The Failures Of Affirmative Action Essays (124 words) -

The Failures of Affirmative Action Sometime in the distant past, there were two individuals who went to a meeting for just one occupation position at a similar organization. The principal individual went to an esteemed and exceptionally scholarly college, had long periods of work involvement with the field and, in the psyche of the business, could have a beneficial outcome on the organization's presentation. The subsequent individual was simply beginning in the field and appeared to come up short on the desire that was obvious in his adversary. ?Who was picked for the activity you inquire. All things considered, if the story occurred before 1964, the appropriate response would be self-evident. Notwithstanding, with the to some degree ongoing appropriation of the social strategy known as governmental policy regarding minorities in society, the appropriate response gets muddled.

Express

Express Express Express By Maeve Maddox A peruser has an inquiry concerning the utilization of the transitive action word express: Is there some kind of problem with an expression like this: He communicated that he was worn out? It appears to be odd to me, however I cannot make sense of why or if Im simply misguided. It appears as though you could state, He communicated the possibility that he was worn out. Indeed, the sense is somewhat unique, yet would one say one is correct and the other wrong? Is the issue that express is a transitive action word? The strict importance of the action word express is â€Å"to press or crush out.† For instance: Water might be communicated from a wet towel by curving the towel. Bosom milk might be communicated physically or with a mechanical gadget. Formless metal tapes are delivered by communicating a metallic liquefy in a gracefully compartment through at any rate one spout opening. Express has more than one allegorical use. In one sense, express is â€Å"to portray† or â€Å"to represent,† either genuinely or emblematically. For instance, specialists express the human figure in drawing and in mold; mathematicians express one amount regarding another amount. Express can mean, â€Å"to show or uncover by outside tokens.† For instance, â€Å"Ancient Roman water systems still being used express the virtuoso of Roman engineering.† Another importance of express is â€Å"to placed into words†: Genuine mind is nature to advantage dressed, What oft was idea, however neer so very much communicated.- Essay in Criticism, Alexander Pope This significance of express is likewise utilized reflexively, as in the titles of melodies by Madonna and Ice Cube: â€Å"Express Yourself,† i.e, â€Å"say what you think.† These definitions don't deplete the employments of express, however they do take us back to the reader’s question: â€Å"Is there some kind of problem with an expression like this: ‘He communicated that he was tired?’ † The appropriate response is â€Å"Yes, there’s something wrong.† It’s not informal. Express is transitive, yet that isn't the issue. Other transitive action words, similar to state and concede, can accept a thing condition as their items: He says that he was there, however I didn't see him. (thing provision, direct object of says) I concede that I wasn't right. (thing statement, direct object of concede) At the point when express takes an immediate article, notwithstanding, the item can't be a proviso. Thus, the reader’s first model (He communicated that he was worn out) â€Å"sounds wrong,† however the subsequent model (He communicated the possibility that he was drained) â€Å"sounds right.† Why? It’s a matter of figure of speech. I can just say with Professor Brians (Common Errors in English Usage), You can communicate a thought or an idea, yet you can’t everâ express that.  Need to improve your English in a short time a day? Get a membership and begin getting our composing tips and activities day by day! Continue learning! Peruse the Misused Words class, check our well known posts, or pick a related post below:100 Exquisite AdjectivesBetween versus In BetweenWhen Is a Question Not a Question?

Adventure sports in India Essays

Experience sports in India Essays Experience sports in India Essay Experience sports in India Essay Article Topic: The Beast in the Jungle Experience athleticss has quick made up for lost time in the Indian environmental factors. India offers colossal possibility for adventure darlings all through its length and exhaustiveness. Appreciate the most alone venture circuit in India, influencing trekking, jeep battle, untamed life crusade, scubadiving, skimming, skiing, stream boating, stone mounting, hiking, cycling, . Trekking is a great movement that is incomprehensibly utile for both natural structure each piece great as head. It is a kind of strict experience reviving the head fixing it for the everyday diifficulties of life. The Indian Himalaya are an extreme completion for adventure sweethearts and has pulled in Trekkers and admirers of nature Indian Himalayas are the start of significant life supplier waterways, similar to Ganges Beas, Satluj and their feeder. The Himalayan mountain extents of India offer amazing, very questioning trekking routes.The list is everlasting and alternatives are mind boggling.Mountaineering in India was presented by the Europeans in the eighteenth century. India offers an energizing hiking experience to an adventure sports darling. The Himalayas that stretch from north-west of India to far north-east offers a figure of skyscraper extremums that are viewed as perfect for mountaineering. A portion of the incredible topographic focuses for mountaineering in India ar e Leh Ladakh in Jammu and Kashmir, Garhwal and Kumaon Himalayas in Uttarakhand, Kullu vale and Lahul Spiti in Himachal Pradesh, and Sikkim and some different pieces of north-eastern part. Calculating A ; FISHING are two particular caper exercises among the numerous others that are offered in the India. They are exceptionally fit to the Indian plane landmass as a result of innumerable waterways that class through the sweeping Gangetic Plains, and start in the upper scopes of the splendid Himalayas. The reasonable hotfooting Waterss of these varying streams and their feeders give top of the line angling and calculating get-aways musca volitanss that are catching in their chip and clean mountain magnificence, each piece great as rich inciting place where there is a figure of various arrangements of fish. The daring scenes for calculating and calculating degree from the olympian Himalayan vale, snow-took care of conduits and high stature lakes to the expansive beach front stretches of the Arabian Sea and the Bay of Bengal. With a figure of natural life asylums and national Parkss, India offers a first-class chance for untamed life Tourss in Quite a while. India is spot to numerous natural life invigorate creatures ; Asiatic ruler of monsters and tiger are two chief alluring powers of the Indian wildernesses. These two invigorate creatures are conceivably what pull most natural life darlings to India. In any case, that is non only appealing power that India offers on its untamed life Tourss. The untamed life asylums and national Parkss in India are pullulating with a wide grouping of vegetations and fauna.There are army topographic focuses in India that are most loved among birdwatchers. Wilderness boating is a significant level, high epinephrine H2O venture that has barely any other caper athleticss fiting its alone elation and blast! The problematic H2O, the unmanageable speeds, and the test of doing it over the beating rapids is a bloodcurdling high that makes them chomping at the bit to travel!

Leadership & Teambuilding Halcrow Pakistan Pvt Ltd - 3300 Words

Leadership & Teambuilding: Halcrow Pakistan Pvt Ltd (PowerPoint Presentation Sample) Content: Leadership Teambuilding Halcrow Pakistan Pvt Ltd Table of Contents Acknowledgment 3 Executive Summary. 4 Introduction to Halcrow Pakistan Limited. 5 Brief History: 5 Introduction to the organization: 5 Details of Services: 6 Competitors: 6 Organizational Structure. 7 Brief Introduction of the CEO.. 7 Introduction to Leadership its Importance In Corporate Level 7 Difference between Leadership and Management 8 Top 5 Qualities of a Leader. 9 Leaders in the Organization. 10 Vision Of Halcrow Pakistan. 10 If Leadership is about influencing the followers so how the CEO do it in real?. 11 Coaching as a Required Skill of a Leader?. 11 Challenges to be an Effective Leader. 11 Development of Leaders in Halcrow Pakistan Ltd. 12 How the leadership Skills are developed in the Team Members?. 12 Importance of Potential Leadership Skills at the Time of Recruitment 12 Mentoring Programs in Halcrow Pakistan. 13 Leadership style. 13 Assessing the CEOs Leadership Skills on the Managerial Grid. 13 Executive Summary Leadership is all about influencing people to work together in order to attain a specific desired goal. The report contains the facts about leadership that how it is being implemented in the real practical world. It includes responses to certain questions that how a CEO of a company accomplishes the organizational goals by standing at the position of a leader. It explains how the CEO tries to induce the leadership qualities in his employees and as well as how he is able to influence others to work together to attain a specific goal. Not only this but this report is also concerned about the specific leadership training programs that are conducted in order to polish the leading skills in the employees. It is explained in the report that leadership is not only confined to the top management but it is also present at the several levels in the organization. Leadership is at the strategic level with the CEO and it is also along with the operational level with the team leaders. This helps us to understand that in Halcrow Pakistan the leadership development not only occurs at the top most level but also at the bottom levels where it is relevant and is required. Introduction to Halcrow Pakistan Limited Brief History: Halcrow Group Limited is a multinational engineering consultancy company, based in the UK. Halcrow is one of the UKs largest consultancies with origin stretching back to 1868. It was founded by a civil engineer, Thomas Meik in 1868. The company is undertaking commission in over 70 countries from a network of more than 90 offices. Halcrow Pakistan was established in 1993 by Halcrow Group of UK. Introduction to the organization: Halcrow Pakistan (PVT) ltd was established in 1993 by Halcrow Group of UK. HPKs ability to integrate local terms with the international experts from other parts of Halcrow Group continuously brings international best practices to its clients. With over 21 years of experience in delivering large multi-disciplinary projects to small-scale specialist assignments in Pakistan as well as overseas, HPK has established itself as a leading engineering company that has its own identity in Pakistan. With the acquisition of Halcrow Group by CH2M HILL, HPK operates as an independent company that was formerly part of Halcrow Group. In Pakistan it has its main offices in Karachi and Islamabad. Clients remain at the center of HPK's operations they ensure that HPK contributes in projects as a stake-holder. With a staff strength of over 200 located in offices in Islamabad, Karachi, Lahore, Peshawar, Sukkur and Swat, HPK has and continues to deliver projects for clients that include donor agencies, international funding institutions, international oil and gas companies, international consulting and construction companies, planners and architects, private infrastructure developers, private property developers, contractors, industrial conglomerates, non-government organizations and selected local and government authorities. Some of our key clients include USAID, DFID, Asian Development Bank, The World Bank, Japan International Cooperation Agency, Halcrow Group Limited, Mott McDonald International, CH2M HILL, Hutchison Port Holdings, OMV, BHP, MOL, Premier Oil, Petronas, KUFPEC and ENI. Details of Services: Program Management Project Management Geotechnical Investigations Environmental Assessments (IEE, ESIA, EIA) Health, safety environmental (HSE) monitoring Planning, feasibility and scoping studies Concept and detailed engineering designs Access roads and well site engineering and infrastructure for the oil gas sector Construction management and supervision Energy, power, and electrical engineering solutions Quantity surveying and cost estimation Procurement and contracts support Community engagement Economic and financial analyses Institutional assessment Sustainability analysis Monitoring and evaluation Topographic, GIS, and other surveys Competitors: The competitors of Halcrow Pakistan may include; NESPAK, AAA Partnership, EA Consultants ECIL. Organizational Structure There are approximately 226 employees currently working in Halcrow Pakistan (pvt) ltd. Brief Introduction of the CEO Mr.Usman Mumtaz is the CEO of Halcrow Pakistan. He has an experience of over 25 years in the industry. He has completed his BS Civil engineering from the NWFP UET and has completed MS in Construction Management from the University of Birmingham. He has extensive experience and knowledge about the fields of Construction management, strategic business planning, Project management, Contract management, HR management and Business Development. Introduction to Leadership its Importance In Corporate Level According to the interview conducted with the CEO of Halcrow Pakistan we can to know that to him leadership is not only about influencing others and getting the work done through a collective team of people. It is something more like inspiring others, aiming others to get themselves directed towards a desired goal, making them believe in their dreams and to make them think on what is their actual potential. This all makes a person able to achieve more by utilizing the maximum of his capacity. In the general idea, leadership is mainly concerned with the fact that a leader is responsible to dominate the group in order to make them work. But it is not the case in a successful corporate organization. In the corporate level the professional top level management is commonly considered as the leaders. But in our organization, Halcrow Pakistan, leadership is not confined only to the top level management. Thus, only the top level staff is not the blessed ones who get most of the trainings and incentives. In this organization leadership is present in almost all the hierarchical levels. It is not only important that the person is a formal leader but in this organization perceived leaders do also exist! According to the response in the interview, we concluded that leadership plays a vital role in the corporate level. This is because in the formal structured organization, there is an immense need of proper leadership in order to achieve the organizations vision and mission. Not only at the top level management but also at the operational and frontline stage there is a need to have certain type of leaders. People at the top level management needs a leader who can make the organizational dreams come true by making proper strategies and implementing it accordingly in the best effective manner. At the operational level leadership is needed because it can help the functional teams to work together with a strong inspiration and dedication under the leader to accomplish the task. Difference between Leadership and Management According to the interview we came to know that a manager can probably be a leader, but a leader will always have command on the management skills. Management is mostly about planning, organizing, implementing and controlling. This does not actually include the leadership traits. Management is not necessarily about influencing others or inspiri...

Ethics Of The Medical Waste Management - 1496 Words

An employee found her employer a nothing illegal matter but very contravening the spirit of the agreement between its own employer and client. Chantale is this brave lady which questioned Cleanco Waste Management, her employer, which in charge of disposing of medical waste from a local hospital. The documents shows that Cleanco had been disposing of some of this medical waste in a local municipal landfill. After Chantale gathers together the documents and present Angela van Wilgenburg, the Operations Manager of this company, Chantale get the answer â€Å"This isn t your concern. Considering her situation, Chantale need keep her job and still has faith in management, so brings this matter to us. Ethical behave and cost controlling are always the issue question our mind. Initially the hospital seeks to be a good corporate citizen and therefore chose Cleanco for the contract as Cleanco has a reputation for disposing of waste in an environmentally responsible manner. As the Medical Waste Management, Cleanco choose a local municipal landfill instead of professional disposing, the target is only to save money and cut cost. But ignoring the threat to public health. The Operation Manager Angela believed â€Å"there’s no real danger to anyone from the tiny amount of medical waste that slips into the municipal dump. I consider this matter closed. Chantale have no idea about the further moves. This action so far is jeopardizing her position and base on the faith on management andShow MoreRelatedSocial Justice Issues with the 2014 EWB Challenge in Nepal Essay1657 Words   |  7 PagesI have chosen the project topic of waste management for the 2014 EWB Challenge in Nepal and in my essay I shall attempt to highlight the social justice issues which are both conspicuously as well as subtly entwined with it. 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With the possibility of Immigration Reform, President Obama could potentially add millions of new citizens into the healthcare mix, thus expanding the healthcare scope. Overall, economic factors will always be unpredictable. Within theRead MoreThe Management Of Healthcare Waste1989 Words   |  8 PagesIntroduction The management of Healthcare waste (HCW) has continued to generate increasing public interest due to the health problems associated with human exposure to potentially hazardous wastes arising from healthcare (Tudor et al., 2005; Ferreira, 2003; Da Silver et al., 2005). Presently a considerable gap exists with regard to the assessment of healthcare waste management practices in several other countries in Sub–Saharan Africa, â€Å"healthcare waste management continues to present an array of

Essay on Impact of Technology on Student Achievement

Outline Topic: Impact of Technology on Student Achievement I. Introduction II. Ensuring Equitable Use of Technology for Educational Excellence III. Theorists Views on Technology as it relates to Student Achievement IV. Using Technology as a means of Meaningful Learning V. Summary, implications, and discussions Impact of Technology on Student Achievement There are several ways a teacher can measures student achievement. Teachers can use grades, portfolios, etc. to monitor student’s progress in the classroom. The four main features of the No Child Left Act (NCLB) are ‘stronger accountability for results, more freedom for states and communities, research-based methods, and parent†¦show more content†¦5). Several states are successfully utilizing instructionally strategies in their integration of technology into instruction. One example is Missouri’s eMINTS program, which focuses on innovative instructional processes, support elementary teacher to develop student-centered, and inquired-based instructional practices through multimedia and the computer technology (eMINTS 2002, p. 2). The results have revealed statistically differences in the performance of eMINTS students who participated in eMINTS classrooms have outperformed their peers in statewide math assessments administered through the Missouri Assessment Program to non-eMINTS students across an array of subject areas (ISTE, 2008, p.5). Based on views of various researchers, the equitable use of technology, and technology as learning tool, elementary, middle, and high school students should be required to use various technology tools to improve student achievement. Digital equity is a social justice goal that ensures all students have access to information and communication technologies for learning, regardless of socioeconomic status (SES) disability, language, race, or gender. Equitable access to technology is an aspect of the concern for digital equity. Between 1994 and 2002, classrooms have increased the usage of Internet from 2% to 89% (Judge, Puckett, Bell, 2006, p. 52). According to ISTE (2008, p.8), minority students tend to have ‘less accessShow MoreRelatedThe Impact of Using Technology on Students’ Achievement, Attitude, and Anxiety in Mathematics8727 Words   |  35 PagesTHE IMPACT OF USING TECHNOLOGY ON STUDENTS’ ACHIEVEMENT, ATTITUDE, AND ANXIETY IN MATHEMATICS Maxima J. 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However, rather than completely embracing the modern trend of learning, many institutions have instigated limitations on the use of technology in an academic setting. It can potentially do students a disservice if used inappropriately. Conversely, class-oriented electronic devices including overhead projectors, computer s, laptops, and assistive equipment for special education can be very

Odc Interventions free essay sample

Goals, Vision and Mission Boundaries Pattern of activities/administrative practices Assumptions, values and belief Culture Structure Organizational change consists of goal-oriented and to a degree, pre-planned actions, the final result of which can be, more or less, clearly formulated in advance. Van deer Violist What is planned change? Planned change is a conscious, deliberate and collaborative effort to improve the operation of a system -whether it be a self-system, a social system, or a cultural system -through the utilization of scientific knowledge. Bennie, Been Chin. Nuncios, deliberate and collaborative effort to improve the operation of human system through utilization of valid knowledge. Lippie Elements of Planned Change Outcome: goals, results, direction, improvement, renewal History: causes, need, motive, context Actors: External/lanterns Phases: steps, sequences Communication: interaction, cultural aspects Steering: monitoring, directing, guiding Taxonomy to Change Dire ctional Change: Occurs under conditions of severe competitions, regulatory shifts in government policy, and unsuccessful business strategy. We will write a custom essay sample on Odc Interventions or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Fundamental Change: Redefinition of current purpose or mission. Operational Change: Improvement of quality, quantity, timeliness, unit cost of operations, in developing products and services. Total Change: Developing a new vision, achieving a turnaround; a drastic surgery of the existing system. Planned Change: Basically an operational change on a calculated basis as a response to internal and external demands e. G. Downsizing. Happened Change: Unpredictable. Occurs due to external causes over which one my have no control. Transformational Change: Change involving the entire or a greater part of the organization due to a severe threat to its survival. The threat may occur room industrial discontinuities, shifts in a products life cycle or internal change e. G. Union-management conflicts. Revolutionary Change: Abrupt changes in the organizations strategies and design. Recreation: Tearing down the old structure and building a new one. A metamorphosis -becoming not Just better but different. Strategic Change: Change of all or most of the organizations components. Anticipatory Change: Changes carried out in expectation of an event. In anticipation of such change, the organization may tune-in (incremental change) or re-orient itself. Reactive Change: Response to an event or series of events. Adaptive changes are limited t a sub-system or apart of the sub-system. Recreation can also be reactive but involves the whole organization. [Source: Management of Organizational Changeably K Hairgrips (Response Books)] External Factors of Change Political forces: Political environment is an important trigger for organizational change. Managers need to understand the political system of the country where they work. During the sass, an all-encompassing phase of globalization began throughout the world. Globalization in turn facilitated free markets. Governments began to withdraw their stake from the business enterprises. A number of countries De-regulated industries and thus created new opportunities for entrepreneurs. From regulators, the governments have become facilitators. As a result of new thrust given to free market and foreign direct investment, the companies have changed their strategies and they are growing by leaps and bounds. Certain developments in the international political scene such as the transition of the East-European nations to democracy and market economy, opening up of the economy of South-East Asia, the collapse of the erstwhile Soviet Union, the Unification of Germany, the Gulf War, the crisis in Yugoslavia etc. Eve had profound impact on economy and business thereby triggering organizational change in a number of companies. V Militant and S Rampancy in their seminal work Change Management (Response Books) mention that organizational change itself is a political process because it involves influencing, persuading, and negotiating with people in order to bring about a change i n their mental models. The manager tries to ensure the support of the key and influential individuals in the organization while implementing any intervention programmer. Economic forces: The uncertainty about future trends in the economy is a major cause to change. For example, titillating interest rates, declining productivity uncertainties arising from inflation or deflation, low capital investments, etc. Have significant impact on industrial organizations. Economic forces usually determine the direction an industrial organization takes. For instance, Informs has changed its strategy from being a profitability-driven organization to growth-oriented one due to economic slowdown in the USA from where they got maximum number of clients. According to a report published in Mint (New Delhi) on 29 July 2008, Informs new approach is a consequence of what is happening in the market in which it operates. Excerpts from the news item: By focusing on growth now, they (Informs) will be looking to add new customers as their existing clients are cagey about increasing their budgets further. Informs has said it will look to add new customers even as it expands its presence in businesses such as health care, pharmaceuticals, logistics, energy and utilities. Currently, much of its revenue comes from four major areas: financial services, telecommunications, manufacturing and retail. The company expects to grow revenue 6% in the three months to September as compared with the corresponding period in 2007. The emphasis on growth could mean a further dip in Informs operating profit margin, measured as operating profit (or earnings before interest, taxes, depreciation and amortization) expressed as a percentage of revenue. In the quarter ended June, the companys operating profit margin was 30. 4%, down 2 percentage points from the previous quarter in the wake of higher salaries and visa costs. Over the past two years, the companys operating profit margin has stayed in the 30-32% range. Informs push for growth reflects the new business reality in the software services business. Our existing customers are not growing and we need to mind new growth engines, Supranational said. As part of growth strategy, the company plans to add new customers and newer service lines such as learning services and offering software as a service (where companies pay not for the entire solution but for what they use) by investing in solutions and intellectual property. The company is focusing on newer geographies such as West Asia, India, Latin America and South Africa. Informs, which serves customers such as British Telecoms Ply. And Cummins Inc. , derives about 63% of its revenues from North America, 27% from Europe and about 10% from the rest of the world including India. We want to reduce our dependence on the US by growing operations in other geographies such as Europe and rest of the world, Supranational said, adding that the target revenue ratio from these three geographies for the company would be 40:40:20. He did not elaborate on the time it would take the company to achieve this revenue mix. Informs ended 2007-08 with revenue of Errs,692 core and a net profit of RSI,659 core. The company has issued a guidance of revenue up to Errs,622 core and earnings per share of up to Risks. 06 in 2008-09, a growth of 29. 5% and 24%, respectively. Shares of Informs closed flat at RSI ,538. Each on the Bombay Stock Exchange even as the exchanges benchmark Senses index closed marginally down at 14,349 points and the technology index ended marginally lower at 3,606. 81 points. In the past year, shares of Informs have touched a high of RSI,140 each and a low of RSI ,212 each. (Source: http://www. Livening. Com/ 29 July, 2008) Global Competition: Companies often change due to explicit or implicit pressure from their competitors who might have better technologies, better systems, better products, better brand image, better HER practices, better tearless service or better supply-chain. Moieties, the competitors might have advantages of being a first mover in the market or having a monopoly in raw material procurement (a captive mine for Steel companies, for example). When the competition is sharp-edged, the companies have no choice but to usher in necessary changes. Ionians strategic move to reengineering its Research and Development unit is a case in point as reported in Economic Times (New Delhi) on 6 August 2008. Excerpts from the news item: In a major strategy change, handset major Monika is re-engineering its research and development (R;D) model world-wide to tackle growing competition from unconventional sources of competition like Apples phone and Googles mobile phone platform Android. Taking a cue from companies like PG, Monika which till now largely carried out in-house innovation and RD, is looking at external collaborations for product innovation. Nearly 50% of its new innovations are expected to come from external sources, a fact which is expected to help the company cut RD costs significantly. It is expected to spare higher resources for product design and marketing, reduce time-to-market and improve return on investment (ROI), sources said. The Finnish giants move, which will be implemented throughout the company, is based on findings that breakthrough innovation sometimes originates from external sources. The company has also initiated a company-wide cultural change program, called Living it working to directly involve and expose employees to consumers The major change in the way Monika will now look at RD has been caused by a slew of reasons. Not only are consumer preferences changing faster than ever, competition is emerging from hitherto unknown quarters. Computerize Apple has swept the world with its phone, which now poses a huge halogen for Monika. Google, which started as a search engine, has now launched a mobile phone platform called Android and the first handsets from this initiative are expected in the second half of this year. (Source: The Economic Times, New Delhi, 6 August 2008) There are other illustrations of completion-led organizational change as well. Facing stiff competition from the American automobile majors, the Japanese automobile companies such as Toyota, Ionians and Mediumistic have been forced to relocate their manufacturing and assembly operations to South East Asia where the cost of labor is quite low. Simultaneously, they have established their plants all over Europe and America to get past the import restrictions. In this process, they have been able to retain their competitive edge in catering to the global automobile market. Technological forces: The world is characterized by the dramatic technological shifts. The technological advancements, particularly in information and communication technologies, have revolutionized the workplaces and have helped create new range of products and services. For example, a super communication system is on the anvil in which about 20 Japanese companies will Join a Motorola-led project to set up a atelier cellular telephone system that can be used anywhere on the earth. The partner companies include Sony, Mediumistic, Crockery, among others. The estimated cost of the project is IIS$ 132 million or 15 billion Yen. Globalization: Globalization meaner integration of capital market, labor market and commodity market. This integration has touched almost all the aspects of business lifestyle. Hence, globalization is a unique trigger to change present everywhere. Internal Factors of Change System dynamics: An organization is made up of sub-systems, similar to that of the sub-personalities in human brain. The sub-personalities in the brain are in constant interaction with each other creating changes in human behavior. Similarly, the sub- systems within an organization are in constant and dynamic interaction. The factors that influence the alignment and relationships are, for example, technology, internal politics, dominant groups, and formal and informal relationships within it. Inadequacy of administrative process: An organization functions through a set of procedures, rules, and regulations. With changing times and the revision of organizational goals and objectives, some of the existing rules, regulations and reoccurred could be at variance with the demands of reality. To continue with such functionally autonomous processes can lead organizational in-effectiveness. Realization of their inadequacy induces change in the organization. Individual/group expectations: The organization as an entity is a convergence f people, each one aiming to satisfy his/her needs and aspirations. In anthropological context, man is a social animal whose needs and desires keep changing. This creates differing expectations among individuals and groups as to the needs they intend to satisfy in the organizational context. Positive factors such as ones ambition, need to achieve, capabilities, career growth, and negative aspects such as fear, insecurities, frustrations, etc operate as complex inter-individual and inter-group processes inducing change in n organizations functioning and performance. Organization design and structure: Over the years, structure of a company might become redundant due to new technologies and paradigm shift in managerial practices. At times, structure becomes a stumbling block in retaining competitive edge because of cost as well as procedural issues. Such a situation invariably leads to structural changes in the organizations. Many companies have launched structural reforms in their endeavourer to remain at the top. Examples include: MOM, Data, Ford, Hounded etc. Skills of a Change Agent Any person who has the power and knowledge to make a difference, challenge the stereotypes and create prototypes can be termed as change agent. A change agent must possess the following: Knowledge of the business environmental (understanding); A value system and self-concept to support and under gird the actions of a change agent (motivation); Change agent abilities (skills). Change Agent Abilities: The following is a listing of change agent abilities compiled room numerous sources. Resilient Optimistic Tenacious Committed Passionate Patient Emotionally intelligent Assertive Persuasive Empathetic Authentic Ethical Self-Aware Competent Curious They can: Communicate ideas clearly, concisely, and precisely both orally and in writing Listen to others and incorporate their ideas and perspectives Accommodate individual differences (cultural, socioeconomic, global, etc. ) in your decisions and actions and be able to negotiate across these differences. Engage in se lf- assessment, self-reflection, and analysis Reflect on what is happening to make meaning, gain perspective and understanding Engage in civil discourse and debate Mediate and resolve conflicts Analyze power, structures of inequality, and social systems that govern individual and communal life Recognize the global implications of their actions Span boundaries Challenge the status quo effectively when appropriate Creatively and collaboratively solve problems using critical thinking skills; search for families of solutions for complex multi-faceted issues Collaborate, network What makes good change agents? When assessing potential candidates for roles as change agents, three questions need to be asked: Do they have the right attitude? Do they possess the appropriate knowledge? And do they have the necessary skills? Here is an exploration of each of these questions: The Right Attitude Change agents cannot succeed without great persistence. Change is a complex and labor-intensive process that arouses feelings and emotions. Angry people, frustrated teammates, conflicting priorities, unforeseen problems and behind-the-scene resistance are typical daily challenges. Project leaders or managers cannot lead names through these difficulties without determination and stamina. To avoid changes in leadership in the midst of change, change agents must be fully committed to see projects through to completion. A good way to ensure such commitment is to appoint ambitious and enthusiastic individuals who have potential for career advancement within the organization. They will look at the challenges as a career-development opportunity and will be highly motivated to succeed. These high potential employees will gain a broader understanding of the business, an extended network of relationships and stronger leadership skills. Attitude is one aspect of good hanged agents that is often overlooked. A person with relevant knowledge and skills but inappropriate attitude will not be able to contribute as much to the organization and the community. Moreover, the higher the skills and knowledge of a person, the greater damage they can do to the organization if their attitude is flawed. Change agents must be prepared to stand up for their projects, even if it meaner tactfully challenging powerful executives including the senior leadership. In many cases, implementation problems are due to the project sponsors or top management under-estimating the significance of their own duties. They are reluctant to commit the necessary resources; they sometimes send conflicting messages about the importance of change by failing to apply enough pressure to those who resist; or they alter priorities half-way through the change. Change agents must act as voices of conscience when any mid-course corrections are contemplated. It is the responsibility of change agents to make sure such issues get a complete airing in order to avoid the project ending in failure. One effective change agent summed up the attitude needed: My primary goal is to ensure this project succeeds, no matter what. My secondary objective is to preserve my personal relationship with all senior management. The best change agents are tactful and diplomatic. Political skills are necessary, not so change agents can Join in the game, but so they can better understand it. Change leaders must make their own Judgments and keep their own counsel. No one can do that for them. The Appropriate Knowledge Project sponsors should be seasoned change agents with a general understanding of the business. However, project managers should be subject-matter experts in their respective area of responsibility. Having someone with excellent project management kills is simply not enough. They will crash due to lack of detailed understanding of the subject area. Expertise also brings the credibility and respect needed to succeed in their role. Simply put, change agents better understand how a business works in particular, the business in which they are involved. This entails understanding money where it comes from, where it goes, how it goes and how to keep it. The Job also requires knowledge of markets and marketing, products and product development, customers, sales, selling, buying, hiring, firing and Just about every other aspect of the business. In addition to the relevant expertise, change agents also should be well-connected throughout the organization. Active relationships in all areas of the organization are important in communicating effectively with stakeholders, developing coalitions and designing a successful roll. The Necessary Skills The pressure on the project leadership can be tremendous. Change agents have to be able to operate during times of instability and uncertainty. They have to manage conflicting priorities, multiple constituencies and fast-approaching deadlines. They are responsible for guiding the organization through the numerous challenges of ruinations. Therefore, in order to survive, change agents must possess the ability to remain highly effective under intense pressure. In addition to being well organized and disciplined, change agents need strong analytical skills. Guessing wont do. Insight is nice, even useful and is sometimes mistaken for brilliance, but insight is often difficult to sell and almost impossible to defend. A rational, well-argued analysis can be ignored, but not successfully contested. Change agents must learn to take apart and reassemble operations and systems in novel ways, and then determine the financial and political impacts of what they have done. At the same time, good change agents must be flexible enough to work around roadblocks and handle evolving priorities. In short, a disciplined and yet flexible approach is needed to tackle the challenges of change. People skills team-building, forging strong interpersonal relationships and communicating within groups are mandatory tort good change agents. The challenge is to build the project team, putting the team members competencies to best use. To succeed, change agents must create a strong sense of identity, purpose and Joint-ownership, as well as a high-performing mindset. To manage resistance a natural part of the change process change agents must start by understanding and acknowledging the resistance. They need a lot of empathy, with good listening skills. Change agents must be able to put themselves in the shoes of people affected by the change. Resistance is most damaging when it remains unnoticed. It usually occurs when the feelings and concerns of employees are ignored or when they feel change is forced upon them. In order to avoid resistance or the risk of hidden resistance, change agents must learn to listen to the voice of employees and involve them in decisions whenever possible. During the change, communication is the glue that keeps the organization together and moving toward the desired goal. Change agents need to be able to communicate effectively at all levels and across all organization boundaries. Choosing a Good Leader for a Change Change is never easy and the failure rate can be high. Top management must take a hard look at the candidates for change agent positions. If none of the in-company candidates closely match requirements of the Job, then a search outside the company is required. And, once an organization finds the right individual to be its hanged agent for a project, management has one more commitment to make assuring the change agent has between 50 and 100 percent of their work time available to dedicate to the success of the initiative. Resistance to Change People like Comfort Zone Stability Predictability Familiarity Conventions Status quo People do not like Change Risk Instability Uncertainty Both these factors have an impact on how people react to any change programmer at a workplace. More precisely, why people resist change? Fear of Unknown Fear of Failure Disagreement on need for change Losing something of value False beliefs/Misunderstanding Lack of Trust Personals TTY Conflicts Peer pressure Loss of status/Job Phases of Organizational Change Organizational change causes individuals to experience a reaction process comprising four phases: Initial Denial: Employees feel that change is not at all required in the company. Resistance: Employees try to prevent the implementation of change programmer Gradual Exploration: Employees try to explore their role in the new scheme of things and start cooperating with the management Eventual Commitment: Employees commit themselves to new way of doing things. Resistance is a natural and normal response to change because it involves going from known to unknown. Conceptual Framework of Resistance to Change Perception-cognition-Affect-Resistance Perception: Employees try to perceive the impact of change at this stage. The force or resistance is directly proportionate to the perceived impact of change on an individual. Cognition: During organizational change, individuals create their own interpretations of what is going to happen, how they themselves are perceived, and what others are thinking or intending. Generally, people have a tendency to develop negative self-schema about themselves and their life events (organizational change, for example). This results in cognitive distortions as they are not able to remain objective in the cognitive process. In case of any change programmer, the employees construct irrational ideas as part of cognition. Affect: Affective processes are usually personalized as emotions and feelings that are related to actions. Emotions in the context of organizational change can be described as a state of arousal involving facial and bodily changes, brain activation, ejective feelings, cognitive appraisals, which can be either conscious or unconscious, rational or rational. Psychologists have identified a number of primary emotions experienced by individuals universally such as fear, anger, sadness, Joy surprise, disgust, contempt, etc. Organizational change generally leads to feelings of anger, denial, loss and frustration. Individuals experience loss and grief when established ways of doing a Job are changed. Changes and losses role identity can lead to feeling of anger, sadness, anxiety and low self-esteem. Resistance: At this stage, the employees display physical actions that can be seen and heard. Moreover, it also includes mental process which cannot be seen or heard. So the employees may oppose, argue, obstruct, stall, dismantle and undermine a change effort. At the same time, they may withdraw, avoid or ignore the change efforts. How the companies respond to change Failure of many corporate change programmer is often directly attributed to employee resistance.