information, integration and globalization of the market have caused some revisions of finance theories.
What are reliable predictors of economic and financial crises (list at least 3 of them)?
Describe some achievements and some pending issues in context of a global crisis.
Are we still in danger of economic and financial crises today (please refer to current Covid-19 situation)?
Instructions:
Conduct research from viable and credible sources such as and not limited to economic journals, periodicals, books, data base, and websites. This assignment should be submitted/uploaded via D2L on the date the assignment is due. Any late assignments will be subject to a letter grade reduction unless an extension has been negotiated with the professor prior to the due date.
In this written assignment, the quality of your writing and the application of APA format will be evaluated in addition to your content. Evaluation based on these criteria is designed to help prepare you for completing your college projects, which must be well written and follow APA guidelines. Each written assignment should contain a minimum of 800 words, but no more than 900 words. Make sure that you use correct spelling, grammar, and punctuation.
.
The Economic Development Case Study is a two-part assign.docxtodd701
The Economic Development Case Study is a two-part assignment – the written paper and video
presentation. Economic Development Case studies must be posted prior to April 19th to
receive approval. Case studies are approved on first posted basis – case studies must be unique,
and students are required to review previously posted case studies to alleviate duplicate case
studies.
The first part of the assignment is to write a paper on a local (San Bernardino or Riverside counties)
economic development. You may identify a case as reported from a city’s website, local
newspapers, or other quality source. Remember, a low-quality source, or insufficient information
from your sources, will affect the quality of your grade for this assignment. The Economic
Development project cannot have been completed.
Your case study should be approximately 750~1000 words long. In your case study paper, you
should briefly describe the following:
• Introduction to the economic development case
• Identify the role government played
• Identify the role of the public, if any
• Economic impact to the community – What is the economic impact to the community? How will it
benefit or not benefit the community?
• Analysis – What is your analysis of the project?
• Conclusion – Where is the project currently?
Instructions for the case study: go to Economic Development Case Study – Submit Here
Scoring Rubric for Economic Development Case Study Paper
Criteria Exceptional
(15 - 13 points)
Very Good
(13 – 11.25 points)
Acceptable
(11.25 – 9 points)
Unacceptable
(8 points or less)
Content
Provides an accurate and
complete description of the
case. All sources of facts
and examples are fully
documented. The case is
original. Case was approved.
For the most part,
description of the case
accurate and complete.
Most sources of facts and
examples are documented.
The case is original and
case was approved.
Description of the case is
inaccurate or incomplete.
Some sources of facts and
examples are
documented. The case is
original and was approved.
Very little reference was
made to the case. Case
is not supported by
evidence. Case is not
original and was not
approved.
Organization
Writer presents information in
logical, interesting sequence,
which reader can follow
Writer presents information
in logical sequence which
reader can follow.
Reader has difficulty
following case study
Reader cannot follow the
case organization.
Economic Development Case Study Paper & Presentation:
Analysis
Writer provides excellent
analysis of the role of
government and the
economic impact of the case
supported by information
provided
Writer provides good
analysis of the role of
government and the
economic impact of the
case.
Writer provides analysis of
either the role of
gov.
The Eighties, Part OneFrom the following list, choose five.docxtodd701
The Eighties,
P
art
One
From the following list, choose five
events
during the 1980s.
I
dentify
the basic facts, dates, and purpose of the event in 2 to 3 sentences in the Identify column. Include why the event is significant in the Significance column, and add a reference for your material in the Reference column.
·
The Sunbelt
·
Suburban Conservatism
·
The Tax Revolt
·
Corporate Elites
·
Neoconservatives
·
Populist Conservatives
·
Deregulation
·
The Federal Reserve Board
·
The Energy Glut
·
The 1981 Tax Cuts
·
Spending Cuts
·
Military Spending
·
Technology
Event
Identify
Significance
Reference
The Eighties,
P
art
Two
From the following list, choose five
events
during the 1980s.
I
dentify
the basic facts, dates, and purpose of the event in 2 to 3 sentences in the Identify column. Include why the event is significant in the Significance column, and add a reference for your material in the Reference column.
·
Feminism
·
Homelessness
·
Republicans and the environment
·
Malls
·
Alternative rock
·
Madonna
·
Michael Jackson
·
AIDS
·
The Cosby Show
·
Sandra Day O’Connor
·
We Are the World
·
Global Warming
·
Geraldine Ferraro
Event
Identify
Significance
Reference
.
The Election of 1860Democrats split· Northern Democrats run .docxtodd701
The Election of 1860
Democrats split
· Northern Democrats run Stephen Douglas
· Southern Democrats run John C. Breckinridge
Republicans decide for moderate
· Republicans nominate Lincoln
· Lincoln opposes slavery in territories
· Republican platform comprehensive
Fourth party enters race
· Constitutional Unionists
· Run John Bell
Republican Victory
· Lincoln gains 40% popular vote
· Lincoln wins in electoral college
· Most Americans want settlement
South Carolina fire-eaters demand secession
· South Carolina secedes December 20, 1680
· Deep South follows
· Buchanan unable to shape compromise
Crittenden Compromise
· Proposed extension of 36º 30’
· John Tyler proposed constitutional amendment
· Lincoln cannot accept slavery in territories
· Compromises fail
Confederate States of America
· Seven states of deep South
· Montgomery original capital
· Constitution similar to that of U.S.
· Constitution protects slavery
President Jefferson of CSA
· Model slave owner; not fire-eater
· Cold personality, irritable, inflexible
· Lacks self-confidence
· Surrounds himself with yes-men
President Abraham Lincoln of United States
· Knows value of unity, competency
· Appoints rivals to cabinet
· Brunt of jokes, criticism
· Sharp native intelligence, humble
Border states
· Virginia, North Carolina, Tennessee, Arkansas join CSA
· Maryland, Kentucky, Missouri stay with Union
· West Virginia secedes from Virginia
A war of nerves
· Two Southern forts in U.S. hands
· Davis willing to let status quo stand for moment
· Lincoln decides to re-supply forts without force
· Confederates fire, beginning April 12, 1861
Art of War influences commanders
· Focus on occupying high ground
· Focus on taking enemy cities
· Retreat when necessary
· Jomini’s 12 models of war
The Armies
· Calvary: for reconnaissance
· Artillery: weakens enemy
· Infantry: backbone of army
· Also support units
Infantry
· Brigades of 2,000–3,000
· Form double lines of 1,000 yards
· Advance into enemy fire
· Then fight hand-to-hand
· Most battles in dense woods
Yanks and Rebs
· Most between 17 and 25
· From all states, social classes
· Draft exempts upper class
· Anti-draft riots in New York City
· Draft dodgers in South
· Some bounty hunters
· High desertion rates
· Shirking duty not common
First Battle of Manassas (Bull Run)
· Both sides thought war would be short
· First battle 20 miles from Washington
· South wins, Union forces flee in panic
First Battle of Manassas (Bull Run)
· South fails to attack Washington
· South celebrates victory
· Stonewall Jackson hero for South
· South disorganized even in victory
Consequences of Manassas (Bull Run)
· South becomes overconfident
· North prepares for long fight
· George McClellan given command of Army of Potomac
Northern strategy
· Defend Washington; take Richmond
· Split Confederacy by taking Mississippi River
· Blockade southern coastline
Mismatch
· North had population advantage of 22 to 9 million
· Industry in north
· Railroads mainl.
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2-3 page
paper discuss the noted advancements of these cultures including significant archaeological finds that suggest these civilizations were far more advanced than originally believed. For this paper, you will need to find
at least (2) outside
resources that support your writing.
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The Early Theories of Human DevelopmentSeveral theories atte.docxtodd701
The Early Theories of Human Development
Several theories attempt to describe human development.
Briefly describe the Freud, Erickson, and Piaget theories regarding development. Provide the major similarities and differences between each.
Explain how these early theories were developed, and why there is concern related to race, gender, socioeconomic status, and other areas of diversity in how these theories were developed.
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The Electoral College was created to protect US citizens against mob.docxtodd701
The Electoral College was created to protect US citizens against mob rule. Mob rule is the control of a lawful government system by a mass of people through violence and intimidation. However, some Americans question the legitimacy of this process. Pick one election where the outcome of the popular vote and the electoral college vote differed to create an argument in favor of or opposed to the use of the electoral college. List at least three valid points to support your argument.
Present you argument in a PowerPoint presentation.
Use speaker's notes to expand upon the bullet point main ideas on your slides, making references to research and theory with citation.
Use visuals (pictures, video, narration, graphs, etc.) to compliment the text in your presentation and to reinforce your content.
Treat this as if you were going to give this presentation live.
8-10 slides
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The early modern age was a period of great discovery and exploration.docxtodd701
The early modern age was a period of great discovery and exploration. The frontiers of knowledge were being pushed out in many directions through the work of scientists and the colonizing of the New World by the European nations. Discuss how our world today is also a world of discovery and exploration. Reflect on this in a short paragraph (250–300) that specifically links the kinds of changes five hundred years ago with the kinds of changes our culture is experiencing today.
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Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
Palestine last event orientationfvgnh .pptxRaedMohamed3
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Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
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The Effect and Management of Change in Organizat.docx
1. The Effect and Management of Change in Organizations
Student’s Name
Institutional Affiliation
Table of Contents
2. The Effect and Management of Change in Organizations
Background
Continued advances in technology and globalization have
transformed the way businesses are conducted across the world.
Rapid technological change ensures that new products and
services come up faster than demands for them are created.
Alongside, as nations develop and get richer, new markets
emerge, creating opportunities for businesses around the world.
Such changes have been the driving force for today’s business
organization to be agile so as to remain relevant in their
domains and thus remain in business (Okenda, Thuo, & Kithinji,
2017). External changes demand internal changes; thus, to
survive in any given environment, organizations must
accommodate change. Easy access of knowledge to spearhead
organization changes is foundational for such crucial endeavors.
However, other environmental factors, such as political and
sociological factors, influence what kind of change is
implemented. A review of organizational policies and
operations must be considered before carrying out any change
(Janssen, Wimmer, & Deljoo, 2015). Organizations must
prepare well and put considerable effort to succeed in carrying
out and managing change. Willing participation of all
stakeholders is paramount to efficient change management.
The change process in an organization is not devoid of
challenges. Change is always a difficult thing for any
organization to sell to its stakeholders, in particular employees.
The low success rate in change management is a discouraging
factor for any organization planning change. Also, the manner
in which change is implemented dictates its success or failure.
In some cases, organizations tend to rush in with change
initiatives without in-depth comprehension and end up losing
focus along the way. In some other cases, organizations are
overwhelmed by change concepts, which put them in very
3. volatile and risky situation. Equally, change implementers
overlook the implications of change and thus lack the structures
in place to manage such limitations (Okenda, Thuo, & Kithinji,
2017). To achieve success in a change endeavor, it is
imperative for the leadership to factor in focus, sufficient
knowledge, preparedness, and well-laid-out structures within
the system. Thus, an effective organizational leadership is
essential in achieving success in any change initiative.
As much as some organizations are opposed to change, global
business dynamics often make it inevitable. Failure to adapt to
the forces of globalization and technological innovation will
lead to extinction of businesses, unless they adapt to the new
realities. Organizational policies in this respect are no longer
relevant as businesses have to survive in their highly
competitive domains, let alone prosper (Janssen, Wimmer, &
Deljoo, 2015). Today’s businesses need to grapple with change,
in terms of ideas, policies, operations, and technology, on a
regular basis. Market dynamics, workforce demographics, and
social values demand changes in policies and operations of
businesses (Okenda, Thuo, & Kithinji, 2017). To avoid closure
and irrelevance in the business environment, organizations are
left without options. The inability to effect change has left the
business trailing their competitors in performance. Delay in
adoption of change will result in them being edged out by their
competitors. Organization competitiveness, therefore, is majorly
determined by its degree of response to changes in its
operational environment.
Besides, continued use of old methods and policies has proved
detrimental. Businesses are left in a weak position to cope with
emerging market challenges such as stagnant demand, product
and operational obsolescence, needs to adopt new technologies,
and marketing innovations, among others. Therefore, it is
evident that change is important for the continued success of
any business. For this, improved frameworks for change
initiative and development are needed, which will ensure
enhanced business survival and competitive capabilities. To
4. create a competitive advantage, leaders have to understand the
key issues and policies that require attention and effect change
in them (Janssen, Wimmer, & Deljoo, 2015). Similarly,
establishing a framework for readiness to change will determine
how effectively the organizations can exploit the emerging
economic opportunities.
Change implementation in any organization requires a
coordinated effort from all stakeholders. Furthermore, there
must be an organization-wide agreement on objectives and goals
for a successful change application. According to Okenda, Thuo
and Kithinji (2017), attentive planning and articulate
engagement of objectives by organizational leaders is a must to
ensure understanding and acceptance of the need for change in
consideration of business viability and competitiveness
advantage. Interestingly, to achieve success in change efforts,
often change of leadership is inevitable. Additionally, change
adoption requires caution as it has both negative and positive
implications. To avoid the negative ones, appropriate change
management is needed to counter any change resistance that can
surface. Employee resistance is a common roadblock to change
in organizations. The acknowledgement of a possible
confrontation with employees and steps to navigate it are
pivotal to the successful implementation of change in an
organization (Hayes, 2018). Therefore, an efficient change
management technique is called for to tackle turbulence and
unpredictability in the work environment, which might scupper
the entire change exercise.
Perpetuity and survival of organizations is dependent on their
response to change and adaptability. Letting go of the
traditional and familiar organization traditions and embracing
the unknown and untried aspects in business can be fearsome
but exciting too. When change has knocked, it is unstoppable
and, therefore, inescapable. Generally, change entails alteration
of the structures of an organization. Such modifications affect
processes of management, policies, operations, human
resources, marketing, and a myriad of activities. As much as
5. change promises growth, competitiveness, and business
survival, its implementation requires apt planning and execution
lest it causes adverse implications. According to Doppelt
(2017), development of new knowledge and training of
employees is essential to success of change implementation.
Moreover, the transition from the current mode and system of
operation to the new one requires time and a well thought-out
framework. Problems addressed by change ought to be clearly
identified to ensure that the right change is adopted.
Additionally, smooth transition and implementation of change
demand effective and continued communications to all
stakeholders involved in the realization of change. Initiators of
change should clearly communicate their vision and have in
place a change management structure to deal with any
unexpected development.
Problem Statement
Changes in policies and operations in an organization are meant
for progress and not chaos in the workplace. Changes are meant
to put the business in a better position than before to grow or
venture into new areas as well as to create a more enabling
environment for employees (Okenda, Thuo, & Kithinji, 2017).
In a globalized world, even the smallest organizations and
businesses are not immune to changes; the important thing is to
be able to embrace change. Lack of change results in poor
business performances and jeopardizes growth. Research has
found several systemic limitations that exist in most
organizations effecting change. Studies have also depicted a
myriad of emerging challenges that impedes successful change
implementation. Research has also enumerated the setbacks to
change, given a resistance to change adoption. While several
studies have tackled issues of change management in
government sectors, few studies have been done on the effect
and management of change in organizations.
Description of the Problem
Studies have shown that organizations routinely face challenges
in their change processes. Several firms still succeed while
6. many more failed in carrying out change that was profitable.
This points to a limitation in organizations to adopt change,
which is mainly a result of challenges in change management
(Okenda, Thuo, & Kithinji, 2017). Failure to successfully
implement change is an indication of lack of suitable
frameworks governing the change process. Organizational
change requires counterintuitive insights and in-depth
evaluations of managerial discretions and employee responses.
A key contributor to change implementation failure is resistance
of participants. Failure of coordination between change
initiators and other participants results in setbacks. Studies have
shown that the initial reaction of policy change is resistance.
Mostly, the resistance is from the employees. Therefore, until
all the change participants are convinced of the need for change
in an organization, the implementation process will not be
without challenges.
Change is always accompanied the modification of, often
disruption in, established structures within the organization,
which affects normal operations. Such alteration of the usual
flow of operations affects all who are involved but differently,
depending upon the roles they play in the old setup and new.
Therefore, the interruptions affect their performance. As such,
before they adapt to the new system, several challenges may
erupt. To begin with, the performances of the employees may
lag because they are unaccustomed to the new system. Also,
different expectations and behaviors may trigger resistance to
the new system. New practices, procedures, policies, equipment,
software and operation systems require an intrinsic and
comprehensive change management structure (Okenda, Thuo, &
Kithinji, 2017). Change management is important to help reduce
the negative consequences of the new modes of operation.
Addressing both the negative and positive effects of change
require fundamental process management to attain success.
Research Objective
The general objective of this study is to establish the
effects and management of change in an organization.
7. Literature Review
In essence, change involves reconceptualization of old
ways of working in an organization for new ones, often a new
way of thinking. Also, change entails incorporation of new
market ideas, methodologies, and practices. Studies have found
change to be often a fundamental organizational behavioral
shift, influenced by internal and external environmental forces.
According to Okenda, Thuo, and Kithinji (2017), any change
should seek to address a particular problem in an organization.
In other words, change must have specific purposes to
accomplish. Lack of direction and purpose will jeopardize the
viability of the organization and risks its survival in a
competitive environment, apart from creating several obstacles
in its implementation. To enhance full support of all
participants, especially employees, it is necessary for change to
be adaptive and a continuous process. Adaptability and
continuity ensure that employees embrace the new developments
and reinforce their efforts in support of the new organization
direction.
Provision of opportunities for employees to participate in
change initiatives is essential. This is because employees are
the key facilitators of change as also the key implementers. It is
the employees who are determinants of success or failure of any
change endeavor in an organization. As such, employees should
be directly in management, implementation, and facilitation of
change (Wang et al., 2017). Researchers have acknowledged
that the main obstacles to change implementation are the
employees and, therefore, structures that will foster employee
collaboration in change implementation are very significant. To
achieve success, organizations are required to exploit and
develop resources through robust leadership, vibrant
communication, and appropriate coordination. Some studies also
denote change as a process of capacity building projected
toward a review of certain issues of concern. Moreover, change
8. should seek to cover all stakeholders’ concerns in consideration
of their aspirations, values, fears, and behaviors.
Arguably, change is replacing the past with the future. It
entails a process of setting aside the old way of doing things
and embracing new modes and processes of working, even new
ways of thinking. That journey of moving from known traditions
to a largely unknown future is not an easy matter. The
uncertainty brought about by the adopted system affects the
output of employees. According to Okenda, Thuo, and Kithinji
(2017), employees require great deal of coping abilities and a
strong sense of worth to be in a position to blend into the new
system. Therefore, some resistance is to be expected, and
workers must be provided with persuasive reasons why the
change is necessary for the wellbeing of the entire organization
(Wang et al., 2017). Initiators of change must be very deliberate
in adopting several strategies to ensure full support of the
change process. The change process requires inclusive
participation from all stakeholders. The use of the
organization’s vision assists in developing a shape of the future
state of the organization in the minds of the participants,
thereby helping the mission to build a basis for change. Also,
organizational culture impacts change initiatives; sturdy
leadership and communication are pillars in tempestuous phases
of change implementation.
Most organizations, mainly in government and small
private sectors, operate in a state of no change. They are
engraved in a situation of predictability, relative security, and
stability. In such environments, many organizations have no
urge or inclination toward embracing any kind of change.
Researches have pointed out that organizations operating in
such a mindset were doomed to collapse sooner or later
(Okenda, Thuo, & Kithinji, 2017). Organizations in such
mindset are left in a weak position to cope with emerging
market challenges such as stagnant demand, new technologies,
new market innovations, and operational obsolescence. Many
studies also highlight that organizations functioning in such
9. setups are considered inefficient and ineffective in both
performance and operation. It is clear that for the success of
these organizations, the general perspective must change. For
these organizations to survive and improve their performances,
it is essential for them to have a change mentality in their
cultures, work values, and strategies, and for both employers
and employees to have a shared opinion of change. Proper
coordination between employer and employees and commitment
of all participants toward change implementation are crucial to
the success of change adoption. Studies show that the link of
cultures and systems enhanced efficiency and effectiveness of
commitment of participants involved in the change endeavor.
Furthermore, it is noted that the ultimate success is embedded in
and hinges upon individual effectiveness as well as group
effectiveness.
An organization’s success of implementing change is reliant on
the effectiveness of individuals at a personal level or at a group
level. At a personal level, employee effectiveness in change
implementation is faced several inhibitors. Knowledge,
attitudes, work stressors, and motivation affect how an
employee will respond to change, which again will determine
their effectiveness (Okenda, Thuo, & Kithinji, 2017).
Consequently, the combined effect of these factors on each
employee determines the effectiveness at group level.
Furthermore, the effectiveness of the group dictates the success
rate of the organizational change implementation. At a group
level, leadership, roles, status, and cohesiveness contribute to
its effectiveness, and the effectiveness at group level influences
the effectiveness of the entire organization. Significantly, when
the organization factors in issues such as environment, work
culture, strategies, and technology, it bolsters its chances of
succeeding in change implementation.
Change management entails frameworks that focus on
continual renewal of organizational capabilities and structures
to be in a position to meet changing demands. The change
process is a complex journey that is strongly associated with the
10. organizational strategy, which makes change management vital
(Hayes, 2018). Ideally, all changes are meant to improve the
efficiency of organizations and their competitive advantage.
However, as much as change is beneficial to the organization,
its implementation must happen while working with resistance
from some employees that are wary of their future. Therefore,
successful change implementation calls for readiness of change
from all stakeholders involved in the change process. According
to Okenda, Thuo, and Kithinji (2017), readiness is more
essential than other factors to attain an effective change
process. Change readiness is the cognitive precursor of either
support or resistance of the change process. It is embedded in
the participants’ attitudes and behaviors toward the change
effort.
Besides, change readiness is integral to and also
transformational in the change process. It entails several aspects
that are discussed here. To begin with, the topmost factor is the
vision for change that must be clearly communicated to all
stakeholders to ensure collective support. The second is mutual
trust and respect, where change initiators must adhere to all
stakeholders’ concerns in the process of change implementation
(Monteiro et al., 2017). Third, change initiatives must dictate
comprehensive consultation at every stage. All participants
must be consulted during the inception of a change process.
Fourth, management and leadership support is essential in the
provision of adequate resources to facilitate the change process
and to ensure stability during the turbulent phases of change
implementation. Finally, the perception toward the change
process is deemed the most important aspect of change
readiness. The reason for its importance is due to its ability to
discover the cause/s of resistance. As discussed earlier,
employees are pivotal to the success of change implementation.
As a result, their perception of the change effort is very
influential and has the potential to influence the success or
failure of the entire exercise. Thus, employees’ attitude and
knowledge of the change effort is key to change readiness and
11. effective implementation.
Studies have shown change management to be a response to
change in a systematic fashion. It is the organization control of
change in line with its destined direction. Other researches
depict that structures and organizational culture has a way of
controlling the organization, direction, and operation.
Interestingly, globalization has affected how organizations
manage their change in modern times (Okenda, Thuo, &
Kithinji, 2017). As a result, change management or control has
become a very laborious task. Furthermore, globalization has
subjected the aspects of change to numerous hazards. The way
to manage change process necessitates an amicable review.
According to Janssen, Wimmer, and Deljoo (2015), change
management requires an apt framework that will foster the
continued survival and thriving of a business in a dynamic
environment. Resultant forces of globalization, such as the
worldwide breakdown of socialism, advanced technological
innovation, and international economic integration, have to be
dealt with tactically. Therefore, these forces and the ever-
increasing pace of trade and commerce brought about by
globalization demands businesses engaging in change effort to
effectively instill change and manage the process appropriately.
Research Methodology
This study requires the qualitative methodology.
Qualitative research is appropriate for inquiries that seek to
capture the current realities of a particular situation. The
method allows scrutiny of human undertakings in gathering of
data through spoken or written words.
Research Design
The research design used is the case study method. This
method is appropriate when seeking to understand a particular
scenario in great depth. This method is useful when seeking
information from an organizational setting. The case study
design is useful in sourcing out the effect of change and how
change has been managed in a particular organization. The
method is suited to identify the change management
12. mechanisms in use.
Study of Population
The people used for the study were the employees of Royal
Dutch Shell plc, one of the top six global oil and gas
companies, which has experienced major change in recent times.
Data Collection
Data collection involved the survey method where interviews
are used as the main instrument of gathering information.
Limitations
To obtain in-depth of data, considerable time is needed as
well as finances, which are the key limiting factors of this
study. To have a strong foundation and findings that may be
applicable widely, the study ought to be diversified across
public and private organizations. Collecting a wide range of
information will provide a comprehensive scope with deeper
understanding of effects and management of change. Advanced
methodologies, such as qualitative longitudinal design, would
be more suited to gather in-depth data. Additionally, the
unwillingness of respondents to cooperate and the use of a small
number of respondents undermine the degree of accuracy.
Findings
Change in any setup attracts either positive or negative
effects depending on how it has been managed. The positive
effects of change include growth, competitive advantage,
dynamism, and employee self-assurance. Growth effect is
brought about by technological change and adoption of new
technologies, change of management, and inclusion of new
departments that calls for new job requirements (Doppelt,
2017). Moreover, the setup of new infrastructures, venturing
into new markets, and adoption of new market concepts
constitute growth brought about by change. Productivity and
efficient organizational performance are products of dynamism
due to successful change implementation. According to
13. Janssen, Wimmer, and Deljoo (2015), employees have
confidence in the management due to successful management of
changes in the organization. Also, according to Doppelt (2017),
the positive consequences brought about by change create a
motivation in the employees, which serves to increase their
output as well. The organization’s response to the need for
change is crucial for its effectiveness. As a result, a competitive
advantage is realized due to the application of change. The
ability to adopt new operational systems, new technology, and
new marketing concepts faster than competitors places such
organizations ahead in the market.
On the other hand, change can lead to negative effects. The
causes include lack of support and resistance internally, and
incompetence of the change initiators. Policy and other
operational changes in an organization are meant for improved
operations and creation of an improved working environment
for employees (Janssen, Wimmer, & Deljoo, 2015).
Nevertheless, employees tend to believe that change in the
organization will endanger their job in the long run. Thus, they
are opposed to change from the word go. Other factors that lead
to resistance is the fear of unknown, repudiation to be
improved, and love for status quo. However, the failure of the
change process may be also due to incompetence (Hornstein,
2015). It is required that change initiators be adequately
knowledgeable to manage and oversee change processes. Lack
of clear and comprehensive communication to all stakeholders
to convince them of the need for change will result in
challenges. Therefore, proper communication about the change
effort to all participants is essential to achieving success.
Notably, change process is difficult and apt management is
needful. Transition from the old operation systems to new
method effectively requires a well-thought-out framework. To
achieve success in change management, the issue addressed by
change should be well identified to ensure the right change is
implemented (Hayes, 2018). More so, change is always a
sensitive issue that is usually not well received. Change
14. management necessitates that change be conducted in an orderly
and systematic manner. The process should be well coordinated
beginning with front-runners to others following and should
ensure a smooth transition from the known traditions to the new
operations. Change management requires high level of stability
due to the resources needed and alignment of change to the
organization’s objectives and goals.
Significantly, change management has got several benefits to
the organizations. To begin with, change management helps
organizations in saving costs, time, and resources. Second, it
provides an opportunity to identify the problem addressed by
change and hence choosing the right change to be implemented
(Hornstein, 2015). Third, change management helps
organizations to anticipate challenges and address them
accordingly. Moreover, change management enhances
communication to all employees and convinces them on the
need for change to minimize chances of resistance. Also, it
provides the leadership of the organization with a platform for
valuation of the impacts to be brought about by change and
apply the necessary mechanism to address those impacts.
Further, change management improves organizational
performance by allowing change process to be implemented
with minimal interference in daily operations. Finally, change
management assists in relaying the benefits of change to the
organization if done in the right manner.
Recommendations
Communication is integral to change processes and change
management. Any organization embarking on a big change
effort should ensure that communication is at its best.
Communication gives adequate opportunity for addressing all
concerns raised by different stakeholders, thereby minimizing
resistance to change. Moreover, communication allows effective
change management to take place, thus increasing success rates.
Additionally, communication enhances preparedness of the
change and equips participants of change with a coping
mechanism.
15. The study recommends that trainings and workshops be
conducted prior to implementation of change. Such platforms
will enlighten all stakeholders especially the employees on the
need for change. With knowledge, the chances of resistance are
greatly reduced. Moreover, trainings and workshops provide a
foundation for proper change management. It is important that
change initiators be the leading examples in the change process.
They should strive to communicate clearly of the need and
reasons for change, and also encourage others to participate and
support the change effort. The change initiators should ensure
that change efforts are in line with the organization’s goals and
objectives.
Conclusion
In summary, change is inevitable and unavoidable in
today’s world. Change is fueled by different factors that
demand organizations to initiate change and adapt to new ways
of working. When organizations do not heed a call for change,
they risk collapse and loss of competitive advantage. Today, the
very survival of businesses, let alone growth, is dependent on
their response to change and adaptability. Change process is a
complex journey and is strongly associated with the
organization strategy, making efficient change management
crucial. Also, an effective transition from old operating systems
to new and exciting ones requires a well-thought-out framework
to deal with potent negative and positive effects. When change
management is conducted effectively, organizations can see
unprecedented success. Change should ensure that an
organization achieves the best possible structure to ensure that
its infrastructure matches its goals and mission, continues to
meet emerging challenges posed by the dynamics of business
realities and greatly enhances the potential of success for the
collective efforts of its employees.
16. References
Doppelt, B. (2017). Leading change toward sustainability: A
change-management guide for business, government and civil
society. Routledge.
Hayes, J. (2018). The theory and practice of change
management. Palgrave.
Hornstein, H. A. (2015). The integration of project management
and organizational change management is now a necessity.
International Journal of Project Management, 33(2), 291-298.
https://doi.org/10.1016/j.ijproman.2014.08.005
Janssen, M., Wimmer, M. A., & Deljoo, A. (Eds.). (2015).
Policy practice and digital science: Integrating complex
systems, social simulation and public administration in policy
research (Vol. 10). Springer.
Monteiro, R., Pereira, M., Daniel, F., Silva, A. G. D., & Matos,
F. R. N. (2017). The influence of organizational reconciliation
policies and culture on workers stress perceptions. BAR-
Brazilian Administration Review, 14(3).
Okenda, R., Thuo, A., & Kithinji, M. (2017). Effects of change
on organizational performance: A case of the Ministry of
Environment, Water and Natural Resources. International
Academic Journal of Human Resource and Business
Administration, 2(3), 501-520. Retrieved from
http://www.iajournals.org/articles/iajhrba_v2_i3_501_520.pdf
Wang, W., Fu, Y., Qiu, H., Moore, J. H., & Wang, Z. (2017).
Corporate social responsibility and employee outcomes: A …
Meaning of Problem Statement in a Research
17. A problem statement refers to clear description of issues(s) such
as the vision, issues statement as well as approach that is
needed to solve a particular problem (Bryman, 2008).
A problem statement is used to help an individual or a team to
remain focus on research efforts so as to solve a given problem.
A problem statement should be designed to address the
following questions:
*
Cont’
What is the problem? - In this sense the focus is on boundaries
of the problem such as customers or work flow among others
Who has the problem? – Focuses on the person or group that is
affected by the problem. For instance, it can be customers or
particular groups among others.
Why- Relates to the reasons that indicate the importance of
solving a particular problem?
*
Cont’
When- Relates to particular time when the problem
occurs.Where- Relates to specific area that is affected with the
problem such as certain places or process among others.
18. *
Cont’
The purpose for writing problem statement is as follows:
Introduce the significance of studying particular topic or issues
to readers Put the problem is a given context to make it easy
for carry out study on it Gives information concerning the tools
that will be needed to display required information.
*
Description of a Background The main issue in the background
of the problem is the ability to reflect on facts related to
problem so that other readers can understand the problem well.
Background description enables researchers to have better
understanding on how to design the experiment (Schindler &
Cooper, 2014).In order to have a good description of
background information the researcher needs to consider
answering the5W’s.
*
General information in a Background Search
19. Wide view of the subject of study (root of the problem)
Definition of the topicMajor dates as well as events in the
studyThe key words and specific concepts concerning the study.
*
Problem Description and Research objective
Description of the problem includes particular important points
such as the hypothesis concerning the research, main
treatments, and explanation of the location and scope of the
study. Problem description should be done on specific terms
other than general terms. Research objectives are the
descriptions what researchers expect to achieve at the end of the
study (David, 2011). The objectives in this case are determined
through looking at the kind of research that needs be done as
well as information that should be obtained by the study. The
kind of questions and subjects of study are the important factors
for determining the research objective
*
20. Examples on How Samples can be usedSamples are used when
collecting data to represent the entire population. For instance,
collecting sample data through observing a particular group of
people so as to help in making inferences concerning the
general population.
Some of the information such as individual opinions can be
obtained through sampling (opinions of college students) to
give a bigger picture concerning the popularity of particular
political candidate among the youths among others.
*
Definition of Limitations of Research and ExampleResearch
limitations refers to shortcomings or influences that put
restriction to the methodology and conclusion of a research yet
the researcher has no control over such issues (David,
2011).Some of the areas that can be used to identity limitations
include the analysis, choice of date collection methods, nature
of self-reporting, nature of the samples (scope) used in the
experiment as well as the time limit. An example of a research
limitation is on a study that is done in a particular city
involving men is subjected to limitations such as gender,
sample size as well as the location.
*
21. Example of Diagram and Chart
The percentage of new students who joins different sports in
their school each year
Example of number of cars sold within particular period
*
Conclusion
Most of the research studies have gaps which need to be
foundation for conducting other studies in the future.When
mentioning limitations the researcher should state the choices
*
Recommendations
Every researcher should strive to reduce the scope of limitations
during the study. Every researcher should follow all the
necessary steps when doing a research in order to have a
comprehensive research study.
*
22. References Bryman, A. (2008). Social research methods, 4th
edition. Oxford: Oxford University Press
Schindler, P., & Cooper, D. (2014). Business research
Methods. New York: McGraw-Hill. David, S.(2011).
Qualitative research: Issues of Theory, method and
practice, 3rd edition. New Delhi: Sage Publications.
*
Research Methodologies 1
Research Methodologies
1. Observation: is the systematic research methodology
involving observing a given species, recording and analyzing
the behavior of individuals or the object under study. It is time
consuming since a researcher has to interact with the people
he/she observes.
2. Face-to-face interview: involves conducting an interview on
one-on-one basis with a respondent. The method is appropriate
in enabling a researcher get immediate feedback from a
respondent and even observe the facial expression of the
respondent as they answer questions.
3. Telephone interview: involves conducting an interview with a
respondent through the telephone. This method is less
expensive, less time consuming and a researcher accesses
anyone who has a telephone.
4. Computer assisted personal interview: this research method is
a form of personal interviewing with the only difference being
that a respondent has to bring a laptop or a computer so as to
enter their information in a database directly.
5. Focus groups: this type of research data collection method is
appropriate in exploring a topic further so as to provide a
23. broader understanding of why a given targeted group thinks or
behaves in certain way (Gill et al., 291).
6. Case studies: this method is applied when a researcher is
trying to ascertain the extreme conditions that can or cannot be
met under a given circumstance. Under this method, all cases
are given the same starting point and then a sample of cases is
used to help justify why a given phenomenon holds.
7. Self-Studies: this methodology involves the process of
studying an individual’s behavior as a representation of others.
A researcher may study their personal sleeping habits so as to
represent the habits of other people who have the same traits as
them. The method is, however, unreliable since a researcher
might produce a biased opinion about themselves.
8. Ethnography: is a research methodology that involves
scientific research studies of the daily lives of a given society.
9. Action research: involves in-depth investigation and analysis
that aims at diagnosing a problem affecting an organization.
10. Census: is the process of obtaining data from an entire
population under study. A census offers accurate and reliable
data since chances of errors are extremely low due to the
incorporation of the entire population understudy.
11. Sample survey: refers to the use of a given sample from an
entire population as a representation of a general population
under study. This method is appropriate in areas where the
population to be studied is so large such that a researcher and
the research has no time and resource to conduct a full study on
the entire population.
12. Experiments: this is a controlled study that attempts to help
a researcher understand the cause-effect relationship of a given
object under study.
13. Casual inferences: Involves the use of scientific
experimentation guidelines so as to understand the cause-effect
relationship of randomly assigned subjects from a given group
or population.
14. Documentation: involves providing substantial descriptions
that are essential in further exploring a given subject under
24. study by a researcher.
15. Creative strategy: involves the use of electronic data
sources such as video as alternative research methodologies.
16. Triangulation: this method involves the use of multiple
research methodologies so as to enhance the validity of the data
under study. The process can involve the use of observation,
focus groups, and even in-depth interviews as a way of
investigating the reliability of given data.
17. Paper-pencil questionnaire: involves the process of an
individual answering questions presented by a researcher. The
method is convenient since questionnaires can be sent to a large
number of people, thus, saving a researcher’s time and money.
18. Web-based questionnaire: this is a more modern method of
questionnaire in which the respondents receive and answer
questionnaires through the internet (Gosling et al. 93). The
method is quicker but can only be used by respondents who are
computer literate.
19. Secondary data methods: involves the use of already
existing sources of data such as archives, books, census data,
and other government sources. The use of secondary data
sources enables a researcher to access data with much ease
without necessarily going to the field (Hox and Hennie 593).
Works Cited
Gill, Paul, et al. "Methods of data collection in qualitative
research: interviews and focus groups." British dental
journal 204.6 (2008): 291-295.
Gosling, Samuel D., et al. "Should we trust web-based studies?
A comparative analysis of six preconceptions about internet
questionnaires." American Psychologist 59.2 (2004): 93.
Hox, Joop J., and Hennie R. Boeije. "Data collection, primary
vs. secondary." Encyclopedia of social measurement 1.1 (2005):