Implementing New Information Technologies Can Bring The...

Next point that I feel needs to be evaluated is â€Å"Get to the market first.† Being the first one to adopt and apply new information technologies can bring the biggest positive effect to a company. Bill Gates states that, whoever is first to use digital information to operate business, has a great chance of putting company ahead of its competitors. It changes the methods of handling projects as well. Building specialized groups of employees to work on specific tasks improves productivity and also the speed of turnover. In some cases, cultural confrontations are observed, however, consumers realize and tolerate the necessity to move quickly to fulfill demands. Gates points out Intel’s new communication system that creates a database of†¦show more content†¦It sets up the first major commercial Internet site to develop online banking and becomes the main system of accessing Internet. It eventually contributes to retain customer loyalty. In my opinion, the decision of getting first to market comes with great risk. That is to say, it requires a large amount of investment and time. It also affects revenue and in most cases, it puts company’s security in danger. Moreover, the idea of first movers are the winners, is not always true. Second movers can actually benefit more than the first movers. We can look at online bookstore giant amazon.com, as an example. Before Amazon was launched in 1995, there was an already established large online bookstore books.com by Book Stacks unlimited1. However, amazon overcame the books.com and became the biggest on the market in a short period. The reason is, the first movers have to spend more time and money on research and development, also educate the public about the new scheme. Second movers can learn from the mistakes of the first movers and avoid excessive cost on RD and public education. The next point that should be addressed is â€Å"Middle man must add value†. According to Gates, Internet and technology change everything, including the role of middleman businesses. Indeed, disintermediation is unavoidable; unless they add value to their goods and services they transfer. The main problem with middleman job is anybody can easily do it. It does not

Porn Is Great, Right Hare - 1544 Words

Some people would admit that porn is great, right? Hare suggests that 70–80% of North America college-aged men and 20–30% of North American college-aged women consume sexually explicit Internet movies (148). This plays a major role for a constant demand for adult film productions. So much so that the adult entertainment industry generated an estimated 10 billion to 14 billion dollars’ worth of revenue in 1998 and 12.9 billion dollars’ worth of revenue in 2006 (Tibbals, 20). But do people consider the actors themselves? Or the dancers and prostitutes that preform for their consumers? What do sex workers (or call girls) have to deal with when it comes to their job? Although there isn’t an exact number of â€Å"legal† call girls in the United States Balfour claims that there could be around 50,000 to 80,000 sex workers in the United Kingdoms (3 - 4). Yet women who get drawn into the path of sex working have to deal with women’s equality a nd safety. The explanation of this is for a few different reasons. For example one of the more common reasons for this is because of how these women are not always supported by non sex workers. Most people agree that call girls are more distant from society and are even considered as criminals to others (Majic 1). Another simple yet overlooked reason is due to the likeliness of the topic of porn being brought up in public. Both communication and participation in sexual interactions are commonly known to be a more private practice rather than aShow MoreRelatedAnalysis Of The Film Window Of Opportunity1168 Words   |  5 Pageswith two other sociopaths, Marge Schott and Vince McMahon (Joeseph 2015). Synopsis The film â€Å"Window of Opportunity† directed by Samuel Joseph starts out with CEO Roger looking to hire a new employee to be in charge of his â€Å"Titan Project†. Roger’s right hand man is Carl. Carl finds a suitable man for the job named Peter. The three meet at a remote log cabin in the woods to discuss the offer. Before Peter arrived, Carl and Roger discussed an offer from the President of the United States for Roger toRead MoreList of English Homophones1461 Words   |  6 Pagesfreeze, frieze friar, fryer furs, furze gait, gate galipot, gallipot gallop, galop gamble, gambol gays, gaze genes, jeans gild, guild gilt, guilt giro, gyro gnaw, nor gneiss, nice gorilla, guerilla grate, great greave, grieve greys, graze grisly, grizzly groan, grown guessed, guest hail, hale hair, hare hall, haul hangar, hanger hart, heart haw, hoar, whore hay, hey heal, heel, he ll hear, here heard, herd he d, heed heroin, heroine hew, hue hi, high higher, hire him, hymn ho, hoe hoard, horde hoarse

Organisational Change

Question: Case study on Organisational Change. Answer: Introduction: The idea of Organizational changecan be described as a process with which an organization alters its composition, approaches, operational techniques and technologies. As opined by Kuipers et al. (2014), organizations face a number of issues regarding its operation and culture which affect the overall performance of the organization. Here in the given case, the organization is facing a verity of issues, which are being instrumental in introducing organizational change for the better performance. According to the force field theory of Kurt Lewin, there are a number of issues, which drive and restrict the organizational change initiatives. Now in the given case, there are also a number of forces playing for as well as against the organizational changes. Here the internal driving forces are the lack of fund, the HR management pattern, the lack of technological efficiency, the lack in the operation management etc. The lack of co-ordination with other organizations and legal issues can also be identified as the external driving forces. As discussed in the field force theory, these driving forces are coercing Ecology Matters to disrupt the equilibrium and introduce organizational change. As opined by Parker (2013), these issues are being helpful in de-freezing the status quo and introducing the movement stage. Moreover, driving forces will also be helpful in introducing and establishing the eight steps of the change model of Kotter. On the other hand, as discussed by Quinn et al. (2012), according to the Kotters model there are some resisting forces of any change initiatives in an organization. In the eight consecutive steps, these resisting forces work as the restrictive powers. In the given case, in the second steps of creating coalition the engineer, the volunteer co-coordinator, the accountant etc. can become the resisting forces. These will restrict the creation of powerful coalition and disrupt the change initiative (Mishra, 2013). According to this same model, in the seventh stage of consolidating improvements and producing change, the lack of funding and the resisting force of the employee lack of motivation will upset change initiative. These resisting forces will also act as the resisting force in implementation the final stage of institutionalization of that change (Quinn et al., 2012). Kurt Lewins change model talks about the force field analysis. As opined by Burnes and Cooke (2013), Kurt Lewins change model describes three different consecutive stages for change. In the context of the provided case study, the probable course of actions can be scrutinized under the light of this particular change model. The advantages: As opined by Swanson and Creed (2014), according to the change model of Kurt Lewin, a number of forces work as the driving forces for change. These factors help in introducing change within the organization. Now in the given context, when John will introduce some change agents he will gain some advantages. These are: Increased motivation: The change initiatives may create a sense of being valued by some of the members and they may become more involved in the change management. As discussed in the change model of Lewin this can be considered as the driving forces for change. As opined by Payne (2013), in the first stage of unfreezing the status quo, the increased level of motivation for change can become a driving force for the successful implementation of the movement and refreezing stage. According to the change model of Lewin, de freezing can be described as has to challenge the set beliefs and values; those are being responsible for the current problems of the organization. On the other hand, refreezing is making the changed pattern of operation sustainable. If John makes his people know about the decision of organizational, change and motivate them to understand and accept it. It will work as driving force in both the de freezing as well as the refreezing stage (Van der Voet, 2014). Better monitory and performance level: One of the major advantages of introducing change can be the betterment in the monitory and the performance level of Ecology Matters. As discussed by Bartunek and Woodman (2015), according to the Kurt Lewin change model in the second stage of change, i.e. movement the change initiatives take place. In this stage, with the help of the organizational change the companies start to enjoy betterment in every field. Therefore, it can easily be imagined that by introducing the change initiatives, John will also have such advantage. Disadvantages: The probable change agents may also cause some disadvantages. As described by Hayes (2014) the change model of Kurt Lewin identifies a number issues as the resisting forces for change. These issues restrict the change initiative and hamper the stages of change management. Insecurity among the employees: As discussed by Cameron and Green, (2015), according to the force field theory, the insecurity among the employees works as a resisting force in unfreezing the status quo. The members of the organization may be tensed and feel insecure. This may lead to the loss of funding source and strength of operation. This may resist John to introduce the change in the hierarchal pattern in the organization. The loss of fund: The introduction of change agent may cause a significant loss in the funding. As opined by By et al. (2012), according to the change model of Lewin, this will work as the organizational resisting force for change. The second stage of Lewins change model is movement. Now this loss of fund will negatively affect this stage. As discussed in the change model of Kurt Lewin, in this stage, the employees may face issues like rumor and loss of faith. Thus, it may also cause resistance in the change initiatives. Confusion in job role: If John introduces change agents, it may also cause role conflict among the employees. As opined by Booth (2015), during the process of change management, the organizations face issues like role conflict. It works as the resisting force of change. As opined by Parker (2013), according to the Kurt Lewins change management theory, during the movement stage, the companies face such issues. It can be considered as a resisting force according to the force field theory. In the given case, some of the working members will support and some others will resist the change initiative. The probable supporters: The volunteers: As they are facing issues with the volunteer coordinator, they will support the change in the organizational structure and the working environment of the NGO. To engage them in this initiative John can introduce the strategy of communication. It will make them realize that the organization is honestly trying to eliminate their problems. The chairperson: As the change model does not have much threat to his power, rather it has the potentiality to introduce positive change; the director will be helpful in this Regard. To obtain his support, communication and negotiation can be done with him. The professionals of other NGOs: In the given context, John may find some of the NGO professionals as the supporters of the change initiatives. As the organization is facing the issue of low coordination and imitative actions, it may be affecting their operations. On the other hand, this probability of increased level of professional competence can also motivate them to support the change management. The opposition: The accountant: As with the changed model, the accountant has to perform changed job role with increased responsibility. It will cause him a sense of overburdened and insecurity. Now to gather his support, John can make extensive communication, negotiation with him. The stress management process can also be introduced to obtain his support. The volunteer coordinator: As she will face lack of power and lose of control, it may lead to stress and dissatisfaction. In the given context, her dissatisfaction can cause John a huge loss in the fund generation. Hence, for obtaining her support John has to communicate with her and make her understand the necessity of the change initiatives. In addition to this, negotiation regarding her power can also be done. The office administrator: As he is performing poorly, the change initiative may create a stress and lack of motivation within him. By providing training, his support can be gathered. The engineer: As he is lacking the desired competency and performance level, the change management may create a threat to his job role and make him feel insecure. To deal with his resistance, training and motivational session can be arranged. Moreover, by regulatory coercion, his support can also be achieved. As opined by Parker (2013), with the help of the action research approach, a guided action plan can be executed for the organizational development. In the context of the given case study, it may be developed as followed: Diagnosis: In the given context, the Ecology Matters is facing various issues. Firstly, without the registration, it is facing loss of funding. The lack of strong organizational constitution, documentation efforts and working guidelines are affecting the performance and working environment of the organization negatively (Swanson Creed, 2014). On the other hand, the behavioral and leadership issues among the members are affecting the performance. Lack of co-ordination with other organizations is also affecting the reputation. In addition to this, the lack of managerial as well as the technological inefficiency is negatively affecting the organization and the future growth initiatives. These can be identified as issues which has to be addressed with change management. Action planning: Registration has to be done with Charities Commission. Regular documentation of every action has to be done. New constitution and structured regulations has to be laid down. Close communication and coordination has to be developed with other NGOs. Managerial as well as technological trainings have to be provided to the workers. An assistant under the volunteer coordinator has to be appointed, who will be in the direct contact of the volunteers and the volunteer coordinator will not be directly monitoring the volunteers. Positive reinforcement has to be provided to the volunteers to encourage the involvement. Evaluation: It can be predicted that by providing the credible documents as a proof of registration of the organization, it will be able to gain the confidence of the donors and collect the required funds. The documentation of the actions will provide the organization the required status of charitable organization. In addition to this, it can be predicted that the new constitution and structured regulations will be able to constitute a better working environment. Moreover, the increased communication with the other NGOs will be helpful in eliminating the bad reputation of the organization, as well as increased performance and better accessibility of the funding sources. It can be predicted that with the help of the employee training, a better efficiency will be achieved and it will also be helpful in realizing Johns plan of opening a profit making company. It can be predicted that by reorganizing the job role of the volunteer coordinator and new appointment will be helpful in obtaining a better assistance from the volunteers. Last but not the least, it can be forecasted that the implementation of the strategy of positive reinforcement like, provide honorarium, certificates, appreciation record etc. will be helpful in acquiring better involvement from the volunteers end. Stabilization: Now, for stabilizing this change, Ecology Matters has to communicate extensively to make the members prepare, accept and understand the urgency of change. It will decrease the uncertainty and consumed time for the change. Training will also be helpful in breaking the old routines and learning the new working criterion. For stabilizing the change process, employee involvement has to be ensured (Kuipers et al., 2014). Stress generated from the change model has to be managed by communication, motivation and training. Negotiation has to be done with the employees who are losing their power and coercion has to be used for those who will break the new set regulations. Thus, by applying these strategies, the change management can be stabilized (Burnes Cooke, 2013). Conclusion: Organizational change can be unremitting or take place for distinct periods-of-time. Here, in the given case, John has to introduce a number of significant changes in the organization. It will help him to be operational in the long run and realize his dream of establishing a new profit making set up. Hence, in can be concluded that with the help of the change initiative a company or organization can obtain a better performance level. References: Bartunek, J. M., Woodman, R. W. (2015). Beyond Lewin: toward a temporal approximation of organization development and change. Booth, S. A. (2015).Crisis management strategy: Competition and change in modern enterprises. Routledge. Burnes, B., Cooke, B. (2013). Kurt Lewin's Field Theory: A Review and Reà ¢Ã¢â€š ¬Ã‚ evaluation.International journal of management reviews,15(4), 408-425. By, R. T., Burnes, B., Oswick, C. (2012). Change management: Leadership, values and ethics.Journal of Change Management,12(1), 1-5. Cameron, E., Green, M. (2015).Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Hayes, J. (2014).The theory and practice of change management. Palgrave Macmillan. Kuipers, B. S., Higgs, M., Kickert, W., Tummers, L., Grandia, J., Van der Voet, J. (2014). The management of change in public organizations: A literature review.Public Administration,92(1), 1-20. Mishra, S. (2013). Relevance of Kotters Model for Change in Successfully Implementing Lean. InAdvances in Production Management Systems. Sustainable Production and Service Supply Chains(pp. 540-547). Springer Berlin Heidelberg. Parker, G. C. (2013).A Force-Field Analysis on the Organizational Landscape Influencing Presidential Decision-Making at Small, Private, Liberal Arts Colleges in Iowa(Doctoral dissertation). Payne, S. (2013). The Implementation of electronic clinical documentation using Lewin's change management theory.Canadian Journal of Nursing Informatics,8(1-2). Phillips, S. W. (2013). Using Volunteers in Policing: A Force Field Analysis of American Supervisors.The Police Journal,86(4), 289-306. Quinn, D., Amer, Y., Lonie, A., Blackmore, K., Thompson, L., Pettigrove, M. (2012). Leading change: Applying change management approaches to engage students in blended learning.Australasian Journal of Educational Technology,28(1), 16-29. Swanson, D. J., Creed, A. S. (2014). Sharpening the focus of force field analysis.Journal of change management,14(1), 28-47. Van der Voet, J. (2014). The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure.European Management Journal,32(3), 373-382.

The Cave Art Paintings of the Lascaux Cave Essay Example For Students

The Cave Art Paintings of the Lascaux Cave Essay Paintings and engravings found in caves along walls and linings are referred to as parietal art. The caves where paintings have been found are not likely to have served as shelter, but rather were visited for ceremonial purposes. The second category, mobility art, includes small portable sculpted objects which are typically found buried at habitation sites. In the painted caves of western Europe, namely in France and Spain, we witness the earliest unequivocal evidence of the human capacity to interpret and give meaning to our surroundings. Through these early achievements in presentation and abstraction, we see a newfound mastery of the environment and a revolutionary accomplishment in the intellectual development of humankind. The painted walls of the interconnected series of caves in Lascar in southwestern France are among the most impressive and well-known artistic creations of Paleolithic humans. Although there is one human image, most of the paintings depict animals found in the surrounding landscape, such as horses, bison, mammoths, ibex, aurochs, deer, lions, bears, and wolves. We will write a custom essay on The Cave Art Paintings of the Lascaux Cave specifically for you for only $16.38 $13.9/page Order now The depicted animals comprise both species that would have been hunted and eaten as well as those that were feared predators No vegetation or illustration of the environment is portrayed around the animals, who are represented in profile and often standing in an alert and energetic stance. Their vitality is achieved by the broad, rhythmic outlines around areas of soft color. The animals are typically shown in a tinted perspective, With the heads depicted in profile but the pair Of horns or antlers rendered frontally visible. The intended result may have been to imbue the images With more visual power and magical properties. The combination of profile and frontal perspectives is an artistic idiom also observed in ancient Near Eastern and Egyptian art. At Lascar and Chaplet another magnificently painted cave in France, images of animals are superimposed on top of earlier depictions, which suggests that the motivation for the paintings may have been in the act of portraying the animals rather than in the artistic effect of the final composition. However, their repose remains obscure. Most of the paintings are located at a distance from the caves entrance, and many of the chambers are not easily accessible. This placement, together with the enormous size and compelling grandeur of the paintings, suggests that the remote chambers may have served as sacred or ceremonial meeting places. In addition to the painted images, Lascar is rich with engravings of animals as well as abstract designs. In the absence of natural light, these works could only have been created with the aid of torches and stone amps filled with animal fat. The pigments used to paint Lascar and other caves were derived from readily available minerals and include red, yellow, black, brown, and violet. No brushes have been found, so in all probability the broad black outlines were applied using mats of moss or hair, or even with chunks of raw color. The surfaces appear to have been covered by paint blown directly from the mouth or through a tube; color-stained, hollowed-out bones have been found in the caves.