Domestic Violence Affects Children s Development

Introduction Thesis: Domestic violence can negatively affect children s development. (make more persuasive) Children all around the world witness domestic violence. Whether it s between parents, partners or even the elder. Does the parents, partners, or elder realize the affects that happen to their children? Witnessing domestic violence, children become fearful and anxious. They become this way because they never know when the next event may happen, fearing for themselves, mom or dad, and siblings. Also becoming worthless and powerless, feeling the need to keep their family a secret and/or not being able to talk to their own family about the abuse. Sometimes they feel like they are the reason why there is domestic violence in their home. If they look fine to you or others in the world that don’t know about their family, they truly may not be fine at all inside. As reading it doesn t seem that the children are being hit in any of the domestic violence, but the parent that is being hit from their partner fear for the child/children. Domestic violence, can negatively affect children s development. (try to make more persuasive) General information about domestic violence Body Paragraph 1: By being in a domestic relationship, you would be cautious on what you say and do. Domestic violence is not just hitting, it is also sexually, and mentally. If the partner that is being hit may or will move out, they may be stalked by their ex-domestic partner. Body Paragraph 2: In aShow MoreRelatedChildren And Domestic Violence Negatively Affects Children s Health And Development Essay1476 Words   |  6 Pagesexposure to domestic violence negatively affects children’s health and development. Millions of children are exposed to domestic violence on a daily. 3.3-10 million children are exposed to domestic violence annually (Wilson Pg.9). Many children’s futures are affected by the things they witness. Majority of what they witness alters they’re outlook on many situations that occur. There’s no secret that domestic violence has been around for decades. The first serious known case of domestic violence that actuallyRead MoreEffect of Domestic Violence on Children692 Words   |  3 PagesASSIGNMENT 1 DOMESTIC VIOLENCE ID: S99003183; URIAM ROBATI ABSTRACT Domestic Violence has a great effect on children. Domestic violence also known as domestic abuse, spousal abuse or child abuse is recognized as a pattern of abusive behavior by one or both partners especially those in marriage. This coercive behavior is used against another person to obtain power and control over the other party in a relationship. Domestic violence takes many forms such as physical violence which includesRead MoreDomestic Violence And Sexual Abuse896 Words   |  4 Pagesyoung age? Introduction: What is domestic violence? â€Å"Domestic Violence is a pattern of behaviors used to establish power and control over another person through fear and intimidation, often inclosing the threat or use of violence†(Safe Horizon, 2015). Domestic violence includes physical abuse, sexual abuse, emotional abuse, and exploitation; therefore, this is in relation to â€Å"intimate partner violence, battering, relationship abuse, spousal abuse, or family violence† (Safe Horizon, 2015). People usuallyRead MoreThe Cycle Of Domestic Violence1264 Words   |  6 PagesOne may wonder why some individuals remain in the cycle of domestic violence even after instances of abuse. Should it not be easy for an individual to leave a partner who is inflicting pain and stress on him or her? Lenore Walker’s (1979) model for the cycle of domestic violence explores the phases of domestic violence, the different types of abuse, and how these various phases contribute to the continuation of the cycle. Domestic violence is often diagnosed by obvious signs of physical abuse; howeverRead MoreChild Abuse and Violence Against Families1204 Words   |  5 PagesAbuse and Violence Against Females Domestic violence in the United States has become a major problem that affects nearly 2/3 s of all people. It can affect wives, the elderly, and even men, but in this paper we will discuss the abuse that occurs to children and also violence toward women. It is widely assumed that most estimates of the incidence of domestic violence are underestimates. Even large population surveys cannot provide accurate estimates of the extent of domestic violence. This isRead MoreDomestic Violence research proposal1573 Words   |  7 PagesAbstract The purpose of this study is to see whether or not domestic violence causes a damaging affect on children. The study will included criminal justice students in College and the age range will be between 18 and 23 years old. The method is qualitative and will be an interview. Introduction Domestic violence can be defines as a pattern of behavior in any relationship that is used to gain or maintain power and control over an intimate partner. AbuseRead MoreDomestic Violence And Its Effects On Children1445 Words   |  6 PagesWhat is domestic Violence? Domestic Violence is described as violent or aggressive behavior within the home, typically involving the violent abuse of a spouse or partner. Many children end up being the victims to seeing domestic violence in the home which is very unhealthy to their development. Some children may development resentment toward both parents- one for not leaving and the other for causing the abuse. Depression, aggressive behavior, emotional distress and suicide depending on the severityRead MoreDomestic Violence Has A Negative Impact On Children1568 Words   |  7 PagesOpen your eyes: Domestic violence has a negative impact on children. Being 8 years old and growing up witnessing domestic violence in my household was hard. â€Å"About 70% of domestic violence between couples goes unreported (S.N)† The reason the rate is so high is because fear overcomes the victim. The lack of someone being able to sit down and talk without being scared of getting home and getting beaten by their partner is bad, the reason of not being able to just sit down and talk to someone justRead MoreThe Effects Of Domestic Violence On Children780 Words   |  4 PagesDefinition/History/Statistics Historically, domestic violence has been a devastating social problem affecting individuals from every segment of the American society irrespective of race, class, age, religion, sexual orientation, nationality and economic status. Although, men to a smaller extent experience domestic violence, it is usually understood as a women s issue; which inadvertently affects children. Approximately, 85 to 95% of victims are females (Laney, 2010). Every 9 seconds in the UnitedRead MoreDomestic Violence And Children On Children1642 Words   |  7 PagesDomestic Violence and Children There are many studies that have been done over the past decade that does a comparison of children of domestic violence to those that have not experienced it. We cannot say for sure what number or percentage is affected each day or year. However, it is a widespread national problem that affects children today. Domestic violence has long been a hot topic and statics shows that† every 15 seconds a woman in the United States of America is beaten† (Beller 2015, p. 207)

The Ideas Of Reading And Writing - 1434 Words

Bechdel Essay The ideas of reading and writing seem intertwined, in order to do one of them you must be able to do the other. Which, makes both equally as powerful as the other in language and literature. Most authors who talk about the ideology of reading and writing, compose their works mainly based off of outside sources, mainly. However, author/comic writer Alison Bechdel composes a story about writing the story and the troubles and hardships she encountered while writing. This oddly more intricate story, though offers a deeper look into Bechdel’s personal life in which she explains her own thoughts as an omnipotent narrator. As the narrator of her own story – showing the character’s (herself) actual thoughts apart from dialogue –†¦show more content†¦She accidentally blocked the easy way of confronting her about the memoir she’s writing about her father. So now she’s left with the only choice of climbing through a tiny window fi lled with dirt, cobwebs and spiders. As the dream continues, though she realizes there’s a large door behind her which leads to a body of water with stepping stones. She’s found what seems like an easy way out that even lays out the path for her. When she steps on the first rock, instead of being safe, she falls into the water. This symbolizes that there’s no real path to confronting her mother, she has to just dive into talking to her mother about what seems to be a touchy situation. So, dive in she did. Now instead of a basement, Bechdel is in her car when traffic starts to appear while she’s reciting what she wants to say to her mother. In the comic there are road work signs and shoulder closings which symbolize the bumpy path she’s about to encounter and how the road as she goes along it only gets narrower and more dangerous. This is when the story she writes of her father begins, but she soon realizes she cannot â€Å"live and write at the sa me time.† She holds a close encounter with death from a Stroehmann Sunbeam Bread truck – the same kind of truck her father jumped in front of in the attempt and success of suicide. When confronting her mother about the memoir of her father, Bechdel was still

ANTERIOR CRUCIATE LIGAMENT INJURIES The volleyball Essay Example For Students

ANTERIOR CRUCIATE LIGAMENT INJURIES The volleyball Essay match has been going on for over an hour. Both teams have been trading points and side-outs. The ball is set high outside so that the big outside hitter can put the ball away. She comes in hard, plants, leaps into the air and smashes the ball down the line in a twisting motion. As she lands on her right leg, a POP is heard and down she goes. What has just happened is occurring more and more often in athletics, the athlete has just torn the anterior cruciate ligament (ACL). In this paper I will describe ACL, how it is injured and diagnosed, how it be repaired and what is being done to prevent ACL injuries. The Anterior Cruciate Ligament (ACL) is one of the two cruciate ligaments of the knee, the other being the Posterior Cruciate Ligament (PCL). These ligaments are the stabilizers of the knee. The ACL is a strip of fibery tissue, which is located deep inside the knee joint. It runs from the posterior side of the femur (thigh bone) to the anterior side of the tibia (shin bone) deep inside of the knee. The ligament is a broad, thick cord the size of a persons index finger. It has long collagen strands woven together in a fashion that permits forces of up to 500 pounds to be exerted. The function of the ACL is to prevent the tibia from moving in front of the knee and femur. The ACL also prevents hyperextension (or extreme stretching of the knee backward) and helps to prevent rotation of the tibia. The amount of knee ligament injuries have been on the rise in recent years. Over the last 15 years, ankle sprains have decreased by 86% and tibia fractures by 88%, but knee ligament injuries have increased by 172%. The injury usually occurs in either a slow twisting fall, a sudden hyperextension, or a sudden hyperflexion as when landing from jumping. When the injury occurs the athlete usually hears a pop and they will have immediate swelling of the knee. When the person tries to put weight on the leg it will feel like the knee isnt underneath the athlete. With most injuries the type of movement will help to determine the injury: I twisted to the right. etc. When ACL injuries occur there is a popping sound at the time of injury and swelling within six hours. An experienced clinician can diagnose an ACL tear with relative accuracy by a manual examination. X-ray examination and Magnetic Resonance Imaging (MRI) is also used in diagnosing ACL injuries. The knee joint will be instable and the athlete will have joint pain on the inner (medial) side of the knee. Doctors or trainers can use three different types of physical examinations: Lachmans test, Anterior drawer test and Pivot shift test of MacIntosh. Lachmans test is performed by having the athlete lie on his/her back, then passively flexing the knee of the athlete to between 20 degrees and 30 degrees. Make sure that the hamstring is relaxed or it can produce a false test result. Holding the lower part of the athletes thigh in one hand and the upper part of the athletes calf in the other, slowly pull the tibia forward. Increased looseness in the knee joint is indicative of an ACL injury. During the Anterior drawer test the athlete lies on his/her back with the knee bent to 90 degrees and the foot resting on the table. Stabilizing the foot either by sitting on it or having someone else hold it down, the doctor will place his/her hands around the upper part of the calf with thumbs on the end of the thigh bone (tibal condyles), slowly appling pressure on the posterior side of the proximal tibia. Any looseness in the joint could indicate ACL injury. The Pivot shift test of MacIntosh is done by having the athlete lay on his/her back. .u04b942893e577cd28c49438f35e39374 , .u04b942893e577cd28c49438f35e39374 .postImageUrl , .u04b942893e577cd28c49438f35e39374 .centered-text-area { min-height: 80px; position: relative; } .u04b942893e577cd28c49438f35e39374 , .u04b942893e577cd28c49438f35e39374:hover , .u04b942893e577cd28c49438f35e39374:visited , .u04b942893e577cd28c49438f35e39374:active { border:0!important; } .u04b942893e577cd28c49438f35e39374 .clearfix:after { content: ""; display: table; clear: both; } .u04b942893e577cd28c49438f35e39374 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u04b942893e577cd28c49438f35e39374:active , .u04b942893e577cd28c49438f35e39374:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u04b942893e577cd28c49438f35e39374 .centered-text-area { width: 100%; position: relative ; } .u04b942893e577cd28c49438f35e39374 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u04b942893e577cd28c49438f35e39374 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u04b942893e577cd28c49438f35e39374 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u04b942893e577cd28c49438f35e39374:hover .ctaButton { background-color: #34495E!important; } .u04b942893e577cd28c49438f35e39374 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u04b942893e577cd28c49438f35e39374 .u04b942893e577cd28c49438f35e39374-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u04b942893e577cd28c49438f35e39374:after { content: ""; display: block; clear: both; } READ: Remembering Mike Essay The foot of the injured side is lifted with the leg straight and the foot turned inward. Pressure is applied to the outside of the knee while the knee joint is slowly bent. An ACL injury is detected if the tibia moves .

Models of Communication for Shannon and Weavers- myassignmenthelp

Question: Write about theModels of Communication for Shannon and Weavers. Answer: One of the most interesting topics of this subject is the models of communication. These are the conceptual models that explain how communication between human beings takes place. People communicate on a daily basis and from time to time (Yadava, Eswara, and Rahim, 2017: 27). They, therefore, use both verbal and non-verbal communication cues to communicate with each other. Communication is an intrinsic ability of human beings. People express their emotions and feelings, share information and express attitude through communication. Communication does not happen haphazardly but follows certain sequence or models. There are different types of communication models developed by theorist from various disciplines (Yadava, Eswara and Rahim, 2017: 30). These theorists include; Lasswell, Maclean, Shannon, Aristotle, Cherry, Berlo, Weaver, Westley, Osgood, and Rileys. The theorists provide models that seek to explain how communication takes place. To understand the communication models, I will focus on Shannon and Weaver's model. Shannon-Weaver model is described as the "mother of all models". Essentially, the model encompasses significant aspects that take place in a communicative context. Some of the key components of this model include; the speaker, also commonly known as the information source, message, noise, receiver/hearer (information destination), encoding and decoding, channel capacity, transmitter, and others. The model operates such that the information source chooses the intended message from a set of many messages. The message is then transmitted into a signal by the transmitter and is then relayed to the communication channel to the receiver. The receiver changes the received signal into the message. The change usually involves interpretation of the message. The message is sent to the destination. Destination, in this case, may refer to another receiver. However, the message may just be received by the primary receiver if there is no need to transmit it to the second receiver. The transmission of the message is considered complete. Nonetheless, the model also considers the unintended message by the source information. The unintended message is known as the noise. The noise can be external or internal and may strengthen or weaken the intended effect of the message (Leydesdorff, Petersen, and Ivanova, 2017: 5-6). The topic on communication models is critical and applied in every aspect of life. People do communicate frequently. The topic is interesting in that it informs how people pass and receive messages in the context of communication. The purpose of communication is to relay my message to the others in a clear and unambiguous manner. In so doing, there should be cooperation between the sender and the receiver. I also understand that the process of communication is sometimes defected by errors. These errors result to misinterpretation of the message by the receiver hence creating confusion, misunderstanding and missed opportunities. The second reason as to why the topic is interesting is because it explains why communication breakdowns occur. A successful communication occurs when both the sender and the receiver have a shared understanding of the information (Hamilton, 2013: 37). An unsuccessful communication occurs where the receiver receives different information from that which was communicated by the sender. In this case, there is communication breakdown hence the distortion of the goal of communication. Communication breakdown thus accounts for the reasons why conflict arises during communication (Hamilton, 2013: 16). Usually, a receiver will have their interpretation of the message which may in turn conflict with the sender's intended message. Thirdly, communication models are important in improving my communication skills. Communication skills can be interfered with by the barriers that arise during communication. These barriers can arise at any stage of communication (Yadava, Eswara, and Rahim, 2017: 30). For instance, barriers result from the channel, sender, receiver, context, feedback, or the message itself. Essentially, the topic on models of communication is essential in helping one to become an effective communicator. It also helps in minimizing the occurrence of barriers in any stage of communication. In addition, the models help a speaker in organizing accurate, clear, well planned, and concise communications. As a business oriented person, the knowledge of models of communication will be highly applicable in my business career. To be a successful business person, I require excellent communication skills. These skills can be derived from the various models of communication. The ability to connect with customers and other employees will help me build and maintain relationships, provide quick response to the customers, and prevent any errors that are likely to occur when transacting business (Rodriguez et al. 2015: 637). As a marketing professional, I need to connect widely with the customers, and one way of doing so is through communication. Social media communication is an effective mode of communication where I can connect with the customers. Rodriguez et al. (2015: 636) note that there is increased access and use of internet in the 21st century. There are also numerous social media platforms where people interact. For this reason, I would apply a similar strategy not only to reach the cu stomers but also to establish trust with the existing and the potential customers. One of the benefits of social media marketing is that the strategy encourages one-on-one communication (Taylor, 2017: 22). That is, it is easier for the customers to reach me and get an immediate response. Additionally, social media communication supports worldwide communication whereby I can be able to talk to several customers simultaneously. Social media communication enhances maximum collaboration not only with customers but also with other business' stakeholders. It also encourages easier and fast feedback from the customers. The models of communication stress on the flow of information from the sender to the receiver. The receiver is also sometimes expected to provide feedback to the sender. This loop of communication is important in business marketing (Schivinski and Dabrowski, 2016: 191). I wish to apply the same in the marketing profession. Social media communication borrows a similar strategy from the models in that it is a two-way communication. That is, I market the brands to the customers while they provide feedback or make requests. Social media business communication is also effective in measuring performance (Ashley and Tuten, 2015:23). It is a platform that enables the measurement of one's efforts through the evaluation of how well the customers respond (Cardon and Marshall, 2015: 289). The models of communication will direct me on how and when to communicate in every stage since the social media users employ different platforms. Therefore, my engagement in various touch-points will require th e use of different information. That way, I will be able to reach a broad range of consumers. References Ashley, C., and Tuten, T. (2015). Creative strategies in social media marketing: An exploratorystudy of branded social content and consumer engagement. Psychology Marketing, 32(1), 15-27. Cardon, P. W., and Marshall, B. (2015). The hype and reality of social media use for work collaboration and team communication. International Journal of BusinessCommunication, 52(3), 273-293. Hamilton, C. (2013). Communicating for results: A guide for business and the professions. Cengage Learning. Leydesdorff, L., Petersen, A. M., and Ivanova, I. (2017). Self-organization of meaning and thereflexive communication of information. Social Science Information, 56(1), 4-27. Rodriguez, M., Peterson, R. M., and Ajjan, H. (2015). CRM/social media technology: impact oncustomer orientation process and organizational sales performance. In Ideas in Marketing: Finding the New and Polishing the Old (pp. 636-638). Springer, Cham. Schivinski, B., and Dabrowski, D. (2016). The effect of social media communication onconsumer perceptions of brands. Journal of Marketing Communications, 22(2), 189-214. Taylor, C. R. (2017). How to avoid marketing disasters: back to the basic communicationsmodel, but with some updates illustrating the importance of e-word-of-mouth research. Yadava, U., Eswara, H. E., and Rahim, A. (2017). Unit-2 Models of Communication.Introduction to Communications, pp.27-41

Organizational change free essay sample

Organizational change is an ongoing process with important implications for organizational effectiveness. An organization and its members must be constantly on the alert for changes from within the organization and from the outside environment, and they must learn how to adjust to change quickly and effectively. Organizational change is the movement of an organization away from its present state and toward some future state to increase its effectiveness. Forces for organizational change include competitive forces; economic, political, and global forces; demographic and social forces; and ethical forces. Organizations are often reluctant to change because resistance to change at the organization, group, and individual levels has given rise to organizational inertia. Sources of organization-level resistance to change include power and conflict, differences in functional orientation, mechanistic structure, and organizational culture. Sources of group-level resistance to change include group norms, group cohesiveness, and groupthink and escalation of commitment. Sources of individual-level resistance to change include uncertainty and insecurity, selective perception and retention, and habit. We will write a custom essay sample on Organizational change or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page According to Lewin’s force-field theory of change, organizations are balanced between forces pushing for change and forces resistant to change. To get an organization to change, managers must find a way to increase the forces for change, reduce resistance to change, or do both simultaneously. Types of change fall into two broad categories: evolutionary and revolutionary. The main instruments of evolutionary change are sociotechnical systems theory, total quality management, and the development of flexible workers and work teams. The main instruments of revolutionary change are reengineering, restructuring, and innovation. Often, the revolutionary types of change that result from restructuring and reengineering are necessary only because an organization and its managers ignored or were unaware of changes in the environment and did not make incremental changes as needed. Action research is a strategy that managers can use to plan the change process. The main steps in action research are (a) diagnosis and analysis of the organization, (b) determining the desired future state, (c) implementing action, (d) evaluating the action, and (e) institutionalizing action research. Organizational development (OD) is a series of techniques and methods to increase the adaptability of organizations. OD techniques can be used to overcome resistance to change and to help the organization to change itself. OD techniques for dealing with resistance to change include education and communication, participation and empowerment, facilitation, bargaining and negotiation, manipulation, and coercion. OD techniques for promoting change include, at the individual level, counseling, sensitivity training, and process consultation; at the group level, team building and intergroup training; and at the organizational level, organizational confrontation meetings. CHAPTER OUTLINE 10. 1 What Is Organizational Change? Organizational change is the process by which organizations move from their current or present state to some desired future state to increase their effectiveness. An organization in decline may need to restructure its competences and resources to improve its fit with a changing environment. Even thriving, high-performing organizations such as Google, Apple, and Facebook need to continuously change the way they operate over time to meet ongoing challenges. Targets of Change Organizational change includes changes in four areas: 1. Human resources are an organization’s most important asset. Because these skills and abilities give an organization a competitive advantage, organizations must continually monitor their structures to find the most effective way of motivating and organizing human resources to acquire and use their skills. Changes made in human resources include investment in training, socializing employees, changing norms to motivate a diverse workforce, monitoring promotion and reward systems, and changing top management. 2. Each organizational function needs to develop procedures that allow it to manage the particular environment it faces. Crucial functions grow in importance while those whose usefulness is declining shrink. Thus, key functions grow in importance. Organizations can change structure, culture, and technology to improve the value created by functions. 3 Organizational change often involves changing the relationships between people and functions to increase their ability to create value. 10. 2 Forces for and Resistance to Organizational Change Forces for Change If managers are slow to respond to the forces of change, the organization will lag behind its competitors and its effectiveness will be compromised. (Refer to Figure 10. 1) Competitive forces spur change, because unless an organization matches or surpasses its competitors it will not survive. Managing change is crucial when competing for customers. To lead on the dimensions of efficiency or quality, an organization must constantly adopt the latest technology as it becomes available. To lead on the dimension of innovation and obtain a technological advantage over competitors, a company must possess skills in managing the process of innovation. Economic, political, and global forces, such as the North American Free Trade Agreement (NAFTA) or other economic unions, are significant forces of change. The European Union (EU) includes over 27 members eager to take advantage of a large protected market. Global challenges facing organizations include the need to change an organizational structure to allow expansion into foreign markets, the need to adapt to a variety of national cultures, and the need to help expatriate managers adapt to the economic, political, and cultural values of the countries in which they are located. Demographic and social forces include an increasingly diverse workforce. Changes in the demographic characteristics of the workforce require managers to change their styles of managing all employees and to learn how to understand, supervise, and motivate diverse members effectively. Many workers want to balance work and leisure. Managers need to abandon stereotypes and accept the importance of equity in the recruitment and promotion of new hires. Ethical forces such as increasing government, political, and social demands for more responsible and honest corporate behavior are compelling organizations to promote ethical behavior. Many companies have created the position of ethics officer. If organizations operate in countries that pay little attention to human rights or to the well-being of organizational members, they have to learn how to change these standards and to protect their overseas employees. Resistances to Change Resistance to change lowers an organization’s effectiveness and reduces its chances of survival. Resistances or impediments to change that cause inertia are found at the organization, group, and individual levels. (Refer to Figure 10. 1) Organization-Level Resistance to Change Power and conflict: When change causes power struggles and organizational conflict, an organization is likely to resist it. If change benefits one function at the expense of another, conflict impedes the change process. In the old IBM, for example, managers of its mainframe computer division fought off attempts to redirect IBM’s resources to produce the PCs that customers wanted in order to preserve their own power. Differences in functional orientation: This means that different functions and divisions often see the source of a problem differently because they see an issue or problem primarily from their own viewpoint. This tunnel vision increases organizational inertia. Mechanistic structure: Mechanistic structures are more resistant to change. People who work within a mechanistic structure are expected to act in certain ways and do not develop the capacity to adjust their behavior to changing conditions. A mechanistic structure typically develops as an organization grows and is a principal source of inertia, especially in large organizations. The extensive use of mutual adjustment and decentralized authority in an organic structure makes it less resistant to change. Organizational culture: Organizational culture, values, and norms cause resistance to change. If organizational change disrupts taken-for-granted values and norms and forces people to change what they do and how they do it, an organization’s culture will cause resistance to change. Group-Level Resistance to Change Many groups develop strong informal norms that specify appropriate and inappropriate behaviors and govern the interactions between group members. Often, change alters task and role relationships in a group; when it does, it disrupts group norms and the informal expectations that group members have of one another. As a result, members of a group may resist change because a new set of norms must be developed to meet the needs of the new situation. Group cohesiveness, the attractiveness of a group to its members, also affects group performance. A highly cohesive group may resist attempts by management to change what it does or even who is a member of the group. Groupthink and escalation of commitment also make changing a group’s behavior very difficult. Individual-Level Resistance to Change People tend to resist change because they feel uncertain and insecure about what its outcome will be. Selective perception and retention suggest that people perceive information consistent with their views. If change doesn’t benefit them, they do not endorse it. People’s preference for familiar actions and events is a further impediment to change. Lewin’s Force-Field Theory of Change Force-field theory is a theory of organizational change that argues that two sets of opposing forces within an organization determine how change will take place. When the forces are evenly balanced, the organization is in a state of inertia and does not change. To get an organization to change, managers must find a way to increase the forces for change, reduce resistance to change, or do both simultaneously. Any of these strategies will overcome inertia and cause an organization to change. (Refer to Figure 10. 2) Managerial Implications Managers must continuously monitor the environment to identify the forces for change. They must analyze how the change will affect the organization and determine which type of change to pursue. 10. 3 Evolutionary and Revolutionary Change in Organizations Evolutionary change refers to change that is gradual, incremental, and specifically focused. It adds small adjustments to strategy and structure to handle environmental changes. Sociotechnical systems theory, total quality management, and the creation of empowered, flexible work groups are three instruments of evolutionary change that organizations use in their attempt to make incremental improvements in the way work gets done. Revolutionary change refers to change that is sudden, drastic, and organization-wide. It has repercussions at all levels in the organization—corporate, divisional, functional, group, and individual. Three ways to implement revolutionary change are reengineering, restructuring, and innovation. Developments in Evolutionary Change: Sociotechnical Systems Theory Sociotechnical systems theory is a theory that proposes the importance of changing role and task or technical relationships to increase organizational effectiveness. It emerged from a study of changing work practices in the British coal-mining industry. The socio-technical systems theory argues that managers need to fit or jointly optimize the workings of the technical and social systems. A poor fit between an organization’s technology and social system leads to failure, but a close fit leads to success. When managers change task and role relationships, they must recognize the need to adjust the technical and social systems gradually so group norms and cohesiveness are not disrupted. By taking this gradual approach, an organization can avoid the group-level resistance to change. Researchers suggest that a team-oriented system promotes values that enhance efficiency and product quality. Total quality management uses sociotechnical systems theory. Total Quality Management Total quality management (TQM) is a technique developed by W. Edwards Deming to continuously improve the effectiveness of flexible work teams. It was embraced by Japanese companies after World War II. Changes frequently inspired by TQM include altering the design or type of machines used to assemble products and reorganizing the sequence of activities—either within or between functions—necessary to provide a service to a customer. Changing cross-functional relationships to help improve quality is important in TQM. The changes associated with TQM are changes in task, role, and group relationships. Implementing a TQM program is not always easy because it requires workers and managers to adopt new ways of viewing their roles in an organization. Managers must be willing to decentralize control of decision making, empower workers, and assume the role of facilitator rather than supervisor. The â€Å"command and control† model gives way to an â€Å"advise and support† model. Flexible Workers and Flexible Work Teams In implementing socio-technical systems theory and TQM, many organizations are finding it easier to achieve their goals by using flexible workers and teams. Flexible workers can be transferred between departments and functions as demand changes. The advantages of flexible workers include quick response to environmental changes; reduced boredom and increased incentives for quality; better understanding by learning one another’s tasks; and combining tasks to increase efficiency and reduce costs. A flexible work team is a group of workers who assume responsibility for performing all the operations necessary for completing a specified stage in the manufacturing process. A flexible work team is self-managed; members jointly assign tasks and transfer from one task to another. In a flexible work team, separate teams assemble different components and turn those components over to the final-product work team, which assembles the final product. Each team’s activities are driven by demands that have their origins in customer demands for the final product. (Refer to Figure 10. 3) Developments in Revolutionary Change: Reengineering The term â€Å"reengineering† has been used to refer to the process by which managers redesign how tasks are bundled into roles and functions to improve organizational effectiveness. It involves rethinking business processes, activities that cross functional boundaries. Instead of focusing on an organization’s functions in isolation from one another, managers make business processes the focus of attention. A business process is an activity that cuts across functional boundaries and is vital to the quick delivery of goods and services or that promotes high quality or low costs. Because reengineering focuses on business processes and not functions, an organization must rethink the way it approaches organizing its activities. A good example of how to use reengineering to increase functional integration comes from attempts to redesign the materials management function to improve its effectiveness. In the traditional functional design the three main components of materials management—purchasing, production control, and distribution—were typically in separate functions and had little to do with one another. Thus coordinating their activities is difficult. Each function has its own hierarchy, and there are problems in both vertical and horizontal communication. Today, most organizations put all three of the functional activities involved in the materials management process inside one function. Three guidelines for performing reengineering successfully are as follows: Organize around outcomes, not tasks. 2. Have those who use the output of the process perform the process. 3. Decentralize decision making to the point where the decision is made. Reengineering and TQM are highly interrelated and complementary. E-Engineering This is a term used to refer to companies’ attempts to use all kinds of information systems to improve performance. The importance of e-engineering is increasing as it changes the way a company organizes its value-creation functions and links them to improve its performance. Restructuring Restructuring is a process by which managers change task and authority relationships and redesign organizational structure and culture to improve organizational effectiveness. Downsizing is the process by which managers streamline the organizational hierarchy and lay off managers and workers to reduce bureaucratic costs. The drive to decrease bureaucratic costs results from competitive pressures. Mergers and acquisitions in many industries, such as banking, have led to downsizing because fewer managers are needed. Other companies have reduced staff to match competitors. The negative effects of downsizing include overworked managers and lost opportunities. Companies that fail to control growth must downsize to remain competitive. The terms anorexic or hollow are used to refer to organizations that downsized too much and have too few managers to help them grow when conditions change. Restructuring, like other change strategies, generates resistance to change. Often, the decision to downsize requires the establishment of new task and role relationships. Because this change may threaten the jobs of some workers, they resist the changes taking place. Innovation Innovation refers to the process by which organizations use their skills and resources to develop new goods and services or to develop new production and operating systems so they can better respond to the needs of their customers. 10. 4 Managing Change: Action Research In Lewin’s view, implementing change is a three-step process: (1) unfreezing the organization from its present state, (2) making the change, and (3) refreezing the organization in the new, desired state so its members do not revert to their previous work attitudes and role behavior. Action research is a strategy for generating and acquiring knowledge that managers can use to define an organization’s desired future state and to plan a change program that allows the organization to reach that state. Figure 10. 6 highlights the steps in action research. Diagnosis of the Organization The first step in action research requires managers to recognize the existence of a problem that needs to be solved and acknowledge that some type of change is needed to solve it. In general, recognition of the need for change arises because somebody in the organization perceives a gap between desired performance and actual performance. Determining the Desired Future State This step also involves a difficult planning process as managers work out various alternative courses of action that could move the organization to where they would like it to be and determine what type of change to implement. Implementing Action 1. First, managers identify possible impediments to change at all levels. The second step is deciding who will be responsible for actually making the changes and controlling the change process. The choices are to employ either external change agents or internal change agents or use some combination of both. 3. The third step is deciding which specific change strategy will most effectively unfreeze, change, and refreeze the organization. The types of change that these techniques give rise to fall into two categories: Top-down change is implemented by managers at a high level in the organization, knowing that the change will reverberate at all organizational levels. Bottom-up change is implemented by employees at low levels in the organization that gradually rises until it is felt throughout the organization. Evaluating the Action The fourth step in action research is evaluating the action that has been taken and assessing the degree to which the changes have accomplished the desired objectives. The best way to evaluate the change process is to develop measures or criteria that allow managers to assess whether the organization has reached its desired objectives. Institutionalizing Action Research Organizations need to institutionalize action research—that is, make it a required habit or a norm adopted by every member of an organization. The institutionalization of action research is as necessary at the top of the organization as it is on the shop floor. Managerial Implications Managers must develop criteria to evaluate whether a change is necessary, and carefully design a plan that minimizes resistance. 10. 5 Organizational Development Organizational development (OD) is a series of techniques and methods that managers can use in their action research program to increase the adaptability of their organization. The goal of OD is to improve organizational effectiveness and to help people in organizations reach their potential and realize their goals and objectives. OD Techniques to Deal with Resistance to Change Education and Communication: One impediment to change is that participants are uncertain about what is going to happen. Through education and communication, internal and external agents of change can provide organizational members with information about the change and how it will affect them. Participation and Empowerment: Inviting workers to participate in the change process is a popular method of reducing resistance to change. Participation complements empowerment, increases workers’ involvement in decision making, and gives them greater autonomy to change work procedures to improve organizational performance. These are key elements of most TQM programs. People that are involved in the change and decision-making process are more likely to embrace rather than resist. Facilitation: Both managers and workers find change stressful. There are several ways in which organizations can help their members to manage stress: providing them with training to help them learn how to perform new tasks, providing them with time off from work to recuperate from the stressful effects of change, or even giving senior members sabbaticals. Bargaining and Negotiation: Bargaining and negotiation are important tools that help managers manage conflict. Because change causes conflict, bargaining is an important tool in overcoming resistance to change. Manipulation: Sometimes senior managers need to intervene, as politics shows that powerful managers have considerable ability to resist change. Coercion: The ultimate way to eliminate resistance to change is to coerce the key players into accepting change and threaten dire consequences if they choose to resist. The disadvantage is that it can leave people angry and disenchanted and can make the refreezing process difficult. OD Techniques to Promote Change Counseling, Sensitivity Training, and Process Consultation: Recognizing that each individual is different also requires them to be treated or managed differently. Sometimes, counseling will help individuals understand that their own perceptions of a situation may be incorrect. Sensitivity training is an OD technique that consists of intense counseling in which group members, aided by a facilitator, learn how others perceive them and may learn how to deal more sensitively with others. Process consultation is an OD technique in which a facilitator works closely with a manager on the job to help the manager improve his or her interactions with other group members. Team building is an OD technique in which a facilitator first observes the interactions of group members and then helps them become aware of ways to improve their work interactions. The goal of team building is to improve group processes to achieve process gains and reduce process losses that are occurring because of shirking and freeriding. Intergroup training is an OD technique that uses team building to improve the work interactions of different functions or divisions. Its goal is to improve organizational performance by focusing on a function’s or division’s joint activities and output. Organizational mirroring is an OD technique in which a facilitator helps two interdependent groups explore their perceptions and relations in order to improve their work interactions. This technique is designed to get both interdependent groups to see the perspective of the other side. Appreciating others’ perspectives allows the groups to work together more effectively. Total Organizational Interventions: A variety of OD techniques can be used at the organization level to promote organization-wide change. Organizational confrontation meeting is an OD technique that brings together all of the managers of an organization at a meeting to confront the issue of whether the organization is meeting its goals effectively. Organizational Change free essay sample A look at how organizations manage change. (more)

Life in 1930 essays

Life in 1930 essays Hello. My name is Georgia Ann Cutler and I live in Southern Carolina with my ma, pa my big sister, Connie, and my big brother, Billy. Im ten years old and the youngest of the bunch. Were a pretty close-knit family even though we dont really see each other for most of the day. I spend my whole morning and early afternoon in school. Connie, whos 13, already has a job. She works at a textile mill. Connie used to go to school just like me, but ever since my family started having problems with money she had to help out. Whenever shes not too tired I sometimes talk to Connie about what its like being so grown up and havin a job and providin a livin for others. She tells me that its hard and very exhausting. She says that she has to stand on her feet all day surrounded by big and scary looking machinery. Since Connies still young and somewhat short she sometimes cant reach all the tall machines, so she has to stand on a flimsy cardboard box. Connies job consists of spinnin and spoolin clot h. Billy, whos 15 also has a job, but he also attends school. Hes a newspaper boy. I dont ask him too many questions about his life because now that Billys gettin older he dont really like talking to little ten year old girls, even if I am his sister. Billy thinks hes turnin into a man and is too mature to explain things to me. But Ive seen boys about his age standing in the streets yellin the newspaper headlines, tryin to sell the paper and it dont look like too much fun. My father works as a stonecutter. My mother always reminds us kids how lucky we are that my father was able to keep his job after the company started laying off a lot of its workers not too long ago. My father is a wonderful man. He always thinks of all us kids. Every day after he comes home from work, he buys us a li...

Business ethics individual written report Essay

Business ethics individual written report - Essay Example Without revenues, the companies, especially Nestle Company, will be forced to close shop. Closing up equates to filing a bankruptcy proceeding in the courts of law. The company complies with all health ethics and other community ethics standards. Likewise, Nestle Company does not reduce its current zeal to propagate the importance of implementing the ethical standard with the company’s territorial boundaries. The company sells products that will aid in the enhancement of the current and future customers’ health. The company also accepts and adheres to the current and future customers’ rights to receive valid and relevant information that will lead to the increased safety of all parties concerned. The parties include all stakeholders of the Nestle Company. The stakeholders include the customers of Nestle Company. The stakeholders include the managers of Nestle Company. The stakeholders include the company’s investors. The stakeholders include the Nestle Com pany’s creditors. The stakeholders should also include the current and future customers. Without the customers, the Nestle Company may not be able to generate as much sales as when there was an abundance of current and future customers (Stevens, 2009). In one situation, the customers were disheartened by the unfavourable side effects of patronising the Nestle products. Consequently, the company must not prioritise increasing revenues alone, at the expense of the customers’ sufferings. Nestle Company complies with the ethical standards of the community. The company’s milk and other food products contribute significantly to healthy individuals. The main goal of the company is to produce product that meet the current and future customers’ desire to become healthy (Stevens, 2009). By taking the Nestle products, the current and future customers will have better health conditions. With the Nestle products being distributed to the public, more people are able to buy the hard to find Nestle food products. Consequently, the Nestle Company’s 2008 financial reports indicate that the company was able to generate an estimated three percent growth rate. Further, the favourable growth rate occurred when the company sold products in the global health market segment. The same favourable growth rate arose when the company sold its popular branded products in the global wellness market segment. Likewise, the Nestle Company created an innovation of the marketing activities within the factory production process in order to maximize net profits. The company’s capacity to effectively respond to any external and internal factors of business threats can be easily rehabilitated. The Nestle Company’s marketing strategy includes the ethical selling of added value Nestle products (Stevens, 2009). Further, Nestle places primary importance on incorporation of business ethics. For example, Nestle was instrumental in the implementation of ethic al standards. During the 1970s, Nestle introduced business ethics in the marketing and distribution of infant formula. The Nestle’s implementation of ethical standards was done during the selling of the infant milk formula in the third world market segments (Boyd, 2012). During the same time period, the Nestle Company spearheaded the boycott of milk food and other related products branded as established violating business ethics policies. During the Nestle boycott of ethically wanting food products, Nestle recommended the filing of charges