Fearful Frankenstein free essay sample

Fearful Frankenstein People naturally fear the capabilities of science. Nuclear war, flying in airplanes, and even cloning are all examples of twenty-first century fears. We fear these because of science. Nuclear war would devastate the world, flying in airplanes is risky because of the unnatural ability of human flying, and cloning because it seems to play God. Well, according to Peter Hutchings in his book The Horror Film movie monsters are â€Å"expressions of or metaphors for socially specific fears and anxieties† (37). Frankenstein, by Mary Shelley, is an example of societies fears in the 1800’s. This was the time of the Industrial Revolution, and people were just beginning to see what science could do. Although Frankenstein is just a gothic novel, it is also an expression for societies fears of science and playing God in the 1800’s. The story of Frankenstein is a gruesome tale. Victor Frankenstein is a college student studying natural philosophy and chemistry. We will write a custom essay sample on Fearful Frankenstein or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page He wants to find the secret of life and when he is certain he has found it he begins to create a life form. Victor spends months collecting body parts and putting them together to create a live being. One night he finally brings the monster to life, but he is fearful of how the monster looks and Victor runs into the city. Victor then finds his friend, Henry and he stays with him. Victor gets sick and decides to return home to be with his family, but then he receives word that his youngest brother has been murdered and he is convinced the monster did it. Victor hurries home and meets a kind girl the Frankenstein’s adopted named Justine Moritz. The Frankenstein’s believed that Justine committed the murder and she is then killed for her actions. Victor begins to feel very guilty for the death of now two innocent people. In need to ease his grief Victor goes to the mountains where his monster confronts him. The monster tells Victor he murdered his brother because he was trying to hurt his cruel creator for abandoning him. The monster also asks Victor to create him a mate, but Victor first refuses. The monster slowly convinces Victor to fulfill his wish, and Victor goes to a secluded island to begin to create a female monster. Victor continues working on a new monster until he sees his current beast glaring and grinning at him from outside the window; Therefore causing Victor to realize what the consequences of his actions could be so he destroys the female monster. The beast outside the window furiously declares revenge on Victor on his wedding night. Victor’s friend Henry is then murdered and Victor is put in jail because he is accused of the crime. Victor is finally able to return home where he marries a girl named Elizabeth. He remembers the monsters warning so he sends Elizabeth away to wait for him, but as he waits for the monster he hears Elizabeth’s screams and realizes the monster was after her. Victor returns home to his father again, who dies of grief soon after. Victor then vows to get revenge on the monster and he departs to begin his quest. The story ends with Victor dying of sickness, and then the monster kills himself to end his suffering (Shelley). Mary Shelly released Frankenstein in London in 1818 during a time of great advancement in science, otherwise known as the Industrial Revolution. Many people were frightened by what science could do. Frankenstein represents their fears because of the monster that Victor brought life to using extreme measures of science. In the book The Romantic Frankenstein by Anneli Elsaesser she states: Shelley’s novel can be interpreted in a way that suggests that she wants to criticize this new development and its consequences, particularly the consequences that can arise when scientists deal with their creation in an irresponsible way. These concerns surface in the novel a lot, particularly in the idea of the scientist as God, and thus creator of new life, but also in the obvious lack of responsibility that Frankenstein displays towards his creation (8) Frankenstein represents people’s fears during the Industrial Revolution, because of their fear in science and the effects it will have on society. Victor irresponsibly left his monster, which parallels to societies fear of science not being able to handle what it creates. Elsaesser continues to explain, â€Å"Many romantic poets concerned with this new development felt that the mass production and dehumanization of the Industrial Revolution posed a threat to the Romantic ideals†¦they didn’t approve of the scientist’s desire to break down and understand nature to the last atom and not to accept the mysteries of nature† (Elsaesser 8). Frankenstein was an expression of this fear of playing with science and nature expressed by Victor creating life. People also did not like the idea of scientist’s playing God. In Shelly’s story, Victor â€Å"would try to take the reins from God in the process of life and death by creating the monster and giving it life, the research would turn around and destroy the researcher. There are some secrets that man isnt intended to know† (Anzia1). Victor’s consequence for playing God not only led to his death, but the death of everyone he loved as well. This was people’s fear with the Industrial Revolution because of the new machinery, technology, and scientific advancements. Movie monsters express societies fears. Frankenstein displays societies fears in scientific advancements. Victor played with science and played with God, thus defining certain fears in the 1800’s. Societies fears with science are all understood, especially when it comes to scientific advancements. Science is oblivious to what it is creating, and it’s only a matter of time until another â€Å"Frankenstein† is created. Works Cited Anzia, Michael. Mary Shellys Frankenstein and Its Indictment of the Enlightenment. Associated Content. 8 June 2008. Web. 26 Apr. 2011. Elsaesser, Anneli. The Romantic Frankenstein. Amherst: University of Massachusetts, 2006. Print. Hutchings, Peter. The Horror Film. Harlow, England: Pearson Longman, 2004. Print. Shelley, Mary Wollstonecraft. Frankenstein. Irvine, CA: Saddleback Pub. , 2006. Print.

Renaissance Musical Instrument essays

Renaissance Musical Instrument essays Renaissance means rebirth. This period saw a rebirth in knowledge. The Renaissance was turning from God to man. Science was becoming more important during this time. Columbus discovered America during the Renaissance in 1492 and Michelangelo was painting the Sistine Chapel. Music was also changing. Melodies became richer. Harmony, known as homophony, began to appear (This means there is a clear difference between the melody and accompaniment). This was the golden age of the a cappella style. That means that choirs sang without instruments. Perhaps the greatest development for the expansion of ordinary music was the invention of the printing press by Gutenberg in 1454. Now music could be reproduced quickly, before this it had had to be copied by hand. But this was also a growth in instrumental music. The Renaissance saw many new instruments as well as old ones remaining popular. The most popular instrument during the renaissance was the lute. The lute is the ancestor of the modern day guitar. It held the highest respect of all instruments during the Renaissance, both as an accompaniment and as a solo instrument. Although the greatest repertoire (compositions) for the lute is from England, the best makers were Germans who lived in Italy. Its belly is made of pine, only one-sixteenth inch thick, with a carved sound-hole in the middle. Wooden bars glued underneath the belly strengthen it and add to the resonance. The pear shaped back is constructed from several ribs, shaped and bent over a mold, and then glued together edge-to-edge. These ribs may be made of sycamore, cedar, yew, or cypress, and are no more than 1/32 of an inch in thickness. It is unknown when the first sackbut was created but by 1500 it is mentioned and illustrated regularly. The sackbut is simply a slide trumpet, or tromba da tirasi. The word sackbut literally means push-pull. There were four principle s ...

Catherine the Great and enlightened absolutism in Russia Coursework

Catherine the Great and enlightened absolutism in Russia - Coursework Example They also condemned those, who lived under the rules of doubtful traditions, full of irrationality and superstitions. Enlighteners did not deny the existence of God, in spite they tried to explain it rationally, and attacked institutions of Church because of their conservatism and corruption. Acceptance of God within the Enlightenment has led to the image of wise and rational absolute monarch as an ideal governing system - a view that has been accepted by many rulers of that time. The term "enlightened absolutism" dates back to 1847 when the historian Wilhelm Roseler first used it to describe the policy of certain European rulers in 1760-1790 (Henderson, 2005). Frederick II of Prussia (1740-1786), Charles III of Spain (1759-1788), Catherine II of Russia (1762-1796), Holy Roman Emperor Joseph II (1765-1790), Gustavus III of Sweden (1771-1792) - all these rulers were absolute monarchs, and all of them were influenced by principles of the Enlightenment. This doctrine applied by monarchs in governing their countries put much greater emphasis on rationality in compare with arbitrary rules of their predecessors. However, there were significant differences in understanding the Enlightenment among rulers. Shaped by the geographic, demographic and cultural specifics, enlightened absolutism has taken a unique form in every state where it was embraced. Although smaller than it is today, Russia occupied a large territory stretching from Baltic Sea to Alaska (East to West) and from Arctic Ocean to Caspian Sea without the access to Black Sea (North to South) by the middle of 18th century. At that time the population of the country was about 18 million people (Riasanovsky, 1999). Such vast lands and huge population were always hard to control from a single centre. Monarchs had to rely greatly on nobles, which had almost unlimited power within their domains, especially in distant regions of Russia. Such great power given to nobles complicated the concept of enlightened absolutism, according to which a ruler must have absolute control. Typically for European absolutist states of that time, Russian treasury was supplied mainly through the increase of taxes (direct or indirect), while the main sources of expenditure were army and navy, governance, and court maintenance in the descending order. Only a small part of budget was planned for th e development of culture, education, and sciences. Such internal policy was implanted by nobles, and even if a monarch wanted, it was almost impossible to go against their interests. Meanwhile, concerns of serfs, which comprised about half of Russian population, were left out of account. The excessive protection of nobles' interest has led to the continued existence of serfdom cancelled only in 1861 in Russia. Cultural factors had a positive influence on the development of enlightened absolutism policy. Although the majority of Russian population was uneducated, the belief in 'a kind and fair tsar' was always a part of cultural tradition in imperial Russia. Nobles were often set off against the monarch in the eyes of peasants. At the same time, fascination with the European culture and the rise of the Enlightenment caused the spread of ideas among educated classes attacking serfdom as a retrograde and economically unprofitable system. The intrusion of Church

U3 Discussion Essay Example | Topics and Well Written Essays - 250 words

U3 Discussion - Essay Example The server is then ready to send the certificate. The way it works is for the client to trust the certificate or a party that the client trusts e.g. Geo Trust. What follows is a verification process to ascertain that the server is not someone else in the middle before a key is exchanged. The cipher suite will determine whether to use a public key, nothing or a PreMasterSecret. The client and the server will consequently perform a computation on symmetric encryption (., 2013). Client to the server communication is to alert the server that the messages it will receive from the client will be encrypted and sends a message to the server that is encrypted. The server is tasked with confirming the MAC address of the client and to determine that it is correct. The latter is for authentication. The server will decrypt the message and send a message to the client for verification. Communication is completed by a close notification alert. Attackers use FIN packet to terminate a TCP connection. However both the client and the server will

Government and Police State Term Paper Example | Topics and Well Written Essays - 2750 words

Government and Police State - Term Paper Example This paper focuses on BIAs in Seattle, in the US. The paper will discuss on BIAs in Seattle including BIA best practices; creating a BIA including the legal requirements and operating a BIA. The growth of American cities began around downtown and neighborhood main streets with majority of the people occupying them being independent businesses and local property owners. The rapid development of the infrastructure particularly the highway expansion provided an incentive for growth of Automobiles during the World War II. The availability of relatively inexpensive mortgages led to the rise in housing development.1 Outlaying shopping malls became the dominant feature especially in downtowns and other older relatively older commercial districts. These shopping malls became highly successful and part of the reasons for the same was: the ability to use a consistent design theme; ability to run different businesses within the same premises; and having and having an efficient decentralized management.2 The concept of business district management funded through mandatory assessments emerged in the 1970s, and grew to wide popularity during the 1990s. Under one name or another, well over 1,000 such districts exist today throughout the United States, with many more in Canada and throughout the world. BIAs is involved in provision of different programs key among them being marketing; professional management; and beautification just to mention a few. The extent of the programs provided by BIAs is, however, subject to the availability of funds as dictated by the yearly annual budget. In the year 2011, for example, BIAs estimated budget was about $17 million whereas the median budget was set at $342,000. For efficient management, a budget of $200,000 or less is usually allocated to the management staff of up to 2 people and a modest budget for other services such as promotions and marketing.3 America has seen the number of BIAs

Understand the background to organizational strategic change

Understand the background to organizational strategic change LO 1 Understand the background to organisational strategic change I. John P Kotters eight steps to successful change; Harvard-Professor Kotter, studying the process of organizational change for over three decades. While any change can be successfully implemented or otherwise be a failure. Kotter worked out an 8-step model. The first four steps here focus on de-freezing the organization; the next three make the change happen; and the last step re-freezes the organization with a new culture (Leading Change by John P. Kotter). The change management guru also mentions that when someone people need to make big changes significantly and effectively, he says that this goes best if the 8 steps happen in order. They have been summarised as below: Create Urgency One needs to create and imbibe an increased sense of urgency. This motivates people to make a move, make real and relevant objectives. Form Team A strong and able guiding team needs to be built. Remembering to get the right people in place for the right job as commitment, and various levels of skill sets need to be matched. Create Vision The team establishes a vision and strategy required to deliver quality service and efficiency. Communicate Vision Involve as many people as possible, communicate the essentials, simply, and to appeal and respond to peoples needs. As the vision competes with various day to day organizational tasks one needs to communicate it frequently and powerfully, and embed it within everything. One should also lead by example. Remove Obstacles At this stage one has to put in place a structure for imminent change. Empower leaders removing any hierarchical obstacles, enabling healthy feedback and enough support from all stakeholders. Create short-term wins Create and set short-term targets that are easy to achieve. Manage the number of initiatives and finish running stages before starting new ones. Consolidate Improvements Consolidate and encourage determination and persistence for ongoing change. Highlight achievements; reward progress; and set future goals. Instil new projects and themes. Make it Culture One has to weave change into the corporate culture. Reinforce and institutionalise the value of successful change via recruitment, promotion. At this step one has to create plans to replace key leaders of change as they move on. This will help ensure that their legacy is not lost or forgotten. It has been accepted the world over that change is inevitable. A change can be small restricted to a single or more processes, or even for that matter a system-wide change. Under Kotters theory create a sense of urgency, recruit powerful change leaders, build a vision and effectively communicate it, remove obstacles, create quick wins, and build on your momentum. Such a documented and methodical process can help make the change part of ones organizational culture. II. McKinseys 7S (strategy) framework; Two consultants working at consulting firm McKinsey, in the early 1980s, Tom Peters and Robert Waterman developed this model. It says that, in order to ensure that all parts of the organization work as a single unit, there are seven internal aspects. (Ethan M. Rasiel, Paul N. Friga The McKinsey Mind: Understanding and Implementing the Problem-Solving Tools and Management Techniques.) The seven independent factors could be categorized as Hard Elements: Strategy, Structure and Systems; these are relatively easy to identify. Soft Elements are Shared Values, Style, Staff and Skills, which are more difficult to identify and influence. These are less tangible and more of the cultural aspect.(In Search of Excellence) Shared values: This interconnecting centre of the model mentions the central beliefs and attitudes of the organization. Strategy: Plans for resource allocation to attain identified goals. Need to look at factors like environment, competition and customers. Structure: The way the firms units relate to each other: centralized or decentralized, matrix, network, holding, etc. System: The procedures, processes and routines that say how to perform day to day work: financial systems, hiring performance appraisal; information systems. Staff: Numbers and the type of personnel required for the organization. Style: Cultural style of the business leaders. Skill: Skill sets and capabilities of the firms personnel as a whole. These can be applied to a team or a project. It should be noted that alignment issues do apply, regardless of how the scope is defined. For example this strategy helps to: align processes and departments amidst mergers or acquisitions. improve company performance. determine the best possible way to implement the proposed strategy. scrutinize the likely effects of imminent changes internally. Whatever be the type of change, this model can be used to understand how the organizational machinery is inter-related, ensuring that the broader effect of changes made in one area are considered. The 7S model helps analyze the current situation (Point A), a proposed future situation (Point B) and to identify gaps and inconsistencies between them. Its then a question of adjusting and tuning the elements of the 7S model to ensure that your organization works effectively and well once you reach the desired endpoint. III. Burke-Litwins causal change model; Burke Litwins Causal Model of Organizational Performance and Change, enumerates how performance is affected by internal and external factors. Its framework gauges organizational and environmental factors key to bring in a successful change. It also reveals how these factors can be linked causally to achieve a change in performance. Interestingly it incorporates all the variables in the 7S model adding 5 of its own, describing organisational variables and the relationship between them. Each of the variables interact and a change in any one of them can eventually impact others. This helps in understanding how organisations perform, and how they can be changed. The causal model links what could be understood from practice to what is known from research and theory. The model not only discusses how different dimensions link with each other but also discusses how external environment affects the different dimensions in organization. The model focuses on providing a guide for both organizational diagnosis and planned, managed organization change, one that clearly shows cause-and-effect relationships. Understanding assessing the complexity of organizational change Most organizational change is driven by environmental impact Boxes indicate primary variables affecting organizational performance Arrows indicate critical linkages A change in any variable will affect every other variable Higher level variables have greater weight in effecting organizational change (A causal model of organizational performance and change, W. Warner Burke George H. Litwin, Journal of Management, 1992, vol. 18.) The model outlines that, important elements of organisational success, such as mission strategy, leadership organisational culture, are often forced by changes that finds its source outside of the firm. The change manager has to identify these external changes and understand the implications for him/her and the entire team. The model also distinguishes between transformational and transactional organizational dynamics. IV. David Gleichers change formulae Richard Beckhard and David Gleicher created the Formula for Change. It was later refined by Kathie Dannemiller. This formula, like other theories devised to manage change, provides a model to assess the relative strengths affecting the likely success or otherwise of the programs implemented to bring in change. Change = (Dissatisfaction)(Vision)(First Steps) > Resistance C= D x V x F > R Three factors must be present for meaningful organizational change to take place. These factors are: D = Dissatisfaction with how things are now; V = Vision of what is possible (tangible and concrete); F = First, concrete steps that can be taken towards the vision; If the product of these three factors is greater than R = Resistance, then only is change possible. If not, the system would be not capable of overcoming the resistance. It is essential to include planned tactical thinking, and authority to create vision and identify those crucial, early steps towards ensuring a successful change. The models applications could be before change or during the process of change. When planning a major change, planning teams see to it that all the three elements are built in. During the change, the formula is used to trouble-shoot people resisting change finding out the reasons to any resistance. Being different from earlier management theories, such as F.W. Taylors scientific management approach, this approach advocates employee involvement in change, and the use of the internal or external consultants to manage reactions to change. In modern organizations, employees are taking cognizance of the bigger role of the management and realizing their own role and involvement in the organizational success. Employers are now showing more trust in them. The two roles are, now, not mutually exclusive. M1. Since the General Election in May 2010, the UK Prime Minister has announced a handful of changes to a number of government tools and systems. One of the most urgent task facing the country is to wriggle out of the record debt situation and attain better financial position. This requires reforms to the structure of government, including ensuring that the government has the best machinery possible to deliver efficiencies. Restructuring the Civil Services departments was one such thing. Context and rationale The Governments rationale was to ensure that its public machinerys running costs are tightly managed, benefits are delivered and that any changes represent value for money. The change has been made in order to support him in carrying out his Ministerial responsibilities. David Gleichers change formulae could be used to push further the need for change. It has been generally accepted that the British public has various levels of (D) dissatisfaction with how things are now and they would like change. The top priority and need for them is change from the present situation. This brought in a change of guard at the highest level of governance. Overview The people in-charge envisioned a plan to usher in the required objectives. Possible (V) vision both tangible and concrete are drawn and the (F) first, concrete steps that can be taken towards the vision were implemented. As, in the formula, the product of the above factors is greater than (R) resistance, change was possible. Signs of the new government and the changes brought in are highly visible: departments renamed; websites reset to year zero; and advisers appointed at the order of the coalitions new ministers. The appointment of special advisers to the new cabinet ministers also revealed a subtle shift in the spin operation Camerons government will run. The majority have been taken from the ranks of policy advisors, as opposed to press officers, and some ministers have been told they can only have one special advisor instead of the usual two. Ministers also have a team of civil servant press officers within their departments. Q1.3 Briefly explain any four out of the following strategic intervention techniques in organization change management; I. Autocratic versus participative style In an autocratic style of leadership is one where a single person holds unlimited power or authority. In such a system the team members are not encouraged and cannot put forward their views. They cannot criticize or question the leaders way of getting things done. Owing to a single decision maker, the biggest advantage this style offers is that it leads to speedy decision-making and greater productivity. On the other hand, this form of leadership leads to greater employee absenteeism and turnover. In a participative leadership style, also referred as the democratic style, leaders invite and encourage the team members to play an important role in decision-making process. However, one should note that the ultimate decision-making power is held by the leader. Here employees communicate to the leader their experience and suggestions. Its advantages are that it leads to satisfied and motivated employees. Such a system fosters employee skill development, encouraging creativity. However, in this style a lot of time is consumed and it is most often slow. II. Proactive and reactive, Proactive Strategies are interventions techniques used on an ongoing basis. Such steps on an ongoing basis attempts to reduce the probability of occurrence of a challenging behaviour. They are preventative in nature. Reactive Strategies are interventions which are used only once a problem occurs. They are consequences to the behaviour. It is a damage minimization technique. In positive approaches to change management the emphasis of proactive strategies is encouraged. If one does a good job with the proactive strategies, then reactive steps and policies need not be necessary. Sometimes it fully eliminates the challenges. Techno-structural interventions; Techno-structural interventions purpose is to form appropriate work designs and organizational structures providing strategic support of organizational development (E lawler III, 1974). In this form of intervention, the restructuring of the organization is very important. Here, workload is divided in the overall organization via sub-units for effective task completion (M Tushman, E Romanelli, 1986). Restructuring can be performed on at least five major factors environment, organization size, technology, organization strategy and worldwide operation (Thomas G Cummings; Christopher G Whorley, 2002). Employee involvement and work design are other major components. IV. Human process interventions; In todays corporate world, strong emphasis is being laid on humanistic values. Focus is now turning on helping members to enhance themselves, each other and the ways in which they work together in order to enhance their overall organization. The following human process interventions might be particularly helpful during change projects: many new employees, different cultures working together, many complaints among organizational members, many conflicts, low morale, high turnover, ineffective teams, etc. D1 Managing change is as important as ushering in change itself. Proper diagnosis of desired organizational changes, allows application of such strategic intervention as role playing, team development, survey feedback, process consulting, etc. Adopting strategic intervention methods, modern organizations can build success and advancement within and outside their organization. LO 2 Understand issues relating to strategic change in an organisation Q2.1 examine and briefly comment on the need for strategic change in an organisation (P4) Change has become the essence of organizational growth and development. Most change programmes arise from management whims such as culture change, business process re-engineering, and empowerment among others. Another reason for initiating change is competition and the organisations need to reposition it. The following are the some key reasons that initiate the need for change in an organization. They are forced, telling, participatory, or transformational changes. By identifying the root cause, you can determine which mode of change you are actually dealing with in your business. Situations that require a mode of change can be financial, technological, economic, environmental or human focused. The time between the change and the realization of the results of that change is what William Bridges termed as the â€Å"neutral-zone† (Managing Transitions, W. Bridges). Most initiatives are given up because organizations do not see the gap for what it is; the transition between the old world and the new Q2.2 Outline the forces that are impacting on an organisation and driving the need for change (P5). And critically analyse the current position of an organization of your choice and assess the factors in the organisation that are driving the need for change. (M2) As discussed in the question above, situations that require a mode of change can be anything. Factors could be financial, technological, economic, environmental or human focused. The change may be driven from internal or external circumstances such as a new competitive advantage or threat, economic considerations, advancing technology, management restructuring or ownership change, customer dissatisfaction, vendor disruption, or loss of key personnel just to name a few. The figure below shows the contextual features and design choices for a change process undertaken by Glaxo Pharmaceuticals in 1988, prior to its merger with Wellcome in the early 1990s. (Balogun and Hope Hailey) Glaxo was undertaking a proactive change initiative with time on its side. The initial scope was only realignment, as the aim was to generate readiness in its complacent sales division for the transformational changes that were to come to match the changing customer requirements of the National Health Service and the reduced income that would result from one of Glaxos major drugs coming off-patent in the mid-1990s. Interestingly Glaxos balance sheet was heavy, and had the capacity to invest in the change process. However, it wanted to ensure that the change process did not antagonise its sales force and cause them to leave and join competitors. The timescales and the two phases of the scope allowed it to follow a path of reconstruction to generate the required levels of readiness, followed by a longer term evolution. Its capacity and time enabled it to invest in participative personal development initiatives and other symbolic interventions as part of the reconstruction, which would have been out of reach for a less profitable organisation. Q.2.3 If strategic change is important, why do some people find it difficult to accept and what are the consequences of this on the resources of the organisation and on the change process. (P6) As change can be for the proverbial good or bad for an organisation, there are more often than not resistance to the change process. Resistance could come from the following factors: A lack of awareness about the change Low tolerance to change Comfort with the ways things are and fear of the unknown. Conflict over the need for change Misunderstanding Parochial self interest Fear of failure. Loss of status and/or job security. Peer pressure. Disruption of cultural traditions and/or group relationships. Change is also resisted because of the poor way in which change is managed. Although most people feel comfortable with minor changes, it is not easy for people to live and work by yesterdays reality. While a degree of resistance is acceptable, it could lead to Disruption, Stress, Project delays, Missed objectives, Decline in production, Absenteeism, Loss of valued employees, and The ultimate failure of the whole process of implementing change or even the whole organization. LO 3 Be able to lead stakeholders in developing a strategy for change Q3.1 Briefly explain how to involve stakeholders in the planning of change (P7). Use an organization of your choice to demonstrate it is workable in the selected organization. (D2) It is important to consider and understand that people and all stakeholders would be personally be affected by the change process. On a broader scale change requires that â€Å"people do something they have not done before† (Galvin 2003). People are generally the most critical resource, supporter, barrier and risk when managing change. At the onset of the change being conceptualised, the articulation of vision cannot be done exclusively and has to take all parties involved in the process. It is essential that at this stage one involves all of those who will have a stake in the achieving the vision. Strategic plan development requires consideration and articulation of values and priorities; the plan should reflect views expressed by all those involved in the process. Q3.2 List and identify the different strategies that are available in the process of change management in an organization of your choice that would involve ‘stakeholders of such organisation. (P8) For the organizational change exercise to succeed, the management team has to depend on an assortment of people at various stages of the organization. They can be divided into five groups. (Managing Change in the Workplace (2nd Edition) Stakeholders at various Stages Description Examples Change recipients Intended receivers of change or change outcomes End-users of new software Employees of merged companies Decision makers People who approve a change exercise and decide its scope and direction Steering Committee Members Project Sponsor Chief Executive Officer Resource holders People empowered to release financial and human resources required by a change effort Chief Financial Officer Financial institution such as a bank Line Manager Program implementers People charged with the responsibility for bringing about the change Program Manager Project Manager Project Team Members External parties People that are not the intended recipients but who are impacted by the change suppliers whose access to a business is restricted after a change in business hours broader community impacted adversely by a new product that contaminates the local environment Once you have identified your stakeholders at each stage, consider the key messages you will need to deliver to each group in order to gain their support. 3.3 Evaluate ‘six step stakeholders circle as an effective system used to involve stakeholders in the development of a change strategy (P9). You need to evaluate the process, taking account of anything that worked well and anything that did not work well or could have worked better in an organisation of your choice. (D3) The concept of ‘Stakeholder Circle is a registered trademark of the Mosaic Project Services Pty Ltd, Australia. The following are considered when positioning a stakeholder within the circle The radical depth of each stakeholders segment represents the power of that stakeholder. Each stakeholders degree of influence is represented by the width of their segment, the wider the segment, the greater the influence. The proximity of a stakeholder to the project is represented by how close their segment is to the project in the centre. The outcome of the visualisation above is to facilitate decisions on where the project team need to concentrate on their stakeholder management effort. This is based on the understanding of each element like key and relevant stakeholders. After such a careful study can one make a stakeholder-centric planning process be started. 3.4 Using the same organisation in 3.3. Create a strategy for managing possible resistance to change that is appropriate to the selected organization (P10). You need to address the issues and provide a workable approach to overcoming the resistance. (M3) LO 4 Be able to plan to implement models for ensuring ongoing change Q4.1, 4.2 and 4.3 briefed below By looking at change as a process with distinct stages, the change management team needs to prepare itself for what to expect at each stage and make subsequent set of plans. In such a method it becomes easier to manage transition, rather than being caught unawares. Understanding the why the change needs to place, is one of the foremost in any successful change process. Lewin said that, â€Å"Motivation for change must be generated before change can occur. One must be helped to re-examine many cherished assumptions about oneself and ones relations to others.† This is the unfreezing stage from which change begins. After the initiation in the first stage, the change stage is where people begin to make up their mind and are coaxed to look for alternative behaviours. Ideally team members begin to believe and act in ways that support the new direction. The final stage is all about stability. In the stage before this changes have been made and established. At this level changes are accepted and they replace the previous norm and become the new model. Team members shape new relationships and become comfortable with their routines. This can take time. UK retailer, Marks Spencer (MS), found its way into trouble in late 1990s and it subsequently tried to put in place programme of change. It explored issues concerning to the organisational culture, strategic drift, strategic choice and the management of change. The Unfreeze stage: One of the biggest and foremost needs for change came from the customers front. The management and staffs attitude at MS were now being termed as ‘rude and arrogant by some analysts. This was owing to MS stellar performance and the distant competition. This way of doing things, had to be changed as its growth trajectory was taking a slight southward path. This was extremely difficult to change. The internal workings of at the retailer, which were mainly run by family members at the helm of affairs, had also become highly deferential, male oriented, with considerable bureaucracy. Amid this, the market began to see the tides of changes. More and more customers began to value higher levels of service, and were seeking novelty and difference. Competition was picking up too and the quality of service and range of products being offered started to take a toll on sales for the market leader. The Change stage: Luc Vandevelde, Chairman and Chief Executive, gathered info and talked to all stakeholders. It set up an executive team in place and began a strategic review which was rigorous and all inclusive and was radical. The change management team kept all people informed and took feedback from every important person who had something to offer. The Refreeze Stage: The change leader in the form of Vandevelde chalked out some successful strategies like A rebrand and update of the corporate image thus avoiding the confusing ‘Marks Spencer and ‘St Michael symbols. A restructuring of the supply chain where stores were stocked based on demographic patterns. stressed the importance of restoring confidence to MS ‘core customers

The Starbucks Company

In the community that this generation lives in today, there are numerous essentials that are now considered as a necessity. Coffee is somehow considered as an essential to the society. It is used by the people to either keep them awake or just to give them energy to hopefully last the whole day. One of the acknowledged coffee companies in the world is Starbucks. This coffee company started in the year of 1971 in Seattle, Washington. Various drinks were produced by Starbucks for the benefit of their customers. With this marketing maneuver, Starbucks was able to gain the trust and loyalty of its customers. In the year 2000, Starbucks had branched out of United States and expanded into Australia. According to Brook (2016), Starbucks had opened for about 84 stores in the country. However, with the coffee company trying to enter the market in Australia, Australians were hesitant with the new company present in their market. Apparently, Starbucks had apparently â€Å"more than 70 percent of its underperforming locations, leaving only 23 Starbucks stores throughout the entire continent† (Turner, 2018). Moreover, Starbucks had accumulated a lost of $143 million that obliged Starbucks to close and pull out most of its stores in Australia (Hurst, 2014). Another problem that Starbucks had encountered was the loyalty of the Australians because they are accustomed to the bitter-tasting coffee that their local coffee stores offer (Turner 2018). Since Starbucks sells and offered their customers a sweeter kind of coffee that is foreign to their taste, Starbucks was not able to gain popularity as compared to the popularity they have in other countries. The starbucks company could use two (2) strategic analysis tool known as the S.W.O.T and the P.E.S.T analysis. With the aid of these strategic tools, the company may be aware of the risks and opportunities that they may encounter under certain circumstances. The SWOT analysis is a strategic tool used for identifying the company's strengths and weaknesses alongside with the opportunities and threats that may accompany it. With the usage of the S.W.O.T analysis, the company would be able to identify their strengths and weaknesses, as well as the possible opportunities and threats that the company might face. It could be noted that Starbucks had somehow disregarded the research and survey procedure for introducing new products to a new community. Instead, the company of Starbucks assumed that the goods and services they offer caters to everyone in the world– which, in this case, Australia was not delighted about. If the company of Starbucks had just researched more and surveyed more people concerning the sweet tasting coffees they serve, they would be able to identify that Australians prefer their coffees either brewed or bitter. Since Australia is one of the countries to have a different preference in coffee– along with some parts of Europe, as compared to the rest of the world, Starbucks could have seen the risk of losing customers when entering the market of Australia as Australians were not as accustomed to Starbucks back in 2000. Meanwhile, their decision to pull out 61 branches out of their 84 built establishments and leaving only about 23 establishments was a good call to somehow cut the overhead cost that they would have to pay such as rent, labor, and assets that in the end did not prosper. The company was somehow able to also salvage their name even though there are articles about their ‘failed endeavor'. This could be seen as a learning opportunity to Starbucks as they would try to re-enter the market in Australia, and hopefully, by this time, as they have left some establishments in the Australian community, Starbucks would not have that much of a hard time as they would have known the strategies and preferences that Australians want. Moreover, since Australia is one of the tourist destinations of the world, people from all around the world would sometimes visit Australia and with Starbucks known internationally, this company would be the preferred coffee branch of these tourists. Aside from S.W.O.T, another tool used for strategic planning is the P.E.S.T analysis. PEST stands for Political, Economical, Social, and Technological factors that are being considered when planning for a business endeavor. The P.E.S.T analysis is being used by businesses to identify the risks and opportunities of a business at a macro level as it not only determine the advantages and disadvantages of the business, but also the external aspects of the business. It could be noted that Starbucks had a good relationship with its external factors like their suppliers, and some of the customers in their community because of the service they offer. However, when Starbucks had expanded their company in the year 2000, they also had to pull out most of their establishments in the year 2008, as the company noticed that they are no longer earning profit from the said branch. Moreover, there was a high turnover rate during this time as 700 hundred employees were left jobless after the pulling out of the branches. (Prepare for Australia, n.d) In terms of the social factors that Starbucks might have considered is the preference of Australians with their coffees. As majority of the Australian population are somehow meticulous with the way they want their coffees prepared and served, Starbucks somehow was not able to impress their customers. According to a statement of staff in Sydney's Mecca Espresso named Tuli Keidar (2014, as cited in Hurst, 2014), â€Å"†¦ Australia already had a well established cafe culture based on espresso when Starbucks arrived. It had to compete with cafes that provided a similar product of equal or better quality.† This means that Australians are very much accustomed to the local coffee stores in the country that they are able to identify which serves the best beverages in their town. However, aside from the country's expertise in coffees and teas, they also take into account the ambience and atmosphere of the establishments. In line with the two strategic planning tool that was used to assess the possible risks and opportunities of the Starbucks brand in Australia, it could be noted that in terms of internal assessment, it is best to use the SWOT analysis as it is mostly focused on the internal cases of situations that could be avoided or taken into account. The business could use this planning tool for its convenience and it still gets the work done. On the other hand, when a company would want to focus on the external factors as they would want to research on the country or community they are planning to cater to, it is best to use the PEST analysis as it is mostly focused on external cases with a hint of internal cases. With the data gathered and analyzed with the aid of two commonly used planning tools in a business, it could be noted that one of the mistakes that Starbucks had done was that it barged in a competition without introducing itself to its customers and community. However, with the advancement of technology and the variations of the preferences of people, Starbucks may have a chance to gradually expand in Australia if they still wish to do so. If ever the plan for expansion would commence, the popularity of Starbucks would increase, alongside the increase in profit as people who travel or migrate to Australia might have been accustomed to Starbucks and somehow want a piece of home to remind them of their roots.

Determinants of Morality Essay

The determinants are essential features of morality that point to the rightness or wrongness of an action. It enables us to perceive the specificity of morality. Only human person act for a reason, a purpose, and for an intention or goal because it is only the human persons who are created with the intelligence and the freedom to choose from good and evil. The three determinants of morality are the Object of the Act (Finis Operis), End of the Agent (Finis Operantis), and Circumstances B1. What are Circumstances Circumstances are the situational factors surrounding the concurrent of the act. These circumstances may either increase or diminish our responsibility in doing the act. There are seven types of circumstances affecting the act that human people do. These are what, who, where, by what means, why, how, and when. â€Å"What† refers to the nature of the act (Quid). â€Å"Who† refers to the person/doer/agent and the recipient of the act (Quis). â€Å"Where† refers to the locus of the act or the place where the action took place (Ubi). â€Å"By What Means† refers to the instruments used in the performance of the act (Quidis Auxiliis). â€Å"Why† refers to the reason in doing the act (Cur). â€Å"How† refers to the manner or the process of performing the act (Quomodo). And lastly, â€Å"When† refers to the time element in the commission of the act (Quando). There are also three kinds of circumstances. First is aggravating, which intensifies the gravity of the act. Second is mitigating, this lessens the culpability of the act. Third is exempting, it has culpability but is no applicable for the given time. Lastly justifying, which means no more culpability is involved. B2. Principles to Remember The principles to remember in circumstances are it is positive because it can make better an act good or even indifferent in its object and it is negative because it can make worse an act evil or indifferent in its object. It can also make less good or less evil an act good in itself. The act may be morally good, all three determinants must be without a flaw. B3. Examples Examples of circumstances is when one is poor. It is an example of circumstance because it is a situational factor which could increase one’s responsibility to work harder and earn so that he/she could have a living. Another example of circumstance is when one is sick. It is also an example of circumstances because when one is sick, the person will be more responsible in taking care of him/herself.

Effects of the Great Depressio essays

Effects of the Great Depressio essays The introduction of the discussion will focus on the origins of the Great Depression and the escalating events that led to it. Thiswill provide adequate foundations to bring up questions and attempt to answer them in an objective fashion as to why and how the Depression affected different industrialized countries in different ways. The core of the debate will consist of detailed comparable analyses of the consequences of the Depression with an emphasis onthe economic aspects. The conclusion will provide a brief overview of the ways used by the different governments to get out of that dark episode of world economic history. When studying the Great Depression and it's effects, it is not unusual for historians to choose World War I as a starting point for their investigation. The reason for that is the importance of the repercussions the conflict had on the economies of all the countries that were involved in it. First of all, the War made it impossible for Europe t o maintain previous levels of production. For example, before the War,France, the U.K. and Germany accounted for about 60 percent1 of the world's exports of manufactured goods, a share of the market which they could not sustain during the conflict. Consequently, Europe took many of its markets to the U.S. and Japan. The stunted growth of the European economies meant a lower demand for raw materials, which in turn lowered the demand for European exports. In agriculture, things didn't look any better, as it was the sector which employed the most people. At the end of World War I,Europe was forced to import food from the U.S.. Moreover, these transactions were conducted on a credit basis since Europe could not afford to pay for its purchase at that time. Clearly, the U.S. was going from being a traditional debtor of Europe before World War I to becoming its creditor: America had financed the war and it was issuing loans for its reconstruct...

buy custom Police Discretion and Its Effects on Public Perception essay

buy custom Police Discretion and Its Effects on Public Perception essay Discretion can be defined as having the power or freedom to make choices from a given number of available alternatives. Police discretion is where police officers or law enforcement officials are bestowed upon the responsibility to make decisions by using their own judgment to determine an acceptable solution to offenders while in the field especially when there are no specific clear cut laws stipulated to determine the course of action to be taken by the officers. The officers are expected to make good judgment in reference to the guiding rules are regulations in trying to administer justice to petty offenders. Discretion is usually exercised in such small offences as public urination and traffic violations. A police officer for example can exercise discretion to traffic violator by letting the driver go with a warning either written or verbal instead of making an arrest. Through discretion, officers attempt to solve and quell issues at the field level but it is usually a major sour ce of controversy and irritation between the public and the officers creating contention on the amount of discretion the officers have (Odom, 2009). Drunk driving today is a serious offence and it warrants tough measures. Pulling down my mother for drunk driving and dangerous driving, I have several courses of action at my discretion to take. First, I would put into consideration the rule of law and the gravity of the matter. At my discretion, without breaking the law, I would let her go with a written warning but I would not allow her to continue driving so I call up someone else and that way I save a life. The written warning would serve as a reminder always and calling up someone is because officers are not allowed to let a drunk driver continue driving. At the same time, if I know her to have committed the offence before, I would make a full arrest so that she learns from the consequences and that way I save her life and those of others in future (Odom, 2009). Buy custom Police Discretion and Its Effects on Public Perception essay

To prepare a business plan based on opening a pub in Canterbury Essay

To prepare a business plan based on opening a pub in Canterbury - Essay Example Looking into the characteristics and thought processes of the people still holds as the most significant factor to be looked into by the individuals in the field of sales and marketing. The large scope of market can pose a hindrance to a successful marketing strategy in terms of over generalized definition of the target or niche market. The Bigskymind is a full service pub/bar located at the heart of Eastern Kent, Canterbury. The pub/bar has a full menu of middle and reasonable price "comfort" food, drinks and spirits but based upon time honoured recipes and mixes from around the world. The pub also features performances from local bands from Canterbury. This business plan is created in order to provide comprehensive information to the future investors from prestigious financial institutions that would want to invest in the business. This plan will present the company's vision and strategic plans in order to achieve profitability in the chosen location. The Bigskymind will offer easily reached and reasonably priced high quality food, drinks and spirits, and entertainment to the thousands of residents and customers in Canterbury. In time, The Bigkymind will institute itself as a "target" of choice to the many clients of the greater city area of Canterbury, as well as numerous tourists. The pub will offer a "total, high-quality" evening experience for those looking for fun and relaxation after a hard day work. Not only will customers be able to drink on the pub's high spirits and comforting drinks, they will enjoy the performance of the bands every night. The pub's mission is simple; it will offer a complete stylish, fab and relaxing drinks to the regular customers. The price of the products will be very affordable that will motivate the customers to return on many occasions. The main market of the pub will be young professionals who have worked for very long hours. The Key to Success Factors Product quality The foods are o high quality based on the recipes around the world such as appetizers, side dishes and main dishes. The drinks are beers from 100 cities globally (there will be a 100 beers from 100 cities bar), wines, and spirits drinks mixes. The house specialty drink will be bigskymindmix that will have five alcohol based drinks like vodka, tequila gold, brandy, lambanog (a drink from the Philippines) and lime. Service Quality Since the pub business is under the service industry and also can be considered to be in the tourism industry, service quality should be provided by the management and employees. The satisfaction of the customer will be the top priority of the company. The importance of quality in customer service should be recognized by Bigskymind. The company will prioritize quality in customer services, resulting to positive business outcome. Customer satisfaction, loyalty, employee satisfaction and profit growth are

REPRODUCTION Essay Example | Topics and Well Written Essays - 500 words

REPRODUCTION - Essay Example When a non-life threatening reason is involved, the termination may be equated to murder of the innocent. The mother may believe in serving the greater good by considering the available facts and opt for termination as a right decision at that moment. Even though the decision to terminate may be right, it does not always lead to a good result. However, one’s autonomy may surpass ethical obligations and terminate the pregnancy regardless. Autonomy recognizes an individual’s rights to make his/her own decision regardless of the available options. In addition, morality is considered to be relative to the norms of an individual’s culture (American Nurses Association 3). The right to life is a fundamental human right as it is the crucial step towards enjoying the other rights and benefits. This basic right is recognized internationally accruing from birth, but petitions that seek to protect life before birth have been on the rise. Establishment of legal frameworks that protect life before birth would recognizes that life begins after conception thus; constitutional protection conferred equally to both the pregnant woman and the unborn. The mere fact that the fetus is dependent on its mother for its existence, only illustrates the need to offer protection to the viable fetus and its mother. This entitles the fetus to the right to be protected from all sorts of dangers. To ensure the provision of this security, the mother should be accorded the necessary environment. A fetus is described as an unborn offspring in the postembryonic period from the beginning of the ninth week after conception until birth. This stage marks the beginning of the development of key structural features gearing towards a humane appearance. During this period, the gender of the unborn can be effectively determined. It can thus be said that a fetus is a human being full of life and its developmental stages. The fetus should be considered to bear moral