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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. In this case, the internet plays a really important role to inflame the domino effect, specially, social media and networking are significantly and deeply effect to any corner of society. ImagineRead MoreWas the Habsburg Empire on the point of collapse by 19141344 Words   |  6 Pages1914? During the late 19th Century it can be argued that the Habsburg Empire was weakening and by 1914 during the dawn of the First World War it was on the point of collapse this could be due to several intertwining factors such as nationalism or politics. However some historians disagree this view and they would argue that the Empire was indeed becoming stronger. This essay will explore why the Habsburg Empire was on the brink of collapsing by 1914. The first and possibly the most important reasonRead MoreGerman Unification Essay2783 Words   |  12 Pagesthe two Germany’s and a certain revival of a sense of German national identity preceded reunification during the 1980s. With the decline of the USSR and the end of the cold war and the fall of the Berlin wall allowed for German unification in 1990s. When? How? On October 3rd 1990 GDR and FRG were formally united. German reunification posed the challenge of introducing new markets to an economy with none. The formerly communist German Democratic Republic (East Germany) joined the FederalRead MoreThe First World War : A New Era Of Military Conflict1690 Words   |  7 Pagesnations struggled in different ways to innovate and modernize their militaries. The most significant obstacle to innovation was the marriage of the lack of popular support for militarism, the strategic environment itself, and the organizational politics of military bureaucracies. The First World War was, at that time, the bloodiest single conflict in human history. The total number of people killed or wounded in World War I, both military and civilian, was approximately 37 million: 16 millionRead MoreThe Significance of Nazi Propaganda under Hitlers Rule Essay3090 Words   |  13 Pagesmanaged to gain 43.9% of the vote; yet by 1939 they had the support of the majority of the German population. There has been much debate during the last fifty years, questioning how Nazism managed not only to have initially attained their power, but also, how they managed to maintain this power and so effortlessly and rapidly gain the support from the majority of the German people (Fest, 1974, p.374). There have been many factors which have been used to explain Hitler’sRead MoreThe Establishment Of The Maastricht Treaty3243 Words   |  13 Pagesmonetary union of states, and facilitating the development of a common foreign and security policy as well as broadening the social sphere of the existing European Community. The first pillar of the agreement established the European Community and Parliament, providing the legislation process with greater democratic legitimacy. The second pillar was an intergovernmental agreement on the establishment of Common Foreign and Security Policy, whilst the third pillar allowed for intergovernmental collaborationRead MoreNeoliberalism : A New Concept Of Economics3118 Words   |  13 Pagessocial market economy. (Neils and Hermann, 2007) In this essay, a brief introduction of Neoliberalism will be given. Then the description of how the form of economy works in Germany will be demonstrated by discussing from the different perspective: Politic, Economy, Culture, and diplomacy. The advantage and disadvantage will also be discussed. Neoliberalism Neoliberalism is a concept of philosophy which has been widely used since the year 1970. In fact, the earliest provision of the concept happenedRead MoreRecovering From Crisis : The Current State Of The European Union1914 Words   |  8 Pagesbetween radical parties that pose and ostensible threat to integration, and soft Eurosceptics whose policies are centred more on reform rather than active withdrawal from the Union or the Eurozone, an essential clarification. Fourthly, it is important to note that the EU is not just an economic partnership, but rather a union focused on security, defence of human rights, prosperity and foreign policy, all of which are features that aid in explaining European Enlargement. It will be made clear thatRead MoreEssay about How Does Nationalism Shape Chinas International Relations?901 Words   |  4 Pagesdifferentiate between state and popular nationalism. This essay will then go on to briefly mention the role nationalism plays in China’s rel ations with Africa and Taiwan and then it will provide a more detailed analysis of China’s nationalism and the impact it has on China’s relations with these countries. These four countries were picked as they have a long history and relationship with China that they sees as important. This essay will argue that although nationalism plays an important part in China’sRead MoreInterpretations of the Origins of WWII3781 Words   |  16 PagesInterpretations of the Origins of WWII World War Two began on September 1st, 1939, with the German invasion of Poland, and the French and British declarations of war on Germany two days later. From even before this official beginning to the war, people have continually tried to analyze what actually brought about the most destructive war in history, with many different interpretations having been put forward. 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. President Richard Nixon had committed and attempted to cover up those illegal activities through harassment, impediment, and denial; however, Washington Post reporters Bob Woodward and Carl Bernstein uncovered details of the Watergate scandalRead MoreEssay on All the Presidents Men - The Watergate Scandal822 Words   |  4 PagesAll the Presidents Men is a book by Carl Bernstein and Bob Woodward. The book discussed what happened to President Nixon in the Watergate Scandal from Bernstein and Woodwards point of view. The Watergate Scandal was a significant part of presidential history. This even would result in Nixons resignation and what would have been his guaranteed impeachment. The Watergate Scandal took an impact on politics as a whole. Politicians are known as liars and people who keep secrets from the public. TheRead More All the Presidents Men Essay example854 Words   |  4 PagesAll the Presidents Men The movie â€Å"All the Presidents Men† (1976), is based on the work of Bob Woodward and Carl Bernstein two Washington Post newspaper writers, who uncovered the cover-up of the White Houses involvement in the Democratic Party National headquarters, Watergate, break-in. At first, Bob Woodward discovers what seems to be a minor break-in but is surprised to find that top lawyers were already on the defense case. He also discovers that names and addresses of Republican fundRead MoreAll The President s Men By Bob Woodward And Carl Bernstein1003 Words   |  5 PagesAll The President s Men by Bob Woodward and Carl Bernstein tells the story behind the Watergate scandal. It all started with a burglary at the Democratic headquarters, but proved to be something much more complex. This story tells how two reporters worked with sources to uncover deceit in the highest levels of government. 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. Character development was of the upmost importance inRead MoreFilm Critique of All the Presidents Men1541 Words   |  7 PagesOpening in theaters around the United States in April of 1976, All the Presidents Men paints quite an accurate account of American journalism yet at the same time is a suspenseful adventure that manages to entertain and inform its viewers. Vincent Canby, a reviewer for the New York Times called the movie, an unequivocal smash-hitÂâ€"the thinking mans Jaws. Because the film is written from the perspective of Bob Woodward and Carl Bernstein, the movie works as a blockbuster, and not just a documentaryRead MoreEssay on The Watergate Scandal1199 Words   |  5 Pagesto glory of two obscure young Washington Post journalists: Carl Bernstein and Bob Woodward. While their investigative journalism revealed the truth, their questionable methods and ethics have led to these questions; Do the ends justify the means? Was their behavior ethical and legal? The Watergate Scandal was a major political scandal during the Presidency of Nixon. Nixon, paranoid and afraid of losing his reelection, employed men to do an assortment of illegal activities intended to place theRead More Film Critique of All the Presidents Men Essay1497 Words   |  6 PagesOpening in theaters around the United States in April of 1976, All the President’s Men paints quite an accurate account of American journalism yet at the same time is a suspenseful adventure that manages to entertain and inform its viewers. Vincent Canby, a reviewer for the New York Times called the movie, â€Å"an unequivocal smash-hit—the thinking man’s Jaws.† Because the film is written from the perspective of Bob Woodward and Carl Bernstein, the movie works as a blockbuster, and not just a documentaryRead MoreEssay about President Nixons Watergate Scandal823 Words   |  4 Pagesdevices, in Larry O’Briens office. In this paper I will determine if Woodward and Bernstein stayed within acceptable limits. Three specific areas in which acceptable limits should be looked at are the 25,000-dollar check to Kenneth H. Dahlberg, the attempts to get Donald Segretti to go â€Å"on the record† and the naming of Haldeman to the grand jury by Hugh Sloan. I do not think in most of the cases Woodward and Bernstein were within acceptable limits. A 25,000-dollar check was depositedRead MoreThe President s Men, The Amazing Reporting Effort By Bob Woodward1102 Words   |  5 Pageswalls, everything is not always politically correct. In All the President’s Men, the amazing reporting effort by Bob Woodward and Carl Bernstein show how the Watergate scandal brought divisions and distrust throughout America. This nonfiction book documents the work of two men who put aside their differences to report on one of the biggest scandals surrounding the White House to date. On June 17, 1972, this reporting journey began. Woodward is the one who originally got the call about the burglary

The Persian Gulf War Operation Desert Storm - 1009 Words

The Persian Gulf War: Operation Desert Storm In August 1990 the leader of Iraq, Saddam Hussein commanded his military to invade Kuwait. Refugees fled Kuwait, as many citizens were robbed, assaulted, and looted. Kuwait is a small country located at the North-Western end of the Persian Gulf, this gulf separates South Western Asia and the Arabian Peninsula. Saddam Hussein was well known to be a ruthless dictator. Leaving this to be the first time a UN member nation had invaded one of its fellow UN member nations. According to legends, that Hussein himself accepted, during the war Iraq- Iran war he had used poison gas against both Iranian troops and Iraqi civilians because they opposed to his regime (Carlisle 3). With this certain example we can furthermore comprehend Hussein’s brutality and desire for power. Iraq and Kuwait are both member nations of the Organization of Petroleum Exporting Countries and by no doubt were rich from the oil revenue. Iraq mainly utilized this wealth into constructing a strong army, whereas Kuwait used the money to provide a better quality of life for its citizens. Hussein had major war-debts that incurred from Iran-Iraq war that he could not pay off. Kuwait seemed to be a good choice for Hussein as the country was a part of Iraq during the Ottoman Empire and only gained sovereignty in 1961. Furthermore a significant amount Iraq’s war debts are from Kuwait. Seizing Kuwait for Hussein proved immunity, as now there would not be much stopping himShow MoreRelatedThe Persian Gulf War : Operation Desert Storm1013 Words   |  5 PagesKeerthana Senthil St. Clair Afri-Asian 9 19 February 2015 The Persian Gulf War: Operation Desert Storm In August 1990 the leader of Iraq, Saddam Hussein commanded his military to invade Kuwait. Leaving this to be the first time a United Member Nation had attacked just one of its fellow United Member Nation. Kuwait is a small country located at the North-Western end of the Persian Gulf, this gulf separates South Western Asia and the Arabian Peninsula. Saddam Hussein was known to be a ruthlessRead MoreInterview With a Veteran of Desert Storm Essay1112 Words   |  5 PagesStates has participated in many significant events, such as the infamous Civil War, World War I and II, and the Cold War. In the same manner, the United States has been in many conflicts with the Middle East. For instance, the Gulf War where, we, the United States, liberated the Saudi Arabian country Kuwait from the dictator Saddam Hussein; however, he is in command of one of the most powerful armies in the globe (Operation). Even though this conflict only lasted for months, America had overcome a milestoneRead MoreT he Persian Gulf War And The Arab War1365 Words   |  6 PagesPersian Gulf War A brief history of the middle east and the nation of Iraq prior to the Persian Gulf War will help explain why the Persian Gulf War was viewed as necessary by the allied countries. The formation of a coalition of countries, the use of innovative military equipment, and strategic military operations helped the allied forces secure victory in the Persian Gulf War. The effects of this victory and subsequent conflict have changed our world as we know it. The Persian Gulf is one ofRead MoreEssay about The Success of Operation Desert Storm and Shield825 Words   |  4 Pageson August 2nd 1990, Operation Desert shield was implemented by the United States on August 7th. Trying to deter Iraq from advancing farther into the country the U.S. began staging troops, equipment and other supplies needed to sustain a military in war time. Moving resources by air and sea the American armed forces presence was made known in the region with resources being staged in the allied countries of Saudi Arabia These later we mobilized initiating operation Desert Storm on January 17th 1991Read More Causes and Effects of the Persian Gulf War Essay717 Words   |  3 PagesCauses and Effects of the Persian Gulf War The Persian Gulf War, often referred to as Operation Desert Storm, was perhaps one of the most successful war campaigns in the history of warfare. Saddam Hussein, leader of Iraq, invaded Kuwait in 1990. In 1991, after weeks of air strikes, US ground forces entered Iraq and Kuwait and eliminated Iraqi presence in 60 hours. Why Would Iraq invade Kuwait? Kuwait supplies much of the world’s oil supplies, and when Hussein invaded Kuwait, he controlledRead MoreSadam Huiseins Invasion of Kuwait Led to Operation Desert Storm in the Gulf War791 Words   |  4 PagesOperation Desert Storm The Gulf War, also known as Operation Desert Storm, the Persian Gulf War, The First Gulf War or The Kuwait War. Was a war that started 2 August 1990 when Iraqi leader Saddam Hussein invaded Kuwait. The war lasted to 28. February 1991, when President Bush declared a ceasefire. The war ended unofficially the 26th, when the Iraqi troops started to withdraw from Kuwait, after finishing their mission. The Coalition air forces continued to follow and bomb the Iraqi troops, evenRead MoreA Brief Look at the Persian Gulf War1479 Words   |  6 PagesPersian Gulf War, also called Gulf War, (1990–91), international conflict that was triggered by Iraq’s invasion of Kuwait on August 2, 1990. Iraq’s leader, Saddam Hussein, ordered the invasion and occupation of Kuwait with the apparent aim of acquiring that nation’s large oil reserves, canceling a large debt Iraq owed Kuwait, and expanding Iraqi power in the region1. The Iraqi leader Saddam Hussein claimed as a reason for the invasion a territorial dispute over the Shatt al-Arab, the waterway whichRead MoreThe Persian Gulf War Essay907 Words   |  4 Pages The Persian Gulf War The war in the Persian Gulf was a war of religious favor, cruel leadership, and greed. Desert Storm or more commonly known ass The Golf War was the same type of war that had accrued in this area for many years except for one fact. In Operation Desert Storm, it was a mix of sophisticated technology and the combined leadership and cooperation from the coalition that was used to end the war in a quick and timely manner. Which in the end probably saved thousands of lives. nbsp;nbsp;nbsp;nbsp;nbsp;InRead MoreSuccessful Military Operations: Operation Desert Storm1234 Words   |  5 PagesDesert Storm, one of the most successful military ops in military history. They went in and went down to business then gone out just like every other mission should be done. Despite its brutality this Op could be decided as a U.S. victory. Desert Storm all started with the Gulf war. The gulf war was started by two Eastern countries who always seem to fight over all of the little things in life that may or may not be true. It all started on the 17th of July in the year of 1990 when Iraqi leaderRead MoreThe Gulf War Essay2145 Words   |  9 PagesThe Gulf War The Gulf War was much more than a fight to liberate Kuwait. It was the first non-conventional war; in which new, fairly new, or even experimental weapons were used. The Gulf War displayed much new technology that you will learn lots about in this paper. This paper may sound very technical, but that is what it is about, the new weapon technology vs. the conventional types of weapons used in previous wars. This paper is about the advancement of weapon technology, and how the

Business Activities Inbound Logistics - 1699 Words

Primary Activities Inbound Logistics Daktronics got raw material such as LEDs from a limited number of supplier. Another material that sometimes it got from other companies were printed circuit boards. Operations Daktronics’ manufacturing operations included â€Å"component† manufacturing, such and â€Å"system† manufacturing. The company manufactured component such as printed circuit boards. However, due to capacity constraint, it multiplied its production capacity used outside resources and also outside providers when it was more cost effective. As a vertically integrated manufacturer of display systems, Daktronics performed most sub-assembly and all final assembly in significant number in the U.S. However, it also had a limited amount of†¦show more content†¦through its international business unit. Service Daktronics did not only offer high quality products, but also provided service quality. This company tried to improve after sale service offerings as well, in both the operation and maintenance. Its paradigm had been changed for years ago from â€Å"selling products† to â€Å"serving markets†. In addition, its office in Shanghai provided 24 hours equipment monitoring for its customers who included this service in their contract. Even though each of business unit had its own responsibility to sale its products and produce its business profit, but it is important to harmonized efforts and resources across the business units, for instance, conduct cross selling product and keep share its plants to increase manufacturing efficiency and reduce cost. Support Activities Organization (company infrastructure), Human Resources, Technology and Purchasing, supported the primary activities and ensure the effectiveness and efficiency of those activities. Core Competencies Daktronics Inc. was a leading and well-known firm in the complex and growing electronic display industry. More than four decades since its founding, many sports stadium and arenas in all over the world had purchase its scoreboards. Furthermore, its electronic display systems were used in many markets. This happened because of its core competencies as explained below: †¢ Leader in

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.