Illustrative Essay Essay Example for Free

Illustrative Essay Essay In society today we look at magazines and movies and strive to be just like the people we see. The guys in these magazines have six packs and arms with muscles the size of Mt. Everest. And the girls are all size double zeros with no meat anywhere on their bodies. A lot of Americans work out and diet to accomplish the goal of having these body types, but some go to drastic measures to get it. Many eating disorders and their side effects are taking over the lives of Americans every day. Anorexia Nervosa is the number one eating disorder in America. One in every one hundred woman suffers from this disorder. Anorexia is where you deprive your body from any food. This can create many problems with the body. In the beginning, minor problems can occur like fatigue, dizzy spells, and weakness. But later on, you can do so much as to give yourself certain heart diseases and some women even lose their menstrual cycles. Anorexia has controlled the lives of many celebrities like Karen Carpenter (who actually died from it), Mary Kate Olsen, and Tara Reid. Another eating disorder wide spread through the United States in Bulimia. Three in every one hundred woman suffer or have suffered from Bulimia. This disorder is where you still eat, but you cause yourself to vomit. Statistics show that many women will turn to this disease because it is â€Å"less threatening† than anorexia. Bulimia can cause slight abdominal pain and bloating. Long term side effects of this disorder can be broken blood vessels in your eyes, rotting of your teeth, and even some types of colon and throat cancers. The last eating disorder that is an issue in the USA is obesity. Many people don’t think obesity is an eating disorder, but in fact it is. Everyone’s standard of obesity is obviously ifferent, but on a national scale PBS says that seventy three percent of Americans are overweight or obese. Obesity can cause diabetes, strokes, heart attacks, and high blood pressure which are all life threatening problems. In conclusion, many eating problems are taking over America. There are healthier ways to get the body image you want. Don’t put your body at risk just to be what society wa nts you to be. You should be healthy, but you should become healthy, in a healthy manner. If you or anyone you know is struggling from an eating disorder, you should seek help as soon as possible.

Joachim von Ribbentrops Memoir :: essays research papers

In his prison cell at Nuremberg, Hitler's foreign minister, Joachim von Ribbentrop, wrote a brief memoir in the course of which he explored the reasons for Germany's defeat. He picked out three factors that he thought were critical: the unexpected 'power of resistance' of the Red Army; the vast supply of American armaments; and the success of Allied air power. This last was Hitler's explanation too. When Ribbentrop spoke with him a week before the suicide in the bunker, Hitler told him that, 'the real military cause of defeat' was the failure of the German Air Force. 'For the Allies in World War Two, the defeat of Germany was their priority.' For all his many failings Ribbentrop was closer to the truth than he might have realised. For the Allies in World War Two, the defeat of Germany was their priority. Italy and Japan never posed the same kind of threat as the European superpower they fought alongside. Their defeat, costly though it was, became irresistible. The key to ending the world crisis was the defeat of Hitler's Germany. This outcome was not pre-ordained, as is so often suggested, once the British Empire was joined by the USSR and the USA in 1941. The Allies had to mobilise and utilise their large resources effectively on the battlefield and in the air. This outcome could not be taken for granted. British forces were close to defeat everywhere in 1942. The American economy was a peacetime economy, apparently unprepared for the colossal demands of total war. The Soviet system was all but shattered in 1941, two-thirds of its heavy industrial capacity captured and its vast air and tank armies destroyed. This was a war, Ribbentrop ruefully concluded, that 'Germany could have won'. Soviet resistance was in some ways the most surprising outcome. The German attackers believed that Soviet Communism was a corrupt and primitive system that would collapse, in Goebbels' words 'like a pack of cards'. The evidence of how poorly the Red Army fought in 1941 confirmed these expectations. More than five million Soviet soldiers were captured or killed in six months; they fought with astonishing bravery, but at every level of combat were out-classed by troops that were better armed, better trained and better led.

Roosevelt a Liberal and Hoover a Conservative

Throughout the history of America conflicting beliefs of how the government should affect our lives has been categorized from either a Liberal or a conservative standpoint. A liberal is one who may be considered a radical, one who believes government has a role to play in our lives and moves towards the new age of humanity. Conservatives share a completely different set of beliefs, they believe in the old ways, a government which doesn't influence our lives, and side with the rights of states and the people. According to these beliefs Hoover follows conservative beliefs more or less and Roosevelt follows a more liberal beliefs. These standpoints can be more defined by comparing them with radicals and influential figures of the age. President Hoover being who he was, was a conservative. Being raised in poverty and still achieving to gain the presidency instilled the idea in him that if he can overcome challenges and economic turmoil so should every other person in the country. Rugged Individualism, as this ideology was called, influenced Hoover against providing direct aid to the people in the Great Depression. To keep the government out of the peoples lives he gave money to business’s and banks with the hope that money would trickle down to the people. As a part of this attempt he created the Reconstruction Finance Corporation in attempt to create jobs for the common people. Providing aver half a billion dollars to indirectly help the poor. (Doc C). Later in his term however Hoover began taking a more liberal stance on important issues. Realizing his previous policies didn't help the people he began asking congress to help fun public work projects. (Doc. B). One of the largest of these projects was the Hoover Dam which provided many jobs to those in need. One of the final changes of heart that Hoover experienced was giving a helping hand to unions. By passing the Norris-La Guardia Anti-Injunction Act he succeeded in outlawing yellow dog contracts, and stopped the use of injunction on strikes and boycotts. These displays of authority during his term proves Hoover to be a developing man of both conservative and liberal beliefs. Roosevelt was a Liberal president, one that strived to bring change to our government, bringing it to terms with the modern era. To bring us out of the depression Roosevelt pulled out as many new and crazy ideas as he could to try and bring our economy back to normal and benefit those in need. (doc. E) Within months of becoming president Roosevelt had already created a number of government based programs to support his three point plan to provide relief, recovery, and reform. In doing this Roosevelt proceeded in one of the most liberal actions of any president, passing the 21st amendment which canceled out another amendment. This amendment allowed for beer and wine to be sold so that the government could receive tax money. The three point plan instilled by Roosevelt included much more then just the legalization of booze. A number of what became known as Alphabet Agencies arose to help ease the need to find jobs. Programs such as the CCC helped with forest protection, while FERA directed by Hopkins granted a few billion dollars to the states to be distributed as seen fit. Other agencies such as ADA or HOLC contributed in other ways to ease the economy. These tendencies prove Roosevelt to be a Liberal president, however he saw himself as a conservative, a savior of democracy in hard times. It was because of his liberal actions that he was able to preserve conservative ways. (Doc. G) By these policies and beliefs it becomes valid point that Roosevelt is much more liberal then he is conservative. Many Influential people of the time and age can help define the outlook these two presidents and exactly where they stand. President Wilson was the embodiment of liberal thinking, bringing the nation into the first world war, making the government a part of every persons life. Coolidge was in contrast to Wilson an embodiment of conservative ideals refusing to give pity to the poor and taking part in their lives. With these marks to judge by the standpoint of Roosevelt and Hoover become very apparent. While Roosevelt may claim to be conservative, he is in fact very liberal, although not nearly as much as Wilson. Hoover may seem to be a conservative, but when compared t Coolidge it becomes clear that he is almost borderline liberal. Whether a president claims to be a liberal or a conservative his true beliefs are hidden until the full extent and intentions of his policies and actions are taken into account. The characterizations that Herbert Hoover was a conservative, and that Franklin Roosevelt is a liberal are both very valid points.

NAB case study Essay

Question 1: List one strength and weakness for each cultural perspective described in this case study. There are numerous cultural perspectives that have been provided. Three major cultural perspectives have been identified, these include: the integration perspective, ambiguity perspective, as well as the differentiation perspective. The Strength of the cultural perspectives that is described in NAB: Cultural Change Program: Integration Perspective at NAB: this is the most widely applied cultural change perspective. It may be reflected in highly visible and tangible manner all through the organization. It should be noted that there has to be accord in the entire firm and it may be reflected via diverse mediums of organizations such as performance metrics and targets, informal and formal rules, business strategies, as well as management practices that govern traditions stories, together with manifestations. In the situation of NAB, business strategies were client- focused. For the creation of the visible manifestations of the firm’s desired culture, the priorities were observed within the mission, vision statements, as well as in the strategic objectives (Allaire and Firsirotu, 2006). Differentiation Perspective: It views culture to incorporate various cultures. Given that it is highly focused on the inconsistencies that are got at the center of culture, it provides organization the opportunity of correcting inconsistencies thorough having better culture. When the inconsistencies are recognized, a number of cultural initiators may be identified with the firm, both externally and internally (Deal and Kennedy, 2002). Ambiguity Perspective: The perspective, neither adheres to the differentiation nor the integration viewpoint of cultural perspective. On the contrary, it offers the suggestion that the  relationships that exist between cultural manifestations are not having highly effective clarity; rather, they are lacking clarity. With them, there is complete vagueness, as well as a contradiction. Individuals within any firm may have common values and views that they share with one another. However, on some values or views, they may differ. It is observed to be a highly realistic perspective concerning culture since it enables the workers to bring forward the issues that they are disagreeing with the line managers. When the issues are established, via the ambiguity perspective, various steps might be taken in order to resolve them. This will also ensure that the employees are satisfied. Besides, the employees will be involved in the organization’s culture (Denison, 2007). Weakness for the cultural perspectives that are mentioned within NAB: Cultural Change Program: The Integration Perspective: This perspective’s weakness is that when the integration perspective is having any trait that is unfavorable, it will be transferred everywhere within the organization since it is always present within the entire organization. In some cases, culture persists in manners that are invisible and which cannot be detected in the firm. This can also be very harmful (Denison, 2007). Differentiation perspective: through this perspective, various inconsistencies that lie at the culture’s focal point, both internally and externally can be identified. Its weakness is that culture is depicted to be a group of several manifestations that may be contradictory to one another (Denison, Cho, and Young, 2000). Ambiguity Perspective: with the ambiguity perspective, employees may agree on certain management issues. However, in other instances, they may pretend to be ignorant. In some cases, they might be completely indifferent. At the same time, they may oppose the entire managerial line. Therefore, the ambiguity perspective in organizations always brings various issues that may make the employees within the organization to be dissatisfied (Jain & Thomson, 2008). Question 2: Complete a force field analysis using Kurt Lewin’s change management model clearly illustrating the driving and restraining forces for change in a force field diagram. The Kurt Lewin’s Change Management Model Force Field Analysis (Lewin, 1951) ‘Force Field Analysis’ Model that was developed by Lewin Kurt is highly  beneficial in providing a description of the present performance level. Force Field Analysis is highly useful technique for decision-making. It helps organizations in making various decisions through the analysis of various forces that are for and against a given change. In addition, through it, organizations have the capacity to effectively communicate the reason that is behind the decisions that are made. It can be applied for two main purposes: deciding whether to proceed with the change; and also to enhance success chances through strengthening various forces that supports the change and also weakening various forces that are against the change (Lewin, 1951). In addition, Force Field Analysis refers to a tool that is applied in order to analyze systematically the various factors that are got within problems that are very complex. It always frames various problems in terms of pressures or the various factors supporting the status quo, as well as the pressures supporting change in the direction that is desired. A factor may be individuals, attitudes, resources, regulations, traditions, needs, values, desires among others. Being a change management tool, it plays a major role in helping in the identification of the various factors, which have to be monitored and addressed for change to be highly successful (Lewin, 1951). Procedure: Step 1: Definition of the Problem In this step, organizations determine the nature of their present situation which is not acceptable, and which requires modification. It is always very prudent to separate specific problem from the things, which are working very well (Maslen and Platts, 1994). Step 2: Definition of the Change Objective This stage entails the determination of the desired situation, which is worth working to attain. There is need for organizations to be very specific (Maslen and Platts, 1994). Step 3: Identification of the Driving Forces This stage entails the determination of the various pressures or factors which support change in the direction that is desired. It also entails determining the forces’ relative strengths. In addition, the driving forcesshould be placed on a chart on Force Field Analysis diagram in labeled arrows with the arrow’s length reflecting each force’s relative strength. It is also very prudent to determine the interrelationships between the various driving forces. Step 4: Identification of the Restraining Forces At this stage, it is very prudent to determine the pressures or factors which resist the change that is proposed. These forces should be represented in the diagram like the ones of the driving forces. The interrelationships between the restraining forces should also be determined (Maslen and Platts, 1994). Step 5: Development of a Comprehensive Change Strategy The diagram that is created in stage three, as well as stage four reflect the thing that can be referred to as a quasi-stationary equilibrium state. Though this is a state that is comparatively stable, movement may be attained through changing the various factors that are presently contributing to the equilibrium. It should be noted that change might occur due to a combination of any these: strengthening one of the various driving forces, as well as the addition of new driving forces, reducing or removing the restraining forces (Lewin, 1951). The Driving Forces are always positive reasonable, economical, reasonable, and conscious. On the other hand, the Restraining Forces are always negative emotional, social, unconscious, psychological, as well as emotional. When organizations are handling dealing with a change or when they are managing change or when they are reacting to given change, the two set of the forces ought to be considered. Lewin made the suggestion that to in order make change to be very easy, as well as long lasting the various forces that are working against the given change ought to be minimized instead of increasing the forces that are for the given change. He also made the suggestion that force modification will be beneficial in ensuring the maintenance of the status quo in a very easy manner instead of changing or instead of increasing the change forces (Thomas, 1985). The above steps can be reduced into three steps: Step 1: Unfreezing: in this step, the strength of the forces that are mandating the present equilibrium is reduced. Step 2: Moving: in this step,the new values of the organization, behaviors, as well as attitudes are developed. They are beneficial in helping to move the firm forward. Step 3: Refreezing: in this stage, when the changes have been made, the various forces ought to be stabilized. This is to ensure that a new equilibrium is maintained (Miner, 2007). However, in some cases, it is always criticized because when an organization is within an environment that is rapidly moving, it will not have the capacity to ‘refreeze’. In a case like that, refreezing will make the organization to be staid and stale. Lewin points out that Refreezing ought not to be viewed as a permanent phase, but a short term phase. In addition, it is highly significant for obtaining certain types of stability in organizations (Maslen and Platts, 1994). The arrow lengths are depicting the quantity of the forces. When a given change is implemented within an organization, the point of equilibrium is moved. For the movement of the equilibrium, driving forces must be increased or added. In addition, resistance forces ought to be reduced or removed (Thomas, 1985). On the contrary, when the driving forces are enhanced, the intensity of resistance will also be enhanced. Hence, it is always good to minimize the resistance. This may be done through the use of various techniques such as motivation, commitment, as well as involvement (Maslen and Platts, 1994). Question 3: which cultural change perspective was adopted by NAB during its change program? The Australian Prudential Regulatory Authority (APRA) has identified numerous limitations in the bank’s internal control framework. In addition, there has also been the claim that various cultural issues lay at the center of the collapse of NAB. In order to obtain an enhanced comprehension of the processes and construct of the entity, effective analysis of the culture through the application of symbolism should be done. On the contrary, analyzing culture through the application of symbolism always lacks measurement scale; hence, it does not offer a ready-made formula to be applied in order to mea sure change, analysis, as well as improvement. In addition, it is always believed that individuals do not have the capacity to manage the things that they do not have the capacity to comprehend. Therefore, this is the main reason as to why researchers, as well as practitioners must depend on the functionalist-integrative viewpoint of cultural change in order to get a much deeper insight into culture’s nature, as well as how culture may be managed effectively in order to attain  the goals that are desired. The present, as well as the former executives of the bank share the functionalist-integrative perspective of culture. This should form a basis for APRA and PriceWaterhouse Coopers (PwC) to carry out proper investigations into the official losses of the Banks Trading. Functionalist-integrative viewpoint of culture lays much emphasis on various factors that are found to be prevalent within the entire organization. On the contrary, there is likelihood that foreign currency trading room where losses were incurred by the bank was totally distinct subculture to the firm. This illustrates that trading room of the bank was existing as a subculture to the firm, something th at offers the suggestion that rogue traders always operate within functionalist-differentiation culture (Sorenson, 2002). However, as illustrated by Dellaportas, Cooper & Braica (2007), a research that is focused on the bank’s foreign currency options trading room is attempting to adopt the integration perspective; however, it is at a very low level analysis. However the differentiation perspective is established to be better in the analysis of the relationships that exists between several subcultures in the organization. The multiple subcultures point out inconsistent cultural manifestations rather than being focused on a given subculture. Hence, it is established that the functionalist-integrative viewpoint is highly applicable and effective in the analysis of the culture within a single organizational department given that is its highly applicable, as well as effective on an organizational-wide basis (Dellaportas, Cooper & Braica, (2007; Graetz, Rimmer, Lawrence and Smith, 2006). It should also be pointed out that integration viewpoint is highly opted by National Australian Bank during the change program. The steps that were taken by the firm in order to ensure cultural change include: Readjusting the major priorities in order to point out that National Australian Bank is an organization that is focused on the clients. Believing in making investments in its reputation, its people, as well as its culture Commencing to differentiate via its reputation and culture in order to ensure that their employees, customers, as well as the community benefits. Making visible manifestations of the culture via its visions, mission, as well as strategic objectives statements being reflected on whole portfolio of National Australian Bank group. Re-launching tangible change initiatives of National Australian Bank brand with an innovative, as  well as a fresh logo. Regaining the public’s confidence through launching the brand and lobo with the Melbourne Commonwealth gam es of the year 2006. The bank was the top sponsor. Focusing on various community developments ‘Developing various ‘team-oriented ‘ structures Question 4: what would be your future recommendations to the CEO or HR team at NAB? There are numerous things that need to be done by the bank’s CEO, HR team in order to ensure its success in the future. First, there is a need for the new leaders that are appointed by National Australian Bank to make conscious efforts in order to effectively implement cultural changes in a manner that is highly effective. They should not focus mainly on the process; however, they should lay much focus on the gravity of the issue (Fairbairn, 2005). Additionally, within the firm, there were no clear responsibilities, as well as accountabilities. There is a need for the management of the firm to ensure that this is seriously fixed in order to ensure that change is effectively implemented y the organization. Additionally, NAB is having a good news culture that ensures the prevention of bad news from arising. The issue is very serious since it is always good to adequately address bad news or problems in their nascent stage instead of waiting for them to be bigger. On the same note, NAB adheres to a Bureaucratic culture. It always tends to overcomplicate things. Therefore, through making a change, as well as enhancing the firm’s culture, there will be a positive difference. Generally, cultural changes always come along with very deep logic of personal commitment. The new CEO should view himself as the â€Å"Chief Ethics Officer† instead of a CEO (Trevino, Hartman and Brown, 2000). Being a Chef Ethics Officer, the CEO should convey strict and strong ethics message that will help the co-leaders. In addition, being a leader, the CEO should have the knowledge of his responsibilities and powers. When these recommendations are put into place by the leadership of NAB, they will have the capacity to address the issues in a highly systematic manner. In addition, they will have the capacity to overcome the crisis. In addition, they will have the capacity to restore their brand image. The firm should also portray itself to be more focused on their customers rather than on profits given that when they portray themselves to be profit centered, they will engage in various activities that are unethical. Cases study 2 Question 1 As pointed out by Child (2005), when determining if a team or a firm over- organized or under-organized, there are always strengths, as well as concerns which have to be taken into consideration. The strengths which should be looked into include: very high commitment to the firm, as well as its mission; norms of straightforwardness and honesty; smart, as well as articulate management; very high interest in learning, as well as growth; and general manager and founders as role-models (Bradford & Burke, 2005). In addition, various firms will always face constant struggles in order to shun the extremes of over-organizing and under-organizing. Every service provider always has a built-in inclination to get off balance organizationally on a single side or to another. The firms that are under-organized, their leaders always struggle mainly with efficiency: how things can be done. Because of inadequate organizing, organizational leaders always get it very hard to pull the correct â€Å"levers† and also to push the correct â€Å"buttons† in order to make the firms work (Bradford & Burke, 2005). Some of the various concerns which have to be looked into include individuals and systems failing to keep pace with the growth; lack of very clear structure, roles, as well as teamwork; lack of common direction, mission, as well as priorities; individuals are stretched to their limit; and the general manager and founders are both firm’s greatest strength, as well as the greatest weakness (DeKler, 2007). There are several other signs of under-organization. administrators and staff are not sure of the activities that they should delegate and thee individuals to whom they should delegate; organizational members are unsure where they can serve best and where they can â€Å"plug in†; huge expenditures in terms of time, as well as effort is needed in order to get various programs adopted, as well as implemented; work load is distributed unevenly —some leaders and members are overworked whereas others are entirely left out; Leaders are very slow to respond and to discern to the members’ needs; Members of the organization are faintly aware of the congregational goals yet they are not well informed regarding the daily activities; The firm experiences huge programs overlapping, as well as consequent effort duplication (Carter, 2004). A firm that is unbalanced by excess organization is always challenged by  effectiveness, the things that ought to be done. Over-organized firms have the capacity to move efficiently to make sure that various things are properly done. In addition, work is delegated smoothly, various job descriptions are effectively followed, and besides, committees deliberate (Schultz, D.P., Schultz, 2006). What are the implications for planning an OD intervention? In the case, intervention planning was required since no individual took responsibility for anything. In addition, they had no structures or guidelines to follow in their work to the latter. Ben and Jerry needed to make it a family and fun work environment. To do this, they did not have the means to put authority in to force. When things got broken, no person could man up to take responsibility for the actions. Had Ben and Jerry ensured that there was authority over fun, it could have made the firm to avid this. If authority was replaced with friendship, they could have avoided the scenario. Is team building a good way to launch an OD effort in this case? Other approaches? Other than team building, several other approaches can be adopted by the firm. Among the various interventions that can be taken into consideration include: Organization Confrontation Meeting: through this change technique, the members of the organization will be mobilized in order to identify various problems, set various action targets, besides commencing to work on various problems. In the case, it will most likely represent numerous meetings between the feuding groups within the organization. On the contrary, the data from the case offers the suggestion that the firm is not prepared for this kind of intervention (Murray, 2005). Inter-group relations: The interventions are specifically designed to enhance interactions between diverse groups, as well as departments within organizations. Microcosm group intervention entails a very small group of individuals whose backgrounds is closely matching the problems of the organization that are being looked into. Inter-group conflict model generally entails a consultant aiding two groups to comprehend the origin of their conflict besides choosing highly relevant solutions (Western, 2010). The various issues that face the firm are highly visible along alignment lines, focus, as well as leadership instead of a true conflict. Large-group Interventions: The interventions entails gathering several stakeholders into  a big meeting in order to clarify significant values; develop fresh working ways; to articulate a fresh organizational vision and also to provide solutions to various pressing problems of the organization. This appears like a very viable option majorly after a team building with some of the top team management. Trying this intervention prior to team building will have similar problems to confrontation meeting. It should be noted that OD is not a science, which may be placed into concise prescriptive. Ben & Jerry experienced issues that affected the entire organization. The firm’s board was not fully prepared to tackle its own issues. In addition, they become united in order to offer the leadership which was needed by the rest of the firm. Therefore, the starting point was the managers. The outdoor methods applied in this case may be effective activities for teambuilding. The other optio n applicable for the firm could have been intervention with the founders and the board and confronting them for lack of leadership, as well as their incapacity to effectively handle their own issues. What next steps would you recommend? After the formation of the management team and its alignment with the founders and the board, there is a splendid opportunity of getting other individuals within the organization to be aligned with the management. In addition, they should be involved in the newly established goals. When the system is highly organized around certain goals, as well as missions, all individuals within the organization will work on the bigger issues. The innovative feature of the firm, as well as the level of commitment of the workers suggests the readiness for a large group involvement to take organization to better levels. References Allaire, Y. and M. Firsirotu (2006), â€Å"Theories of Organizational Culture,† Organization Studies, 5, 193-226. Bradford, D.L. & Burke, W.W. eds, (2005). Organization Development. San Francisco: Pfeiffer. Bradford, D.L. & Burke, W.W.(eds), (2005), Reinventing Organization Development. San Francisco: Pfeiffer. Carter, L.L. (2004), Best Practices in Leadership Development and Organization Change, Jossey Bass, ISBN 0-7879-7625-3 Child, J. (2005). ‘Organization Contemporary Principles and Practice’,292. Blackwell Publishing. Deal, T. E. and A. A. Kennedy (2002), Corporate Cultures: The Rites and Rituals of Corporate Life, Reading, Mass.: Addison-Wesley Publishing Co. DeKler, M. (2007). Healing emotional trauma in organizations: An O.D. Framework and case study. Organizational Development Journal, 25(2), 49-56. Denison, D. R. (2007), â€Å"Bringing Corporate Culture to the Bottom Line†, Organizational Dynamics, 13, 2, 4-22. Dellaportas, S.,Cooper, B. J. & Braica, P. (2007). ‘Leadership, culture and employee deceit: the case of the National Australia Bank’, Corporate Governance, 15:6: 1442- 52. Denison, D. R. (2007), Corporate Culture and Organizational Effectiveness, New York: Wiley. Denison, D. R., H. J. Cho, and J. Young, (2000), Diagnosing Organizational Culture: Validating a Model and Method, Working Paper, International Institute for Management Development, Lausanne, Switzerland. Fairbairn, U. (2005). ‘HR as a strategic partner: culture change as an American Express case study’, Human Resource Management, 44:1: 79-84. Graetz, F., Rimmer, M., Lawrence, A. and Smith, A. (2006). Managing Organisational Change, 2nd edn (Brisbane: John Wiley & Sons Australia, Ltd Jain, A. & Thomson, D. (2008). ‘Corporate governance, board responsibilities, and financial performance: the National Bank of Australia’, Corporate Ownership and Control, 6:2: 99- 113. Lewin K. (1951) ‘Field Theory in Social Science’, Harper and Row, New York. Murray, R. (2005). Theory of integral complex organization. In Richardson, K.A. (Ed.), Managing organizational complexity: Philosophy, theory and application (pp. 217-35). Greenwich, CT: Information Age Publishing. Maslen R., Platts K.W. (1994) ‘Force Field Analysis: A Technique to Help SMEs Realise their Intended Manufacturing Strategy’, in Operations Strategy and Performance, 1st European Operations Management Association Conference, University of Cambridge, June, pp.587-588. Sorenson, J. B. (2002). ‘The strength of corporate culture and reliability of firm performance’, Administrative Science Quarterly, 47: 70- 91. Schultz, D.P., Schultz, S.E. (2006) Psychology and work today: and introduction to industrial and organizational psychology (9th ed.) Upper Saddle River, NY: Prentice Hall p262. ISBN 0-13-193212-8 Thomas J. (1985) ‘Force Field Analysis: A New Way to Evaluate Your Strategy’, Long Range Planning, Vol. 18, No. 6, pp. 54-59. Western, S. (2010), What do we mean by Organizational Development, Krakow: Krakow: Advisio Press

Business-to-Business MessagesThe purpose of this paper is to select and analyze three business to business messages using the communication process

Business-to-Business MessagesThe purpose of this paper is to select and analyze three business to business messages using the communication process Business-to-Business Messages PAGE \* MERGEFORMAT 1Business-to-Business MessagesBusiness-to-Business MessagesExcellent communication skills are necessary for organizations to build enduring relationships with organizations in the corporate world. Exchanging accurate data and information between organizations creates a more cohesive working environment. Business employs a number of communication methods including e-mail, memos, letters, and proposals. Communications are delivered via, e-mail, interoffice mail, and postal services. The purpose of this paper is to select and analyze three business to business messages using the communication process write a business-to-business message that has ABC Company asking to create a working relationship with XYZ Company; and write an unfavorable reply message to ABC Company.Memo Concerning PolicyTO:All EmployeesFROM:Mr. MaddDATE:May 1st, 20XXSUBJECT:Job ApplicantsPLEASE STOP SENDING YOUR FRIENDS, RELATIVES, AND ANYBODY ELSE YOU CAN THINK OF TO THE PERSONNEL OFFICE TO ASK FOR ME.I am covered up-and these people walking in at all hours of the day, unannounced and unscheduled, are just slowing down the hiring process.Business Is Business (album)I don't think you realize that some of these folks DEMAND to be seen just because you told them they would be. We have a process by which we do our hiring. AND part of that process is checking references before people are interviewed.If you have someone in mind for a job-JOT IT DOWN, and send it to me! When I get a chance, I will look for their application-BUT I will not consider anybody who argues with me about when I can see them (Roebuck, 2006).Communication AnalysisThe preceding is an interoffice memo designed to inform employees of human resources policies regarding applicants for employment (purpose). This memo serves to illustrate inappropriate format for composing memos. The environment appears to be a corporate setting. Mr. Madd...

How Drawing Doodles Can Help You in College

How Drawing Doodles Can Help You in College Imagine the following scenario: a college classroom with a teacher droning on and students spacing out. As your mind wanders and you begin to daydream, the person next to you is doodling in their notebook. You’re thinking that they won’t remember anything from this lecture either. You would be wrong. In fact, the doodler next to you is likely to retain 29% more information than you did from that boring lecture. Much has been made recently of the cognitive benefits of doodling. Books like The Doodle Revolution by Sunni Brown and Drawing is Magic by John Hendrix follow on the heels of a 2008 book Drawing is Thinking by Milton Glaser. According to these and other authors, what may seem like the physical representation of daydreaming is something that helps connect people to ideas and concepts that they’re being exposed to. Remember More For example, in a 2009 study conducted by Psychology professor Jackie Andrade tested the effects of doodling while listening to a boring telephone message. The subjects who were asked to doodle were able to remember more information contained in the message than the subjects who only listened to the message while sitting still. Another example was found in an article printed in the Wall Street Journal where medical student Michiko Maruyama explains how her â€Å"daily doodles† helps her to synthesize the information passed on in that day’s lecture. Her system seems to work well for her. In fact, when she tested it by stopping her doodling practice for a week, her grades suffered. Stimulate Creativity But doodling doesn’t only help you recall information. It can also help generate ideas. Architect Gabriela Goldshmidt conducted a study in 2014 in which a student doodled his name over and over again while meditating on a child’s kindergarten he was assigned to design. During the course of his doodling, he began to unlock a vision of the kindergarten and was able to transfer it to a sketch for class. The author of the book Drawing is Magic recalls that most people draw and doodle as children, but as adults, they stop. He encourages people to doodle in order to recreate the lightness and playfulness of childhood which is also where a wealth of creativity and ideas dwell. Find Joy in Learning In a study by Charlotte Hughes and Scott Asakawa, they report that when students were encouraged to â€Å"draw what they learned during lecture, and while doing assigned readings†¦[they] not only retained more information, but they also reported more enjoyment and engagement with the course material.† Elisabeth Irgens, a proponent of doodling, highlights the idea that the visual aspect of note-taking is like â€Å"adding some joy† to your notes and makes you want to take them out and look at them again. Try It If you want to try doodling and see what all the hype is about, here are some expert tips on how to get started: Grab some pencils, pens, markers or colored pencils. Whatever you like to use. You don’t have to make the whole thing official by buying a block of drawing paper. That can feel too intimidating. Just a regular notebook is fine for doodling. Many people find that a combination of words and drawings works best. Keywords from your reading or lecture paired with visual representations of your thoughts, associations and ideas. Think about the flow on the page most people are inclined to work from top to bottom and left to right. But that doesn’t mean you have to. Whatever flow makes sense to you as you move through the material and find your spacing on the page. Use colors as markers some people respond to colors in emotional ways. Colors can serve as ways to highlight a specific point or convey an opinion about a subject without putting that opinion into words. These are just some tips on doodling. There is no right or wrong way to do it. Try it out for yourself and see the results.

What it means to you to be a healer and how you envision yourself in Essay

What it means to you to be a healer and how you envision yourself in this role in the future - Essay Example s advocating for patients, educating patients about their health, organizing staff and helping prioritize busy workloads for effective health care delivery, mentoring students and junior/ incoming nurses, maintaining good and accurate patient records and also making ethical decisions concerning consent and confidentiality. As a nurse, I will support recovery from illness and operations by care plans, carrying out care procedures and assessments and by focusing on the needs of the patient rather than fully looking at the illness or condition. Thus, alongside ensuring continuity of healthcare by always being available to patients, providing a source of comfort, warmth and a much needed listening ear during turmoil is also highly essential in ensuring patients heal faster (Crowley, 1961). I also envision myself giving people preventative treatment and meeting patient needs in the comfort of their houses, thus conveniently avoiding the patient’s unnecessary burden of travels to hospitals for appointments and hospital admissions. Apart from writing a patient’s care plans, implementing plans through tasks such as preparation of patients for operations, wound treatment and monitoring pulse, temperature and blood pressure, I also see myself solemnly engrossed in routine and close observation and recording of patient conditions, checking and administering drugs and injection, setting up drips and blood transfusions, assisting with tests and evaluations while also responding with utmost speed to emergencies. As a future nurse, I also, in order to be an effective healer, will be involved in planning discharges from hospitals and liaising with community nurses, GPs and social workers regarding emerging health conditions and patients in need of assistance. I envision myself providing care to patients in the physical, psychosocial, developmental, cultural and spiritual levels while preserving the patient’s dignity. As already mentioned, communication will form an