Tesco Organisational Change

Introduction: This assignment is based on the concept of Organization change and it will discuss around various concept of change within an organization. It is based on the selection of an organization that has undergone through a change and in which people has adopted or resist the strategies of change. Aims and Objectives: This assignment will be comprise of the below mentioned objectives that will actually analyze all the changes that an organization has actually faced. * To identify the processes and model of change and what are the strategies that might help in encourages people to positively respond to that change. To identify the main drivers that has actually triggered the need for change in the organization. * To analyze the organizational change with the help of EFQM model. * To evaluate how people will react to that change and will survive within that change. * To identify the ways that can help in dealing with the resistance towards that change. * To evaluate the strategi c change initiatives and what recommendation can be made in order to gather good data and avoid biasness. What is change? According to Potter, Mark (2011) change is an activity that takes out the organization or a person out of their comfortable zone. It is sometimes positive and sometimes negative and takes time for the adjustments. According to Chhabra et al (2007) states that Organizational change is the change that comes in the overall working environment of an organization and sometimes cause discomfort to the people initially. Organizational change: According to Potter, Mark (2011) Organizational change is a state that an organization undergoes from one state to another. This change can be in the policy, strategy, technology and culture of an organization. This change can be sudden or preplanned and requires wise strategies towards the management of people working in an organization. Change management: According to searchcio-mid market. tech target. com Change management is a methodical term which deals with change both at the individual and organizational level. It deals with three different aspects. 1. Controlling change. 2. Effecting change. Tesco: According to the Tesco website it is the Britain’s foremost retail company which is dealing with 37,000 stores all over the world and have employed over 440,000 people. Tesco is dealing with 30 countries outside the United Kingdom. Tesco is actually working on the concept of change and all the employees are striving hard to respond to those changes. The name Tesco has first appeared on a shop in Edgware in 1929 and since that time this company has developed and grown up with so many new innovations and opportunities for the business and for the people as well. By the early 1990s Tesco has faced so many strong competitors and for staying at the competitive edge they need to have new strategies according to the new situations so here concept of change occurs. Sir Terry Leah was very wise in making decisions. He was the Chief executive in 1997 so he decided to find out where they are actually lacking so that they can easily work on those areas. So he found the root cause on which they need to work. He came up with the statement that we are good in buying and selling but we have actually forgotten the needs of our customers so he decided to pay much more attention to their customers. So he started this activity with the simple question asked by the customers what are we doing wrong? After this question they actually started investing in those areas that matters to customers e. g. the loyalty scheme such as club cards, Tesco. com, our internet home shopping service. He further illustrates his concept with giving ease to the customers and giving them a reason to come back to Tesco again and again. Tesco Mission Statement: â€Å"Creating values for customers, to earn their life time loyalty†. Values behind Tesco business: * No one tries harder for customers. * Treat people how we like to be treated. Objectives of the company: The main objective of the company is to better understand their customers than any organization. Tesco not only considers their customers much more important but they are also very much conscious in terms of the innovation of their products and services. Their concept behind best customer service and introducing best products are to attract their shareholders and gain the growth in sales, profits and returns. Tesco actually work around these three objectives. * To gain growth in sales, profits and returns. * To satisfy the needs of the customers by proving them best services and products. To satisfy its shareholders. Organizational change in Tesco: There is a marketing statement mentioned in ivy thesis . type pad. com that success breeds failure so it shows that nothing else is constant in business and in order to stay at the competitive edge business should respond to the changing demands of the world. Tesco has focused on these demands so that they can stay competitive and can resp ond to their competitors. The following difference can show their attention towards the demands of the world. Tesco in Past: According to Finch, Julia (2010). Tesco in the past was just like a typical traditional food retailer company that only focused on the substantial assets of the business like products, place and money. They had not paid any attention towards the intangible assets of business like customers satisfaction, services providing ease to the customers. This has actually given hard times to Tesco in the past and very soon this thing was realized by Tesco that the older methods will not work for the business as the concept of Globalization was spreading very fast so Tesco started responding to the changes required. Tesco in Present: Tesco in present has moved its attention towards more innovative and intangible things. This was the first step of Tesco towards innovation and working beyond its limits as in 1995 they introduced club cards which are now offering air miles and club card points in 5000 different venues in the UK. Rowley (2005) states that the club cards has given good opportunities for customer interactions and engaging large number of corporate partners in delivering and earning rewards. These club cards are actually building up a strong relationship among customers and Tesco. Another innovative step of Tesco is the use of internet for their customer’s i. e. Tesco. com. It has actually strengthened the communication between consumers and Tesco as people can inquire through Tesco website regarding grocery, music books and so on. According to Tesco. com (2005) customers can enter their complaints on the same website where the problem list are already present and customer’s needs to fill in the right area. These complain can be related to quality of food, out of date products and so on. For making the life easier for the customers Tesco has given more in store facilities, long opening hours, shorter queues trained staff. Topic 1 Drivers for Change: In order to find out the competitive position of an organization firstly I company need to check what factors are actually triggering for change. So what that reason lots of information is required which can tell the position of the company where it is standing at the present and where it will be in the future so making these predictions more clearer Porters 5 forces model can be used that will tell each and every aspect of that organization. Porters 5 Forces: Porter 5 forces helps in analyzing the external environment of an organization and provide beforehand preparations so that company can gets ready for any kind of pitfalls that may arise in business. It covers the following steps. * Rivalry. * Substitutes. * Buyers. * Suppliers. * Barriers to entry. Rivalry: Rivalry is the central force that involves other forces as well. Tesco has many rivals in the market so for making its position stronger and giving tough competition to its rivals Tesco always keep its position up-to-date and respond to the changing demands of the world. So the launch of club cards and other internet websites are the steps taken to stay at the competitive edge and be a strong contender for its rivals. Substitutes: Rivalry actually makes the profits zero as it is a threat. As the market has many supermarkets so they can be the substitutes for Tesco so in order to avoid missing their customers they need to provide them with extraordinary customer service. So Tesco has made that possible by giving Club cards and showing that the customers are at the heart of Tesco has actually won the loyalty of their customers. Tesco has substitute like Sainsbury which has got the similar products and has decreased the prices of products in both companies. Buyers: Power of buyer is another cause of decrease in the prices as if the cost of floor is more in Tesco buyer can easily switch over to Sainsbury. But Tesco is fortunate in this case as there are not lot big markets that makes the markets more discipline and stops them of pricing war. Supplier: Tesco has an advantage over the suppliers as they quote the price to the suppliers and suppliers have to admit that as Tesco has a strong position and they can quote on their own. If suppliers do not fulfill the demand they will have no one to sell their goods so Tesco takes a good advantage over their suppliers. Barriers to entry: Tesco, Asda and Sainsbury are the barriers to entry for the new supermarkets. As they have an advantage over the suppliers in the economy of scale as they can buy large volume of goods on less prices whereas the new entrants needs to buy small quantities very expensive. Process for change: Source: www. google. com (Kurt Lewin,1951) Unfreeze: Tesco has used the concept of unfreezing by telling their employees and realizing them the needs of their customers. They gave them the image that Tesco needs to stay at the competitive edge and for that they need the loyalty of their customers. For getting that loyalty they need to pay full attention towards the satisfaction of their customers. So they have to done some sort of technological, social and cultural changes that will increase their publicity among their customers. So they ensure the readiness of their employees towards the change in their working schedules. Change: Tesco has started the club cards in 1995 by giving full training to their employees that they always need to ask the customers â€Å"have you got a club card† this was the way of giving promotion to the club cards. Employees were also provided with the information that this strategy of launching club cards will give competitive edge to Tesco and the company can stay more in touch with the loyal customers so they just need to scan and offer the club cards to their customers who will definitely give rise to the profits. For making the employees ready for the extra work load Tesco has given them the information that they will also get 10% discount with their staff privilege card on their purchasing from the store which makes the employees happy that at least they are also getting benefits out of it. Employees were also informed of the Tesco. com and that the customers will do shopping online so they need to be more efficient and with the same thing they were given proper training that how to deal with online shopping and it will give rise to the business and the business will give them promotions and bonuses for their hard work. Refreeze: The launch of Club cards and Tesco. com has actually given rise to the Tesco sale as it makes easier for the customers that even while sitting at home they can shop whatever they want to have. It has actually increased the customers for Tesco as the slogan of Tesco says â€Å"Every little helps† so they are actually working on that as they have kept an eye on even the little needs of their customers. According to Harvey, Oliver (2007). , The UK has stated that Tesco is the most developed online grocery market in the world with more than 1. million people shopping online. ( Daily Record, 2004) Organizational change for context: According to Pagano, Margareta (1987) cultural web analysis was given by Gerry Johnson and Kevan Scholes in 1992. It can help in make observing and then making some changes in an organizations culture. It helps in exposing cultural hypothesis and practices and aligns the work with organizations elements and the strategies used within an organiz ation. As mentioned above different changes in Tesco which has given a positive rise to the business. Here in this cultural web analysis the change of introducing club cards has increased the work loads of people so what initiatives should be made in order to support the already occurred change. There are six elements which can help in making those changes stronger. Stories: Whenever a change occurs in any organization it comes with lots of previous stories like it will increase workloads without any benefits. It will give different type of job specifications so in order to avoid all these stories the employees will have in advance trainings and incentives so that they can welcome the change positively and should be ready for new challenges. Rituals and routines: The daily routine will show the change in behavior so the reward system and the bonuses should beforehand introduced so that people can work more energetically without showing any kind of negative attitude towards the increase in work. Symbols: Before implementing a new change there should have a lot of publicity as in Tesco they advertise the club cards and even the employees have got the uniform with Tesco club cards. Organizational structure: As in the case of Tesco the employees were well defined of their goals and the consequences that they will have after achieving those goals and objectives so the objectives will be clearly defined in order to support the implemented change. Control system: It is usually measure by the top management team and before implementing any sort of change all the strategies and policies are prepared beforehand. It is regarding the financial system and reward system so Tesco has also given the opportunity to its employees as 10% discount on their cards which can urther enhance their performance and strengthen the implemented change. Power structure: As the name indicates Power structure which is hold by the executives and other seniors so the steps taken like discounts for employees, Trainings regarding club cards and internet has strengthen the change so far. Topic 2 Creativity and Improvement Creativity: Creativity is the thinking up of new ideas. It is actually the dreaming up of new ideas. Whereas according to   Lorna Martin (2006). , Innovation is doing new things so it is the practical term for creativity. Source: www. google. co. uk According to Walker, Gaelle (2006). EFQM is the most widely used model with over 30,000 businesses to increase performance and increase their bottom line. It takes a holistic view of an organization and gives a diagnostic tool for the specific area of an organization which will provide strength and enhance that area with innovation and creativity. This model is divided into two parts the first one is enabler and second one are the results that can be earned through the employees efforts, the policies and strategies implemented, and the stakeholders or shareholders involved and the resources within that organization. So in the case of Tesco their strength is their team, their products. While talking about their employees they can engage their employees in more trainings and give them chances to think out of the box as the Human capital is the main asset of any company so Tesco needs to invest more on their employees and give them chances to learn more and work accordingly. So as they have got an Intranet within their organization that is the actual chance for their employee’s promotions and gives them more chances to enhance their performance by learning more and then implement their knowledge in their organization. Well Tesco has already taken a step towards innovation and creativity as they have implemented Tesco. com so in this way thousands of minds are included in Tesco and Tesco can take suggestions from the people around. By their club cards they are not only providing good saving to the customers but they are also doing surveys by checking in which area which product is selling more so in this way they are increasing the productivity of that product. So Tesco. Com is a step towards innovation. Surviving change: Surviving change is actually the concept regarding those changes that an organization has implemented. It checks whether those changes are well accepted by the organization and employees. Do those changes have given a positive rise to the business. According to Buckley, Neil (1995). , there are some steps that manage and deal with change appropriately which are as follows. 1. Acceptance for the change should be there by training and awareness. 2. Readiness for change to be happens at workplace. 3. Should have enough strategies to tackle that change. 4. Adapt to that change. 5. Feel free to go with the change. 6. Enjoy the change. 7. Always try to be ready for the change. So change is actually surviving in Tesco as they have also used the before hang readiness for the change to occur and now getting desired results as a part of business profits. Transition curve: According to   Savill, Richard (2001). Transition curve is a three stages of transition that involve ending, neutral zone and beginning which helps in assessing people that what difficulties they might face during the implementation of change. Ending: This seems to be the ending of the confidence of the employees when they deny the acceptance to change. They might think that their workplace or their work will be different so this is the ending of their hard works and acceptance to work loads. Neutral zone: This state will be the confusion state as the staff will be in between the current and the desired state. They will be uncertain about the present and the future. This can have the negative impact on the activities. Beginning: The beginning state is that state in which the employees are ready for the change and work accordingly with a positive set of mind. As in Tesco case employees are ready for the work. Conclusion and Recommendations: Change is a positive activity and it always brings about something healthy to an individual or an organization. So in the case of Tesco change was the ultimate desire of the modern time and has actually give Tesco a strong position. Club cards and Tesco. com Com are the positive changes for Tesco and has increased its sales. Staff is also very efficient in implementing and working on the change so it has given positive rise to the business. Recommendations * Although the change has been successfully implemented in company but there is still need to eradicate the perception and attitude of being one or monopolist views. The development opportunities should be offered to the front line staff for further improving the customer service. * Variety of methods should be used to training the staff and through providing them different platforms the company can fetch the creative ideas from their staff * There must be online and offline (virtual; over the web) feedback or comment section where the customers can record their feedbacks regarding the products services and their performance or further improvements. Teamwork culture, support from the management and empowerment are the necessary mediums to motivate the workforce and maintain their motivation for better productivity. * An efficient performance appraisal system is required to be implemented for judging the performance of both contract based and permanent employees and similarly compensation should be based on this fair appraisal of employees. * Further communication should be improved through extensively advertising the products to the target market and internal communication should have to be improved through making the flow of information on right time. References: * Potter, Mark (16 February 2011). â€Å"Tesco to outpace growth at global rivals – study†. Reuters. Retrieved 25 February 2011. * Finch, Julia (2 February 2010). â€Å"Tesco opens its first zero carbon store†. The Guardian  (UK). Retrieved 1 September 2010. * O'Grady, Sean (16 December 2001). â€Å"Shirley Porter: Rich, flashy and corrupt with it. She's nothing like a Dame†. The Independent  (London). Retrieved 13 December 2009. *   Harvey, Oliver (9 May 2007). â€Å"TESCO kills of Well St Market†. The Sun(London). Retrieved 13 December 2009. * Pagano, Margareta (16 May 1987). Shocked Hillards attacks greed of Prudential: Hartley disgusted with institutions after Tesco wins takeover battle†. The Guardian  (the sun). * â€Å"Tesco accused of ‘near monopoly'†. BBC. 17 January 2006. * â€Å"Inverness: Tescotown†. Retrieved 13 March 2006. *   Lorna Martin (1 January 2006). â€Å"The supermarket that ate a town†. The Observer  (UK). *   Walker, Gaelle (11 November 2006). â€Å"Online failing todeliver†. The Grocer(William Reed Publications): p. 6. *   Ã¢â‚¬Å"Business as usual for Sir Terry after 10 years in charge†. Birmingham Post(Midland Independent Newspapers): p. 24. 22 February 2007. *   Buckley, Neil (22 November 1995). People: Leahy rings Tesco's tills†. Financial Times: p. 40. *   Cunningham, Sarah (22 March 1997). â€Å"Tesco pays ? 630m for ABF's Irish business†. The Times  (Times Newspapers). â€Å"Tesco's Irish move approved†. Financial Times. 7 May 1997. *   Savill, Richard (12 June 2001). â€Å"Tesco bomb blackmailer is jailed for 16 years†. The Daily Telegraph  (UK). Retrieved 12 April 2011. *   Helft, Miguel (2001). â€Å"Tesco buys stake in GroceryWorks†. The Industry Standard. * O'Halloran, Marie (25 July 2009). â€Å"Unicef accuses Tesco of misusing charity slogan†. The Irish Times. *   McBride, Louise (26 July 2009). â€Å"Tesco in clash with Unicef†. The Irish Independent.   Malkin, Bonnie (14 November 2007). â€Å"Spice Girls go shopping at Tesco†. London: The Telegraph. Retrieved 19 September 2010. â€Å"AEW Architects†. AEW Architects. Retrieved 2011-08-16. *   Leroux, Marcus (22 March 2010). â€Å"Tesco’s secret chain charges customers more – Times Online†. The Times  (UK). Retrieved 11 November 2010. *   Ã¢â‚¬Å"Tesco announces non-food store trials†. Retrieved 13 March 2006. *   Jordan, Dearbail (8 June 2007). â€Å"Tesco swoops on Dobbies Garden Centres†. The Times  (London: Times Newspapers). Retrieved 8 June 2007. *   Ã¢â‚¬Å"Offer Declared Unconditional in all Respects†. Dobbies  (Dobbies): p. 1. 17 August 2007. Retrieved 19 August 2007.

Reflection on my experience in the OB team Essay

Organizational behavior is concern with the study of the behavior of the people with in an organizational setting. It helps to understand predict and to control human behavior. In a working environment, we meet people with different ideas and characters. Therefore it is essential to understand how to cooperate with individual personalities to develop team working skills in different environments. Organizational behavior analyzes how people behave as individuals and as members of a group. With regard to the module Organizational Behavior, our module tutor divided our entire class into various groups of five and I found myself entitled with four other tremendously enthusiastic classmates of mine, namely Gayani, Jayan, Tharuka and Maheshi who I was very eager to work with. Our challenge was to imagine ourselves as external consultants and analyze the issues about a large planning consultancy named as Alpha Planning. The requirements were to relate the issues to specific organizational behavioral theories that we have discussed in class and as a group, we had to recommend solutions for the relevant issues as to how they could improve further in order to succeed. This reflective essay analyzes the individual basis theoretical areas covered by the module and integrates with my experience on team working with regard to the group course work. I have chosen to elaborate on the way Motivation interacts with Team Working. Team work is the key to a successful organization or a project. The notion of united we stand and divided we fall applies very well. Today there are many organizations employing hundreds of thousands of people all working together to build and keep the brand of companies. Having a team may be one issue and building cohesion within a team is another. It is not always easy to achieve unity but can be diligently sought through various levels of motivation. Motivation is stimulation or triggering of behavior and directing to achieve certain end goals. Many sociologists and psychologists have studied  motivation and developed certain theories to explain the concept of motivation. F. Herzberg was famous for his two factor theory while Abraham Maslow developed the Maslow’s hierarchy of needs. Different people are stimulated differently and will need a different trigger for action. In other words, there is no dearth of opportunities to learn on how to motivate a team. Individual differences and perceptions are common in team work as there will be people from all walks of life. Each of them comes from different backgrounds so they will have various characters, personalities, abilities, attitudes, perceptions and experiences. Therefore as a team, it is the responsibility of the team members to make sure that these personalities do not clash, but push other team members to forget about their differences and achieve their goal. The first and foremost question that appeared in my mind when I was asked to participate on a team to complete the course work was that, ‘why should I be a part of a team?’ Immediately the decision-making process began as follows. What is the purpose of the team? Is it a topic that interests me? Who will be on the team with me? What kind of authority will I have? What is the reward for participating? and What is the risk for not participating? These were the typical questions which related to my motivation to participate in the team. There are times when individuals are not given the opportunity to refuse participation on a team. For example, as in this scenario when it is a group course work for the partial fulfillment of a particular module, by default, I was a part of the team. The purpose of this team was the successfully completion of the module course work. The question, ‘who will be on the team with me’ didn’t create much of a concern as I had the opportunity to work with all of my team members a few times earlier. As soon as we were divided into group, we decided to appoint Maheshi as the Group Leader as we felt she was the best person to be in-charge of the team and decided to work under her guidance. We all realized that the reward for participating in the team is the successfully completion of the module course work and risk for not participating is the failure of the module course work. Therefore, I determined to contribute to the course work at my level best and assist my fellow team members in every way I can. Team motivation can rise or fall depending on a myriad of factors. For long-term motivation, there must be a purpose or mission that the team members find aligns with their personal wants and needs. Our purpose was to complete the course work successfully and all of us had one single motive in our mind with regard to the course work. That was to achieve an overall good grade for the Organizational Behavior module. A team member can be asked to participate on a temporary task force. If the mission is clear, he or she might be able to sustain motivation for the duration if he or she feels it is important. However, if it is a topic that is not in line with their needs, their motivation may to continue diminish. This didn’t create much of a concern as all of had the chance to clarify our doubts about our mission from the first group meeting. Throughout my life, I have heard many people say that their most rewarding team experiences resulted from some sort of challenge. When presented with a challenge, our defenses are alerted to move us to action or to run away from danger or address it directly. The challenge itself was the motivator. An additional criterion for a challenge is the level of difficulty. If a challenge is too difficult, perhaps perceived as impossible, then team members may give up before they start. However, the same result may occur if the members perceive the challenge as too easy. Little energy is required to accomplish something so easily obtained. Our course work was indeed a challenge, but it is safer to state that it was achievable as we were provided the theoretical knowledge throughout the whole semester during the module lectures. Yet it wasn’t a bed of roses as we had to do quite a lot of research to apply our theoretical knowledge on a practical working environment. We had to face some difficulties as not only we were informed to identify the organizational issues of the case study, but also to suggest recommendations and methods of implementations. Accordingly for our team, periodic stimulation in the form of a worthy challenge was another factor to maintain the team motivation. In general, people and teams are stimulated by being given responsibility. Having ownership of an identifiable block of work is a long-held principle of motivation in groups. However, responsibility can be tricky. It is important to understand that the responsibility comes along with authority to make the necessary changes. Teams that have both the responsibility and authority tend to maintain motivation over longer periods of time. Responsibility can be demotivating if the consequences of error or failure  are too great. The short-term performance may be good, but long-term motivation will suffer. It is difficult to sustain high performance when energy is being sapped by fear. We initialized the course work by reading the case study as a group. The discussion was informal and friendly and everyone had an idea to contribute and did not hold back thoughts as plenty of suggestions were being thrown. At the end of the discussion we came up with a list of possible issues and each of us were given two Organizational Behavior topics to research on, where we had to focus on finding theories, recommendations and implementations that we could relate to the issues. Therefore according to the task allocation which was conducted by our team leader, the responsibility was divided among the team fairly and each and every one of us was responsible for the total outcome of the course work. Another factor that motivates successful teams is camaraderie, meaning comradeship, fellowship, and loyalty. It’s a lot easier to perform as a team when the team members have a good relationship with each other. The outcome of this kind of relationship building is open and direct communication, frequent praising of each others’ contributions, and mutual support. Much of the time we like or dislike someone, it relates more towards how well we understand them. And since our formal training has not addressed this, most of us enter adulthood ill-equipped to deal with the myriad of personalities, temperaments, cultures, values, beliefs, ideologies, religions, and eccentric behaviors of those we meet. One way to break down these barriers is to expand our understanding on our own species. During the course work, the most important fact which I was able to realize was that the team members in our team as individuals had different talents and capabilities. Some of us were good in understanding the theoretical aspects when the others had a hard time understanding the theory and some of us had a wider knowledge in dealing with practical situations and were able to help others. Therefore we were able to use these various capabilities for different types of tasks. Each of us completed separate parts of the course work and this assisted us a great deal to finish the entire course work before the deadline. During the brainstorming session, I was able to help my team mates who were unable to grasp the organizational theories by explaining the case study thoroughly in much simpler terms. This act led  towards building camaraderie within the team. At the beginning, there were issues with regard to the fact that our team leader tended to take the entire burden and some of the team members weren’t aware of the work that has been done. However, after the submission of the Report Plan we were able to solve that issue by communicating directly with the Team Leader and expressing our ideas to her. Thereafter, there were no conflicts with regard to dissatisfaction in members’ work and there was no depression or tension even at the last minute. Therefore we all were motivated to work as a team and were able to finish the relevant tasks much easily. Personal and team growth can provide another basis for sustained team motivation. When people feel they are moving forward, learning new concepts, adding to their skill base, and stretching their minds, motivation tends to remain high. Personal growth adds value to the individual, enhancing self-esteem and self-worth. Accordingly, team members and team leaders should look for opportunities that help add knowledge and skills. Enrolling in the module, Organizational Behavior has enabled me to understand and analyze the way people interact within the organizations both now and in the future. As a second year student, I will be able to gain the exposure of a real working environment during my placement year. Therefore acquiring some of the career management and higher education skills through team working is essential for my career development. This was indeed a motivational factor for me to engage in this course work and provide my level best contribution to the team. As my team mates had the same motive, it was a motivational factor for the entire team. Being a part of this team made me realize that there are both the visible and invisible benefits of a highly motivated team. Highly motivated team members look forward in completing the tasks successfully, actively and consciously contribute to the team, get more done and have more ideas, focus their energy on the positives rather than the negatives and reinforce the team culture. Creating and sustaining motivation requires open communication, honesty and respect. Essentially, motivation is about bonding with the fellow team mates. If we make an effort to know them, listening to them and valuing them for their particular contributions and potential, they are more likely to work with us in meeting the challenges. In conclusion, I would like to state that in a team, whose members are  aligned with its purpose, feel a challenge in their task, have a strong sense of camaraderie, feel responsibility for the outcome, and experience growth as a team and in their personal lives, will tend to sustain motivation over the long haul. This is not to say that the team will not have difficulties at times, or the members’ needs won’t change over time. In these cases, sometimes changes will have to be made. But, as much as it is possible to sustain motivation indefinitely the factors which I mentioned above will tend to create the best possible environment for it. In fact I would like to state that those factors helped us as a team to be motivated in reaching our goal and as well as to develop our team working skills. The knowledge gained and skills that I have enhanced through successful interaction among team members will undoubtedly be useful in future. It has built up my confidence and ability to voice my concerns and opinions within a group as required. In addition this would enhance my leadership skills in terms of the ability to understand individual experiences and factors influencing motivation which could be effectively made use of in project management.

Beleifs of Ancient India Essay Sample

The beliefs and thoughts of Ancient India such as the caste system. karma. reincarnation and Buddhism greatly influenced its society by maintaining the people calm and happy even in imbalanced state of affairss. The caste system is a hierarchal construction in which people are born into their category. or caste. with no exclusion. For illustration. if two people were low-ranking husbandmans. the boy and/or girl of these parents would besides be born as husbandman even if he/she showed outstanding intelligence and leading. Though this does non look right or merely. the people of Ancient India had no job with it and did non arise chiefly because of two beliefs. karma and reincarnation. Karma is the belief that the behaviour of a individual in their present life will impact the category they are born into in the hereafter when reincarnated. Reincarnation is the belief that worlds will come back in a new human signifier after they die. Karma and reincarnation helped the people of Ancient India with unpleasant lives manage with their poorness or under-appreciation by giving them hope for better lives in the hereafter. From a different point of position. Buddhism besides helped act upon India in a much more â€Å"fair† manner. It still uses reincarnation and karma as portion of the faith. nevertheless more things are besides now introduced much like the four baronial truths. The Four Noble Truths consist the kernel of Buddha’s instructions. They are the truth of enduring. the truth of the cause of enduring. the truth of the terminal of enduring. and the truth of the way that leads to the terminal of enduring. Basically. enduring exists. it has a cause. it has an terminal ; and it has a cause to convey about its terminal. The caste system states that each individual in society is born into his or her ain category and that person’s karma in their preceding life is the make up ones minding factor for which category he or she is born into. The Brahmin priests who. obviously. were the highest category of people and had the most power created the caste system of India. They had control over everyone and instilled the nucleus beliefs of karma and reincarnation. Without the Brahmans at the caput of Indian society. the swayers and warriors would hold had control and the society would non hold been able to remain civil and peaceable for every bit long as it did. finally interrupting out into war. The high categories of the caste. gave the lower 1s an illustration of what there following life can be like. therefore making a peaceable system were the lower categories strive to be good and nice in hope of life in a higher one after reincarnation. The caste truly was a utile system used to assist make a pea ceable society. Buddhism is a bit more complex than the caste system nevertheless. However. it still uses reincarnation and karma in its instructions. Karma. in Buddhism. determines where a individual will be reborn and their position in their following life. Good karma can ensue in being born in one of the celestial kingdom. Bad karma can do metempsychosis as an animate being. or torture in a snake pit kingdom. The Four Noble Truths are a event program for covering with the agony humanity faces. agony of a physical sort. or of a mental nature. The First Truth identifies the presence of enduring. The Second Truth. on the other manus. seeks to find the cause of enduring. In Buddhism. desire and ignorance prevarication at the root of agony. By desire. Buddhists refer to hungering pleasance. material goods. and immortality. all of which are wants that can neer be satisfied. As a consequence. wanting them can merely convey agony. The Third Noble Truth. the truth of the terminal of enduring. has double significance. proposing either the terminal of enduring in this life. on Earth. or in the religious life. through accomplishing Nirvana. The Fourth Noble truth is the method for stoping agony. known as the Noble Eightfold Path. The stairss of the Noble Eightfold Path are Right Understanding. Right Thought. Right Speech. Right Action. Right Livelihood. Right Effort. Right Mindfulness and Right Concentration. If a Buddhist were able to follow and obey all of these regulations of life. he would be able to accomplish enlightenment and unrecorded in ageless felicity. This. much like the caste system. was a radical manner to get by with emphasis and unhealthy choler to maintain society safe and peaceable.

Importance of Individual difference in understanding behaviour at work Essay

Importance of Individual difference in understanding behaviour at work - Essay Example There are different models of intelligence which include the Vernon model which covers verbal and mechanical intelligence (Nairne 2010). The cattel model of intelligence covers the crystallized intelligence while the hierarchical model of intelligence covers numerous intelligent abilities like learning and memory intelligence, fluid intelligence, achievement, visual perception, crystallized intelligence and perceptual speed (Woods and West 2010). The individual personality is the pattern of thought, emotions and behaviors which are expressed a person. There are numerous theories which explain individual personality including the behavioral theories, psychoanalytic theories, social learning theories, trait theories and cognitive theories (McKenna 2000). This paper will discuss theories of psychology and the importance of individual differences in understanding behavior at work. The paper will also discuss how factors like personality, emotion and abilities influences the work experien ces such as interpersonal relations, stress, work attitudes and organizational processes. The paper will address ways of improving work processes in organizations. The big five model of personality considers five factors which are the agreeableness, extraversion, conscientiousness, emotional stability and openness which is also the intellect of the person (Woods and West 2010). The big five model explains the individual differences at work and the differences in their personality. The personality, cognitive capabilities and emotions at work will affect the level of job satisfaction and job performance since these factors influence the individual motivation in the work place. Work habits such as motivation and team work will also impact on the job performance (Nairne 2010). The job appraisal techniques, the team characteristics, organizational policies and occupational interests of the worker will also determine the level of job satisfaction and amount of commitment which the worker may be willing to devote in his duties (Woods and West 2010). Personality and intelligence theories are useful in understanding the differences in employee behavior in the workplace. They help in identifying the human qualities of the employee like the motivation, leadership styles and empathy (Nairne 2010). They help the management in appreciating the different strengths and weaknesses of employees in the organization. Personality and intelligent theories are also useful in many human resource functions like recruitment, selection and training of the employees (Woods and West 2010). Personality helps in the development of self-awareness and which is critical in enhancing good working relationships within groups in the organization. Personality theories help the management to assess the level of employee motivation and job satisfaction in the workplace (McKenna 2000). Personality theories are also crucial in allocation of tasks within the organization since some employees value team work while others prefer working independently (Woods and West 2010). Personality and intelligence theories are critical in assessing the effectiveness of the leadership styles in the organization since employees prefer various leadership styles from the supervisors (McKenna 2000). Some employees work well while under authoritative leadership or rule and procedure based leadership styles while others pref

Business intelligence and database and information management Research Paper

Business intelligence and database and information management - Research Paper Example However a proper business intelligence system is worthless if the model of information and data storage does not provide a good management system. As such, it is necessary to have a good data management system. A Data Management System (DBMS) is an application that manages the execution of user data in the data regulating their access and modification capabilities. This guarantees the reliability, security and integrity of the data. Over the years these platforms have evolved greatly from simple queries to a wide array of systems that are applied broadly. This paper seeks to show the importance of having Business intelligence as well as data and information management systems through the review of various literatures and the incorporation of a case study. Market analysis of consumer data is not a new practice as it has been in use since the ancient Mesopotamians time where clay tablets were used to store information (Thierauf, 2001). Although the systems in use may have evolved dramatically, the core principles of the practices have not. Data mining and business intelligence in an organizational setting main goal is to analyze the market practices with the aim of providing the best course of action for specific market populations (Nandi, 2014). Traditionally, business intelligence was meant to; analyze vendor relationships, sales trends, effectiveness of marketing, customer habits, market behavior and manage organizational finances as well as predict demand (Shaw, 2011). However, with the development of intelligent systems, the scope of the practice has grown with the systems having broader applications. These include tracking of service delivery, sharing of information of between professionals like doctors and safeguarding the priva cy of individuals’ information (Shaw, 2011). Nevertheless, the data management systems of today that have enabled large data storage in

Help to the third world countries Essay Example | Topics and Well Written Essays - 750 words

Help to the third world countries - Essay Example US needs to change the way it gives donation from giving relief aid to education so that third world countries will become less dependent for foreign aid. When US provides more funds for education, it has the effect of reducing poverty thus making the aid lesser in the future because third world countries can already help themselves. Education teaches knowledge and skills that enables people to make a living that would better their lives and communities. Unlike giving relief aid, giving donation towards education has economic returns for the beneficiary. According to the article of Hugh Evans, the years added to the education of children has an equivalent of 0.37 percent. He also added that if secondary education is higher by 10 percent that the average, war is reduced by around 3 percent. This means that giving aid in education provides economic benefit as well as peace. It would even be better if the aid given to education is extended to young girls. In the same report of Evans, it showed that by educating young girls, it will also have the effect of lowering infant mortality rates. And since there are more babies growing to become adults, crop harvest increases because there are more help to do the harvest. It follows then that when there are more harvest, there is more income that will be earned by a family to improve their lives. The best way to do foreign aid is to focus it towards education. It is because it helps people help themselves and make them less dependent to others. Therefore, their benefit is more.

Influence of Religion on Developing Societies Research Paper

Influence of Religion on Developing Societies - Research Paper Example In order to appreciate more clearly the role that religion plays in developing societies, it is important to understand the concept of religion. Religion refers to a social system of beliefs and attitudes regarding objects, people, the sacred/divine and morality. Religion has made key contributions to societal development in the past as it does today. This paper elucidates the complementary nature of religion and development. Research has shown that one of the most significant contributions that any religion makes to societal development is by playing its role as a means of enforcing morality to society members. In societies where there is a prevalent belief in God and a substantial number of the members of society are religious, the moral value of integrity is also prevalent. As such, the resources in such societies are more likely to be fairly distributed to all members of society; this is because those who are in charge of the distribution of resources work with integrity. This contributes to the holistic development of the society. Furthermore, in a society that is prevalently religious, members of such societies are less likely to be distrustful of firms/companies’ ethics since such companies also have ‘religious’ employees who share similar moral values.... According to Weber, the reformation emphasized moral values, such as hard work, austerity, frugality, and loyalty to interests of the group. These values, according to Weber, were the cornerstone of capitalism, which led to intensified economic development (Weber, 1992). Another way in which religion influences developing societies is through its ability to promote the development of personal characteristics, which promote higher productivity among societal members. Such traits include (but are not limited to): a work ethic, prudence in financial spending, integrity and sincerity (Cohen, 2002). Studies indicate that people who possess such characteristics are likely to be more productive and, hence, they contribute more to a society’s economic development. These traits are also invaluable to social development since they encourage productive social interaction. One of the moral traits that members of most developing societies are mostly urged to develop and nurture is hard wor k. Some religions even regard hard work as a God-given responsibility that all human beings should fulfill. As such, religious leaders encourage members of their religions – followers -- to be diligent in everything. Since hard work is required to sustain development; religion, therefore, serves a crucial role in fostering development in societies. Furthermore, religions, such as Christianity and Islam, urge their followers to use hard work as a means of avoiding idleness, which can lead to immorality. Because of this, religion is an effective tool in development since it discourages the undertaking on non-productive activities, such as crime and laziness, and it encourages members to engage in productive endeavors. By promoting the concept of honest living,

E-Learning in Pharmaceutical Industry Essay Example | Topics and Well Written Essays - 1250 words

E-Learning in Pharmaceutical Industry - Essay Example There are three major forms of e-learning, which include computer-based learning, internet-based learning, and virtual learning environments. In this paper, we will discuss the role of virtual learning environments in enhancing pharmaceutical students’ knowledge. A slight overview of the effectiveness of web-based learning will also be included in the paper. In the present world, online learning is getting more and more famous because it is proving very beneficial for the students. "E-learning with its more active and interesting opportunities is gradually replacing the traditional form of teaching† (Roy). It not only helps pharmaceutical students manage their study schedule in accordance with other commitments of life but also provides a good overview of the market, which they need to serve. â€Å"E-learning is one way of helping to change the sales force’s perception of the market† (â€Å"E-Learning†). The pharmaceutical industry of any specific co untry has a well-established practice of providing effective training to the pharmaceutical students, medical representatives, and pharmacists. However, trainers related to this field cannot provide regular attention to every sales person properly in the field. â€Å"Much more personal support can be provided with a well structured e-learning programme as long as there is an effective tracking system in place† (â€Å"E-Learning†). Distinguishing Features of Online Learning Environment â€Å"E-learning is undoubtedly a more flexible way of learning† (Roy). Online learning environments provide an interactive way of learning to the students in which teachers and students can interact with each other without physical presence. Online quizzes, assignments, and threaded discussion boards are some of those features, which distinguish online learning environments from traditional learning environments. Discussion boards not only enable communication between students and teachers but also provide a way to the students to interact with other students enrolled in the course. Some online institutes make use of graded discussion boards to measure knowledge of the students. In graded discussion boards, teachers ask the students to write short paragraphs on the topics provided by them. Students need to have awareness of the ways to use internet and other modes of communication not only to participate properly in general and graded discussion boards but also to complete their quizzes and assignments within time. Ways to be Successful in Online Learning Environments â€Å"Although the online education is a popular option among the students, not all students suit the education style in online setting† (Harvard). The reason is that some students do not know the basics of learning in such environments. Some students do not have the required skills whereas some students do not have proper facilities to study in such environments. To be successful in onl ine learning environments, students need to possess some key skills and abilities. There exist a number of strategies for the students to do well in online learning environments. Some of the main techniques include development of proper study schedule, written communication skills, and web navigation skills. All of these skills play a very important role in making students adapted to the online learning environments. Let us discuss these skills in some detail in order to know how these skills can help students of pharmacy learn

Solitaire Mystery by Jostein Gaarder Thesis Example | Topics and Well Written Essays - 1750 words

Solitaire Mystery by Jostein Gaarder - Thesis Example The genre of this book is unclear. Some analysts claim it is a fable, novel, fairy story, theoretical and more. Jostein Gaarder is well known for his other work in the book Sophie’s World. Generally, Gaarder is only interested in the ideology that people should think and notice that they are alive. In addition, the people should appreciate the environment they live in citing that the world is a fascinating place. The book â€Å"The Solitaire Mystery† requires thought, as the ideas in it require a good consideration and concentration. As such, several analysts would claim that reading this book is not easy however, for students and researchers it serves as a very good reference. The book is controversial and one could think that it is written for the younger generation only. However, after thorough reading and understanding this book, one finds that there are hidden meanings and concepts that are very useful. For the interested parties in reading this book, one of the re quirements is close attention since complications may rise especially when a reader discovers that there are stories within a story. Due to the cleverness of the text, intelligence is required for any interested reader. The solitaire mystery consists of two seemingly separate stories which include Hans Thomas and the sticky bun book.Twelve year old Hans Thomas goes on a search for his mother. Accompanying him is his father from their home town in Norway to Greece. Han is unaware that his life would be changed forever. Hans Thomas will discover a whole new world filled with mystery. The protagonist takes the readers on a journey as he uncovers the truth about existence and living as he makes the journey with his father. However, Hans Thomas ‘s father had some unethical behavior like smoking which he taught his son and there were instances that they both made stops to smoke together as they journeyed. While stile on their journey, a strange bearded man gives Hans Thomas a magnif ying glass and tells him that he will need it. After a short while Hans Thomas and his father stop in a roadside cafe where Hans Thomas gets a giant sticky bun to eat on his journey. Hans Thomas gets surprised when he finds a tiny book that has small writings that cannot be read with naked eye. Hans starts reading the small book with the aid of the magnifying glass. The Books writing was too small to be read with the naked eye so he begins to read the tiny book using his new magnificent glass. As Hans Thomas continues to read the little book, he discovers that there is a huge connection between him and the sailor described in the book. For example, there is a scene where the sailor finds himself on an island whereby a deck of cards mysteriously come to life. With the help of the magnifying glass, the sticky bun book becomes more interesting as he continues to read it in secret. Generally, the story focuses on a mysterious tale in a strange island, A man by the name Frode owns a pack of cards as well as a drink and in his strange manner, he thinks he can drink anything. As Hans reads, there is the realization that the book has similar implications in his own life and that in a strange manner, he is also a part of the tale it unfolds. A string of strange events occurs on the journey. The sticky bun book In the book sticky bun, there is a storyline of an old baker who is given an amazing drink by the grandfather. The drink came from an island that the grandfather was shipwrecked on as a young man. In this island there is also an old sailor by the name Frode and 50-three other people. Despite not having names the 50 three other people referred to themselves as the numbers of cards (52 cards plus a joker). The red suits are all the women apart from the kings and jacks, whereas all the black suits are all the men except for the queens and aces. Frode then developed a crush on the ace of hearts because she was enchanting even though she was forever losing herself. Th e cards equal to the 50 three

Work life balance “Don’t be fired by your family” Essay Example for Free

Work life balance â€Å"Don’t be fired by your family† Essay Best practice has shown that â€Å"both employees and employers can benefit when staff are able to adapt flexible work practices thereby enabling them to better manage their work and family responsibilities† (UQ, 2007, p. 1). In the end result this could increase employees productivity. â€Å"Supervisors have an important role in developing and maintaining a family-friendly work environment† (UQ, 2007, p. 1). â€Å"A supervisor could help creating this environment by flexibly organizing work arrangements and workloads taking into consideration certain factors such as night lecturing, summer schools, acting as a role model demonstrating understanding and acceptance of work family balance, and take a positive approach to negotiating flexible arrangements† (UQ, 2007, p. 1-2). 3. 2 Teleworking is good for business and employees Teleworking is another practice resulted in improving productivity. According to Business Legal Reports (2006), †teleworking has some benefits such as: relocation cost savings, increased productivity by reducing employees absentee, reduced costs for office space, and employee satisfaction† (p. 7). So, when supervisors consider benefiting from telework, they won’t only provide an improved work-life balance for the employee, but also they will get improved business performance for the employer. 3. 3 Other best practices 3. 3. 1 Concern for employee community (Employee Care Program and Employee Relations Program). This practice proved that it could reduce employees’ turnover. This kind of program â€Å"monitors how people are doing in their jobs and in their lives, offers rewards, gifts, annual picnic and holiday, flexible scheduling and telecommuting, and medical coverage. † 3. 3. 2 Encourage employees to take their vacations This practice is important to enable employees to relax enough to avoid stress, anxiety, emotional problems, job burnout in order to let employees perform at their optimum level. 3. 3. 3 Consumer-driven health care Textron, Inc is an example company that adopted this practice. The company â€Å"consolidated employee healthcare options and shifted to consumer-driven healthcare. This resulted in increased productivity, a significant decline in healthcare costs, and decrease in the casual absentee rates and the incidence of disability leave. † (Business Legal Reports, 2007b, p. 3) 2. Conducting Performance appraisals â€Å"Monitoring staff performance is a key for any supervisor. It should be part of on-going discussions with staff and volunteers about their work and the results obtained. † (Mathew, M. , 2007) According to Hays, S. W.(2004), â€Å"an immense amount of energy has recently been devoted to upgrading the quality of performance appraisals by tying them to organizational missions and goals. † (p. 262) 2. 1 Best practices for evaluation? According to Hays, S. W. (2004), best practices concerning evaluation showed that â€Å"HR experts agree that evaluations ought to (a) be based on objective and observable criteria, (b) involve mutual goal setting, (c) avoid the tendency to assess irrelevant worker traits, and (d) be tailored to each individual job and worker (rather than using one form for every employee). † 4. 2 360-Degree performance management feedback system According to Business Legal Reports (2006), â€Å"this system, which solicits feedback from boss, peers and direct reports if there are any, has been increasingly embraced as the best of all available methods for collecting performance feedback. † (p. 4) â€Å"The 360 process allows for multiple points of view to be given on any given individual. It neutralizes what might otherwise be one rater’s bias (either positive or negative) and helps to paint a more comprehensive picture of that individual’s performance. † (p. 4) 4. 3 Other best practices Hays, S. W. (2004) also mentioned other best practices in conducting performance appraisals such as: â€Å"Employee Performance Management System (EPMS), 360-degree evaluation, Team-based evaluations, and Gainsharing. † (p. 262) 5 Resolving Conflict According to Vogel, A. (2007), â€Å"unproductive workplace conflict arises when appropriate communication breaks down. The result is wasted work time; a drop in motivation, productivity and quality of service; employee attrition; loss of authority; a stressful work environment; and even direct damage to the company. † 5. 1 The best approach to avoid â€Å"The best approach to workplace conflict is to avoid unproductive quarreling altogether. And suggested four strategies –mentioned by Daniel Dana- for eliminating strife: (1) address conflict early, (2) avoid a one-sided solution, (3) take risks such as apologizing, (4) respect others’ peace-making gestures. † (Vogel, A. , 2007) 5. 2 Guidelines for managing the situation. Vogel, A, (2007) mentioned some guidelines to help managing scuffles before they escalate into real crisis such as: mediating conflict between two employees, decide to mediate, hold preliminary meetings, conduct a three-way meeting, work out a deal, self-mediation, step outside your office, listen first, and finally manage diverging viewpoints. † 6 Improving Employee Relations 6. 1 Create a newsletter One practice to improve employee relations is to create a newsletter that works for employee communications either a printed one or an electronic one (by e-mail or on the website). 6. 2 Build a forum on your website or intranet This forum will provide an informal communication channel for employees to share their ideas, events or even their problems 6. 3 Create shared events Being a supervisor you could make some events shared even if you turn the routine group tasks into fun shared events. For example CMP Technology made the spring-cleaning records become an event. â€Å"Employees worked together in teams and competed to win a dinner for the team and discarded 12 tons of unnecessary paper in the process. † (Business Legal Reports, 2007a2) III. Conclusion. The main conclusion is that best practices can -for sure- help supervisors and enhance the way they deal with their responsibilities with employees by adopting approaches, techniques, and policies to create a positive, creative, and supportive work environment. Another conclusion is that information technology has an important role in providing effective HR practices. Finally, supervisors should be a model themselves for their employees in order to make a real change. References Bjomberg, L. (2002). Training and development: Best practices. Public Personnel Management. Winter 2002.International Public Management Association for Human Resources Survey. Retrieved April 16, 2008 from http://www. entrepreneur. com/tradejournals/article/160542388_1. html Business Legal Reports, Inc. (2006). Top 10 Best Practices in HR Management for 2008. United States of America: Business Legal Reports, Inc. Business Legal Reports (2007a1). 10 Tips for HR to Boost Intranet Efficiency. Best Practices in HR. (838), pp. 1-2 Business Legal Reports (2007a2). ‘Bin There, Dump That’-Spring Cleaning Recors Becomes Event at CMP Technology. Best Practices in HR. (838), pp. 3 Business Legal Reports (2007b). Case study: Move to consumer-driven healthcare decreases costs, improves employee health. Best Practices in Compensation Benefits. (734), pp. 3 Collins, R. Druten, K. V. (2003). Survey of Australian and New Zealand Human Resource Practices, CCH and AGSM. Retrieved April 16, 2008 from http://www2. agsm. edu. au/agsm/web. nsf/AttachmentsByTitle/CCHREPORT2003/$FILE/CCH+Final+2003. pdf Hays, S. W. (2004). Trends and Best Practices in State and Local Human Resource Management: Lessons to be learned? Review of Public Administration, 24(3), pp. 256-275, SAGE Publications. Retrieved April 16, 2008 from http://rop.sagepub. com/cgi/content/abstract/24/3/256 Mathew, M. (2007). Best Practices Module: Human resources management. British Columbia Museum Association. Retrieved April 16, 2008 from http://www. museumsassn. bc. ca/Images/Best%20Practices%20Modules%202/Human%20Resource%20Management%20FINAL. pdf Orsini, B. (2000). Improving Internal Communications. Internal Auditor. December 2000. Retrieved April 16, 2008 from http://findarticles. com/p/articles/mi_m4153/is_6_57/ai_69759744/pg_1 Rubin, L. Merripen, C. (2003). IGDA Business Committee: Best practices in Human Resources. IGDA. Retrieved April 16, 2008 from.

Approaches to Development Communication

Approaches to Development Communication Introduction Development Communication is based on one-way flow of information for the purpose of disseminating information and messages to induce change. Its main intentions can be divided into two different types of applications: (1) communication to inform and (2) communication to persuade. Development Communication uses method of investigation in which a problem is first identified and observations, experiments, or other relevant data are then used to construct or test hypotheses that solves it. ________________________________________________________________________________________ Diffusion of Innovation Approach This concept is given by Everette M Rogers. Mass communication is a two-step flow process. It develops favourable attitudes through the mass media and leads to the adaptation of inter-personal channels, especially opinion leaders. Modernization is taken as a process of diffusion, where individuals move from a traditional way of life to a different, more technically developed way of life. This approach is concerned with the process of diffusion and adoption of innovation in a more systematic and planned way. This diffusion model is a vertical or one-way perspective on communication, and that active involvement in the process of the communication itself will accelerate development. This approach is based on the need assessment of the target groups and helping people to fulfil their needs by adoption of innovation. Communication has to play the role of facilitator in disseminating innovations to the target groups. Development is basically acceptance of change and innovations –ideas, practice and technologies. Facilitating diffusion of innovations is an essential aspect of the development. All innovations need not be new to all people. An innovation refers to an idea perceived as new by an individual. Diffusion is a process by which an innovation spreads from its source of creation to the users or adopters. The essence of the diffusion process is the human interaction, in which one person communicates a new idea to another person. There are four elements in any analysis of the diffusion process: Innovation (any idea considered new by recipient) Communication (the individual to another through certain channels). Social system (among members of society) Time taken (from the stage of innovation to the stage of adoption). Stages in the adoption process: Five distinct stages have been identified by the scholars: Awareness stage – there is broad exposure of the innovation, but the individual does not have sufficient information. He is yet to get motivated either to seek further information or to act upon it or know how it functions (Knowledge). Interest stage – individual shows interest in the new idea, makes an effort to seek additional information. However, the person is still undecided about its application. Person forms a favourable/unfavourable attitude towards innovation (Persuasion). Evaluation stage – The individual mentally applies the innovation to one’s own situation, and then decides whether to try it or not. Person engages in activities that lead to a choice to accept / unaccept the innovation (Decision). Trial stage – individual uses the innovations on a pilot stage (limited scale) to decide about its utility and relevance to one’s own situation. Observation is that people will not adopt an innovation without trying (Implementation). Adoption stage – It is the process through which the individual arrives at the decision to adopt or reject the innovation from the time they first became aware of it. Individual decides to continue the use of innovation. Adoption implies sustained or continuous use (Confirmation). Information Sources and their Relevance at Various Stages of Adoption: While personal communication is face to face contact, whereas impersonal is mediated through mass communication channels – (mass media) Print, Radio, TV and film are most effective in providing various options and alternative choices. They are effective in drawing the attention of the individuals. Hence, the mass communication channels are found to be most important in the evaluation stage of the adoption sources. Inter-personal communication through extension workers, friends and family members can influence behaviour and facilitate transfer of ideas. The mass communication channels seldom effect decisions directly although they influence indirectly. Factors affecting the Rate of Adoption of Innovation: While some of the factors that stimulate and facilitate quick diffusion of innovation are transfer of technologies. Well informed opinion leaders communicate their approval/ disapproval of an innovation based on the innovators experiences to the rest of the social system. Majority respond by rapidly adopting it. The analysis suggests a small point—whether or not opinion leaders vouch for it but some others inhibit adoption: Compatibility- the degree to which an innovation was consistent with existing values and past experiences. Cultural incompatibility – certain social systems do not encourage adoption of innovations. Individuals in such a system are very slow and rigid in accepting new ideas, practices and technologies. The vegetarians show marked resistance in accepting non-vegetarian diet because of change in food habits. New crop varieties which give higher yields and better incomes, have been rejected on the ground of taste, fear of ill-health and unacceptability as food. Thus cultural incompatibility and mismatch with the existing social system are considered to be very strong inhibitors. Classification of adopters: It is based on the rate of adoption and the time lag between initial exposures to final adoption. Innovativeness is defined as the degree to which individual is relatively earlier in adopting new ideas than other members of a system. The personal characteristics and interaction of these groups illuminates the diffusion effect. Diffusion researchers have classified adopters into five categories: Venturesome innovators: These are the most eager members of the society to try new ideas and adopt new practices. They are enterprising and willing to take risks. Usually they belong to the cosmopolite category. Early adopters – These are usually younger, had a higher social status, more favourable financial status, engaged in more specialized operations and were equipped with greater mental abilities. They used the data provided by the innovators in implementation and confirmation of the innovation to make their own adoption decision. If the opinion leaders observe that the innovation has been effective for the innovators, then they will encourage others to adopt. This group earns respect for its judicious well- informed decision making and hence this group is from where most opinion leaders reside. These belong to the local system; they follow the venturesome. These used more mass media. Early majority They become the reference groups for the subsequent late adopters, which constitute the early majority. Late majority – Much of the social system does not have the inclination or capability to acquire information of the most recent innovations. So they trust the opinion leaders, since adoption of opinion leader is a good indicator that innovation is going to be adopted by many also and other members will be encouraged to adopt. Laggards – The laggards are very slow in adoption. They are rigid, traditional, isolate in their social system, hard to be convinced, stick to the old methods and resist change. If they are traditional, they are suspicious of innovations and often interact with others who also have traditional values. If they are isolates, their lack of social interaction decreases their awareness of an innovation’s demonstrated benefits. It takes much longer than average for laggards to adopt innovations. Potential adopters, uncertain about innovation go through a stepwise social process. Well informed opinion leaders communicate their approval-disapproval of an innovation, based on the innovators experiences. Some respond by rapidly adopting. We can judge the importance of opinion leaders. Large subsection of the social system follows the trusted opinion leaders. Those who do not adopt lose status or economic viability. Adoption becomes necessity as implementation results in social, economic benefit and this contextual pressure motivates adoption. Conclusion Diffusion of innovation research established the importance of communication, new ideas and their practice is a crucial component of the modernization process. People change attitudes of those whom they talk to, work with, or interact with. People will adopt an innovation if they believe that it enhances their utility; it determines the extent of change in their normal functioning increases compatibility with habits and values, and has cost-benefit analysis. ________________________________________________________________________________ Localised Approach This approach advocates that information transmitted through media must be locally and functionally relevant to the audience is called localised approach. The development programmes must be local to meet the local needs which vary widely in different regions and sub-regions in a large country like India due to the diversity of climate, cultures and languages. Localised approach would enable communicators to design messages which will be relevant in terms of utility, timeliness, applicability, specificity, etc. The relationship between communication and development can be broadly divided into two types: Macro society level studies (by Wilbur Schramm, Daniel Lerner etc.) gave direct support to the view that a modern mass media system is an important requirement for development. Micro societal level studies argue that information of certain kind generates appetite for new things and new ways of doing things, which ultimately sets the process of development. Benefits of localised approach Localised approach would enable the communicators to design messages which will be relevant in terms of utility, timeliness, applicability, specificity etc. The approach would tailor message for local conditions. The approach can overcome infrastructural difficulties. Such an approach will allow greater involvement and participation of the audience in the communication process. As the needs of people vary widely in different regions and sub-regions. In a large developing country like India, there is diversity of cultures and languages Dos and Don’ts of localized approach: There should be proper need-assessment of the local population. The socio-economic condition of the local people should be kept in mind before designing the message. The geographical and political conditions of a local area bear a lot of significance for message designing and delivery. Preferences should be given to local media and local resource persons for the execution of communication tasks. Conclusion The localised media approach helps to plan messages specially designed for various local groups. This facilitates two way communications by allowing greater involvement and participation of the audience in the communication process. In case of any problem at the local level, the solution is found there and then. Naturally for particular specific situation the solution would also be specific. There cannot be a general approach. This localised approach generally yields a positive result. ________________________________________________________________________________ Magic Multiplier Mass Media is called the magic multiplier as it can multiply the messages and reach a number of people very fast and at one go. Its output does have great potential and modernizing effect. It is their content that is the key to use in development. Mass media are important in spreading awareness of new possibilities and practices, but at the stage where decisions are being made about whether to adopt or not to adopt; personal communication is far more likely to be influential. Therefore, the general conclusion of this line of thought is that mass communication is less likely than personal influence to have a direct effect on social behaviour Wilbur Schramm (1964), in his book ‘Mass Media and National Development’ which was produced for UNESCO became almost a blueprint (programme of action) for development communication. Schramm stated that content is the key to their use in development. Social change of great magnitude can be accomplished when people informed, persuaded, educated. Information must flow at all levels so that they can participate in the acts and decisions of nation building. He also argued that each person would have requirement of information of the work he would undertake, and there being millions of workers would require information of various types. The conventional channel of communication would never be able to meet this demand. Therefore, modern communication technologies would be of great use to meet this demand by multiplying the messages and reaching each and every worker simultaneously. Arguments for Magic Multiplier We need magic multiplier for the following reasons: For social change of great magnitude, people must be informed, educated, motivated and persuaded. Information must flow, not only to them but also from them, so that their needs can be known and they might participate in the acts and decisions of nation-building. As the required amount of information and learning is vast so the targeted population. Work should be organised and skills should be learnt at all levels of society for better utilization of the resources of society. The available channels of communication like inter-personal, group-communication, traditional media are incapable to undertake this task, as this will require a lot of time and resources. For a developing country, its difficult to gather a large pool of resources and wait for such a long time. Mass media with its magical reach can do this job in less time and resources. Analysis of magic multiplier The audit found that the mass media succeeded in reaching a vast majority of population in less time and resources. Mass media as a magic multiplier did a commendable job in spreading awareness but it could not give expected results in persuading and educating the targeted population. It was found that persuasion, motivation and education for/on something is best achieved by close interactions which is possible in inter-personal, group-communications etc. Conclusion Use of latest technologies is required to supply large amounts of information to large number of people at one time and in modern formats. A lot of feedback is required when one uses communication for development; it should never be one way traffic. The users should be able to give feedback to the implementers, as success/failure of the programme could be judged.

George Orwells Nineteen Eighty-Four 1984 Essays -- essays research p

1984 Truth In George Orwell’s â€Å"1984† society is manipulated and guided by an organization called the Party and an anonymous figure named Big Brother, who is used as God. One of the main aspects the Party controls is truth or tries to control is truths in the society and the truth in the minds of the individual themselves. The Party creates what they want to be true to make the individuals ignorant so they can manipulate them easier. This twist of the truth by the Party makes it seem like truth doesn’t actually exist, but for Winston it does exist or it once did. Truth does exist if the individual is rebellious to the extent to where it will not get them vaporized and Winston is one of those rebels. He and others are able to experience the idea of truth mainly mentally or psychologically to better please themselves, but when the Party captures him his sense of rebellion is taken from him. When his rebelliousness is loss he loses his more vulnerable to the brainwashing o f the Party. Unlike the others in the society who have fallen by the Party’s waist side Winston tries to maintain his own true identity. The Party needs to mold and shape these people so they are able to go through with their plans of ultimate control of all aspects of a persons life. They want no kind of individualism because of the fear of rebellion, which is what Winston has conformed to. He upholds his identity with his diary. He expresses himself and allows his thought to come out more freely. Winston knows that he is breaking the law of the Party and is afraid, but he still does it. â€Å"Whether he wrote DOWN WITH BIG BROTHER, or whether he refrained†¦He had committed—would still have committed†¦Thoughtcrime they called it.(19)† Thoughtcrime is a fear the Party is able to put in the individuals mine. This crime is another hinderer of the Party to keep individuals minds locked in the state they want them to be in, to keep the truth in their identity and the en vironment around them in a locked state and the Party and Big Brother are the only ones with the key. The Party operates society into thinking they need the Party because they need to get into what the Party has for them, which is nothing but control, and since the Party is the suppose to be the key society must come through them. Winston is unable to refrain from committing thoughtcrime and lessening his self to believe what the Party has... ...him and that is compassion and love for his family. Winston continuously denies that he could not give Julia away like that. When Winston’s torture begins he hold out for an extensive amount of time but when Obrien uses one of his greatest fears, which is of rats, against him he sacrifices Julia and himself to the Party. After makes this sacrifice it is like he has died so he has no reason fight anymore. He gives his identity up and the truth he once new over to the ideas of the Party and is changed into another full blown Outer Party member. After Winston had lost all he lived for and was nothing more. Truth did once exist with Winston with his rebellious ways. He longed for having his own identity and he was almost successful. He was able to experience the idea of truth mainly in his mind but he did get the satisfaction from that. The Party wanted and needed to make the identity they wanted for all. They did this because they wanted power. In the beginning Winston was not going to fall into their trap but he became quite careless with his trust in other and was captured with his love Julia. After the use of torture and mind interference he was finally broken and lost his self.

The Great Gatsby: Unfaithfulness And Greed :: essays research papers

The Great Gatsby: Unfaithfulness and Greed The love described in the novel, The Great Gatsby, contains "violence and egoism not tenderness and affection." The author, F. Scott Fitzgerald, writes on wealth, love, and corruption. Two coupes, Tom and Daisy Buchanan and George and Myrtle Wilson, match perfectly with these categories. Both couples are different in the way they choose to live together, but are similar in a few ways. Unfaithfulness and greed are the only similarities the couples shared. Tom, Daisy, and Myrtle were all unfaithful to their spouses. Their love for themselves far out-weighed their love for each other. Tom and Myrtle had a notorious affair throughout the novel while Daisy becomes very close to her ex- beloved, Jay Gatsby. Even with their new lovers, none of them displayed true love. Each wanted something from the other. Tom wanted the "possession" of Myrtle, Myrtle wanted Tom's "luxuries and wealth," and Daisy wanted Gatsby simply for his wealth. Both Tom and Daisy know of each other's affairs, but neither one truly cares. As the story progresses, it seems as though each of them is trying to make the other more jealous. Honesty and Love, two words know only by the faithful, George Wilson. George certainly had his flaws, but he loved his wife dearly and couldn't live without her. "He was his wife's man and not his own." When he became aware of Tom and Myrtle's affair, he was "really sick, pale as his own pale hair and shaking all over." He locks her up in fear that she will run away with Tom forever. He stated that, "She's going to move stay there until the day after tomorrow, and then we're going to move away." George thought that by moving out West, where Myrtle wanted to go in the beginning, would solve everything. Before the move could be made, Myrtle was killed; it is here where George's love is shown most. George becomes extemely upset after Myrtle's death. The Great Gatsby: Unfaithfulness And Greed :: essays research papers The Great Gatsby: Unfaithfulness and Greed The love described in the novel, The Great Gatsby, contains "violence and egoism not tenderness and affection." The author, F. Scott Fitzgerald, writes on wealth, love, and corruption. Two coupes, Tom and Daisy Buchanan and George and Myrtle Wilson, match perfectly with these categories. Both couples are different in the way they choose to live together, but are similar in a few ways. Unfaithfulness and greed are the only similarities the couples shared. Tom, Daisy, and Myrtle were all unfaithful to their spouses. Their love for themselves far out-weighed their love for each other. Tom and Myrtle had a notorious affair throughout the novel while Daisy becomes very close to her ex- beloved, Jay Gatsby. Even with their new lovers, none of them displayed true love. Each wanted something from the other. Tom wanted the "possession" of Myrtle, Myrtle wanted Tom's "luxuries and wealth," and Daisy wanted Gatsby simply for his wealth. Both Tom and Daisy know of each other's affairs, but neither one truly cares. As the story progresses, it seems as though each of them is trying to make the other more jealous. Honesty and Love, two words know only by the faithful, George Wilson. George certainly had his flaws, but he loved his wife dearly and couldn't live without her. "He was his wife's man and not his own." When he became aware of Tom and Myrtle's affair, he was "really sick, pale as his own pale hair and shaking all over." He locks her up in fear that she will run away with Tom forever. He stated that, "She's going to move stay there until the day after tomorrow, and then we're going to move away." George thought that by moving out West, where Myrtle wanted to go in the beginning, would solve everything. Before the move could be made, Myrtle was killed; it is here where George's love is shown most. George becomes extemely upset after Myrtle's death.

21st Century Advertisement Tactics Essay -- essays research papers

21st Century Advertisement Tactics At first glance you see an incredibly handsome man embracing an enchanting young lady. The two appear to in love. They are all alone, kissing in a dark gloomy subway station. How can this be an advertisement for men ¡Ã‚ ¦s shoes? Most advertisements use appealing visuals like these to sell their products. Many of those techniques are illogical, deceptive, and some may even be considered too erotic. The attached advertisement for shoes employs many of these techniques in campaigning their product to customers. It promotes shallow values (sex appeal), it was illogical, and even deceptive. This advertisement was geared more for men. It is an ad for men ¡Ã‚ ¦s shoes and was found in a magazine geared for men. The magazine Maximum is geared generally toward the male crowd. The most prominent figure in the advertisement is what appears to be a couple, dressed in dark dull colors, standing in a subway kissing. However, at the bottom of the advertisement a bright tan colored shoe appears to jump out at you from the dismal dark back round. This advertisement is a prime example of using color to promote a product. The tan shoe is bright in contrast to the dismal bland appearance of the background. It seems to jump off the page and grab your attention. Clearly in this advertisement color was used to help elaborate on the product. The use of color is only one of the many techniques advertising companies can use to embellish their product. Sometimes they may...

What Happened to Kmart

Case Study – What Happened to Kmart? 1. Evaluate Kmart using the value chain and competitive forces models. What was Kmart's business model and business strategy? Kmart has numerous problems with its value chain. This is evident from the suppliers sending items that the suppliers want to sell, shelves remaining unstocked, the â€Å"hand shifting† reordering process for popular items, products being allocated by central planners and not based on individual store demand, excess inventory stored in 15,000 truck-trailers behind its stores, shrinkage, and having to choose to either ship toothpaste or Christmas trees.Since its entrance as the first discount store in the 1960s, Kmart has not been able to ward off new entrants into the discount chain business. The new entrants, such as Wal-Mart and Target, have come on strong and surpassed Kmart. Kmart's suppliers seem to be calling the shots with the retailer, since they are promoting the items that they can sell and not helpi ng Kmart address its mounting problems. Kmart's customers are voting with their pocketbooks and shopping at its competitors' stores.Kmart uses a promotions-drive business model. The company uses advertising circulars to promote its â€Å"blue-light† specials. 2. What was the relationship of information systems to Kmart's business processes and business strategy? How well did its systems support its strategy? Kmart's information systems and its business processes and business strategy were not in alignment. As an example, the information systems could collect data, but the data were not available for analysis and decision-making purposes.As the case mentions, forecasting decisions were based on management's judgment, not on the data. Kmart's systems did not support its strategy. One of the problems mentioned in the case is that its supply chain management system could not easily accommodate the sharp increases and decreases in demand. The distribution center's outdated technol ogy led to supplies sitting on pallets for 24 hours until they were recorded in the central tracking system. When reordering popular products, the employees would hand sift through previous purchasing receipts. . What management, organization, and technology factors contributed to Kmart's problems? From the case, it appears that Kmart management is inconsistent with its implementation of the company's strategy. Management is unable to use data to forecast demand; it has lost sight of its core competencies, and is unable to change Kmart's image. Although management wanted to restructure its supply chain, it continued to expand its product offerings, as opposed to focusing on the fastest selling items. Mr.Conaway's plan to restructure Kmart has obviously not worked out. Although Mr. Conaway wanted the local stores to make their own stocking decisions, the stocking decisions were still being made by the central planners. When the new system was installed, Mr. Buzek made the comment tha t â€Å"the information would be useless because management just didn't believe in the system. † Although the company uses a promotions-driven strategy, the company reduced its advertising circulars. As the case points out, no other alternative for achieving the strategy was provided.Although Kmart wanted to reinvent its supply chain, management was unwilling to unify the distribution system's two computers because the project was too expensive. From an organizational perspective, the suppliers, central planners, business processes, individual stores, warehouses, and distribution center have definite communication problems and are not sharing data as efficiently as possible. One could argue that very little data sharing is going on. Central planners are making the stocking decisions for the individual stores, but what needs to be stocked at each store is not being effectively communicated.From a technology perspective, outdated technology and incompatible systems were in plac e. The new i2 project did not succeed for a variety of reasons, including the need for more hardware, the inability of the project to connect the point-of-sale systems and inventory systems to the distribution systems, and not being robust enough to handle a large number of SKUs. 4. How important was supply chain management in contributing to Kmart's problems? Evaluate Conaway's decision to use i2 software to improve Kmart's supply chain management.Supply chain management was very important to Kmart. Kmart has been unable to successfully manage its inbound logistics, operations, sales and marketing, service, and outbound logistics. Unfortunately, the company's inability to effectively manage its supply chain led to ineffective advertising, lots of items being overstocked, popular items being understocked, a large product offering, poor communication with suppliers and its business units, items sitting on pallets waiting to be entered into the central tracking system, and shipping pr oblems.The goals for the i2 project were commendable, since the project was supposed to improve Kmart's sales forecasting, inventory sourcing, logistics, and reporting. The project was supposed to facilitate micromarketing, supplier product tracking, order execution, shipment scheduling, and delivery tracking. It is interesting that Mr. Conaway chose i2 Technologies for the new supply chain management project, since i2 Technologies had â€Å"only recent and limited experience in the retail sector. The decision to use i2 Technologies was not a good decision, since the system was not designed to work with the large number of SKUs, Kmart (according to some) wrote off and abandoned some of its i2 software, the project fell behind schedule, and the inability to connect the point-of-sale systems and inventory systems to the distribution systems. 5. Were those blaming software for the collapse of Kmart correct? Explain your answer. Actually, there is enough blame to go around. 2 Technolog ies did a very poor job analyzing and designing the system for Kmart. It also appears that Kmart's management did not get behind the project and was also unwilling to transform its core business processes. 6. It has been said that â€Å"Wal-Mart uses their IT strategically, and they fully integrate it into their operating model. † Does this statement apply to Kmart? Explain your response. This statement does not apply to Kmart.Kmart is using an outdated business model and has been unwilling to change its model. Its unwillingness to change is one of the reasons why Wal-Mart and Target have been able to successfully compete against Kmart and why Kmart is in bankruptcy. 7. List the problems Conaway faced when he took over Kmart, and then describe the short- and long-range policies you would have followed had you been in his place. When Mr. Conaway took over Kmart, he faced several problems, including stiff competition from Wal-Mart and Target.The company was using an outdated bu siness model, spending more money than the competition to get its goods into its stores, its information systems were collecting data but not using it effectively, it had significant problems with its entire value chain, it had a frumpy reputation, its shelves were often empty, it offered a wide range of products, it provided poor customer service, and it did not care about the competition. Students will provide a variety of short- and long-range policy recommendations.

Like Stars on Earth Essay

Every Child is Special is a Hindi films directed by Amir Khan .The story is about an 8-year-old boy named Ishaan who cannot cope with the academic demands in school. He once complained that The letters are dancing!† when he was asked to read. Teacher threw him out of the class and the students who passed by the hall mocked him for being punished. Moreover, Ishaanreversed letters when he wrote and demonstrated a poor understanding of mathematical concepts. Sometimes if he commits mistakes everybody laughs at him or will shout on him just like what his father or even his mother did. He always find ways to laugh after evrybody laugh bout what his diong. He was at the risk of repeating a grade level again because of his poor scholastic performance.Too often, he may be caught by his teacher daydreaming and getting low grades. see more:every child is special characters Ishaan began to evade homework and cutting classes because of his discouragement over his failings. Sometimes his father shouts and doing harsh against Ishaan. When his teachers advised his parents to avail of special education services, his family decided to send him to a boarding school instead in the hopes that the highly structured environment will straighten out his â€Å"behavioral problems†. But the academic status of Ishaan was not improve. Alternatively, he became withdrawn and lonely, far from the Ishaan who was active and fun-loving. Ishaan continued struggling with the same problems in his new school. When he was finally on the brink of suicide,Then came an alternative art teacher Ram Nikumbh discovered that he had dyslexia and consequently turned his life around. Ram Nikumbh change the best way Ishaan would act towards school and figure out how to appreciate himself even more, his art teacher who pay attention to Ishaan and to understand Ishaan whom his parents never finds what ishaan is. Towards the end of the school year Nikumbh organises an art fair for the staff and students. The competition is judged by artist Lalita Laimi, who portrays herself in the film. Ishaan, with his strikingly creative style, is declared the winner and Nikumbh, who paints Ishaan’s portrait, the runner-up. When Ishaan’s parents meet his teachers on the last day of school they are left speechless by the transformation they see in him. Overcome with emotion, Ishaan’s father thanks Nikumbh. As Ishaan is getting into the car to leave with his parents, he turns around and runs toward Nikumbh. The film ends with a freeze frame shot of Nikumbh tossing Ishaan into the air.