Critically Analysis Organizational Change Management

Question: Discuss about the Critically Analysis Organizational Change Management. Answer: Introduction The process of organizational change management is an approach that is used in the transition of individuals or organizations. Such transformations have been done through various ways that are directed towards resource utilization, operational modes, allocation of budget or a process that is significant in the company. The OCM principles work as a tool towards reshaping the institution (Steiber Alange, 2015). Regarding Perfect Component, the OCM is focused on the manner in which individuals and their staff teams in Australia, India, and New Zealand are affected by the transition. Further, the process factors in the various subject that range from social standards and behaviors to business and technological advances. About the case study, CM refers to a process of directing changes in a project where they had formally been operational. Background Information During the past, most of the change management models and processes were made because of grief studies. Such considerations were permitted due to health matters arising from job losses amongst employees, which were attributed by emotions. Diffusion of Innovation explains that change has implications to the affected and should be understood in time and communication context. Perfect Component has not been left out in the response as it continuously reports stiff competition due to innovative change from the low-cost countries that manufacture cars. For instance, India has several of such that makes it harder to survive the change programs. Analysis of Organizational Change Management Currently, various organizations are necessitated to adhere to change to survive in their operations, Perfect Components inclusive. Such moves are very critical in ensuring that there is a positive response to the dynamic world full of both modern and new technologies that have to be adopted either internally or externally. Therefore, it is an inevitable process in the development if an organization. Identification of Problems Change management is particularly faced with major problems that revolve around the integration of organization's developments, navigation of the same as well as human factors that contribute to the OCM (Vandaerhaeghen et al., 2010). Such factors will be challenging in the adaptation to the newly expanded market in Australia and sudden closure of the company in India. Integration of Organizations Developments: In the past, Perfect components departments did incorporate the significance of infrastructure development and ability to change the programs via technology. Such weaknesses have been exploited by competitors in India that is amounting to their failure in the region. Currently, the stakeholders and leaders are directly focusing on technical and structural aspects of such changes. Therefore, it calls for a collaboration of skills to curb the alignment that exists between individuals of various skills to do away with technicalities that might arise. Navigation: The process of managing the changes over time is hectic and needs adaptation to the program to fit in the system. Perfect Components was unable to adapt to the increasingly changing situations in India despite the rise of other upcoming manufacturing companies in the market. However, the contrary happened in Australia where there were laid principles that were executed that were in provision from market availability to organizational conditions. Such challenge called for flexibility in structures and empowerment of employee to achieve an equilibrium between high-end management and low-end in the organization. Human Factors: Individuals' tendencies to oppose inertia are a major attribute to the problems of OCM. Such habits are mostly due to the fear of the unknown where they found it uncomfortable to shift but relaxed in their current situation. Also, this kind of notion can be difficult to under look, since people find it easy always to do things the way they have always been done. For instance, in India, Perfect Component has experienced decreasing fortunes through the top managers do not consider themselves as a part of the problem because they have downplayed on interpersonal relationships. Analysis and Justification The process of expanding production at the main site in Blois to increase capacity, the decision of stopping the manufacture of some of the components and the shutdown of the Indian company is most likely to challenge management. Application of the changes demands time, energy and resource utilization from Perfect Component to realize the intended goals. As well there are secondary costs that will be incurred by the expanded company such as consultations, general expenditure, holding events, reinforcements, and recognitions. Change management is of value due to increase in value at implementation, for example, economies of scale (Kraus, Pohjola, Koponen, 2011). Benefit realization assurance: Considering the results achieved by the people adopting or utilizing the change, Perfect Component gives a structured approach that enables and motivates individual transition for a project by using new technologies, processes, and behaviors. However, whenever a person decides not to pick up the changes, then change won't occur and benefits will not be achieved, which is the sole reality for the intended dismiss of the Indian company. Likelihood of success: With a more efficient strategy the chances of attaining the company's objectives are high, and this will impact on the budget increasing considerably especially in the Australian market. However, if a distinctive correlation exists between change management and achieving the objectives then company struggles for survival. For instance, Indian markets where technological advances have not been initiated Perfect Components is on the losing end. People's side factor defining return on investment (ROI): At any particular time a change impacts on how employees carry out their activities the ROI is also affected. Change management model identifies the affected as the rate of adoption, utilization capacity, and proficiency. If individuals mismanage the return in investment and people are slow to make changes. Contrarily, proper change management leads to a quicker adoption, high utilization of resources that will push the ROI even much higher that is likely to happen to the company in Blois. Such processes can be managed through the creation of succinct models for inter-organizational changes (Steiber Alange, 2015). Costs of implementation of changes: Aspects of ignoring change and addressing later is a costly affair, the aftermath is non-rewarding, wasteful, and even discouraging because the teams take up the costs as budgets and schedules are delayed too. Such a move has facilitated the pending closure of Indian company. On the other hand, appropriate management and technological advances by Perfect Components in Australia eliminates the additional workload of redesigning, rescheduling, re-evaluating, and revisiting, thus the task is up fronted. Avoiding costs and minimizing risks: Improper management from India's side puts more costs and risks at both project and organizational level that leads to delays, budget overruns, the face of active resistance and inadequate resources. Similarly, the company is also on the side of losing valued employees and morale with stress-like factors setting in from the intended closure. However, strategically adopting change and expanding production in Australia becomes an important tool for cost avoidance and risk minimization. The advancement of new technologies has significantly motivated the new changes due to external innovations and not internal growth (Loignon, Myers, Rogelberg, 2013). As the developments take place, those companies that adapt fast create a competitive atmosphere for the rest who are lagging behind. Such moves lead to maximum profits on the favorable side, and losses on the other depending on the cost of implementation. Moreover, these changes affect all employees and departmental, such that they must be handled properly so as not to affect staff morale negatively. Alternative Solutions to Problems in the Perfect Component Considering organizational change as a subject in Perfect Components, it should start with a critical and systematic diagnosis of the situation now to determine the actual need and ability for change to occur (Fink et al., 2014). Such considerations should include all the companies specified objectives and approaches, to avoid the risk of termination. Also, the system should have creative marketing to facilitate effective communication and proper understanding among the audience to enjoy economies of scale in expanded markets. Consequently, transformational projects, integrating team and employee management training should be preceding the plan to avoid losses and reduce risks (Bodenstaff et. al., 2010). Therefore, it will call for performance metric and the necessity for change to come up with appropriate strategies to drive solutions in the companies (Fink et al., 2014). Currently, with the high rates of globalization and technological innovations in business environments, change management in organizations is considered ideal (Picot Baumann, 2008). Such advances must be adopted by Perfect Components to increase knowledge accountability and thrive in the markets. As the global markets get more heated up, companies are obliged to take more changes to be able to adapt to the increasing competition at work and intentionally close unproductive firms. Despite the radical change, Indian component was slow to drop their past habits in the current atmosphere that necessitated the termination. On the other hand, the skilled and valued employees from the company should be retained in the expanded markets to avoid loss and inefficiency through networking (Loukis et. at., 2015). Recommendation I recommend that Perfect Components should carry out proper models of change management with a structured approach to over challenges that are cost-ineffective. Such investigations are essential to the deeper understanding of the strategies to adopt, and possibly coming up with better alternatives to companies. Consequently, the Indian company is deemed necessary for closure. In addition, such efforts will be necessary for evaluation of success or failure patterns in the expanded production. However, success at the main company at Blois is most likely to occur if the stakeholders' aims are quantifiable, the risks, and cost related issues should also be monitored through a multidimensional leadership perspective (Van Gils et. al., 2015). Besides having an effective training for upgrading, there should be an effected communication on the reasons for the change. The leaders should also ensure that they counter any form of resistance from the employees and monitor the implementation proc ess. Implementation The companys expansion at Blois and closure process in India requires following activities that must be applied for it to take place and meet the targeted outcomes. Such steps of implementation occur in three major phases; preparation, management, and reinforcement of the change. The procedures are discussed below: Planning and Assess the Readiness in Australia and India Assessing is a tool utilized by the Perfect Components management board to see how ready they are to be subjected to the intended change. Such a move will involve assessment of the organization, its employees, their history and culture, the change subject and stakeholders opinions. Particularly, this is essential in giving insight to the possible challenges to be encountered (Wernz, 2013). Further, the shift management group should evaluate their strength to enable them to perceive the process. The assumption of most managers finishing their job after passing out a directive to the employees should be avoided, because they might not hear nor understand the information. During communication, the message should be repeated to stick in the employees' minds. For instance, creating awareness is a critical step in managing change by tabling out the reasons and risks to avoid frustrations amongst the workers and their customers. An effective plan for communication starts by keen evaluation of the audience, message, and proper timing and should cover the requirements of the workers. On the other side, every audience has the demands for the information passed due to their contribution on the implementation step. Provision of Sponsorships For the duration of change, top leaders perform the sponsor roles that require conducting activities and carrying out the plans. According to the survey, aid is vital to the success of change and should not be mistaken with support both to the employees and to potential clients. Such act includes active participation from business leaders all through the modification period, forming coalition amongst leaders and direct communication with the leaders (Bhansing, Leenders, Wijnberg, 2015). Therefore, the provision will facilitate better performances. Conducting Change Management Training in the Expanded Company Because the top leader has got the highest influences on employees attitude to change they need to be guided on how to the process. However, they may pose as the hardest team to oppose the change. Therefore, personal management can be employed to help managers through the process to facilitate proper guidance and training on OCM. More so, training provides a basis for knowledge creation and future success and should be conducted at an appropriate time to ensure timely implications on change. Managing Resistance to Change in all Companies Resistant managers and employees are standard as they conform to the laws of motion, but can be addressed proactively unless there is persistent rebellion. Such strong oppose can be a threat to change, however, the management team should identify, understand and assist their managers in order to overcome economic challenges (Hornsby et al., 2013; Sekerka, Comer, Godwin, 2013). Considering the Employee's Feedback and Employing a Corrective Action The involvement of an employee is an integral part of change management since the managers can't do it on their own. Considering the response from an employee is ethical and necessary for the process because it enables the leaders to analyze and appropriately implement corrective actions to fully adopt the structured changes (Sekerka, Comer, Godwin, 2013). In addition, it is vital when the expanded production concentrates in different lines. Recognizing Success and Reinforcing Change Adoptions of the change, considerations of success, and the long termed efforts should be celebrated. Such moves are equally important Perfect Components to recognize and implement the changes, develop effective quality management framework, and capitalize on knowledge and character of employees (Yu Zhou, 2015; Schniederjans, 2015). Meanwhile, continuous adoption should be closely checked to avoid slipping back into past modalities of work. Thus this is the last step of implementation and should be followed by an after project review aimed at evaluating the success and failures for entire program as well as identification of the changes for another case study. Conclusion In conclusion, organizational change management is a continuous improvement in Perfect Components companies irrespective of locations to achieve. Such considerations have led to the expansion of production and closure of the unproductive company. Moreover, the approach comprises of programs that used to reach the process. Therefore, for good leaders, the areas are applied effectively to realize success, avoid loss of essential employees, customers and teams while reducing the negated implications on productivity, as per the case of Perfect Components. References Bhansing, P. V., Leenders, M. A. A. M., Wijnberg, N. M. (2015). Selection system orientations as an explanation for the differences between dual leaders of the same organization in their perception of organizational performance. Journal of Management Governance.https://doi.org/10.1007/s10997-015-9330-4 Bodenstaff, L., Wombacher, A., Reichert, M., Wieringa, R. (2010). MaDe4IC: An abstract method for managing model dependencies in inter-organizational cooperations. Service Oriented Computing and Applications, 4(3), 203228.https://doi.org/10.1007/s11761-010-0062-7 Fink, M., Frank, H., Gundolf, K., Kailer, N. (2014). Management of qualitative change in small and medium-sized enterprises: A kaleidoscope of theoretical and empirical research. Review of Managerial Science, 9(2), 219224.https://doi.org/10.1007/s11846-014-0153-5 Hornsby, J., Pea-Legazkue, I., Guerrero, M. (2013). Guest editorial: The role of corporate entrepreneurship in the current organizational and economic landscape. International Entrepreneurship and Management Journal, 9(3), 295305.https://doi.org/10.1007/s11365-013-0255-6 Kraus, S., Pohjola, M., Koponen, A. (2011). Innovation in family firms: An empirical analysis linking organizational and managerial innovation to corporate success. Review of Managerial Science, 6(3), 265286.https://doi.org/10.1007/s11846-011-0065-6 Loignon, A. C., Myers, H., Rogelberg, S. G. (2013). Looking back and glimpsing forward: Publication topics in IndustrialOrganizational psychology and organizational behavior. Global Business Perspectives, 1(3), 181197.https://doi.org/10.1007/s40196-013-0017-4 Loukis, E., Janssen, M., Dawes, S., Zheng, L. (2015). Evolving ICT and governance in organizational networks - conceptual and theoretical foundations. Electronic Markets, 26(1), 714.https://doi.org/10.1007/s12525-015-0210-1 Myers, K. K., Sadaghiani, K. (2010). Millennials in the workplace: A communication perspective on Millennials organizational relationships and performance. Journal of Business and Psychology, 25(2), 225238.https://doi.org/10.1007/s10869-010-9172-7 Picot, A., Baumann, O. (2008). The relevance of organization theory to the field of business and information systems engineering. Business Information Systems Engineering, 1(1), 6269.https://doi.org/10.1007/s12599-008-0027-y Schniederjans, D., Schniederjans, M. (2015). Quality management and innovation: New insights on a structural contingency framework. International Journal of Quality Innovation, 1(1).https://doi.org/10.1186/s40887-015-0004-8 Sekerka, L. E., Comer, D. R., Godwin, L. N. (2013). Positive organizational ethics: Cultivating and sustaining moral performance. Journal of Business Ethics, 119(4), 435444.https://doi.org/10.1007/s10551-013-1911-z Steiber, A., Alnge, S. (2015). Organizational innovation: A comprehensive model for catalyzing organizational development and change in a rapidly changing world. Triple Helix, 2(1).https://doi.org/10.1186/s40604-015-0021-6 Van Gils, S., Hogg, M. A., Van Quaquebeke, N., van Knippenberg, D. (2015). When organizational identification elicits moral decision-making: A matter of the right climate. Journal of Business Ethics.https://doi.org/10.1007/s10551-015-2784-0 Vanderhaeghen, D., Fettke, P., Loos, P. (2010). Organizational and technological options for business process management from the perspective of web 2.0. Business Information Systems Engineering, 2(1), 1528.https://doi.org/10.1007/s12599-009-0087-7 Wernz, C. (2013). Multi-time-scale Markov decision processes for organizational decision-making. EURO Journal on Decision Processes, 1(3-4), 299324.https://doi.org/10.1007/s40070-013-0020-7 Yu, D., Zhou, R. (2015). Intellectual management: An integrative theory. Journal of the Knowledge Economy.https://doi.org/10.1007/s13132-015-0305-0

Development Ethnic Minority Small Businesses †MyAssignmenthelp

Question: Discuss about the Development Ethnic Minority Small Businesses. Answer: Introduction: An organizations culture and the values it is founded on are the only actual identifiers. Everything else could be imitated, but the only true distinctive identifiers are the norms and values of the company. The present paper aims to identify the underpinning values of Frankton Fresh company and how these are translated into its policies and processes (Prowle, Kalar Barrow, 2016). Frankton Fresh is a medium sized grocery business which stocks and sells a broad range of fresh vegetables and fruits, dairy products, milkshakes, real fruit ice cream and other groceries. The ensuing paragraphs also carry a reflection on what was learnt from undertaking this assignment. The core value on which Frankton Freshs foundation lies is to offer a fair and simple deal and making fresh quality products accessible. As it is a medium sized business, the company has a very down-to-earth culture and it celebrates the family-friendly values. Franktons values are critical to its success and without these, it would struggle to stay competitive. These values are ingrained in the way it conducts business at each level. These values let its stakeholders (employees and customers) know what type of business they are dealing with and what can be expected from it. A major part of Franktons culture revolves around their belief of no one strives better for customers. It tries to understand its customers needs, and be the first one to meet them, plus act responsibly toward the community (Zhang, van Doorn Leeflang, 2014). The culture of the company is based on respect and trust. It believes that if consumers like what it provides, they will come back and purchase again. This I can say from my all shopping experiences as all my required products were available with them and which were not there they note it down and provided me on next purchase. If the employees feel what it does is rewarding, they are likely to go an additional mile to assist the consumers. By the embodiment of its values, Frankton creates a great place to work where great service is provided (Drucker, 2017). These values and culture are not just on papers. These are actually incorporated into the policies and processes of the organization. The people on the floor are always very energetic and enthusiastic about helping the customers. Corporate social responsibility is something which followed intently by the company in most of its process. Frankton trades responsibly which is reflected in its fair prices and great quality. Corporate responsibility is also visible in its ethical and responsible sourcing techniques. The company sources it produces only from farmers who use environmentally sound farming practices. It promotes healthy eating choices by selling fresh and conventional farm produce (Altinay, Saunders Wang, 2014). All this is not hearsay. I have personally experienced how fresh and high quality are the products at Frankton Fresh. Moreover, there is complete information available on every shelf about how they were produced and sourced. In addition to this, the store does not use plastic bags at all and the packaging of other materials is also bio-degradable. Undertaking this research helped me learn a great a deal about myself. I identified that I can work and deliver effectively under pressure. While doing this study, there were many instances in which I had to wait long for results, and this made me realize I actually have so much patience. My practical knowledge increased manifolds and so did my research skills. I learnt how much dedication is required to undertake a practical examination, the key role of observation in it, and then what it takes to pour everything on the paper efficiently. I had so much of information, but I learnt the process of screening only the relevant data and turning into my report. However, there were some areas where I could improve my skills. These include communication skills, interpersonal skills, and planning skills. I figured that I was not very confident when interacting with the store employees and other customers there. It was difficult for me to strike a conversation. As far as planning skills are c oncerned, I was not totally successful in looking ahead to achieve my goal and avoiding physical, financial and emotional hardships. I really need to work on these areas. For this purpose, I have set some developmental objectives: Improve my communication skills by joining some workshops where I would have to speak in front of different people and interact with them. Improve my strategic thinking and planning skills. Conclusion Hence, it can be concluded that a strong company culture can help a business differentiate itself from its rivals in the minds of its stakeholders. Frankton Fresh has been successful in embedding its values and culture into its processes which makes it successful. References Altinay, L., Saunders, M. N., Wang, C. L. (2014). The influence of culture on trust judgments in customer relationship development by ethnic minority small businesses.Journal of Small Business Management,52(1), 59-78. Drucker, P. F. (2017).The Theory of the Business (Harvard Business Review Classics). Harvard Business Press. Prowle, M., Kalar, M., Barrow, L. (2016). New development: Value for money (VFM) in public servicesthe importance of organizational culture.Public Money Management,36(7), 547-552. Zhang, S. S., van Doorn, J., Leeflang, P. S. (2014). Does the importance of value, brand and relationship equity for customer loyalty differ between Eastern and Western cultures?International Business Review,23(1), 284-292.

The Underwater World Essay Example For Students

The Underwater World Essay There you are, totally weightless, quietly soaring just above the sea floor with only the smallest amount of physical exertion. Small fish come out of their holes to look at you. How about that? You are the curiosity. You are the thing that does not belong. Perhaps this is why you dive. You are taking part in exploring mans last ecological frontier. The very thought would excite anyone whose blood still flows in his veins. The diver is the observer, he looks at everything he can. He totally forgets the outside world (Reseck 4). When I first read this piece, I got goosebumps. For years man has explored this vast universe, spending millions of dollars, and only making a tiny scratch on its surface. For me, to be able to explore a world completely different from mine sounds like an opportunity of a lifetime. When I had to choose a topic for my senior project, scuba diving was the most compelling of all. This paper is about the development and use, the techniques, and the physiological c oncerns of scuba diving. We will write a custom essay on The Underwater World specifically for you for only $16.38 $13.9/page Order now Man underwater dates all the way back to the Iliad, but sports diving for fun and for a profession is fairly new. If one has ever been underwater, he should know that breathing is impossible. In the early 1940s, Jaques Yves-Cousteau, a Frenchman, developing something that is now a very important asset to scuba diving. It is known to us as a regulator. The regulator conserved air by releasing only the amount of air thediver needed to breathe. This increased the time the diver could stay down on one tank of air to about one hour if he were in shallow depths. Cousteaus regulator was simple and inexpensive and marked the beginning of the sport of scuba diving. The sport grew somewhat slowly through the late 40s and early 50s because, although the diver could now stay underwater for an extended period of time, in most parts of the world the water was so cold that he was forced to leave the water after a short time (Reseck 16). In the early 1950s, rubber suits were designed. They were used to keep the diver warm. These old dry suits were worn over long underwear and sweat suits or sweaters. The clothing acted as an insulator, and the rubber suit was used to simply keep the insulation dry. But when the easily punctured dry suits were torn, the insulation became wet, thus causing the insulation to be ineffective. But a new suit, called the wet suit was invented. The wet suit actually strapped a thin layer of water next to the divers body, which soon heated up to body temperature and acted as insulation. Nowadays, foam neoprene is used for all wet suits. When the demand for wet suits increased, manufacturers developed the standard small, medium, and large sizes. As the market continued to grow, the neoprene material was improved by making it softer and more flexible. A backing was also added on the neoprene to increase its durability and service. The market grew larger still, and ready made suits came in extra small, small, medium, medium large, large, and extra large sizes. Today, almost anyone can walk into a store and come out with a good suit that fits (Reseck 17). Scuba diving can be very dangerous and, if not approached safely, one must know the precautions and dangers before jumping into water to dive. There are several ways to dive underwater. One way is the Pike Surface dive. Start from a prone position on the surface. Sweep both arms back toward the hips at the same time and bend sharply at the hips so that the head and trunk point directly toward the bottom of the pool. With palms facing forward, bring the arms up forcibly, in line with the head, and lift both legsstraight and togetherout of the water so that they, too, form a straight line with the body. Let the weight of the legs force the body to submerge. Do not kick until the feet are below the surface, then either kick for greater depth or straighten out for an underwater swim (Counsilman and Drinkwater 29). Another dive is the Feet First dive. Tread water over the spot where the dive is to be made. Raise the body out of the water with a strong kick and a downward push with the hands and arms. Then straighten legs, point toes, and raise the arms overhead. The weight of the upper body and the arms will force the entire body under the surface. When the downward motion stops, bend at the hips and, with and underwater pike, either continue the dive headfirst or level off to swim (Counsilman and Drinkwater 29). The mask, the snorkel, and the fins are three of the most important tools in diving. Occasionally, water may seep into the mask, or the mask may become dislodged and flooded while the diver is under the surface. Sometimes a diver can simply surface when the mask becomes flooded, but it may be necessary to clear the mask before surfacing in order to have visibility during the ascent. Grasp the mask and pull it away from the face to allow the mask to flood. Roll the head to one side so that the face plate is turned to the surface. Hold the uppermost side of the mask firmly against the face, and exhale into the mask through the nose. The air trapped in the mask will fill the space and force the water out under the bottom edge. Some divers prefer to clear the mask by holding it firmly against the forehead and tilting the head back until they are looking up at the surface before blowing into it. Common errors are failing to tilt the mask toward the surface, pressing the top edge so tightl y against the face that the mask is pulled away from other parts of the face, and allowing air to escape under the top edge of the mask by failing to hold the mask firmly in place (Counsilman and Drinkwater 31-33). .ub34d1d7831000f186387cf81b7193691 , .ub34d1d7831000f186387cf81b7193691 .postImageUrl , .ub34d1d7831000f186387cf81b7193691 .centered-text-area { min-height: 80px; position: relative; } .ub34d1d7831000f186387cf81b7193691 , .ub34d1d7831000f186387cf81b7193691:hover , .ub34d1d7831000f186387cf81b7193691:visited , .ub34d1d7831000f186387cf81b7193691:active { border:0!important; } .ub34d1d7831000f186387cf81b7193691 .clearfix:after { content: ""; display: table; clear: both; } .ub34d1d7831000f186387cf81b7193691 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ub34d1d7831000f186387cf81b7193691:active , .ub34d1d7831000f186387cf81b7193691:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ub34d1d7831000f186387cf81b7193691 .centered-text-area { width: 100%; position: relative ; } .ub34d1d7831000f186387cf81b7193691 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ub34d1d7831000f186387cf81b7193691 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ub34d1d7831000f186387cf81b7193691 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ub34d1d7831000f186387cf81b7193691:hover .ctaButton { background-color: #34495E!important; } .ub34d1d7831000f186387cf81b7193691 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ub34d1d7831000f186387cf81b7193691 .ub34d1d7831000f186387cf81b7193691-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ub34d1d7831000f186387cf81b7193691:after { content: ""; display: block; clear: both; } READ: What I Believe - Life Lessons Learned as a Child EssayThe snorkel is a critical tool for breathing underwater. Most divers attach the snorkel to the mask strap so it cannot be easily lost underwater. First, slip the mouthpiece into the mouth and bite down on the rubber projections with teeth. The wide flange should fit between the teeth and lips. It is common for the snorkel, stand in shallow water, take a deep breath and submerge until the snorkel is completely filled. Straighten out until the back of the head is clear of the water but the face is still submerged. Next, make a quick hard blow to clear the water from the tube. Now you should have a clear snorkel (Counsilma n and Drinkwater 33). The fins are what make you move through the water in a faster and less rigorous fashion. Walking in fins on land should not be done because they are extremely awkward and could cause a fall. In shallow water, it is easier to walk backwards if you move slowly and slide the feet along the bottom. When the diver is equipped with fins, the hands are rarely used and held at the sides to help keep the body straight. When the fins are used, the most common kick is the flutter kick and is used on the surface and underwater. The legs are to stay relaxed. To get the full effect of the fins and to avoid necessary fatigue, kick at a slightly slower pace than usual. The toes should stay pointed, and the fins should be completely submerged (Counsilman and Drinkwater 33-34). When diving, the buddy system should always be used, and all equipment should be placed in reach from the dive site. A buddy is there to help you check your gear and, when underwater, to help you in case of an emergency. After you are in the water, put on the fins, mask, and snorkel, and, carrying a weight belt, walk slowly backward to the middle of a shallow area. Sit on the bottom with the weight belt across your thighs. When inhaling, the body should make a slow rise. If it does not rise, then the weight should be decreased. This makes the body neutrally buoyant. Always make sure the mouthpiece and mask are clear. Free ascent should also be learned in case of emergency and the diver must ascend without his gear. The ascent is made slowly, and a constant exhalation of air is required. If you hold your breath during an ascent after breathing compressed air, and air embolism can be caused. This is when air escapes the lungs and enters the bloodstream, causing bubbles to form in the v eins. These bubbles block the blood flow to the brain, causing death. Always exhale during a free ascent. The buddy breathing and ditch and recover methods are also important in diving. Buddy breathing is when you use your partners air during a dive if yours is not available. The mouthpiece is to be switched back and forth every two breaths. The ditch and recovery is when a diver ditches his gear, and recovers all of it in ten feet of water. These are all a few of the techniques used in scuba diving. In scuba diving, you can always learn something new. There are may techniques to learn and can always be improved (Counsilman and Drinkwater 34-39). In diving, there is always a chance you could be hurt. Safety is crucial, and there are quite a few physiological concerns in the sport. When descending in the water, Boyles law goes into effect immediately. As the water pressure surrounding the diver increases, the volumes of air both inside and outside the body of the body decrease in size. This pressure creates a compressing effect on the body that can result in injuries called Barotrauma. This can be avoided by equalization. The two major forms of Barotrauma on descent are internal and external squeeze. The sites of internal squeeze include the middle ear, the sinuses, and, occasionally, the teeth and intestines. As water pressure increases on descent, the air space in the middle ear is reduced, causing a vacuum, with the outside water forcing the flexible eardrum inward. If the internal air pressure is not equalized, the eardrum may become perforated. The sinus squeeze is when the sinuses are blocked. There are four sinuses that are filled with air and called the frontal, ethmoidal, maxillary, and sphenoidal, and come in pairs. The sinuses must be equalized just like the middle-ear space. Due to head colds, allergies, sinusitis, or smog, the sinus may become blocked, thus causing a sinus squeeze (Griffths 71-76). .u569907ae8a9ef06a868e45ceff759a07 , .u569907ae8a9ef06a868e45ceff759a07 .postImageUrl , .u569907ae8a9ef06a868e45ceff759a07 .centered-text-area { min-height: 80px; position: relative; } .u569907ae8a9ef06a868e45ceff759a07 , .u569907ae8a9ef06a868e45ceff759a07:hover , .u569907ae8a9ef06a868e45ceff759a07:visited , .u569907ae8a9ef06a868e45ceff759a07:active { border:0!important; } .u569907ae8a9ef06a868e45ceff759a07 .clearfix:after { content: ""; display: table; clear: both; } .u569907ae8a9ef06a868e45ceff759a07 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u569907ae8a9ef06a868e45ceff759a07:active , .u569907ae8a9ef06a868e45ceff759a07:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u569907ae8a9ef06a868e45ceff759a07 .centered-text-area { width: 100%; position: relative ; } .u569907ae8a9ef06a868e45ceff759a07 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u569907ae8a9ef06a868e45ceff759a07 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u569907ae8a9ef06a868e45ceff759a07 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u569907ae8a9ef06a868e45ceff759a07:hover .ctaButton { background-color: #34495E!important; } .u569907ae8a9ef06a868e45ceff759a07 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u569907ae8a9ef06a868e45ceff759a07 .u569907ae8a9ef06a868e45ceff759a07-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u569907ae8a9ef06a868e45ceff759a07:after { content: ""; display: block; clear: both; } READ: Creation Vs Evolution EssayExternal squeezes are caused by the divers equipment, such as the mask or wetsuit. When an equipment squeeze occurs, body tissues are pulled out and away from divers, rather than pushed into them. The mask squeeze, which may be the most common external squeeze, is caused by the inability to equalize the air pressure between the mask and the face on the divers descent. To prevent a mask squeeze, the diver should exhale through the nose when suction is experienced on the face. A slow descent is also a way to help avoid this problem. A suit squeeze is another kind of squeeze to avoid. This is rare, but air pockets form between the suit and the skin and blood vessels on the surface of the skin could rupture. To prevent a suit squeeze, one must vent the suit of air and fill the former air pockets with water (Griffiths 76-78). The ascent is the same to the descent in relation to Boyles law, but in the ascent, the surrounding pressure decreases, causing air pockets to expand. The two most common types of ascent problems are lung overexpansion and decompression sickness. In lung overexpansion, when a diver breathing compressed air returns to the surface, air in the lungs will expand due to the decreasing water pressure. A diver must breath regularly on the ascent in order to allow this reexpanding air to vent itself normally. Breath holding, uncontrolled ascents, or airway blockage could cause the expanding air to rupture the air sacs in the lungs, allowing air bubbles to enter the body and resulting in tissue damage, blood circulation blockage, or both. Lung overexpansion can be avoided through self-control. Divers should be able to perform a controlled ascent at any time, with normal breathing or exhaling slowly along the way. Scuba divers must never hold their breath while ascending (Griffiths 78). Decompression sickness, aka: the bends, is one of the most feared diving maladies. With increasing depth, the partial pressure of nitrogen also increases. As the partial pressure of nitrogen elevates, it becomes more soluble in the tissues of the body. At the bottom, the diver with nitrogen dissolved in the tissues and bloodstream experiences no apparent problems. However, when ascending, significant pressure/volume change occur. If the rate of ascent is faster that the ability of the body to vent nitrogen through normal breathing, the nitrogen gas will expand and bubble-out of solution. To avoid the bends, diving well within the limits of the U.S. Navy no-decompression tables and following them is the only way (Griffiths 81-82). Hyperventilation, or shallow water blackout, has more potential to occur on skin dives rather that scuba dives, but may occur on both. Hyperventilation results when rapid, forced exhalations significantly lower the levels of oxygen and carbon dioxide in the bloodstream, which may lead to unconsciousness. To treat hyperventilation, the airway should be opened by hyperextending the neck, mouth-to-mouth respiration may not be necessary if the carbon dioxide level build up and triggers the breathing mechanisms, which often happens (Griffiths 85). In conclusion, scuba diving is not a simple sport. There are many complexities that go along with it. In time, it has come along from being a difficult sport that is only allowed for a selective few, to a sport that almost anyone can participate in. The improvement in its technology makes it much easier for others to learn. Also, more research has been done on it, and now there is almost nothing more to research about it. It is a very complex to pic due to the scientific side of it. There are many scientific laws and there are many restrictions related to it. The only drawback of learning how to scuba dive is the cost. But if you are willing to spend about $450 and want to learn a lot more about scuba diving than the underwater portion, then by all meansgo ahead. After all, it is a completely different world down there. Bibliography:BibliographyCounsilman and Drinkwater. Beginning Skin and Scuba Diving. Belmont, CA: Wadsworth Publishing Company, Inc. 1964. Griffiths, Tom. Sport Scuba Diving in Depth. Princeton, NJ: Princeton Book Co., Publishing. 1985. NAUIAdventures In Scuba Diving. St. Louis, MO: MosbyYear Book, Inc. 1995. Nonnelly, Doug. Personal Interview. 1 Nov. 1998. Reseck, John. ScubaSafe and Simple. Englewood Cliffs, NJ: Prentice Hall, Inc. 1975.

Ten Common Myths Regarding Teachers

Ten Common Myths Regarding Teachers Teaching is one of the most misunderstood professions. Many people do not understand the dedication and hard work that it takes to be a good teacher. The truth is that it is often a thankless profession. A significant portion of the parents and students that we work with on a regular basis do not respect or appreciate what we are trying to do for them. Teachers deserve to be respected more, but there is a stigma associated with the profession that will not go away any time soon. The following myths drive this stigma making this job even more difficult than it already is. Myth #1 – Teachers work from 8:00 a.m. – 3:00 p.m. The fact that people believe that teachers only work Monday-Friday from 8-3 is laughable. Most teachers arrive early, stay late, and often spend a few hours on the weekend working in their classrooms. Throughout the school year, they also sacrifice time at home for activities such as grading papers and preparing for the next day. They are always on the job. A recent article published by BBC news in England highlighted a survey asking their teachers how many hours they spend on the job. This survey compares favorably to the amount of time teachers in the United States spend working each week. The survey evaluated the time spent in the classroom and the time spent working at home. According to the survey, teachers worked between 55-63 hours per week depending on the level that they teach. Myth #2 – Teachers have the entire summer off work. Yearly teaching contracts typically range from 175-190 days depending on the number of professional development days required by the state. Teachers generally receive about 2 ½ months for summer vacation. This does not mean they are not working. Most teachers will attend at least one professional development workshop during the summer, and many attend more. They utilize the summer to plan for the next year, read up on the latest educational literature, and pour through new curriculum that they will be teaching when the New Year begins. Most teachers also start showing up weeks in advance of the required reporting time to start preparing for the new year. They may be away from their students, but much of the summer is dedicated to improving in the next year. Myth #3 – Teachers complain too often about their pay. Teachers feel underpaid because they are. According to the National Education Association, the average teacher salary in 2012-2013, in the United States, was $36,141. According to Forbes Magazine, 2013 graduates earning a bachelor’s degree would make an average of $45,000. Teachers with all ranges of experience make $9000 less a year on average than those beginning their career in another field. Many teachers have been forced to find part-time jobs in the evenings, on the weekends, and throughout the summer to supplement their income. Many states have beginning teacher salaries below the poverty level forcing those who have mouths to feed to get government assistance to survive. Myth #4 – Teachers want to eliminate standardized testing. Most teachers do not have an issue with standardized testing itself. Students have been taking standardized tests every year for several decades. Teachers have utilized testing data to drive classroom and individual instruction for years. Teachers appreciate having the data and apply it to their classroom. The high stakes testing era has changed a lot of the perception of standardized testing. Teacher evaluations, high school graduation, and student retention are just a few of the things that are now tied to these tests. Teachers have been forced to sacrifice creativity and to ignore teachable moments to ensure that they cover everything their students will see on these tests. They waste weeks and sometimes months of class time doing comprehension test prep activities to prepare their students. Teachers are not afraid of standardized testing itself, they are afraid of how the results are now used. Myth #5 – Teachers are opposed to the Common Core State Standards. Standards have been around for years. They will always exist in some form. They are blueprints for teachers based on grade level and subject matter. Teachers value standards because it gives them a central path to follow as they move from point A to point B. The Common Core State Standards are no different. They are another blueprint for teachers to follow. There are some subtle changes that many teachers would like to make, but they truly are not much different than what most states have been using for years. So what are teachers opposed to? They are opposed to the testing tied the Common Core. They already loathe the overemphasis on standardized testing and believe the Common Core will increase that emphasis even more. Myth #6 – Teachers only teach, because they cannot do anything else. Teachers are some of the smartest people I know. It is frustrating that there are people in the world that actually believe that teaching is an easy profession full of people that are incapable of doing anything else. Most become teachers because they love working with young people and want to make an impact. It takes an exceptional person and those who consider it glorified â€Å"babysitting† would be shocked if they shadowed a teacher for a few days. Many teachers could pursue other career paths with less stress and more money, but choose to stay in the profession because they want to be a difference maker. Myth #7 – Teachers are out to get my child. Most teachers are there because they genuinely care for their students. For the most part, they are not out to get a child. They have a certain set of rules and expectations that every student is expected to follow. The chances are decent that the child is the issue if you think the teacher is out to get them. No teacher is perfect. There may be times that we come down too hard on a student. This often results out of frustration when a student refuses to respect the rules of the classroom. However, this does not mean we are out to get them. It means that we care enough about them to correct the behavior before it becomes uncorrectable. Myth #8 – Teachers are responsible for my child’s education. Parents are any child’s greatest teacher. Teachers only spend a few hours each day over the course of a year with a child, but parents spend a lifetime. In reality, it takes a partnership between parents and teachers to maximize a student’s learning potential. Neither parents nor teachers can do it alone. Teachers want a healthy partnership with parents. They understand the value that parents bring. They are frustrated by parents who believe they have little to no role in their child’s education other than making them go to school. Parents should understand that they are limiting their child’s education when they do not get involved. Myth #9 – Teachers are continuously opposed to change. Most teachers embrace change when it is for the better. Education is a continuously changing field. Trends, technology, and new research are continuously evolving and teachers do a decent job of keeping up with those changes. What they fight against is bureaucratic policy that forces them to do more with less. In recent years, class sizes have increased, and school funding has decreased, but teachers are expected to produce greater results than at any time. Teachers want more than the status quo, but they want to be properly equipped to fight their battles successfully. Myth #10 – Teachers are not like real people. Students get used to seeing their teachers in â€Å"teacher mode† day in and day out. It is hard sometimes to think of them as real people who have lives outside of school. Teachers are often held to a higher moral standard. We are expected to behave a certain way at all times. However, we are very much real people. We have families. We have hobbies and interests. We have lives outside of school. We make mistakes. We laugh and tell jokes. We like to do the same things everyone else likes to do. We are teachers, but we are people too.

Career Management Essay Example | Topics and Well Written Essays - 3000 words

Career Management - Essay Example According to Kossek & Roberts, self-set managing activities mainly includes acquiring knowledge about one's personality, set of connections and appreciation on successfully completion of the assignments in the course of career development within an institution. (ELLEN ERNST KOSSEK, KAREN ROBERTS, 1998) On the other hand, "organizational career management" expresses the course of action adapted by the organizations to manage the careers of its workers. As per the theories of Stump, the Organizational career management is "actions and prospects that organizations support to help guarantee they will congregate or surpass their expected human resource necessities." (ELLEN ERNST KOSSEK, KAREN ROBERTS, 1998) Stumpf also reveals in his theory that the career corridors, worker education & development, employment postings, vocation therapies, outplacement psychotherapies and mentoring are merely few measures that are usually implemented in organizational career management agendas. (STUMPF, S.A., 1988) Loads of scholars have cited the work of Arnold (1997) who in his theories had explained career management as an endeavor to influence the career development of others. ... (ARNOLD, John, 1997) There has been occurrence of elementary shifts in the management of careers however, while previously careers were managed by the organizations by way of conventional and secure progress upwards on organizationally-defined ladders on the other hand the present-day arrangement of career management focuses on attaining knowledge and proficiencies as an alternative of making headway through a preset sequence of positions. (THITE, Mohan, 2001) Acquirement of novel acquaintance and talents increase the chances of "employability," i.e. the capability for the member of staff to achieve and sustain employment, facilitating the worker to budge around what Thite had referred to as a "jungle gym" of designations. (CLARKE, Marilyn, 2007) This novel conceptual framework of career management constitutes diverse meaning for mutually, the individual and the organization, getting forward to a dual way approach towards "career management, individual career management and organizational career manageme nt." (BARUCH, Y., 2006) This paper hereby evaluates the significance of career Management as an essential component of Human Resource activities from the joint perception of the organization as well as individual employees. This paper also highlights the obstructions that are usually encountered by HR professionals in implementing the career management program in an organization in addition with the measures that could be implemented to evade these barricades. This paper provides brief opinions of a number of researchers and authors on the topic. 2. Significance of Career Management The incorporation of the career management practice in HRM permits the shifting from a scheme of administration

Jocelyn Moorhouses How to Make an American Quilt Essay

Jocelyn Moorhouses How to Make an American Quilt - Essay Example However, when she asks Marianna who the latter would marry, Marianna shows her vulnerable side by saying â€Å"I would marry my soul mate† (American Quilt, 1995). Thereby she reveals the incident she has kept with her from her youth: she met a man by chance, and ended up spending the evening with him, only to find out later, after discovering her inner connection with him, that he was married. Marianna has always been brave; she has chosen whichever path her instincts have told her to follow. Perhaps this is why her character is the most colorful out of all the rest, and why she seems to be the most brilliant amongst the members of the quilting bee. Since she has chosen the â€Å"right colors† in the words of Anna (American Quilt, 1995), her life was much enhanced by it. In life, whatever choices we make have a consequence on our personality. A wrong choice does, like Anna says, â€Å"dull the colors and hide the original beauty† (American Quilt, 1995). This message, I would say, resonates in my life. I have always gone by instinct; that is to say, I have always trusted my instincts, without knowing why, and have made choices based on it. One of the reasons I can identify with the character of Marianna in the movie is that, like her, I too follow my hearts desires. This practice has, indeed, enriched my life. I have always been, and still am, my own person. Sometimes this entails going against the grain, however, in the long run, I have noticed, that it always pays to be true to oneself. One has to be brave to stand up to the opposition of one’s peers or your parents, but if one remains true to oneself, I feel one’s life is all the more enriched for that very reason. Just like Marianna in the movie, I can easily say that I have had no regrets in life, because I have always stayed true to myself.

People resourcing(HR) Essay Example | Topics and Well Written Essays - 3250 words

People resourcing(HR) - Essay Example They are men and women who lead by example, team work, communication skills, and dedication. In the modern times, it is not enough to be highly skilful. One has to be adaptable to adjust with changes in technology and environment. The need for development of a strategic approach is correlative to the 'best fit, best practice' concept in management of human resource. Best fit is not simply use of the best man or woman for a particular job slot. It goes beyond to achieve the winning situation by harnessing the talents and skills of one employee for the purpose of achieving a specific target or goal. People sourcing align with the company's strategy and strategic human resource management has a stake in the company's performance and results. (Sandeep Krishnan and Manjari Singh). The importance of this approach is gaining ground as traditional management techniques based on 'one system fits all' approach is rapidly losing out in view of the frustration felt by both the management as well as the employees to fit into an outdated system which is no more suited for either. Instead, today the preference is for capability with communication skills. For instance, the capability of a particular employee may not be of very high order, but if his communication skills are noteworthy he may be the ideal choice to carry out a job, a project, or even a whole enterprise. ThModern day technology is designed to bring out the best even in the most mediocre individual provided he or she abides by the simple instructions codified as commands. The tremendous growth of information and communication technologies has exposed the new generation today to a system run efficiently with the help of sleek computers, printers, scanners and other gadgets which has left the system of the previous generation overwhelmed and on the throes of extinction. The system which was in vogue just a decade ago has been outpaced in terms of efficacy and communication methodologies. The present office scenario in most establishments, even in third world countries, presents an atmosphere of youthful exuberance blending with computer aided data systems in place. Handling men enjoins a host of activities and concepts. It has to do with operating, planning, control, research and development, and decision making. Indeed, the present age's requirement for 'best fit, best practice' approach is necessary in the highly competitive nature of doing work today. Even with