The Ultimate Strategy to Literary Essay Writing about Reading Reading

The Ultimate Strategy to Literary Essay Writing about Reading Reading Literary Essay Writing about Reading Reading: the Ultimate Convenience! It can ensure the success of your entire work. Discussing these difficulties with a kid's teacher helps parents approach any shortcomings with the assistance and support of an expert. The previous nine steps are meant to offer you a feeling of the tasks usually involved in writing a great interpretive paper. This isn't about shaming, it's about looking at what we're doing and attempting to be better. Close reading is a procedure of finding as much information as possible in order form to as many questions as you are able to. This way the reader will be in a position to obey his voice and it'll be simpler for him to comprehend what he is reading. Since the reading component takes a great deal of time, I need to repeat Stobaugh's recommendation that students attempt to finish a number of the reading before starting the training course. Literary Essay Writing about Reading Reading Explained Apart from literary essays, we additionally have Scholarship Essay samples that you are able to download. Essays are among the most typical approaches you'll be requested to communicate your learning at university. This isn't an instance of the work generated by our Essay Writing Service. Evidence in writing works precisely the same way. Reading is the only real method to learn how to write well. After you are finished with reading the book, write an overview of the content all on your own. The Vocabulary of the author and author can differ. Some people believe that the job of Reading Comprehension essays is quite straightforward but this isn't correct. Focusing on the assorted techniques writers use to effectively reach readers will be able to help you develop your own group of writing strategies. The teacher's guide doesn't consist of instructional info and sample student essays which are in the student book. First is the fact that it is a literary piece which is made by means of an author to offer content reading to their readers. Choose a couple of paragraphs and earn a list of things you notice about the way the writer uses language. Literary Essay Writing about Reading Reading - Overview It is a brief part but it has to catch an interest of your audience, utilize all of your writing talent. A great deal of people even forget the name of the book they've just finished reading due to their inability to get the most out of their reading. The rich wish to raise their wealth while the poor try to enhance their social status. For there is a site, ABCTEACH, which provides fantastic and interesting writing prompt for children and others. What You Can Do About Literary Essay Writing about Reading Reading Starting in the Next Five Minutes Reading comprehension is addressed in numerous commercial reading programs. As a discipline, writing requires a good deal of practice, particularly in the crucial stages like 5th grade. You might invite your students to do the subsequent activities, which are made to boost their reading in regard to writing practice. Students will need to understand how to compose persuasive essaysthis skill is critical since it's often tested. For instance, if the classroom objective is for all students to subtract using renaming, a number of the students may learn how to subtract two-digit numbers, while some may learn how to subtract bigger numbers in the context of word issues. College and higher school lecturers give to students the task to compose literary essays so as to check students' capacity to examine, analyze, and at times evaluate a work of literature. When you want an example written by means of a student check out our vast group of absolutely free student models. Ultimately, a student reviews that they've read for another moment. Literary Essay Writing about Reading Reading - What Is It? The duration of the analysis may also differ. Making literary analysis outline is a significant portion of a writing process. Try to get around the mechanical structure and narrow array of the five-paragraph essay model. This kind of essay demands to express a personal viewpoint. The outcome of the assessment could then be employed to drive more instruction. If paper is too difficult to cut, consider cutting playdough. Simile is a kind of figurative language which can be put to use as a literary technique. Anyway, you may choose to address to the expert services OR cope yourself with the assignment linked to literary criticism.

Sustainable Development for a Stable Future Essay

Sustainable Development for a Stable Future - Essay Example When new businesses come into existence, it is largely under the principles of established businesses and therefore unsustainable and environmentally harmful ideals are fostered at the initial period. If attitudes were to change at the fundamental structures of business, people could set up organisations that nurtured and conserved the environment instead of using it up for profit. The former is what has been termed sustainable development. The idea has been difficult to promote to society, since it seems to involve a complete change of ideals when it comes to business and daily life; regardless of this hesitation, can sustainable development be the way towards a healthy environmental future world wide As pointed out in Conformity and Conflict, Easter Island has been shown as a microcosm of the entire world; resources used up completely and the human society made impossible and then extinct (Spradley et al 2000 pp.118-126). The difference is glaringly obvious: the inhabitants of earth have no viable options when it comes to relocating, whereas the Easter Islanders were able to abandon the island and inhabit outlying lands. Diamond explains how the society of Easter Island was built up quickly and then brought to an almost immediate halt as the people living there used up virtually every resource that was available to them. Where the island had been rich in plant and animal life when humans initially settled there, a mere few hundred years of unsustainable development left the rich lands barren of all life sustaining resources and now sits bare with the skeleton of human society for all to witness. How does this factor into today's society Diamond explains that Easter Island can be used as an example to the rest of the world because the people there acted in exactly the same way as we are now, all over the world: they did not respect the balance of life and overstepped their boundaries as one species and one small part of an ecosystem. Easter Islanders will have noticed their food and other natural supplies dwindling, however they certainly didn't manage to rectify the situation in time for their own survival. The ethnographer notes that these isolated Polynesians "grew bananas, taro, sweet potatoes, sugarcane, and paper mulberry" while their only domesticated animal being the chicken (Ibid.). Extensive use of fishing hooks, Polynesian style tools and above all their amazing stone statues and carvings goes to show that the island must have supported several thousand inhabitants at its peak. Diamond asked, "what happened to those settlers" Linguists and archaeologists are in agreement that the society flourished from around A.D. 400 to after the 1500's, after the resources had run out. Archaeologists have found that during the prosperous years of the Easter Island culture, sustainable development was not on the agenda despite the fact that the society was obviously structured and quite complex and capable of many th ings. For the erection of

The Truth About Tables for Research Papers

The Truth About Tables for Research Papers Tables for Research Papers at a Glance You will use evidence from your studying to demonstrate the point you're making. After the aforementioned assessment, it's very clear that the research is suitable. Analyze the information that you've gathered and determine the way that it's related to your research. It's possible for you to narrate about that, but not argue and earn research to supply appropriate evidence to show your point. The subject of your paper and the selected literature needs to be adjacent. The papers could be rejected if they don't apply the APA format. No matter whichever one that you opt to use, you have to be consistent throughout your essay. To begin with, be sure all your essay shifted more than and was not cut-off! If you would like to locate topics for research paper use our website! Generally the research paper template expects that the student recognize vast region of research regarding the topic. The in troduction is a short presentation of the major topic along with a review of the present state of the investigation in the current scientific community. Research paper introduction has become the most important and difficult part to write because it ought to be straightforward and self explanatory for the audience to comprehend the topic. Tables for Research Papers Explained Appendices are very helpful since they supply you with somewhere to dump raw data and calculations. Tables can easily be created using programs like Excel. Tables and figures should assist the reader visualize the vital effects, but not carry the majority of the job in the presentation of your findings. Writing an entire text is a time-consuming procedure, but it's simpler to concentrate on the highly effective argument. Although it's not wrong to leave two spaces after a period of time, it's quite acceptable nowadays to leave only 1 space after every punctuation mark. A terrible table can be extremely confusing, and might lessen the odds of your paper being accepted. As you are going to learn from looking through any great research paper example, writing a fantastic paper involves so far more than simply throwing a lot of text and citations into a word processor and hoping for the very best. The statement has 1-2 sentences there is not any need to developer an individual thesis statement outline. You should agree it is simpler to think of the thesis statement of the paper when the remaining pieces are written than attempting to connect each paragraph with a different topic sentence to the primary argument. Otherwise, you are likely wondering what you could do in order to acquire your research paper done in time and minimize your probability of failing the class. Should you need revisions, that isn't likely to be an issue. It's not tough to become high grades in your Biology term paper if you know the fundamentals and you're not terrified of making just a little work. The Chronicles of Tables for Research Papers Sheets of paper needs to be stapled at the top left-hand corner. For a short and straightforward paper it might not be essential to incorporate a contents page. Tables are a rather important portion of scientific papers. Visual presentation is extremely significant in the event of Biology research paper. Find out more about the material you've established. Research Paper isn't a task for a single day. An individual should realize that every Research Paper is a sophisticated writing because it must contain distinctive research and distinctive idea. There is additionally the conventional method of earning a bodily and written application letter for employment. In the event you're not able to do the research paper because of any reason, you can rely on ProfEssays to write for you in accordance to your requirements. You will be happy you filled up the purchase form. In the practice of researching and writing, you can discover new information that falls outside the reach of your initial plan and need to incorporate it in your paper. Choosing Tables for Research Papers A research paper involves surveying a field of knowledge as a way to get the best possible info in that area. In the procedure f or working on the structure of a scientific project, you should be conscious of the fundamental elements of a research paper. As soon as your order is placed you can be certain of a brilliant bit of work. If you would like to acquire high excellent research and thesis papers in time and for an affordable price, you should probably attempt using EssaySupply.com. Business products are being designed and developed by men and women in various locations of the world connected to one another by the web. Research is an activity which requires a great deal of time and energy. Technology has developed greatly in last few decades and has come to be a significant part our lives. It's correct that if you compose all types of text you are able to push yourself too hard and cross borders of norms. When looking forGiven the intricacy of the job, there are lots of things that may fail with writing a research paper. Most theories suggest that only very disturbed individuals do horrible acti ons if they're ordered to achieve that. Studies have revealed that certain brain chemicals called neurotransmitters play a major part in regulating moods and emotions.

Me Talk Pretty One Day Essay Example for Free

Me Talk Pretty One Day Essay Me Talk Pretty One Day. The title already starts questions and as you get through the essay, it makes perfect sense and creates a meaning to the title. Sedaris is the narrator throughout the essay and nearly at the beginning of the story you finds his tone throughout the essay is kind of a depressed tone, it sounds like he is depressed and put down by the instructor of his french course. Sedaris is passionate in leaning French. He moves to France and starts school there, so that he would learn the language better than he could in America. On his first day Sedaris watches his fellow students catch up with each other, discussing their summer vacations and the latest news about mutual friends. He has a number of first impressions: they appear much younger (he is now forty-one years old), they are definitely much more attractive, and they all appear to speak French flawlessly. Sedaris soon feels a little out of his element, until his French teacher arrives and makes him feel like a complete imbecile. However, Sedaris is not alone in being belittled by his instructor for she did not just pick on him but the rest of the class. However, he still went home every night and studied everything so that he could go to class the next day and know just a little more so the teacher wouldnt pick on him as much. You find the depressed tone again during class, that everyone wanted to be there but at the same time didnt want to be there. The teacher rode on a high horse because she didnt speak only fluent French but 4 other languages too, including English, which she shows to Sedaris by saying in English I hate you, I really hate you. (Found on page 3, last paragraph) Now why in her right mind does the teacher feel the need to put everyone down, and to say something of this nature stating that she hates him. Why is that, is it because she herself has troubles in her life and she feels in her time of power of being the professor of a French course and the only one that can speak it fluently, that she can emasculate everyone in the class. But through all of that all of the students including Sedaris, go home every night and study their French for hours on end, an example of it is stated on page 14, 1st paragraph. I took to spending 4 hours a night on my homework, putting in even more time when we were assigned an essay. Because of that the tone suddenly switches from a depressed tone to an upbeat tone right towards the end of the essay when Sedaris states, Understanding doesnt mean that you can suddenly speak the language. Far from it. Its a small step, nothing more, yet its rewards are intoxicating and deceptive. The teacher continued her diatribe and I settled back, bathing in the subtle beauty of each new curse and insult. From that moment, the professor goes on to belittle Sedaris but this time he isnt hurt or insulted by it. He takes from it and with confidence replies to her insults with, I know the thing that you speak exact now. Talk me more, you, plus, please, plus. Leaving you with a feeling of happiness and joy knowing that Sedaris gained his confidence back. From the tone of the essay, it makes everything feel a lot better in the end. The use of the French in the essay, gives meaning to the times where you dont understand what the counterpart is saying applying the use of words that doesnt exist creates a confusion but also an understantment of how Sedaris feels when the teacher is talking to him. Here you can see the words meimslsxp; lgpdmurct; apzkiubjxow; palicmkrexis; fiuscrzsa; ticiwelmun; kfdtinvfm; vkkdyo; kdeynfulh. Understanding and speaking do not automatically go hand in hand, but it is better to understand rather than to speak. Which is the point the author is trying to make through the entire selection.. David Sedaris takes a stroll down memory lane in his anecdote about his experience learning to speak French in Paris, under the rule of a cruel dictator-like teacher. He describes certain moments of intense cruelty of the teacher, such as when one girl in his class doesn’t know the correct irregular past tense of the verb to defeat. The girl was poked in the eye with a freshly sharpened pencil, and the teacher, although remorseful, did not spend much time apologizing. The students in the class are not fluent in French, and their halting sentences, when translated, sound like â€Å"sometime me cry alone at night†¦that be common for I, also, but be more strong, you. † This is the exact way that a student of a foreign language would speak, and it illuminates the difference between speaking a language so that others could possibly understand you, and understanding the language.

The Disgrace of Flag Burning :: Argumentative Persuasive Topics

The Disgrace of Flag Burning To Those Who Want To Burn the Flag, just ask permission........ Does the First Amendment give us the right to desecrate the American flag? Or is the flag a sacred symbol of our nation, deserving protection by law? For those who want to light Old Glory on fire, stomp all over it, or spit on it to make some sort of "statement," I say let them do it. But under one condition: they MUST get permission from three sponsors. First, you need permission of a war veteran. Perhaps a Marine who fought at Iwo Jima? The American flag was raised over Mount Surabachi upon the bodies of thousands of dead buddies. Each night spent on Iwo meant half of everyone you knew would be dead tomorrow, a coin flip away from a bloody end upon a patch of sand your mother couldn't find on a map. Or maybe ask a Vietnam vet who spent years tortured in a small, filthy cell unfit for a dog. Or a Korean War soldier who helped rescue half a nation from Communism, or a Desert Storm veteran who repulsed a bloody dictator from raping and pillaging an innocent country. That flag represented your mother and father, your sister and brother, your friends, neighbors, and everyone at home. I wonder what they would say if someone asked them permission to burn the American flag? Next, you need a signature from an immigrant. Their brothers and sisters may still languish in their native land, often under tyranny, poverty and misery. Or maybe they died on the way here, never to touch our shores. Some have seen friends and family get tortured and murdered by their own government for daring to do things we take for granted every day. For those who risked everything simply for the chance to become an American....what kind of feelings do they have for the flag when they Pledge Allegiance the first time? Go to a naturalization ceremony and see for yourself, the tears of pride, the thanks, the love and respect of this nation, as they finally embrace the American flag as their own. Ask one of them if it would be OK to tear up the flag. Last, you should get the signature of a mother.

Organizational Transformation Issues In A Health Care Clinic

CONTENTS:Pages ASSIGNMENT BRIEF 2 EXECUTIVE SUMMARY 3 GLOSSARY OF TERMS 4-5 1. 0. INTRODUCTION 6 1. 1. OBJECTIVES 7 1. 2. METHODOLOGY 8 2. 0. LITERATURE REVIEW 9-25 3. 0. ANALYSIS 26-30 4. 0 REFLECTION 31 REFERENCES BIBLIOGRAPHY ASSIGNMENT BRIEF:ORGANIZATIONAL TRANSFORMATION ISSUES IN A HEALTH CARE CLINIC (CASE STUDY). EXECUTIVE SUMMARY This paper is based on the case study Organizational Transformation in a Health Care Clinic where focus, is the many organizational transformational issues that take place during an organisational development and transformational change of the Health Care Clinic. According to Anderson and Ackerman (2001:39-40 & 50), transformational change is defined as a â€Å"completely new way the organization and its people see the world, their customers, their work and themselves. For organizational change to be successful the procedure would require changes that would affect employees’ behaviour, how they think and the organization’s culture thus raising many transformational issues such as leadership issues, communication issues, training and development issues, and cultural issues. GLOSSARY BehavioursThe way in which people in the organization act in terms of what they do and say that brings the strategy and desired culture to life ControlsWhat gets measured and rewardedChange To alter, modify or transform CultureThe totality of socially transmitted behavior patterns, arts, beliefs of an institutions FacilitateTo make something easier to do GoalsThe objectives or targets that the organization is trying to achieve LeadershipThe ability to guide, direct and influence persons ManagementPersons in charge of organizing and controlling the affairs of a business or a sector of a business MissionThe purpose of the organizationOrganizationA body of persons organized for some specific purpose Organization Development (OD)A primarily behavioural science approach to planned organizational change that is composed of traditional OD and mainline OD ( Krell 1981) Organizational Transformation (OT)Change that involves transformative changes in the fundamental nature of the organization and requires completely new ways of thinking, behaving and perceiving by members of the organization Realignment To readjust or change something to fit different circumstances StrategyThe approach that the organization is adopting to achieve the goals that support the strategy ValuesThe underlying principles and ethics that drive the organization Vision A picture of a desired future state that is sufficiently appealing and compelling to drive change forward 1. 0. INTRODUCTION:ORGANISATIONAL TRANSFORMATION can be defined as â€Å"a fundamental shift in the way business delivers value to its customers and stakeholders resulting in dramatic change strategy, processes, technology and utilisation and management of human resources to meet the needs of the global economy†. ORGANISATIONAL DEVELOPMENT is a system wide application and tra nsfer of behavioural science knowledge to the planned development, improvement and reinforcement of the strategies, structures and processes that lead to organisational effectiveness. Many organizations of today go through changes because of circumstances, wanting to become more developed and/or advanced or simply because of wanting to move with the time.Management of the health care clinic initiated an organizational development programme because of problems originating from the application of modern technology to the jobs of medical technologists. It was discovered that employees of the biochemistry department were greatly dissatisfied because of their feeling of having their skills underutilized, having cultural differences with other staff members, having communication barriers and not having job challenges present. The organizational development staff and the manager agreed that job redesign should take place to bring more autonomy, control, feedback and meaningfulness to the w ork for the employees of the clinic.Over a period of two years evaluation of the results by the organizational development staff found that job characteristics and satisfaction declined for both groups that were involved in the transformational change process. Changing environments of an organization has effect on the organization and the organization’s environment thus creating many transformational issues. Transformational issues include leadership issues, cultural issues, communication issues, cultural issues and training and development issues. 1. 1. OBJECTIVES: 1-To identify the organizational transformational issues that are involved in the change in the health care clinic 2-To evaluate change implementation and intervention strategies at a health care clinic. 1. 2. METHODOLOGY:The researcher in the context of this case study has opted to use the phenomenological approach as opposed to a positivistic approach (Collis and Hussy 2003). Triangulation-â€Å"the use of more than one method or source of data in the study of a phenomenon so that findings can be cross checked† Bryman (2008 pg. 700) Triangulation method of data collection will be used collecting qualitative and quantitative data from both primary and secondary sources for example using unstructured questions and interviews. A variety or literature, theoretical and analytical tools and techniques will be used. The research conducted being a case study the data collection will be consequence on the evidence as suggested in the case study. Random sampling s suggested by Saunders et al cannot be validated, in that for quantitative research the sample size must be of at least 95% in order to obtain realistic or quantifiable data and it may be dangerous and less accurate to do otherwise. 2. 0. LITERATURE REVIEW The core issues which will guide the facilitation of policy development, plans and programs for the organisational will include the under mentioned factors: Lewin’s(1951) fo rce field analysis demonstrates the two key external forces that push organisations into change situations but counteracting, resisting forces are often arisen from inside organisations when the changes are attempted and that change occurs when the driving forces out number resisting forces.This force field is propagated on the idea that social situations can be seen as equilibria that are periodically disturbed when changes to the situation are attempted. The concept of change as modification of these forces keeping a system’s behaviour stable. The two groups of forces are those striving to maintain the status quo and those pushing for change. A state of ‘quasi-stationary equilibrium’ as coined by Lewin(1951) is achieved when both sets of forces are almost equal and current behaviours and attitudes are maintained. FIG. 1 BELOW REFERS. Kurt Lewin (1951) identified three stages of behaviour modification in a simplistic change management model is seen in the table 1 below. LEWIN(1951)THREE STAGE MANAGEMENT TABLE. (TAB. ) UnfreezingIs concerned mainly with selling the change and provides a motive for groups and individuals to change their attitudes, systems, behaviours values and structures. The unfreezing stage will be greatly accelerated if it is recognised that the need for change is immediate, clear and the survival of the organisation depends upon it. MovingIs concerned with recognising what the new attitudes and desirable practise, norms and behaviours should be and communicating it and encouraging others in the organisation to embrace and own it as new job requisites. This aspect can occur through assimilation and exposure to new concepts or from individuals with different perspectives. RefreezingThis stage is the final and stabilising stage of the change implying reinforcement of the new behaviours.Evoking positive reinforcements such as rewards and praise. For negative reinforcement such as sanctions for indiscipline or deviant attitu des. Source:Mullins,Laurie J. (1997) Management and Organisational Behaviour 9th. Edition. FT/Prentice Hall . Again, Lewin(1951) suggested that for change to be successful there must be group activity. Unless group norms are transformed there will be no sustenance to individual actions and without reinforcements change can be short-lived. Employees are beginning to accept that the time has come for change and the changes must be made so that the organisation can remain viable. Schein (1988) model of change outlined the pivotal role of the change agent.Schein (1988) delineated each stage of Lewin’s (1951) model by expressing the dynamics of individual change and how imperative it is for change agent to manage these changes (see table 2 below) the change agent can be seen as the coach, facilitator and motivator assisting individuals through the change can be seen as the coach, facilitator and motivator assisting individuals through the change. According to Schein’s(1988) model the first stage the change agent assists with motivating the individual by disconfirming their behaviours, attitudes and performance. Stage two emphasises the need to get employees to perform tasks differently and actually engaging belief that changing norms and working habits can effectively improve their performance.At Stage three the change agent helps the employee to change his thought patterns by integrating new and well defined behaviours. Self conceptualisation and reinforced performance standards are confirmed. Schein (1988) believes that none of these stages are susceptible to self management but need the intervention of change agents. In furtherance, Cummings and Worley (2005) planned change concept outlined how change can be implemented in organisations. This action research model places heavy emphasis on gathering and diagnosing data prior to action planning and implementation and on assessment of results after action is taken. The action research model describes change as a cyclical process involving joint activities between employees and organisational ractitioners. Figure 2 below compares Lewin (1951) change model to other models of planned change such as the positive model and the action research model all of which describes the phases by which planned change occurs in organisations. Initiation of successful organisational change modified restructuring strategies and organisational efficiencies can be envisaged through these theories. In this model many steps overlap and interact in practise. This simple model has been used to analyse and manage change and can be useful at times. However, it tends to treat people as the objects of manipulation and does not involve them in the change process at all.All three approaches emphasises the application of behavioural science knowledge, involve organisation members in the change process to varying degrees and recognise that the interaction between an organisation and a consultant constitutes an i ntervention that affects the organisation. Lewin’s(1951) change model approach differs from the other two models in that it deals with the general process of planned change whereas the others target specific organisational development(OD) activities. To manage strategic change effectively, it is important to understand its causes. Two main classifications of the causes of change are outlined by the following theorists: 1) Tichy’s(1983) four main causes of strategic change 2) Kanter, Stein and Jick’s(1992) three dynamics for strategic change. According to Tichy (1983) four main triggers for change:TICHY(1983) TRIGGERS FOR CHANGE †¢Environment- shift in the economy, competitive pressures and legislative changes can lead to demands for strategic change. †¢Business relationships-alliances, acquisitions, value chain linkages or core competencies. †¢Technology †¢People-new entrants may have different educational or cultural backgrounds or expectati ons that require change. Source:Mullins, Laurie,J. (1997) Management and Organisational Behaviour 9th. Edition FT/Prentice Hall. (TABLE 3) Tichy(1983) suggests that change is not only inevitable in such circumstances but can be managed to produce effective results. Kanter, Stein and Jick(1992)identified three causes of strategic change: Environment-changes here compared with the situation in the organisation can lead to demands for strategic change.Life cycle differences-changes in one division or part of the organisation as it moves into a phase of its life cycle that is different from another division may necessitate change. Typically, change issues related to the size, shape and influence of such parts and involve coordination and resource allocation issues between them. Political power changes inside the organisation-individuals, groups and other stakeholders may struggle for power to make decisions or enjoy the benefits associated with the organisation. For example, shifts in s trategy from production oriented to customer oriented would be accompanied by a shift in the power balance between those two functions.The researcher suggested that the causes were constantly shifting, sometimes slowly and at other times faster. Kanter, Stein and Jick’s(1992) theory can be directly related to the Health care clinic as the organisation go through the process of change as it relates to the external environment changes so too must the organisation, as one part of the organisation change so too must other parts of the organisation change to ‘catch up’. Internal and external factors influence changes. Kanter, Stein and Jick (1992) identified three major forms taken by the change process. They linked these three categories of people involved in the change process, to produce a three stage process for managing change.These three forms were: 1)The changing identity of the organisation. 2)Coordination and transition issues as an organisation moves through its life cycle. 3)Controlling the political aspects of the organisation. The three major categories of people involved in the change process: I. Change strategists-those responsible for leading strategic change in the organisation. They may not only be responsible for implementation. II. Change implementers –those who have direct responsibility for change management. III. Change recipients- those who receive the change programme with varying degrees of anxiety depending on the nature of the change and how it is presented.Kanter, Stein and Jick(1992) offer one way of structuring and managing aspects of the change process. However, these categories of people only give limited indicators of how to manage the process. Kanter, Stein and Jick’s(1992) model may be suited to major changes than the more common ongoing process. According to Cummings and Worley (2005) there are five major activities involved in order to lead and manage change and they are done in the order in wh ich they are performed. These in order of priority are: ? Motivating change. ?Creating a vision. ?Developing political support. ?Managing the transition. ?Sustaining momentum. A major point to note is that in this model, overcoming resistance to change is required early in the change.The change process in the organisation can be severely affected by resistance to change. People tend to very reluctant to move from their perceived ‘comfort zone’ to some unforeseen place as it relates to change thereby begging the questions of whether their contributions will mean anything for them in the future. Albrecht (1983) provided an interesting model of change in which organisations undergo the change cycle. Individuals also experience symptoms of change response cycle. This cycle is prevalent when change is dictated or imposed by management and internal and external forces. ( Table 4 below refers. ) (TABLE4) Source:Cummings, Thomas G. nd Christohper G. Worley,(2005) Organisation D evelopment and Change 8th. Edition-,Thomson Southwestern. The six box model of change was introduced by Weisbord (1978) as a diagnostics tool to measure organisational effectiveness and looks at the inter-related elements within the organisation. Purpose. Is the representation of the organisation and an understanding of the employee’s agreement and commitment to it. Leadership.. – Includes the style and integrity of the employee and their ability to be goal oriented. Structure . -Displays the organisational chart, reporting styles and systems, job responsibility and delegation of authority Relationship. Are those of the employees in the organisation together with their norms, behavioural patterns, conflict management and their degrees of inter dependence Rewards. -Represent what the organisation needs to rewards both in real and psychological terms and include incentives for ‘doing the right thing’ Helpful Mechanisms. -Are the different and varied formal p rocedures and management systems that monitor and coordinate the organisation’s work. . According to Kotter(1995) there are eight steps to transforming an organisation. Source:Cummings, Thomas G. and Christohper G. Worley,(2005) Organisation Development and Change 8th. Edition-,Thomson Southwestern.Kotter(1995) suggests † that for change to be successful 75% of the company’s management needs to buy into the change and really work hard at step and spend significant time and energy building urgency before moving into the other steps. Don’t panic and jump in too fast because you don’t want to risk further short term losses, if you act without being properly prepared, you could be in for a bumpy ride’’ As a result of change many times there is the issue of conflict arising. Conflict is inevitable just as change and assuming that organisational goals are broadly dersiable , there are two aspects of conflict that are relevant and leaders mus t take cogniscance of. According to Hunt (1986) conflict can be highly desirable, it can energise relationships and clarify issues. Conflict can be constructive as well as destructive. the constructive effects of conflict are hat it can introduce different solutions to problems, power relationships can be defined more clearly,it can encouragecreativity and testing of ideas,it focuses attention on individual contributions, it brings emotions out in the open and it provides opportunities for the release of hostile feelings that may have been, or may be, repressed otherwise. Conflict can have negative effects as it may distract attention from the task, it can polorise views and dislocate the group, odjectives may be subverted in favour of secondary goals,it encourages defensive or spoiling behaviour,it may result in the disintegration of the group and it can foster emotional, win-lose within the group. Job design involves the planning of the job. This includes its contents, the methods of performing the job and how it relates to other jobs in the organization (Rahim 2001).Job design and redesign main focus is to put together the needs of the employees that are involved in the different jobs with the production necessitate of the organization in mind. One of the main aims of job redesign is to supply the organizations workers with significant work that fit effectively into the flow of the organization. Enriching, enlarging or simplifying are also goals of job redesign. For the improvement of performance job redesign theory focuses on, job rotation and job enlargement. As in the case it was shown that the general feeling of the employees of the clinic was that there was an absence of job challenge and that technology had simplified the work to be done.According to Herzberg’s theory of motivation, workers motivation to work depends on the nature of the work and how challenging it is. Lack of this challenge will allow employees to become disenchanted with thei r job thus having a negative impact on organizational transformation. Having job challenges will help in motivating the employee to work. Adair (2004) believes that motivation comes from within a person but is fuelled by external factors eg. having work challenges to be able to align themselves to achieve a specific goal, (the goal being a challenge but yet it is attainable by the employee). Job rotation where the employees will be allowed to work on different tasks or in different departments.This will increase job satisfaction and would have helped the employees as they would have had the opportunity to perform different tasks, thus inhibiting boredom on the job. Learning will also take place as employees also learn new tasks and have different responsibilities with job rotation. Job enlargement whether horizontal or vertical would also lead to a more successful organizational transformation as it would also help in giving the employees a challenge as they will have more to do. Ti me is also extended so that the challenge of doing more is realistic. Self esteem will be contributed to as the employee would be entrusted with exercising judgement thus having added responsibility for tasks.Job design and redesign is mainly done by the management of the organization who are responsible for making decisions about how to design those jobs ( Mintzberg 1973) as they see fit. Although managers would have more influence and control over job design than they do over structure, technology, culture, relationships and people ( Hackman & Oldham 1980), the time and attention of managers would still be greatly needed (Dutton &: Ashford, 1993). Pfeffer(1994) believed that the depending on how managers make decisions about job design, it can be a liability or a potential source of competitive advantage for organizations however, many managers often use simplified work as the default approach to designing jobs (Campion &: Stevens, 1991). 3. 0. ANALYSIS/FINDINGS:The researcher in her analysis of the case study of the particular health care clinic sought to ascertain where the problems were and attempts to ascribe the requisite solutions. There were certain strengths as well as considerable weaknesses associated with the case study. It was found that Lewin’s(1951) models were followed to the letter in the structure of this health care clinic and that factors outside these frameworks were not used thereby creating obvious gaps. TECHNOLOGY: Tichy’s(1983) four main triggers of successful strategic change identifies technology as an important driver in the change. As is the situation in the case study it was found that with the advent of new modern technology strengths as well as weaknesses are abound.The medical technologists in the bio chemistry department were either inept with the new technology or were not prepared for the imposition of the new technology thereby dissatisfaction was wide spread, which can be seen as another weakness. Technologi cal shifts can substantially impact on the quality or content of the work and may ultimately influence the factors that affect survivability of the organisation. SOURCES OF DISSATISFACTION Paragraph 2 of the case study identifies several sources of dissatisfaction among the technologists that were of concern. The under mention identifies the concerns together with the possible cause and effect and likely solutions. Under utilisation in their work†-this can be seen as a weakness in the organisation and could have been possible as the OD staff failed and or neglected to take into consideration issues such as job design and redesign RAHIM (2001), job rotation, job enrichment, job enlargement and job evaluation on employees at the health care clinic. â€Å"Communication within the laboratories was insufficient†-it is apparent that the communication channels between laboratories were severed or perhaps were insufficient. As such the OD experts should have embarked on team bu ilding workshops and organisational development seminars and sufficient enough training and development exercises. Work wasn’t evenly distributed†- this would suggest that there was a certain lack of supervision in the laboratories and there was a failure to have equity distribution in assignment and management of tasks. The issues of capacity management and production planning are areas that OD experts should have looked at. â€Å"Medical staff didn’t treat them with the respect that they deserve†-this clearly suggests that the medical staff felt that the technologists were their subordinates and felt that way because the technologists may be less remunerated as compared to the medical staff. As such OD staff should take into consideration issues such as reward management systems, merit recognition eg. Employee of the month, performance pays system, team based pay and a comprehensive performance related merit system of remuneration. The advent of technolo gy had had simplified the work to the point that it no longer seemed to require the level of training common among medical technologists†-this would suggest that technologists should have had enhanced training in other skill sets or multi skill training which would give them the extended capacity to build manpower capacity. â€Å"Studies in personnel management literature†-there is no such evidence in the case study to suggest that there were any studies in the personnel management literature carried out. â€Å"Job challenge was a primary cause of job turnover†-this is an issue really of job retention as opposed to job attrition. By looking at performance appraisal strengths and weakness can be determined.In looking at job turnover OD require job retention, job security and career and talent management. LEADERSHIP: The art of leadership is saying no, not yes. It is very easy to say yes. (TONY BLAIR, 1994) Are leaders born or made? Trait (1950) theory seems to sug gest that leaders are born and not made, yet Stodgill(1949) and Mann (1959) suggests that there are few relationship between the traits possessed by leaders and their performance. The Trait (1950) theory that leaders are born failed under scrutiny (Zaccaro, 2007). Kirkpatrick and Locke (1991) having examined existing literature on leadership suggests that there are six leadership traits.They are: 1-Drive 2-Leadership motivation 3-Honesty and integrity 4-Self confidence 5-Cognitive ability 6-Knowledge of the business As in the case study there is no clear indication as to the leader (Weisbord 1978) of the change process as it is reputed that the OD staff had discussions with the managers. Clearly no one took charge of the change process from the onset of the planned change. There is no evidence to suggest whether the OD staffs were adequately qualified to conduct such a change process or whether the interviews were conducted professionally. COMMUNICATION Communication is a key compon ent in the facilitation of any change process.For this reason communication is heightened importance when change is needed. Bordia et al (2004) suggests that communication during change is vital to manage employee uncertainty and feelings of loss of control. As was the case in this case study there is hardly any evidence to suggest that there was a proper reporting structure so that information on the change initiatives were being communicated to the technologists by the OD experts. To this end came the issue of the readiness for change as this is an important indicator to coping with resistance to change so suggests Armenakis, Harris and Mossholde(1993). Communication strategies need to emphasize two messages.They are: 1- The need for the change, that is, indicating what the organisation is doing as opposed to what it should be doing and 2- The ability to change successfully, that is, it is important that the employees believe that the change could be done thereby encouraging them to make the extra effort. TIMEFRAME: Apart from using volunteers to assist in the analysing of the data which is in itself questionable as there is evidence that they are overworked and not properly remunerated. The OD staff administered questionnaires which asked for confidential opinion as opposed to change or job analysis questions and there is no indication of its contents. These questionnaires sought only quantitative data.Whether the truth will be written on those questionnaires is anybody’s guess as there is no validation of the data. There is no clear definition as to the timeline for the project and no implementation plan. The random sampling data collecting took two months seems to be incredibly long for such an exercise. To suggest that two years later the OD staff evaluated the results of the change program was incredulous to say the least as this was certainly not an effort in organisational transformation but rather an incremental change plan. This was an exerci se that was limited in scope, time and cost thereby failing to meet its objectives. RESISTENCE TO CHANGEResistance to change is a widely used term that generally gives a bad or a negative connotation. It us usually asked of employees to change something in the organisation that they may have been comfortable with for their entire life. That change will not come easy at all, there will be some anguish and fight and may even be the source of collective group action like strikes and industrial action by employees. This is not necessarily a bad thing. Ford and Ford(2009) suggests that resistors to change should not be overlooked but that resistance should be taken in a positive light and accepted as a form of feedback that can actually build and encourage the change process.Pockets of resistance can also be found with the Lewin (1951) model of unfreezing, moving and refreezing. As the activity of unfreezing comes to an end resistance is usually found as employees attempt to move. This i s quite natural as without proper communicating many are unsure of their future especially the employees who have fallen into their comfort zone. As with the case study there was a definite feature of resistance to change. 4. 0. REFLECTION: This change process was a failure from its inception because the very basic of protocols were not adopted. The OD staff sought to enlist volunteers who do not have the requisite educational capacity to carry out that vital function of collecting and analysing data.The human resources department should have been the ones directly involved in the change process. The change agent should have been engaged who is a highly trained professional in organisational development to lead the drive towards organisational transformation. In this case study the data collected would at best be unscientific and unrealistic to say the least. Change, whether planned or emergent can take a number of forms, each of which requires a different type of action. Utilising collective methods of action research together with capacity building and the will to include people in the change process will go a long way in achieving successful change.In conclusion it must be said that there are unprecedented opportunities and challenges in the health care industry for which organisational development (OD) practitioners must be aware of and as such there can be significant positive growth and development by linking strategic activities of the organisation towards the direction of organisational transformation. Organisational transformation can also be achieved by being able to facilitate integration of people and processes across traditional department and organisational boundaries and by acknowledging competencies and integrity. REFERENCES: ATKINSON, P. E. (1990) ‘CREATING CULTURAL CHANGE’ MANAGEMENT SERVICES VOL. 34 NO. 7, PP. 6-10.BPP PROFESSIONAL EDUCATION- ORGANISATIONS AND BEHAVIOUR SUPPORTIND FOUNDATION DEGREES, MANDATORY UNIT 3 P. 185.. CU MMINGS,T. G. AND WORLEY,C. G. (2005)’ ORGANISATION DEVELOPMENT AND CHANGE’, 8TH. EDITION,THOMPSON SOUTHWESTERN. P. 509. HANDY, C. B. (1993)’ UNDERSTANDING ORGANISATIONS’, 4TH. EDITION KOTTER, J. P. AND COHEN, D. S. (2002)’ THE HEART OF CHANGE’, HARVARD BUSINESS SCHOOL PRESS MAYLOR, J. (2004) ‘MANAGEMENT 2ND. EDITION’, F T/ PRENTICE HALL ,PP. 69-74. Mc LEAN, A. AND MARSHALL, J. (1998) ‘CULTURES AT WORK, LOCAL GOVERNMENT TRAINING BOARD’. MULLINS,LAIRIE, J. (1997)’MANAGEMENT AND ORGANISATIONAL BEHAVIOUR 9TH. EDITION FT/PRENTICE HALL SENIOR, B.AND FLEMING, J. (1993). ‘ORGANISATIONAL CHANGE’, 3RD. EDITION, FT/ PRENTICE HALL. BIBLIOGRAPHY Bradford & Burke. 2005. Re-Inventing Organisation Development, Wiley Publication. Cummings & Worley. 2004. Organisation Development & Change, Thomson Publishing French & Bell. 1999. Organisational Development: Behavioural Science Interventions for Organisation Improve ment, Prentice Hall Publication. French, Wendell,Bell, Cecil& Zawacki, Robert. 2004. Organization Development & Transformation: Managing Effective Change, McGraw-Hill Publication Stacy, Ralph. 2000. Strategic Management & Organisational Dynamics: The Challenge Of Complexity, FT/Prentice Hall.Morgan, Gareth. 2006. Images of Organisation, Sage Publication. Handy, Charles. 2002. Age of Un-reason, Pitman Handy, Charles. 1993. Understanding Organisations, Penguin Schein, Edgar. 1998. Process Consultation Revisited, Prentice Hall Schien & Gallos. 2006. Organisational Development, Jossey Bass Publication Burnes, Bernard. 2004. Managing Change: A Strategic Approach to Organisational Dynamics, Prentice Hall. Oppenheim, A. N. 1992. Questionnaire Design, Interviewing and Attitude Measurement Vansina, Leoplod & Vasina-Cobbaert, M. J. 2008. Psychodynamics for Consultants & Managers: from Understanding to Leading Meaningful Change, Wiley Publication.

Comparing and contrasting the slave narratives of Frederick Douglass and Harriet Jacobs Free Essay Example, 1500 words

This new focus has been evidenced in the narratives of Douglas and Jacobs (Jacobs 107). Jacobs’s narrative depicts the story of a woman who addresses their painful sexual past in order to publicize it and insist that the issue of sexual abuse of slave women be integrated in public discourse of the slave question. Her slave narrative tackles the issue of gender role and the strength of a person’s spirit. Her focus is not only on the slavery system but also the life of a slave. It enables one to trade in the mind of the slave and understand what went on in their minds. We can see what deterred the dreams of the slaves and also what made them possible, i.e. their community and culture (Jacobs 115). Jacobs, just like Douglas focuses on the role of the ancestor in the individual’s life and also that of the community. She portrays Lelinda grandmother as a woman who is full of skill and spirit. The slave narratives of Jacobs and Douglas differ from earlier literature s ince they highlight directly the pains the slaves went through and the reader is forced to experience what it is like to be an American slave. We will write a custom essay sample on Comparing and contrasting the slave narratives of Frederick Douglass and Harriet Jacobs or any topic specifically for you Only $17.96 $11.86/page They were also kept uneducated and their illiteracy prevented them from understanding their world. Those who learnt to read and write such as Douglas and Jacobs always rebelled against their masters. The lives of Jacobs and Douglas in their narratives included different experiences but which allowed them to relate to each other’s stories. Both are born in slavery but experience happier times during their early childhood, until the time they both experience the loss of their mothers at an early age. They are both of the view that slavery destroys families. Douglas explains his emotions after losing his mother and says, â€Å"Never having enjoyed to any considerable extent her soothing presence, her tender and watchful care†¦Ã¢â‚¬  (Douglas 117). Popular films and literature at the beginning portrayed slavery as field work that wasn’t as harsh as it was made to appear but narratives such as Jacobs and Douglas changed this view.