Visiting a Court essays

Visiting a Court articles As of late, I had the chance to go to a legal dispute in Fulton County. The case I went to was in adolescent court. The explanation I went to an adolescent case is that I saw an adolescent carry out a wrongdoing. The wrongdoing itself was very little, yet what occurred during the case gives us for what reason to come clean when showing up in court. The court I went to was adolescent court in Fulton County. The directing Judge was Charles Hodges. The adolescent had legitimate portrayal. The lawyers name was Julia Desmond. I don't know who really spoke to the state in this issue. There were a few unique individuals who talked for the benefit of the state or region. The charges were perused, the observers affirmed and afterward the adolescent was allowed to discredit the claims. The adolescent was not interviewed vigorously. Just a couple of inquiries were posed of her until she denied all inclusion in the issue. Toward the start of the case, which took distinctly about 60 minutes, the case was declared and the charges were perused. Somebody from the State or County clarified the occurrence and the principal witness was called. The adjudicator appeared to peruse a great deal and he took a ton of notes. He didnt look at anybody. He was by all accounts in his own little legal world for some time. The adolescents lawyer attempted to approach the observers inquiries for explanation purposes. She just appeared to be upsetting the appointed authority because of his non-verbal communication and murmuring. For each witness, the lawyer attempted to make each observe express that the individual in question didn't have an immediate view to the occurrence. The main genuine charge that originated from the episode was inability to flag. The adolescent was accused of inability to yield when she, on a bike, neglected to flag for a transform and the turned into approaching traffic and was consequently hit, by a vehicle. The adolescent was focused on saying that she flagged, despite the fact that six observers announced something else. ... <!

Management Essay Example | Topics and Well Written Essays - 1500 words - 15

The board - Essay Example The constitution of Italy was embraced in 1947, after a submission on 2 June 1946 that annulled the Italian government and built up Italy as a parliamentary republic. The constitution produced results January 1, 1948. The 1948 constitution made the situation of President to satisfy the formal jobs of the Italian government. The nation is isolated into locales, regions and districts. The are 20 locales, which are separated into 95 provinces.â For a significant long time Australia and Italy has great relations with one another which are supported by solid network ties which has prompted the improvement of solid exchange and venture and social connections among the two nations. Numerous two-sided understandings have been finished up among Australia and Italy covering numerous regions, for example, culture, twofold tax collection, air administrations, financial and business collaboration, equal government managed savings and social insurance advantages, and film co-creation. Numerous notices of comprehension (MoUS) have been marked in regions, for example, science and innovation participation, safeguard materiel, guard industry, engine vehicle security confirmation, game meat fares and exchange collaboration. The relations between the two nations can be demonstrated by the quantity of elevated level visits made by the nation delegates. Outside Minister Alexander Downer visited Rome for reciprocal gatherings with Foreign Minister Massimo D’Alema, the Minister for European Policies and International Trade, Emma Bonino, and the Minister for the Interior Giuliano Amato.â An Australian Parliamentary Delegation headed by President of the Senate, Senator the Hon Paul Calvert, visited in 2005, and met with the Italian Presiding officers. The Speaker of the House of Representatives, Neil Andrew, met his Italian partner Pierferdinando Casini in Rome throughout the late spring of 2003. The Prime Minister, John Howard, visited Italy in July 2002, meeting at that point

Accounting for Decision Makers -Discussion Question Assignment - 4

Representing Decision Makers - Discussion Question - Assignment Example For instance for the subsequent thing, if the most elevated spending esteem was $154967 while the necessary financial plan for one year from now is not as much as that, this is a leeway. The third thing will make a budgetary leeway since more cash will be utilized to address the circumstance. In the event that $5400 gave the poor outcomes, more dollars will be required one year from now. Counting devaluation esteem in the buy spending will build cost marginally: this is a leeway as well. For instance if gear costs $392 today while its charge is $8, the planned cost at that point becomes $400. Swelling rate and fixed expense to the evaluations of procurement will slight loosen up the spending plan: for instance planning with $450 for an office that costs $400 today. Ultimately, new representatives require greater expense to make work effective. Utilizing this expense for estimation of work productivity would make a leeway. A model would spending plan for a normal $211 for work productivity of new representatives while just about $110 dollars would be utilized for the equivalent. I trust Bailey can legitimize the implicit budgetary leeway to the organization. The administrator may need to clarify would profit the organization like forestalling continuous comes back to the planning table or regular withdrawal of tasks. I would propose for Bailey to improve the company’s planning by utilization of mechanized frameworks, for example, exceed expectations spreadsheets for planning and driver-based measurements (Hartgraves and Morse, 2015). Also, trustworthiness among divisions and the executives ought to be kept up with the goal that none is taken for a

Illegal logging in the Republic of Congo - Myassignmenthelp.Com

Question: Examine about the Illegal signing in the Republic of Congo. Answer: Brief diagram of the exchange history of the picked nations Congo-Kinshasa, which is the capital of the Democratic Republic of Congo, was the second modernly created nation in Africa, after South Africa, during its autonomy in 1960 (Thomas and Winkler). It was portrayed with a flourishing mining area alongside a moderately beneficial horticultural segment. It is a scantily populated contrasted with its zone and is a home for an immense number of regular and mineral assets. It is portrayed with stores of crude minerals, having an expected worth of US$24 Trillion (McKnight). Consequently, this nation has a past filled with exchanging different crude minerals, by method of mining items, yet it has altogether fallen since 1980s because of debasement, legislative issues and war, making it a nation today, having a the most reduced per capita GDP on the planet. In Sweden, customarily, there was compatibility of a facilitated commerce approach. Sweden was effectively subject to worldwide exchange, which has assumed noteworthy job in inspiring the improvement design so as to advance exclusive expectation of living. The availability to abroad markets has empowered the enterprises to grow and practice. The liberal exchange approaches Sweden had prompted advanced imports, rivalries and basic change. In 1995, Swedens joining of the European Union denoted a significant advance in the Swedish post-war history (Samuelsson and Joakim). Social, political and financial diagram of the chose countries In social setting Congo Kinshasa has confronted most noteworthy occurrences of neediness in late patterns anyway the frequency of destitution is higher contrasted with other focal African nations. As per late reports the DRC has a huge populace of about 65.7 million out of 2012 anyway it has been seen that high populace development pace of 2.7% will heighten the common social conditions (Pritzkow et al.).According to the estimation of the World Bank, around 50 million live in Congo-Kinshasa on under US$1.25 every day (Njuguna). The issue of neediness has end up being a significant shortcoming in improving the social states of the Congo-Kinshasa and in ongoing patterns with the developing populace the issue of destitution is ever expanding. The DRC had confronted different political clashes during the 1990s, prompting an extended social and financial droop. Endeavors have been made for defusing the political emergency by the Government. One of these endeavors has been as an understanding, marked on 31st December, 2016, which accommodates a change period wherein forces will be held together by the President and the restriction, until the presidential decisions in 2017 (Ali, et al.). The understanding likewise specifies that the president can't look for a third term and the adjustment in the Constitution can't be endeavored. Be that as it may, the understanding was not gone into and the 2017 decisions got deferred as the correction of the discretionary register was not finished (Samuelsson and Wendell). The political clashes in the Congo-Kinshasa made obstacles in financial advancement of the nation. Because of political clashes a few tasks are anticipating endorsement and because of this explanation the hierarchical deve lopment of the nation is missing behind. This has end up being a significant shortcoming to the locales of Congo-Kinshasa. In the affordable setting, DRC has the most minimal GDP rate since 2001 because of the declining costs and the contracting worldwide interest in crude materials. The DRC likewise needs access to majority rule and universal money related markets and has confronted an exceptional decrease out in the open fund in 2015 and 2016 (Nicolas et al.). Presently, the Government has propelled numerous changes and marked different agreements which are open to people in general, alongside investment in the Extractive Industries Transparency Initiative (EITI). Sweden as a created nation has been considered of having the best and the most equivalent ways of life on the planet. First and foremost the nation had an exceptionally low joblessness rate, which steadily expanded in late patterns, influencing huge gathering of individuals having low capabilities and workers. Also, Sweden has a relatively better work showcase and the liberal enactments with respect to outsiders offer access to the outsiders into the Swedish work advertise (Munemo). The entrance to outsiders has been considered as a significant quality as it expanded business open doors for work openings. The present Swedish political scene is overwhelmed by the two greatest ideological groups: Social Democratic Party and Modern Party. For two centuries, the international strategy of Sweden has been founded on the standard of non-arrangement and lack of bias. Additionally, Sweden has been effectively engaged with different helpful activities alongside enrollments in numerous universal associations like WTO and OECD. Sweden is one of only a handful barely any nations which had the option to meet UNs help focus of 0.7% of GNI and the biggest supporter of the UN (Potter, Dawson and Frierson). These components can be considered as quality of the nation as it associated with the improvement of different philanthropic exercises around the world. Monetarily, Sweden has probably the most advantageous economy in EU at present and the fifth biggest GDP per capita. The Swedish Governments changes and capable monetary approach was the explanation of Swedens recuperation from the financial emergency in 2008-2009 (Pritzkow et al.). The incomes are typically high and over the most recent couple of years it has been surpassing half of GDP. The Swedish economy is send out situated and creates over half of the GDP (Lawson). Sweden being a created nation is financially steady and from the earliest starting point its significant quality was that it has an open economy. Orography of the chose nations Congo-Kinshasa, the capital of DRC is arranged by the Congo River Basin, which has been covering a region of right around 1,000,000 square kilometers. The nation has its solitary outlet to the Atlantic Ocean as a different dread piece of land on the north bank of the Congo River (Anderton, Brenton and Oscarsson). There is a huge, low-lying focal zone, which is a level molded formed inclining towards the west and is secured by tropical rainforest and crossed by waterways. In the west the focal point of the woods is encircled by sloping porches in the west and levels converging into the savannahs in the south and the south-west (Potter, Dawson, and Frierson). Thick fields are found past the Congo River in the north and in the eastern outskirt the mountains of Ruwenzori go are found alongside Rwanda and Uganda. Sweden is arranged on the Scandinavian Peninsula in the Northern Europe. Sweden has a geographic element which remembers profound coastline for the eastern side alongside the Scandinavian mountain chain on its western limit, which has been isolating Sweden from Norway. Sweden has oceanic fringes with nations like Denmark, Poland, Lithuania, Germany, Russia, Latvia and Estonia and which are connected to Denmark by the Oresund Bridge (Pritzkow, et al). Sweden being a created nation is the 56th biggest nation on the planet and the fifth biggest in Europe and Northern Europe (Ali et al.). Foundation of the chose countries: In the Congo-Kinshasa, ground transport has consistently been trying as the geology and mugginess of the Congo bowl went about as genuine impediments to rail and street developments. Moreover, the interminable blunder and inside clash has additionally prompted genuine under-speculation over numerous years. Congo involves a great many safe conduits and generally it has been viable methods for transport in going around the nation. The best methods for transport is via air for moving inside the nation. Air transport is utilized to move cargo and work force also (Ali, et al.). The vehicle framework of Sweden is hardly over the EU normal for streets, air terminals and ports anyway in the event of railroad foundation it and is underneath EU normal. Sweden is the second best nation in EU corresponding to the practicality shipments and its TEN-T Core Network for inland conduits has been finished and half of the Core street and customary rail systems has additionally been finished (Odolinski and Jan-Eric). Fare worth and import estimation of the chose nations The DRC has been considered as the 102nd biggest fare economy on the planet and sent out about $5.69B and imported $5.64B in 2015, bringing about a positive exchange parity of $47.5M. In 2015 it was seen that the GDP of the Democratic Republic of the Congo was $35.2B anyway its GDP per capita was $784 also (Cathey, Hong and Pak). Regarding the top fares, there are refined copper ($2.67B), copper mineral ($376M), cobalt ($755M), Cobalt metal ($666M), Hydroxides ($302M) and cobalt oxides (Charlesworth). The top imports of Congo-Kinshasa included Packaged Medicaments ($227), Refined Petroleum ($207M), Delivery trucks ($114M) Human/Animal blood ($155M) and Excavation hardware ($113M) (Cathey, Keejae and Simon). On the planet economy Sweden is the 26th biggest fare. As indicated by reports, in 2016, Sweden sent out $135B and imported $139B which brought about a negative exchange equalization of $4.24B.The top fares of Sweden are Refined Petroleum ($6.4B), Packaged Medicaments ($5.56B) Telephones ($3.6B), Cars ($7.42B) and Vehicle Parts ($5.01B) (Odolinski, Kristofer, and Nilsson). In 2016 Sweden imported $139B anyway during the most recent five years the imports of Sweden have expanded impressively to a pace of 1.88%, from $167B in 2011 to $139B in 2016. Exchange courses of the chose nations As referenced before, in Congo, the ground transport has been extremely frail and thus, exchange isn't finished by rail or street. Be that as it may, because of safe conduits across two third of the nation, exchange is finished by utilizing these conduits somewhat. Be that as it may, air transport is the for the most part utilized vehicle in Congo and the vehicle of minerals and those with high

The City and Its Workers

Part 19 The city and its laborers (1870-1900) Jump Start: March 14, 2011 As the nineteenth century closes and the twentieth century starts, various innovations help spike the numerous progressions occurring. What imagery would we be able to take from the development of the Brooklyn Bridge? It is a marker of timeframes (isolates this timespan from that timeframe) March 16,2011Why did some settler bunches choose to remain in the United States in the wake of showing up, while different gatherings just remained long enough to bring in some cash? Walk 17, 2011 What were Jim Crow Laws? Give a case of how they were applied. Walk 18, 2011 Who was Jacob Riis? What did he produce? For what reason was it significant? Walk 21,2011 Explain the new rising class frameworks, which depended on occupation. Cubicle hands on to a great extent untalented( employments require more physical than scholarly) United states developed as a significant modern force before the finish of the nineteenth century * L arge scope migration, urbanization, and mechanical advancement help out incredible guarantee for future, even as these sensational changes prompted social disengagement, urban dirtiness, work difficulty, and demise. * Constructed between 1869-1883, the Brooklyn connect remained as a demonstration of the miracles and detestations of America at the end of the nineteenth and opening of the twentieth century * Its development cost the lives of wenty men and it was viewed as both a masterpiece and a designing wonder upon finishing The ascent of the city * By the finish of the nineteenth century, the rise of the cutting edge city spoke to the most sensational segment improvement in the US * From New york to Chicago to Los Angeles, urban areas detonated in size, took care of to some extent by the fast pace of worldwide movements, particularly from southern and eastern Europe * BEFORE 1880 outsiders originated from the northern and western Europe * AFTER 1880 settlers originated from southe rn and eastern Europe.Racism and the weep for Immigration Restriction * Workers regularly wound up set in opposition to each other, with ethnic contention isolating the gifted northern European specialists and the incompetent southern and eastern European laborers. * Even among taught individuals of the nineteenth century, the ethnic and strict contrasts of settlers were seen as racial attributes. * The possibility of social Darwinism further upheld â€Å"white† society’s guarantee to racial predominance. African Americans in the North African Americans started their relocation north looking for equity * with an end goal to desert the isolation and Jim Crow Laws of the south, they secured positions on the bottoms rung of the word related stepping stool. Asian Americans * Asians= substitutes of the changing economy another lord of prejudice * Many Americans considered newcomers to be difficult to absorb * Trade Unions and old-stock nobles condemned America’s Immi gration approaches * An education test for new European foreigners went through Congress however was vetoed by President Grover Cleveland.Jacob Riis * His How the Other Half Lives (1890) graphically demonstrated the neediness of the ghettos * The nouveaux wealth (new rich) gave the loftiness and quality of the age with their sublime houses and garish outfit parties. * With 1% of the populaces claiming the greater part of the property in America. Plessy v. Fergoson - Separate however equivalent is alright Brown v. Leading body of instruction Topeka, Kansas * Separate however equivalent is illegal With industrialization and urbanization came both extraordinary neediness and incredible riches inside the urban communities. * In the external circles of the refers to, individuals had more cash, lived in single family homes, and drove to chip away at trolleys. What kinds of laborers were there? * Workers in American industry in the late nineteenth century worked in an assortment of setting s , running from: * Skilled occupations in manufacturing plants * Piecework that was contracted inside the home * development cushy office work. * Backbone of the American work power were the regular workers. * These â€Å"human machines† remained at the base of the country’s financial stepping stool and by and large am ongoing gatherings * At the furthest edge of the work range were talented experts * Employers endeavored to end the control that gifted works had ove their. work by bearjng slmalled oarts andtrokcadin the skiled laborers with the untalented * Women regularly earned less cash than their male partners, numerous oung worjubg men looked for hear in ballrooms, social clubs, and event congregation in the wake of depleting. America’s assorted specialists * Although such efficiencies implied that a more prominent assortment of merchandise at lower * Boys who lived in the refers to some as youthful as 6 years of age, carried out their specialties as bootb lacks and paperboys; Many of the young men were destitute, stranded or pushed off by their families The family economy : ladies and youngsters * In new york city, the children’s help societiey attempted to better the circumstance of these, the city’s most youthful works=er

Is Your Future Business School a Consulting Feeder Program

If youre interested in consulting post-MBA, understanding how consulting  firms view your MBA program is always a good place to start when setting up your recruiting strategy. Consulting companies primarily limit their feeder schools based on cost, as it would be very expensive to comprehensively recruit at every business school. Another reason feeder schools are limited is experience   consulting firms form relationships with schools and become comfortable with the crop of MBA talent that certain programs provide, giving them no reason to focus on other schools for recruiting.  If you are an MBA candidate at such a feeder  program, life is good! If you are not, you will have to do a bit more legwork, but you still will have other opportunities for success. Lets discuss how to distinguish consulting feeders from other MBA programs: First, you will want to look at the employment report of your program. This report is a treasure trove of information for students when setting up their recruiting strategies. Within this report, youll want to review the overall numbers of students going into consulting this is a good measure of how robust the consulting ecosystem at your school  is. The higher the numbers, the more clearly the program is positioned as a feeder. Next, look at which companies are recruiting at your school. When most candidates think of feeder programs, they think of programs that can get them jobs at MBB (otherwise known as The Big Three the three largest consulting firms in the world). Management consulting is not just limited to McKinsey, Bain, and BCG however, so the depth and the diversity of firms recruiting at a particular school is important, especially for non-feeder programs. However, if you are expressly targeting MBB, it is important to identify whether or not these firms recruit at your program and in what numbers. This information will be useful as you seek to shape your recruiting strategy. Finally, connect with your career center or consulting club to find out which consulting firms recruit on-campus. This is an important nuance of the consulting recruiting process, as firms that recruit on-campus tend to be more accessible and provide more of an egalitarian opportunity  to interview slots for interested students. Firms that consider your program a feeder school will generally be a part of on-campus recruiting, however in some instances, top firms, such as McKinsey, will choose to recruit off-campus to better control the process (even if they consider your program a feeder school). Your programs career center will have a better idea of where you can find these recruiting opportunities from such companies. Consulting is one of the most competitive industries to break into, so understanding the relative position of your program in the industry and what this means for your ability to land a post-MBA job offer is key. Utilize this information to best set up an actionable strategy during recruiting season. Applying to business school? Call us at 1-800-925-7737 and speak with an MBA admissions expert today, or take our free MBA Admissions Profile Evaluation  for personalized advice for your unique application situation! As always, be sure to find us on Facebook, YouTube, Google+  and Twitter. Dozie A.  is a Veritas Prep Head Consultant for the Kellogg School of Management at Northwestern University. His specialties include consulting, marketing, and low GPA/GMAT applicants. You can read more articles by him  here.

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Impact Of Domestic Politics On German Foreign And Security...

Discuss the impact domestic politics has on German foreign and security policy. Germany is arguably one of the key global political actors. It’s extremely prominent, especially within international relations, and is also regarded as being economically, politically and geographically at the center of Europe. Germany’s success in Europe is considered to be due to its post-world war shift in ideologies and political culture and structures, from authoritarianism to democracy which inevitably created a successful political power in order to rebuild the state of Germany and its European and transatlantic relationships on a global scale after the zero hour (Die Stunde Null). This refers to the historical landmark on the May 8th 1945 at the end of the Second World War, and a remarkable dramatic turnover in the German political culture began to take place (Brockmann: 1996). Die Stunde Null represented the overall defeat of Germany: its ideologies and totalitarianism to democratic values, surrender and the beginning of unification and reconciliation along wi th the change in the political culture of Germany. This is best exemplified in the cases of Germany and the US, particularly with the issues concerning War or Terror post 2001, Germany’s global relationships after the Cold War and World War Two, and Germany’s connection and involvement within the EU and NATO and how this also influences foreign and security policy. The ideology of normalization and civilization in Germany is alsoShow MoreRelatedElection Campaign Essay850 Words   |  4 Pagesrumor about shortage supply, by doing that, they can boost turnover because people afraid the product might run out soon. Depend on type of listeners, there are many different ways and reasons to approach, but finally, the speaker’s purpose is to impact people’s psychology, orient their behavior and action. 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Richard Overys argument is a complex one, involving a look at each of the major

All the Presidents Men, by Woodward and Bernstein Essay

Richard Nixons first term as president will always be connected with the Watergate scandal, the biggest political scandal in United States history. Various illegal activities were conducted including burglary, wire tapping, violations of campaign financing laws, sabotage, and attempted use of government agencies to harm political opponents to help Richard Nixon win reelection in the 1972 presidential elections. There were about 40 people charged with crimes related to the scandal. Most of them were convicted by juries or pleaded guilty. Watergate involved more high-level government officials than any previous scandal. It has been etched in the minds of millions and is still being recalled today when faced with the present day scandal of†¦show more content†¦At this time, only one other impeachment inquiry existed, so Bernstein and Woodward’s work had to be as accurate as possible. They made sure of this through a few precautionary measures. First, they agreed never to let an article go to print unless they both fully agreed the article was worthy of printing should. When they were investigating the truth of a fact or statement, they always made sure that they checked it with at least two sources. When they made a large implication, such as that of H.R. Haldeman, Assistant to the President, they investigated with as many as four or five sources. To make sure that they were not overly ambitious or biased, they frequently ran their story ideas, topics, and facts, over with their editors, Sussman and Rosenfeld. All The Presidents Men was fair and detailed, which adds significantly to their credibility, which was the purpose they protected and looked out for. Woodward and Bernstein had a motivation driving their investigation and reporting that was very unlike any that could be found today. They seemed to be enticed by their love for writing and strife for the truth. Today, some journalists seem to be motivated by fame, wealth, or politics. Many people would have written those articles simply to go down in history books or to bring down high officials for personal gain. This aspect did not appear to be present in All The Presidents Men. Bernstein and Woodward are acknowledged as being the onesShow MoreRelatedAll The President s Men1718 Words   |  7 Pages150: Media and Society 7 December 2016 All the President s Men versus Everyone Else The Watergate Scandal is arguably one of the worst cases of illegal activities where a President has abused public trust, presidential power, and deliberately obstructed justice. 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On June 17, 1972, Woodward was asked to cover a story for his job at the Washington Post. There had been a burglary at the Watergate hotel. When he arrived at the newsroom, heRead MoreReview of Aristotles Nichomachean Ethics1388 Words   |  6 Pagesinherent goodness and their struggle with vices that adversely affect them Aristotle points out that mankind have the ability to forge past the vices as they move toward the greater good. The acquisition of the â€Å"good life† is a motivating factor in all human interactions. His book is full of Greek influence that has shaped his thoughts and ideas as they relate to ethics as an art form that governs how people act and react to stimuli around them. 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The Persian Gulf War Operation Desert Storm - 1009 Words

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Psychological Capital Relational Processes -Myassignmenthelp.Com

Questions: Which Leadership Styles Affect Employee Satisfaction Positively? How Do Different Leadership Styles Affect Employee Turnover Positively? Answers: Introduction: Leadership has acquired drastic recognition as a niche topic in business management research and the outcomes of previous research studies imply the fact that distinct leadership styles have the capability to promote employee satisfaction and reduce employee turnover. However,Aydin, Sarier Uysal said that, there has been a clear lack of understanding pertaining to the interrelation between leadership and organizational outcomes such as employee satisfaction and turnover (Aydin, Sarier Uysal, 2013). Previous research studies and literature pertaining to the same have indicated efforts of researchers to illustrate the relation between specific leadership style and employee satisfaction or between employee satisfaction and turnover intentions separately. Therefore a lack of empirical research studies discussing on the three aspects concurrently could be assumed as a pitfall in identifying the extent to which leadership styles influence employee satisfaction (Bouckenooghe,Zafar Raja, 2015).The observation of the implications of leadership styles in a complex organization could be realized effectively through application of leadership theories in order to examine diverse range of leadership styles. The following report aims to draw inferences from secondary data and analysis in order to address the research aims and present viable recommendations for future research (Carter Greer, 2013). Project context: The rapid progress in the contemporary working environment suggests indications for formal evidence that direct towards the impact of leadership styles on employee satisfaction and organizational outcomes such as turnover intention. On the contrary, research studies in this context have suggested major pitfalls through implementation of research on analysis of specific relationships such as leadership style and employee satisfaction (Choudhary, Akhtar Zaheer, 2013). However, the research studies fail to present a coherent impression of the extent to which the impact of leadership styles on employee satisfaction is observed. As per Clarke, the consideration of the variable of employee turnover for this research activity could help in illustrating the extent to which leadership styles impact employee satisfaction which could be observed from the turnover rates of an organization (Clarke, 2013).The examples of gaps identified in research literature in context of Australian Higher Educa tion Sector which is intended to expound the interrelations between employee satisfaction, leadership styles and employee turnover (Dul Ceylan, 2014).Therefore, the following report has the aim of describing the way in which different leadership styles have an effect on employee satisfaction as well as employee turnover. The following proposed research intends to reflect coherently on the different leadership styles and the varying impacts that are rendered by them for organizational outcomes and levels of employee satisfaction through references to the use of Full Range of Leadership Theory (Hinojosa et al., 2014). Project proposal: The focus of the research activity would be primarily based on three variables i.e. leadership style, employee satisfaction and employee turnover. The following research is vested in the background of multiple factors that influence employee satisfaction which comprise of references to supervisors or leaders (Kara et al., 2013). The variable of leadership styles that is utilized for the research activity comprises of references to the full range leadership theory comprising of transactional, transformational and laissez faire leadership styles. Employee satisfaction variable utilized in the research reflects on the three distinct factors which include job evaluation, emotional experience and job belief (Kroll Vogel, 2014). The extensive range of definitions available for job satisfaction indicates the need for emphasizing on the effective components pertaining to employee satisfaction such as salary, benefits and job security. Employee turnover can be defined as an organizational outcome which is indicated by the level of employee satisfaction (Liden et al., 2014). The dynamic nature of the contemporary workplace environment has created substantial challenges for organizations in terms of restructuring. Therefore Men Stackssaid that employee satisfaction is subject to dilemma in such cases due to the lack of competence among leaders to address the concerns such as work turbulence. It has to be imperatively noted that the opportunities for growth and support from peers are favourable factors for promoting employee satisfaction while considering the higher significance of leadership influence on job satisfaction(Men Stacks, 2013). The understanding of the interrelationship between leadership style, employee satisfaction and organizational outcomes such as employee turnover could be applicable in organizational contexts in order to anticipate the drivers for employee satisfaction and the precedents of human capital management and leadership (Mittal Dhar, 2015). Aims and objectives: The primary aim of the research is to identify the impact of leadership styles on the satisfaction of employees and its relationship with organizational outcomes such as employee turnover. The impact of leadership styles on organizational outcomes would be determined on the variable of employee turnover since it is a generic descriptor of the satisfaction of employees with an organization (McDermott et al., 2013). Literature review: Leadership is assumed as a significant contributor to the implementation of an effective environment that would be accountable for provision of services as well as accomplishing strategic objectives within an organization. The volatility and complicacies associated with the modern business environment have invoked the implications for discussions and investigations among researchers in the field of effective leadership. The changing roles of leaders in context of business management have become difficult for analysis due to the wide range of political, social, economic and technological changes (Northouse, 2015). As per Sahin, ubuk Uslu, the observation of existing climate of business environment in Australian Higher education sector by researchers suggest that the use of command and control leadership styles are profoundly observed in educational institutions. The primary rationale for the leadership approach is identified in the objective for seeking profits that are corporate as well as commercial in nature (Sahin, ubuk Uslu, 2014). Large business organizations are increasingly feeling the requirement to develop strategic objectives and align their efforts in accomplishing the strategic as well as financial objectives of the enterprise. The complexity and competitiveness of the work environment observed in the domain of business has created the necessity for appropriate leadership to accomplish the strategic objectives of the enterprise. The understanding of leadership in an organizational setting could be a significant issue albeit being associated with complicacies due to other relevant factors that may impact the organization (Strom, Sears Kelly, 2014). The factors comprise of references to organizational structure, leadership culture, demographic characteristics of employees and depicting the differences between management, administration and leadership. The prominent evolution noticed in the leadership approaches adopted in context of business management suggests the relationship between common characteristics of new leadership approaches and leadership theories such as FLRT (Tost, Gino Larrick, 2013). The full range of leadership theory reflects on the three classifications of leadership behaviour and provides a comprehensive theoretical impression of three distinct leadership styles referring to transformational, transactional and laissez-faire leadership style. Leadership styles: The survey conducted on Australian Business Leadership accounted as a major source for obtaining information regarding the effectiveness of individual leadership styles. As per Wong Laschinger, transformational approach in leadership could be defined as the empowering of employees to induce transformation or address the concerns of change in an organization (Wong Laschinger, 2013). The origin of transformational leadership style is vested in the traditional attributes of a charismatic leader and is directed towards the basic objective of acquiring feasible completion of tasks from employeeswhich are not included in their competences. It is also interesting to observe the illustration of distinct approaches through which transformational leadership could be implemented for motivating employees to accomplish organizational objectives. From a critical perspective, the approaches utilized by leaders in transformational leadership can be associated with the improvement of one of the aspects of employee satisfaction i.e. emotional experience associated with the job. The individual approaches noted in context of realizing transformational leadership in a workplace environment are idealization of attributes and behaviours, inspirational motivation, intellectual stimulation and individualized consideration (Wang et al., 2014). The idealization of attributes is applicable by leaders through leading the employees with charisma and enabling the employees to trust in the leader thereby perceiving job security. Idealization of behaviours could be implemented by the leaders in the form of establishing new precedents for encouraging employees to share common goals and vision of the enterprise. The example set by the leaders in idealized behaviour can be assumed as a source for employees to derive emotional experience (Zhang et al., 2015). The inspirational motivation aspects create the need for developing the expectations of workers through aligning the mission and objectives through appealing to the emotions of the workers. One of the limitations that can be perceived in context of inspirational motivation is to ensure that the employee expectations are restricted to attainable limits which would alternatively contribute to improvement of employee satisfaction. Intellectual stimulation is accountable for improving the engagement of employees in decision making and problem solving initiatives of an organization thereby contributing to the sense of satisfaction acquired by employees from the improvement in their intellectual competences. As per Wong Laschinger, the individualised consideration approach in transformational leadership could be accounted as a viable approach for addressing employee satisfaction alongside the organizational objectives since it implies the emphasis on a single individual for provision of growth opportunities in the professional domain such as mentoring and coaching facilities for employees (Wong Laschinger, 2013). The interaction between the leaders and employees in an individualized consideration approach can be accounted as a major prerequisite for employee satisfaction. Transactional leadership style is reflective of the use of conventional business framework to address the requirements of employees and business. The implications of the transactions could be observed in communication, agreements and interaction between leaders and staff. Transactional leadership is primarily classified into three dimensions which include contingent rewards and active as well as passive management by exception (Sahin, ubuk Uslu, 2014). The contingent reward aspect refers to the provision of rewards upon recognition of successful completion of tasks and on the other hand, it also specifies the particular disciplining approaches required in case of non-compliance with the task objectives. Critical reflection on research study literature in context of leadership styles suggests that transactional leadership is inclined towards the rationale that changes would not be incurred in the future (Men Stacks, 2013). Therefore, transactional leaders are more likely to depend on the anticipation of employee needs in order to fulfil the needs for positive organizational performance alongside addressing the concerns of employee satisfaction. However, it is imperative to note the limitation referring largely to the privileges of leaders to act in transactional leadership (Hinojosa et al., 2014). The capability of leaders to decision making and problem solving are limited to a large extent by the perception of leaders by their followers. The dimension of active management by exception could be anticipated in the corrective measures taken by leaders to address the deviations made by employees from precedents of organizational performance. The passive management by exception approach is dependent on the timing of action taken by the leader and is reflective of the implementation of remedial action by leaders when strategic objectives are not met. According to Dul Ceylan, the laissez faire leadership style is also accounted as a major leadership style that could provide the basis for contemporary leadership approaches. However, the laissez faire leadership style is generally referred to as self-destructing leadership style from the findings from research study literature pertaining to leadership (Dul Ceylan, 2014). Leaders that adopt a laissez faire leadership style are more inclined towards a laid back approach wherein they are dependent on the flow of things rather than taking action. The leadership style does not involve communication with employees or ensure any sort of action to improve employee involvement in accomplishing strategic objectives of the organization. Therefore, the characteristic features of laissez faire leadership style suggest that it will not be applicable for improving the levels of employee satisfaction (Choudhary, Akhtar Zaheer, 2013). Consequence of different leadership styles: The impact of leadership in the outcomes in context of employee satisfaction and employee turnover has been documented profoundly in major research study literature. One of the examples could be identified in the research carried out through meta-analysis of leadership styles adopted by school principals in Turkey as well as the impact of the leadership style on the overall satisfaction of employees with the job (McDermott et al., 2013). The study reflected explicitly on the efficiency of transformational leadership on the satisfaction of employees while critically emphasizing on the role of employee commitment that is derived as an organizational outcome from the implementation of transformational leadership style. The outcomes obtained from the Management Research Series Publication of survey on Australian Business leadership provide an impression of the contemporary trends of leadership in the Australian business environment (Strom, Sears Kelly, 2014). The mean score evaluation of the different leadership factors associated with transactional, transformational and laissez faire leadership styles reflects explicitly to the prominence of individualized consideration and inspirational motivation with mean scores between 3 and 3.5. The approaches for leadership followed in transformational leadership have a mean score of 3 and above while in case of transactional leadership the survey outcomes suggest that leaders pr efer contingent rewards as the most flexible approach (Tost, Gino Larrick, 2013). Therefore, the survey primarily suggested that leadership in the Australian business environment is largely directed towards developing individual competences through training, mentoring and coaching alongside eliciting effective performance with the objectives of rewards. Earlier research activities such as those implemented by Podsakoff refer to the study among 1200 managers and 1539 employees suggest the positive impacts of transformational leadership style on the satisfaction of employees (Wong Laschinger, 2013). The research findings from a study conducted among employees of a call centre in China also reflect on the impact rendered by leadership styles on employee turnover. The findings reflected on the fact that transformational leadership facilitates the platform for initiating social exchanges within the workplace environment that are induced either by the organization or by supervisors. Project Plan: The project plan would comprise of specific references to the selection sample and data collection methods in order to realize the research findings and analysis section of this research activity. The project plan would also outline the timeline for completion of the research process. The sample selected for this research activity is vested in a group of employees and managers in the business management sector of Australia (Wang et al., 2014). Methodology: The methodology of the research activity could be ascertained through outlining the methods implemented for data collection, sampling approach and data analysis approaches utilized for the research. The implications of a methodology are identified for every research activity distinctly in order to facilitate guidance for the researcher to conduct individual processes of the research. The sampling approach would involve random sampling method that implies the selection of secondary information in the form of academic journals and research studies. The data collection would be based on secondary data collection prominently for ascertaining the interplay between leadership styles and employee satisfaction and employee turnover. The review of the research study literature facilitates the opportunity for reflecting on the theoretical aspects pertaining to individual research variables identified in context of this research activity. The particular methods implemented for data analysis wou ld involve references to the comparison of the outcomes observed in different research studies to determine the effectiveness of individual leadership styles in promotion of employee satisfaction. The data analysis framework would refer to the use of analytical statistics in order to obtain findings. Data collection: The data collection would be conducted with the help of access to different published sources of research studies and theoretical principles pertaining to leadership styles, employee satisfaction and employee turnover. The secondary information facilitated insights into the research outcomes which are derived using primary data collection pertaining to leadership style effectiveness in promoting employee satisfaction. The inclusion criteria established in the case of data collection process could be observed in the research journals which refer to the distinct impacts of leadership styles on employee turnover and employee satisfaction. The data collection comprised of acquiring different research papers within the time frame from 2000 to 2015 and primary data could be obtained from the integration of secondary research in the report. The prominent references to the use of questionnaire surveys as major data collection approaches in the individual research papers facilitate the impression of notable leadership styles which have proved successful in the existing scenarios. The list of three prominent leadership styles such as transformational, transactional and laissez faire leadership was considered in this case and their impact on distinct organizational dimensions such as employee commitment and employee motivation was included in the scope of the report. It is also imperative to observe the annual reports of large scale organizations in different industries such as Apple Inc, McDonalds etc. could facilitate adequate insights for data collection. Sampling: The sampling for the research activity could be identified as random sampling which implies the probability of including research study literature that can reflect on the variables assumed in context of this research report. The sampling size is not specifically estimated in this report owing to the availability of secondary sources of information. Data analysis and research findings: The use of combined methods of qualitative and quantitative analysis in the case of information acquired from critical reflection on literature pertaining to effectiveness of different leadership styles as well as the information obtained through primary data collection approaches followed in the form of questionnaire survey findings. The survey of leaders in the research activity was directed towards estimating the personal perception of leaders regarding their leadership style (Zhang et al., 2015). The outcomes of the leadership survey suggested that the preference for leadership style could not be considered mutually exclusive and therefore leaders are more likely to depict different types of leadership styles or an assortment of the same. However, the survey findings reflected on the prominence of transformational and charismatic leadership style preferences with a major emphasis on combination of the above two styles with situational leadership (Wong Laschinger, 2013). Combined leadership preferences could enable leaders to have diverse alternatives and perspectives for addressing a particular scenario especially pertaining to the strategic direction of an organization. Furthermore, the findings from secondary information in terms of the Australian business leadership survey suggest that outcome measures which could be observed in context of different leadership styles reflected on the three prominent outcomes of extra effort, satisfaction and effectiveness. The means scores of outcomes obtained from the implementation of leadership styles were high for employee satisfaction and effectiveness i.e. above a score of 3 (Strom, Sears Kelly, 2014). The ratings provided by executives in surveys to the different factors is reflective of the fact that the personal satisfaction of employees as well as satisfaction in an employment context is a formidable outcome of leadership as communicated by leaders and workers. The critical reflection on the outcomes rendered by different leadership styles in context of other influential factors such as size of the company, gender differences, seniority, age and tenure in the organization are also considered as major attributes for tailoring the effect of leadership styles. The application of the structural equation model for analysis of research data pertaining to the implications of leadership style on job satisfaction could be derived after estimating a model for measurement and confirmatory factor analysis. The analysis of structural model findings as observed in the secondary source (https://www.diva-portal.se/smash/get/diva2:895840/FULLTEXT01.pdf 5.1.3) reflects on the coefficient and t-value of individual relationship between leadership styles and job satisfaction. The empirical findings suggested that transformational leadership had the highest regression coefficient at 0.83 as compared to 0.57 of transactional leadership and 0.21 noticed in relationship-oriented leadership. The finding in context of transformational leadership also emphasizes on the greater value i.e. 3.83 than critical value of the t-statistic at 95% level of confidence i.e. 1.96. (findings using statistic tests) The empirical findings also reflect on the observation of comparatively lower regression coefficients in the case of transactional and relationship oriented leadership (Sahin, ubuk Uslu, 2014). This leads to the impression that while transactional and relationship oriented or situational leadership could be considered effective contributors to the improvement of employee satisfaction, their capabilities are limited as compared to that of transformational leadership. Therefore it can be aptly concluded from the data analysis that transformational leadership and combinational preferences in leadership styles have the potential to invoke and improve employee satisfaction alongside reducing the concerns of employee turnover. Research gap: The primary gap in the research could be derived from a comprehensive overview of the literature review. The research gap is vested in the lack of references to other organizational outcomes caused due to different leadership styles that are also responsible for influencing employee satisfaction. Some of the factors include the role of colleagues or peers, impact of organizational restructuring on leadership and employee performance and the significance of organizational culture in context of leadership and job satisfaction of employees. Recommendations: The outcomes of the research reflect clearly on the effectiveness of leadership styles in improving employee satisfaction and considered the cases of three distinct leadership styles i.e. transformational, transactional and relationship based leadership. The future recommendations that could be included in this report would be to ensure the execution of primary data collection process in order to have a practical involvement in the research activity rather than relying on secondary sources of information (McDermott et al., 2013). The limitations for research in terms of physical and financial resources should be addressed in future research activities. Furthermore, future research activities should also emphasize on inclusion of more variables and case instances from research study literature in order to widen the scope of the outcomes and their relevance for the research issue (McDermott et al., 2013). Milestones and schedule: The project schedule and milestones could be illustrated in the form of a Gantt chart as follows: Activity Week 1 Week 2 Week 3 Week 4 Week 5 Selection of research topic Establish research aims and objectives Secondary data collection Primary Data collection Data analysis Findings and recommendations Final formatting and submission Conclusion: The outcomes of data analysis in the research report illustrated above were indicative of the prolific impact rendered by transformational leadership style on satisfaction of employees. The concurrent trends in the domain of business management in Australia alongside the changing perceptions of leadership behaviour could be addressed effectively through the adoption of transformational leadership that is helpful for addressing employee satisfaction and employee turnover issues. References Aydin, A., Sarier, Y., Uysal, S. (2013). The Effect of School Principals' Leadership Styles on Teachers' Organizational Commitment and Job Satisfaction. Educational sciences: Theory and practice, 13(2), 806-811. Bouckenooghe, D., Zafar, A., Raja, U. (2015). How ethical leadership shapes employees job performance: The mediating roles of goal congruence and psychological capital. Journal of Business Ethics, 129(2), 251-264. Carter, S. M., Greer, C. R. (2013). Strategic leadership: Values, styles, and organizational performance. Journal of Leadership Organizational Studies, 20(4), 375-393. Choudhary, A. I., Akhtar, S. A., Zaheer, A. (2013). Impact of transformational and servant leadership on organizational performance: A comparative analysis. Journal of Business Ethics, 116(2), 433-440. Clarke, S. (2013). Safety leadership: A meta?analytic review of transformational and transactional leadership styles as antecedents of safety behaviours. Journal of Occupational and Organizational Psychology, 86(1), 22-49. Dul, J., Ceylan, C. (2014). The Impact of a Creativity?supporting Work Environment on a Firm's Product Innovation Performance. Journal of Product Innovation Management, 31(6), 1254-1267. Hinojosa, A. S., McCauley, K. D., Randolph-Seng, B., Gardner, W. L. (2014). Leader and follower attachment styles: Implications for authentic leaderfollower relationships. The Leadership Quarterly, 25(3), 595-610. Kara, D., Uysal, M., Sirgy, M. J., Lee, G. (2013). The effects of leadership style on employee well-being in hospitality. International Journal of Hospitality Management, 34, 9-18. Kroll, A., Vogel, D. (2014). The PSMleadership fit: A model of performance information use. Public Administration, 92(4), 974-991. Liden, R. C., Wayne, S. J., Liao, C., Meuser, J. D. (2014). Servant leadership and serving culture: Influence on individual and unit performance. Academy of Management Journal, 57(5), 1434-1452. Men,L. R., Stacks, D. W. (2013). The impact of leadership style and employee empowerment on perceived organizational reputation. Journal of Communication Management, 17(2), 171-192. Mittal, S., Dhar, R. L. (2015). Transformational leadership and employee creativity: mediating role of creative self-efficacy and moderating role of knowledge sharing. Management Decision, 53(5), 894-910. McDermott, A. M., Conway, E., Rousseau, D. M., Flood, P. C. (2013). Promoting effective psychological contracts through leadership: The missing link between HR strategy and performance. Human Resource Management, 52(2), 289-310. Northouse, P. G. (2015). Leadership: Theory and practice. Sage publications. Sahin, D. R., ubuk, D., Uslu, T. (2014). The effect of organizational support, transformational leadership, personnel empowerment, work engagement, performance and demographical variables on the factors of psychological capital. Emerging Markets Journal, 3(3), 1. Strom, D. L., Sears, K. L., Kelly, K. M. (2014). Work engagement: The roles of organizational justice and leadership style in predicting engagement among employees. Journal of Leadership Organizational Studies, 21(1), 71-82. Tost, L. P., Gino, F., Larrick, R. P. (2013). When power makes others speechless: The negative impact of leader power on team performance. Academy of Management Journal, 56(5), 1465-1486. Wong, C. A., Laschinger, H. K. (2013). Authentic leadership, performance, and job satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), 947-959. Wang, H., Sui, Y., Luthans, F., Wang, D., Wu, Y. (2014). Impact of authentic leadership on performance: Role of followers' positive psychological capital and relational processes. Journal of Organizational Behavior, 35(1), 5-21. Zhang, J., Ahammad, M. F., Tarba, S., Cooper, C. L., Glaister, K. W., Wang, J. (2015). The effect of leadership style on talent retention during merger and acquisition integration: Evidence from China. The International Journal of Human Resource Management, 26(7), 1021-1050.

Strategic Change Management in Public Sector

Question: Discuss critically the way a change in an organisation has been or is being managed/led. You will need to identify a suitable organisation. Consider, with supporting arguments, whether an alternative approach might have been more effective? Answer: Introduction Todays business environment is dynamic and changes are a constant part of the business. These change initiatives are time consuming and are often costly. The significance of change management lies in the fact that it impacts the organizations drive towards success (McLean Bourda, 2015). Change is unavoidable and organizations need to manage and resolve issues to sustain the change. Organizational change management includes a number of processes and tools which are applied to manage the issues that arise due to the changes. This issues include culture shocks, change in patterns, new policies etc. The activities include detecting and diagnosing the problems and help in resolving the issue and the transitions so as to make the people realize the organizational goals and direct the organization towards success (Beerel, 2009). The Company in discussion is Nokia Corporation. Since 1990s this Finnish company was the mobile market leader, but the company suffered a major setback in the recent scenario giving away to Samsung and Apple. Thus company is striving to gain its position with its windows Phone platform. There had been some major issues like stakeholders resistance which are handled and thus it is discussed in the report. The Need for Change Management The change for Nokia was dramatic it changed from a limber company to an IT company selling mobile phones. During the third quarter of 2007 the Nokias market share was 48.7 percent but in the third quarter of 2013 the market share dropped to a low 3.5 percent. The huge strategic changes were owing to the factors like rise of a touch based smartphones and a large market disruption brought by the Apple iPhone with HD screens and supports mutli touch gestures which have raised the bar for the industry to follow (McCray, Gonzalez and Darling, 2011). Nokia tried to follow but the features were not of a comparable quality (Harakka, Korhonen and Honkasalo, 2004). Other difficulties that were faced are the fact that Nokia was unsuccessful in bringing great innovations. This was subject to the bureaucracy in the organization. A bloating management layers and complicated organizational structure had caused delays in the decision making process. Also the Symbian team has a better bargaining power and control over the resources inside the company than the other teams and hence other teams lacked in resources to create and launch innovative product lines. The symbian team and few other stakeholders saw this as a threat and hence did not help in letting the company make a breakthrough in the product line. The Strategically Changes The Burning Platform Memo The New CEO Elop felt that Nokia was on a Burning Platform where the fire is the iOS and the Android market. He blamed the poor attitude and resistance of Nokias employees for the downturn and suggested a change in behavior. The new product lines Elop announced that Nokia is in partnership with Microsoft and will devote itself to launching Windows base phones only. The Symbian products were faded out. The MeeGo device was also shelved for the high end market. The employees and stakeholders were shocked that all investments on this are now given up (Nokia, 2015). Types of Resistance Employees resistance The employees protested to the announcements and rallied. They were in disagreement with the CEO about discarding the MeeGo from mainstream platform and thus a wave of resignation ensued. Also the CEO was the first non Finnish CEO and there was a huge cultural difference in the way everything worked which lead to difference in attitudes (Pal and Pantaleo, 2005). Market resistance The sudden abandment of symbian platform were not accepted by the supporters of Nokia. Even the network operators were doubtful of the Windows platform. They felt the heavy rely on Skype would put their business to risk. The shareholders were also shocked by the decision and the share price dropped by 10 % immediately after the announcement. Criticism of CEO Intel, the strategic partner of Nokia felt that the decision was wrong and android was a better option. The software developers felt that the new strategy would be the reason for Nokias downfall. The Resistance to Change Model The Kubler-Ross Grief Model is utilized to discuss the resistance to change (Biech, 2007). Shock- many customers, software developers and employees were shocked due to the strategy change of adapting to only Windows Phone and closing curtains on the Symbian. Denial- many employees and customers did not believe the announcements and considered it as a rumor, thus a lot of questions were asked and clarifications continued. Anger- the employees walked out of office, low share price and the criticism of CEO as a Trojan Horse tarnished the company image Bargaining- users wanted to transfer their applications in the Symbian to Windows format. The N9 was unavailable was available in many countries thus leading to either anger or depression in the clients. Depression- many consumers and software developers felt that they would not gain much from the windows platform and the bargaining did not work hence they switched to other brands. Testing- when the Lumia 800 and 710 were launched people were quite curious about the product and seek to find out more. It was confirmed as the term Lumia was quite searched (Nokia down on networks; but up on handsets, 2001). Acceptance- finally the fluidity of the Operating system and the superior camera and battery power were accepted by the Nokia supporters. There were also some brand switchers who chose Lumia over Iphone and Android. Objectives of Change Management The ADKAR Model is needed to understand the need for change and implementing it (Henry and Mayle, 2002) Awareness- of the need for change was shown by the CEO of Nokia who studied the facts that put Nokia into crisis. Desire- the CEO took the decision of supporting a change so that the company resurfaces in the mobile market with a new platform to compete with big shots like Samsung and Apple. Knowledge- there must be idea from where resistance could be faced and the one initiating change must be keeping track of the resistances which Nokia did and strategized on the very bases of resistance, Ability- it is the skill required to manage the outbursts and still enforces the changes which was very efficiently shown by the company as it did not melt away into pressures. Reinforcements- it is needed to sustain the change, and Nokia continues take innovations in stride with the Windows platform and marketing it to the world. The Change Management Models The theories of change are the building blocks for attaining long term models. The recommendation on alternative change Models for Nokia could have had better response from all quarters. Kotters 8 step model shows how change should be conducted Step 1- Establishing a sense of urgency by helping everyone to see the need for a change and convincing them of its importance (Gilliland and James, n.d.). Step 2- Guiding coalition by grouping powerful people in the organization who will encourage the other employees to actively take part in the change. Step 3- Developing a new vision to direct change and forming strategies to achieve the vision, Step 4- Communicating the changes in a gradual manner so that as many people as possible could understand the message and accept it. Step 5- Removing obstacles and resistances by encouraging broad bases action like risk taking and introducing nontraditional ideas. Step 6- Generating short term goals, which would be visible by the employees and the market alike and rewarding of the employees who were involved. Step 7- Using increased amount of change drives by hiring and promoting employees with a vision, changing policies and structures to suit with the changes, introducing new changes in themes and projects. Step 8- Incorporating the changes into the organizational and market culture by promoting new ideas and connections. The other alternative theory which could have better managed the Nokia Organizational change is (Baker, 2007). Lewins 3 stage Model Unfreeze- The organization should be prepared to accept the necessary changes. The existing status quo has to be broken in order to develop new operating systems. Compelling messages are also to be communicated to all the relevant stakeholders so that they understand the scenario. The organizational beliefs are to be questioned for their productivity and uncertainty has to be considered as a pro. Change- The people look beyond the doubts and embraces new ways and systems, a new goal and vision is provided. Time is given to the people to understand and direct themselves to the new strategies and objectives. Also it has to be realized by the organization that everyone would not be convinced and will not support the change. Refreeze- The changes will slowly take a firm ground and get a shape. A stable organization structure is reformed with new job descriptions. The changes are incorporated into the business culture. The efforts of the people involved are recognized so that they believe in future changes. Finally celebrating the success of the change will close the issue. Conclusion Nokia was the leading manufacturer of mobile handsets and still continues to hold its strong presence in the market with the Windows platform. The new Lumia range is perceived as innovative, challenging and savvy in the international market (Fourtane, 2015). The company is yet to revive its old position as there is a market domination fight between Samsung and Apple both challenging with new innovations, yet Nokia have come a long way since its downfall. The change in the organization was hard to maintain but the company have recovered with well managed steps but the Company heads could have taken alternative approaches to handle the situation and it would have taken less time to handle the crisis. Nokia thus should take innovative marketing strategies to regain its old position. References Baker, D. (2007).Strategic change management in public sector organisations. Oxford: Chandos. Beerel, A. (2009).Leadership and change management. Los Angeles: SAGE. Biech, E. (2007).Thriving through change. Alexandria, VA: ASTD Press. Fourtane, S. (2015).Supply chain agility: Nokia's supply chain management success. [online] EDN. Available at: https://www.edn.com/electronics-blogs/supply-chain-reaction/4430478/Supply-chain-agility--Nokia-s-supply-chain-management-success [Accessed 11 Jul. 2015]. Gilliland, B. and James, R. (n.d.).Crisis intervention strategies. Harakka, T., Korhonen, R. and Honkasalo, L. (2004). The Nokia Generation Hangs Up.Foreign Policy, (143), p.78. Henry, J. and Mayle, D. (2002).Managing innovation and change. Milton Keynes, U.K.: Open University Business School. McCray, J., Gonzalez, J. and Darling, J. (2011). Crisis management in smart phones: the case of Nokia vs Apple.European Business Review, 23(3), pp.240-255. McLean Bourda, F. (2015).Change Management Theories and Methodologies. [online] www.tcs.com. Available at: https://www.tcs.com/SiteCollectionDocuments/White%20Papers/EntSol-Whitepaper-Change-Management-Theories-Methodologies-0213-1.pdf [Accessed 11 Jul. 2015]. Nokia down on networks; but up on handsets. (2001).III-Vs Review, 14(8), p.6. Nokia, (2015).Nokia Capital Markets Day 2014. [online] Available at: https://company.nokia.com/en/news/press-releases/2014/11/14/nokia-capital-markets-day-2014 [Accessed 11 Jul. 2015]. Pal, N. and Pantaleo, D. (2005).The agile enterprise. New York: Springer.

Sample John Hopkins Essay Sample - Tips For Academic Success

Sample John Hopkins Essay Sample - Tips For Academic SuccessSample John Hopkins Essay Sample provides guidance to students of John Hopkins. It is a guidebook that is comprised of classroom discussions, workbooks, and essay review activities. It is essential that students realize the importance of working through the guide and the full contents of the syllabus. As a result, students will be able to learn how to use their unit tests, prepare for test taking and organize themselves to learn well and learn fast.The guide is organized into four chapters that review topics such as time management, study skills, attendance, and community service. Chapter 3 focuses on the concept of time management. The guide teaches students that planning ahead can be a very effective way to organize their schedules for easy availability. The guide also highlights time management tools such as using spaced repetition, practice testing, and graded challenges to ensure they complete assignments at an appropri ate pace.Chapter 4 covers the topic of time management in the classroom. The guide features working with groups and scenarios that apply to time management so that students understand how to utilize their time effectively. They are also introduced to examples that demonstrate effective communication strategies when conducting group work.The next chapter analyzes the importance of attendance. It provides tips to assist students with their attendance in the classroom and outside of the classroom. Some of the tips include creating a daily action plan to handle work-related activities, scheduling tasks, and improving self-control.Chapter 5 of the guide focuses on the topic of time management in the workplace. The chapter discusses time management problems, including balancing work and family time, scheduling time during stressful times, making adjustments to individual work schedules, and designing and implementing a work/life balance. Chapter 5 also offers tips for adjusting work and h ome schedules to meet productivity goals.The last chapter focuses on the concept of community service. The guide highlights the importance of volunteering as an effective way to enhance their knowledge. They are taught that volunteering can help them explore new ideas, foster confidence, learn about others and find creative solutions to problems. The guide also helps students learn how to effectively relate to others and make the best out of the opportunities that they encounter in the work place.Sample John Hopkins Essay Sample is a resource that all students at John Hopkins must have. It is a guide that helps students meet their standards for success. In addition, it helps them become well prepared for their academic environment and keep up with course requirements.As a result, students at John Hopkins should always be ready to take on the challenges of college life. By keeping up with the latest trends in the college world, students at John Hopkins are guaranteed to have a succes sful career.

Enlightenment Essays (650 words) - Classical Liberalism,

Enlightenment THE THINKING OF THE SCOTTISH ENLIGHTENMENT THINKERS? The theme of the unintended and unanticipated consequences of social action implies that social change occurs through social action without foreseeing the outcome. Scottish Enlightenment thinkers Adam Smith and Adam Ferguson, each provide their own theory of unanticipated effects of human action. Smiths theory is implicitly historicist; Fergusons by contrast, is empirical and anti-historicist(Smith, 1998:30). In Adam Smiths, Wealth of Nations, private and egoistic interests are converted into collective social good by an invisible hand which advances the interest of society without intending or knowing it(Smith, 1998:30-31). Smith illustrates this through his discussion of the development of the commercial society. Smith described initially the structural forces which led to the decline of the feudal society and property and the necessary evolution of trade and manufacture(Smith, 1998:30). This social change, in Smiths view, was unintended and unanticipated consequence of social action. The key to understanding this transition, Smith argued, was the actions of two contending social groups, the rich barons whose concern was with social status and ornament led to their gradual impoverishment and more secular, and efficient merchant class whose manufactured goods brought the ruin of the great landowners(Smith, 1998:30). Thus, the social action of the merchant class brought upon the social ch ange that was unexpected in feudal society. Therefore, this social change that Smith explains, illustrates his perspective of how social change was brought upon unintentionally by individuals serving their self-interest. Adam Ferguson viewed society functioning as a whole. Ferguson, in contrast to Adam Smith, developed no link between the social actions of individuals, as members of social groups, and the wider, collective historical process(Smith, 1998:30). Man is a member of a community, part of a whole, his actions social because they are collective(Smith, 1998:30). Thus for Ferguson, social change through social action is not seen as the product of the actions of individuals alone. Instead, it is the efforts and social of the society as whole that is responsible for social change. There is nothing of Smiths individualism in Fergusons concept of the unanticipated effects of social action, or the facile optimism that separated historical meaning from the human subjects which themselves constituted history(Smith, 1998:30-31). Ferguson thus argues, in contrast to what Smith advocates, that social change is brought upon society by the social actions of the community as a whole. Ferguson does not see t he social actions of individuals as responsible for social change. In his perspective, society functions as a whole, not on an individual level. Therefore, social change should be seen as something created not by individual efforts, but the collective effort of the community as a whole. The fall of communism in Eastern and Central Europe is an example of how social action led to social change. The people revolted against the corruption and economic despair, and thus led to the demise of communism. Through Smiths perspective, one can view this social change through the social action of individuals who were seeking to serve their self-interest which resulted in the good of society. From Fergusons point of view, revolt of the masses against the state can be seen as the community or society functioning as whole to invoke social change through the social action of revoltion. The thinking of Adam Smith and Adam Ferguson differs in that they view society differently. For Smith, he looks at the structures of society at the individual level. In contrast, Ferguson views society functioning as a whole collective unit. Smith argues that the efforts of individuals shape society in the form of social change, whereas, Ferguson, believes the individual is part of a community or society that effects social change through collective social action. Sociology Essays