How to Estimate Standard Deviations (SD)

How to Estimate Standard Deviations (SD) The standard deviation and range are both measures of the spread of a data set. Each number tells us in its own way how spaced out the data are, as they are both a measure of variation.  Although there is not an explicit relationship between the range and standard deviation, there is a rule of thumb that can be useful to relate these two statistics.  This relationship is sometimes referred to as the range rule for standard deviation. The range rule tells us that the standard deviation of a sample is approximately equal to one-fourth of the range of the data. In other words s (Maximum – Minimum)/4. This is a very straightforward formula to use, and should only be used as a very rough estimate of the standard deviation. An Example To see an example of how the range rule works, we will look at the following example. Suppose we start with the data values of 12, 12, 14, 15, 16, 18, 18, 20, 20, 25. These values have a mean of 17 and a standard deviation of about 4.1. If instead we first calculate the range of our data as 25 – 12 13 and then divide this number by four we have our estimate of the standard deviation as 13/4 3.25. This number is relatively close to the true standard deviation and good for a rough estimate. Why Does It Work? It may seem like the range rule is a bit strange. Why does it work? Doesn’t it seem completely arbitrary to just divide the range by four? Why wouldn’t we divide by a different number? There is actually some mathematical justification going on behind the scenes. Recall the properties of the bell curve and the probabilities from a standard normal distribution. One feature has to do with the amount of data that falls within a certain number of standard deviations: Approximately 68% of the data is within one standard deviation (higher or lower) from the mean.Approximately 95% of the data is within two standard deviations (higher or lower) from the mean.Approximately 99% is within three standard deviations (higher or lower) from the mean. The number that we will use has to do with 95%. We can say that 95% from two standard deviations below the mean to two standard deviations above the mean, we have 95% of our data. Thus nearly all of our normal distribution would stretch out over a line segment that is a total of four standard deviations long. Not all data is normally distributed and bell curve shaped. But most data is well-behaved enough that going two standard deviations away from the mean captures nearly all of the data. We estimate and say that four standard deviations are approximately the size of the range, and so the range divided by four is a rough approximation of the standard deviation. Uses for the Range Rule The range rule is helpful in a number of settings. First, it is a very quick estimate of the standard deviation. The standard deviation requires us to first find the mean, then subtract this mean from each data point, square the differences, add these, divide by one less than the number of data points, then (finally) take the square root. On the other hand, the range rule only requires one subtraction and one division. Other places where the range rule is helpful is when we have incomplete information. Formulas such as that to determine sample size require three pieces of information: the desired margin of error, the level of confidence and the standard deviation of the population we are investigating. Many times it is impossible to know what the population standard deviation is. With the range rule, we can estimate this statistic, and then know how large we should make our sample.

Bill Gates Bib

Bill Gates Bib Bill Gates is one of the most influential people in the world. He is cofounder of the most recognized brands in the computer industry with nearly every desk top computer using at least one software program from Microsoft. According to Forbes magazine Gates is the wealthiest man in the world and has been in the number 1 position for at least seven years.Gates was born and grew up in Seattle, Washington USA. His father, William H. Gates II was a Seattle attorney and his mother, Mary Maxwell Gates was a school teacher and chairperson of the United Way charity. Gates and his two sisters had a comfortable upbringing, with Gates able to attend the exclusive secondary "Lakeside School".Bill Gates started studying at Harvard University in 1973 where he met up with Paul Allen. Gates and Allen gates worked on a version of the programming language BASIC, that was the basis for the MITS Altair (the first microcomputer available).English: Melinda Gates in World Economic Forum (Cr...He did not go on to graduate from Harvard University as he left in his junior year to start what was to become the largest computer software company in the world, Microsoft Corporation.Bill Gates and the Microsoft Corporation"To enable people and businesses throughout the world to realize their full potential." Microsoft Mission StatementAfter dropping out of Harvard Bill Gates and his partner Paul Allen set about revolutionizing the computer industry. Gates believed there should be a computer on every office desk and in every home.In 1975 the company Micro-soft was formed, an abbreviation of microcomputer software. It soon became simply "Microsoft"Â ® and went on to completely change the way people use computers.Microsoft helped to make the computer easier to use with its developed and purchased software, and made it a commercial success. The success of...

Relationship Between Entrepreneurship and Innovation Essay

Relationship Between Entrepreneurship and Innovation - Essay Example The present research has identified that entrepreneurship is the act of taking a risk to offer at a fee for a product or a service to the market in order to make an income. The process of entrepreneurship involves identification of a problem and formulation of a workable solution to counter the problem. Innovation is the means by which something is conducted in a unique manner or differently. The two concepts are much related to entrepreneurs rely on innovation as a tool to help him provide a product or a service in the market. Innovation might employ the use of technology that entrepreneurs exploit to offer what they have to sell to the community. In the process of conducting a business as an entrepreneur challenges arise in each step of the way. Innovation helps entrepreneurs solve such challenges in a clever way that helps them stay afloat. Entrepreneurs calculate a risk and minimize it using innovations. The tool is applied in adapting to new market trends where the most innovati ve entrepreneur always remains relevant in the business even after the introduction of new products into the market. There is a more direct relationship between innovation and the performance of an individual or an organization considering them in an entrepreneurial context. The quality of service delivery and products are directly linked to the two subjects under discussion. When there is innovation, the individual or organization experiences a competitive advantage over his peers in the industry. It is easier for an organization to take informed steps and well-calculated risks with the application of innovation as a tool in delivering a product or a service. When the two relationships are good on an organizational or individual basis there are increased benefits from an increased market share, ROI (return on investment), new products, fast-mover advantage on products and the overall firm success.

What are some of the techniques or processes that can be employed to Essay

What are some of the techniques or processes that can be employed to evaluate health policy as opposed to evaluating a specific health intervention - Essay Example Grossly, there are three types’ measures which are used for evaluation (Gilson et al, 1975). They include ‘measures of structure, measures of process and measure of outcomes’. Measures of structure and process evaluate the strategies behind the policy while the measures of outcome assess the effects of the policy on the affected population. Community participation in the evaluation of any health policy is of prime importance and deliberative approaches when used by the concerned authorities are successful in yielding information which leads to the development of effective and appropriate modifications in any health programme (Gregory et al, 2008). A specific health intervention which has definite end points like the success of Polio immunization can be simply evaluated by taking the total figures of immunization doses administered (process measure) and demonstrable data of less occurrence of Polio (outcome measure) (Gilson et al, 1975). On the other hand more comp licated policies like evaluating the outcome of preventive strategies for Alzheimer’s disease might need more through data collection, research and analysis. Evaluation of a health programme involves the general processes like audit and quality assurance to determine whether predetermined standards have been met (Bowling, 2002). It may be directly focussed on patients in relation to treatment and care, evaluation of specific biochemical indicators or on the measurement of broader quality of life of the patients. Outcome of medical interventions from social, psychological, physical and economic perspectives are measured (Bowling, 2002). Gregory J., Hartz-Karp J. & Watson R (2008) Using deliberative techniques to engage the community in policy development, Australia and New Zealand Health Policy 2008, 5:16, retrieved online September 17, 2009 from

Water Pollution Plan Essay Example for Free

Water Pollution Plan Essay The Ocmulgee River runs from Lake Jackson and winds its way through thirty-three counties in Georgia before emptying into the Altamaha River. The river winds over 6, 180 square miles. Many towns can be found along the path of this river. Hawkinsville, Georgia is one of these towns. It is a city in the Pulaski County. A favorite past-time for many in Hawkinsville is the numerous fishing trips that are taken on this river every spring or summer. People from all over the south come to the Ocmulgee River to canoe down through its winding paths and beautiful forests. With the increased activity comes an increase in the amount of trash and pollution that is dumped into the river. Water Pollution in Ocmulgee River Nowadays, Ocmulgee River is already polluted. Trash is thrown into the river from boats, docks and people who are walking along the banks. People take the beauty of the river and its surrounding nature for granite. Oil and gasoline from increased boating activity leaks into the river and further contaminates the water. With new park, recreation and subdivision areas being built near the riverbanks, there is an increase in the concern over the pollution that is being dumped into the river. At one time, Hawkinsville had a textile facility located directly on the riverbank. This became a dumping site for trash and other debris that the factory no longer needed and chose not to cart off. Ways to Reduce the Water Pollution in Ocmulgee River There are several ways in order to reduce the water pollution in Ocmulgee River. According to an article published by the State Water Resources Control Board-California Environmental Protection Agency, there are some ways that can be followed in order to prevent water pollution while having outdoor community events, recreation outdoors and other recreational activities like boating (Rukeyser, 2006). First is to plan ahead and be prepared always. Bring the necessary things needed for the activity as well as emergency must-have like maps. When planning for an outdoor activity, meticulously take into account some practical means on how to reuse some items you are planning to buy. Make sure that the materials you will buy can be use after your first outdoor activity. Next is to camp on sturdy places. Also, try position up camps in more or less 200 feet away from the border of the lakes, rivers, streams and other bodies of water to prevent adding water pollution. As much as possible, have small campfires and put them off afterwards as well as spread out the cooled ash in the place. In addition, use proper sanitary facilities. If the likes are not available, bury body wastes in ‘cat holes or burrow six to eight inches deep at 200 feet away from the body of water. This is to ensure that the wastes will not contribute to water pollution especially when rain runoff occurs. Then, properly dispose all garbage. Also, clean up objects around you so that you will leave the place clean. Moreover, always dispose garbage in wastebaskets. In some parks, wastebaskets are provided so make sure to throw your litter. If not, take your recyclables and other garbage home and not just irresponsibly dispose it in the area. Furthermore, do not collect items such as natural, historical and cultural objects you saw in the place. Leave them as it is. Do not disturb the wildlife you see in the place especially during crucial periods such as winter, nesting or rearing young. As much as possible, do not bring your pets along with you so as to minimize the disturbance of the wildlife in the area. Likewise, respect and be understanding to other visitors. Stay away from activities that make loud noise. If possible, keep distance with other campers. Lastly, always follow the ‘Leave no Trace’ principles when having recreations outdoors. On the other hand, in order to lessen the pollution caused by the oil and gasoline from boating activities, use human powered recreational boats like canoes, rafts, kayaks, paddles and other non-motor powered equipments like skates and bicycles. In this case, it is not only water pollution that is reduced but air pollution as well. If there are factories that are situated near a body of water, they should provide facilities for the appropriate disposal of some hazardous wastes. These also should be labeled for proper identification. Other Approach in Reducing the Water Pollution in Ocmulgee River There are also volunteer programs whose main aim is to keep the waters of Georgia clean. For instance, the Georgia Environmental Protection Division Watershed Protection Branch has an annual program wherein the community volunteers and the 4-H office team up with them to host the annual Rivers Alive Ocmulgee clean up for the Hawkinsville-Pulaski County area. There is a pleasing outcome of the activity since everybody is involved, even the school children participates in cleaning the banks’ trash and other debris that has been dumped in or near the river. In return, the volunteers are treated to breakfast by the local 4-H office and are given a Rivers Alive shirt after the clean up to show their participation in the said annual function. Reference: Rukeyser, W. L. (2006, February 14). TIPS ON REDUCING STORM WATER POLLUTION Retrieved February 24, 2007, from http://www. swrcb. ca. gov/erasethewaste/reduce. html#community

The Role Of Decision Making In The Pre-crisis Period Of India (15 Marc :: essays research papers fc

The Role of Decision Making in the Pre-Crisis Period of India (15 March, 1959 - 7 September, 1962) More than thirty years have passed since the dramatic cling of arm in the remote Himalayan region of the Sino-Indian border. This Time gap seems to be appropriate for a correct reexamination of the conflict. The account of India's attempt to find balance with China, ever since the Kongska Pass incident in 1959 until the attack of 1962, is not merely a fact sheet that we can brows and toss and toss away. In stead we have to link each idea to the event and causes that might have played a role in the conflict. Ever since 1959 the border problem between Asia's biggest two nation- states has been picking up speed at a threatening speed. The year 1962 was the unfortunate year for India which knocked out any possibility of understanding between China and India. Of course, such an act of terror could have not started without some kind of the reason, whatever it may be. The chronological order of pre-crisis decisions taken India's authorities are of great importance. The role of the decision-makers before the time of the armed conflict had a big significance for India's position on political and economic matters in the continent of Asia. A major figure in India's decision making was Jawaharlal Nehru, leader of the Congress Party, head of the Planning Commission and chief spokesman of the government in Parliament. These titles not only made him an important nationalistic figure but also Gandhi's appointed heir and a "major architect of India's political institutions" (Brecher, 1959). Krishna Menon, "the controversial defense minister consulted in almost every issue" along with Pandit Govind Ballabh Pant was also a figure of great importance (Langyel, 1962). This importance was mainly derived from the fact that both shared the same overall world view of Nehru. However, in order to understand the cruicial importance of decision-makers, we shall looked seperately at each of India's top men. Menon was highly important and useful to Nehru in the essence that the latter helped Nehru convey his thought and policies to the outside world in a forceful and organized manner (Brecher, 1959). But as Rajani Palme Dutt said in his book "The problem of India," foreign policy was exercised "more behind the scenes than in meetings of the committee." Both Menon and Nehru acted to the desire of Nehru. It was often when the Foreign secretary would take to Pant drafts of diplomatic correspondence and get the reaction which was usually at Nehru's request (Hoffmann,1990). Foreign policy makers Nehru, Menon and Pant shared a common world view The Role Of Decision Making In The Pre-crisis Period Of India (15 Marc :: essays research papers fc The Role of Decision Making in the Pre-Crisis Period of India (15 March, 1959 - 7 September, 1962) More than thirty years have passed since the dramatic cling of arm in the remote Himalayan region of the Sino-Indian border. This Time gap seems to be appropriate for a correct reexamination of the conflict. The account of India's attempt to find balance with China, ever since the Kongska Pass incident in 1959 until the attack of 1962, is not merely a fact sheet that we can brows and toss and toss away. In stead we have to link each idea to the event and causes that might have played a role in the conflict. Ever since 1959 the border problem between Asia's biggest two nation- states has been picking up speed at a threatening speed. The year 1962 was the unfortunate year for India which knocked out any possibility of understanding between China and India. Of course, such an act of terror could have not started without some kind of the reason, whatever it may be. The chronological order of pre-crisis decisions taken India's authorities are of great importance. The role of the decision-makers before the time of the armed conflict had a big significance for India's position on political and economic matters in the continent of Asia. A major figure in India's decision making was Jawaharlal Nehru, leader of the Congress Party, head of the Planning Commission and chief spokesman of the government in Parliament. These titles not only made him an important nationalistic figure but also Gandhi's appointed heir and a "major architect of India's political institutions" (Brecher, 1959). Krishna Menon, "the controversial defense minister consulted in almost every issue" along with Pandit Govind Ballabh Pant was also a figure of great importance (Langyel, 1962). This importance was mainly derived from the fact that both shared the same overall world view of Nehru. However, in order to understand the cruicial importance of decision-makers, we shall looked seperately at each of India's top men. Menon was highly important and useful to Nehru in the essence that the latter helped Nehru convey his thought and policies to the outside world in a forceful and organized manner (Brecher, 1959). But as Rajani Palme Dutt said in his book "The problem of India," foreign policy was exercised "more behind the scenes than in meetings of the committee." Both Menon and Nehru acted to the desire of Nehru. It was often when the Foreign secretary would take to Pant drafts of diplomatic correspondence and get the reaction which was usually at Nehru's request (Hoffmann,1990). Foreign policy makers Nehru, Menon and Pant shared a common world view

The Importance of Employee Engagement

Change is a constant in today? s modern business activity. As Harvard Business School Professor John Kotter wrote in Fujitsu? s `Fit for Change? report, â€Å"the current rate of change within businesses is faster than the rate at which organisations are improving†¦many organisations just can't keep up with the speed of change. † (www. theinformationdaily. com, 2012). This more and more complex and competitive environment inflicts a greater pressure on the employees; given that the employees are the heart of organisations not approaching them appropriately is one of the main reasons of corporate failure (Argenti, 2009).Although there is not a lot of research done in this field as it is a relatively new concept (Saks, 2006), understanding the importance of employee engagement and implementing a well-developed internal communications plan is crucial for success, especially during change (Dolphin, 1999). The organisation should be guided by experts through all this complexit y if it wants to overcome all the tension that originates from the dynamics of change and survive. THE IMPORTANCE OF EMPLOYEE ENGAGEMENT Many authors claim that an organisation? accomplishments, financial performance and employee outcomes may be predicted by the levels of employee engagement. However, it is surprising that even if it is a logical assumption, it appears that employee engagement is waning and that disengagement among the majority of today? s workforce is costing huge amounts of money to organisations in productivity loss (Saks, 2006). At present, workers are well educated, have greater expectations than those of past generations, and aspire to have a better understanding of the company they work for (Argenti, 2009).According to Argenti (2009), most companies? senior managers exclude lower-level employees from taking part in most decision-making. According to Dolphin (1999), employee communication is too often conducted by in-experienced and junior personnel. Therefore , it could be said that organisations do acknowledge the importance of employee engagement to some degree but are not following an appropriate and effective two-way communication strategy that will engage their staff. ORDER AND CHANGEEvery organisation has a culture and identity of its own and these should be consistent, coherent, and clear. When an organisation suffers a big change, it might have the need to acquire a new identity and/or alter or even create a whole new corporate culture (Dolphin, 1999); to be able to direct this change effectively, there must be a well-defined vision. Most of the definitions of vision in this context make reference to an ideal or a future to which the organisational change should lead to (Palmer, Dunfard ; Akin, 2006).Without a firm vision and effective internal communications, the â€Å"changes introduced by managers may seem arbitrary and unneeded†¦ vision helps to motivate staff in working towards the change and engaging in what may appea r to be daunting or risky actions† (For Kanter et al. , as cited in Palmer et al. , 2006, p. 245). Sutton and Khan (1986 as cited in Jimmieson et al. , 2004, p. 12) argue that when a deep change is about to happen, workers â€Å"go through a process of sense-making in which they need information to help them establish a sense of prediction and understanding of the situation†.Palmer, Dunfard and Akin (2006) insist in the importance of having their employees well informed about the situation and about what is expected from them, To the extent that the strategic intent is not complemented by clarity as to expected actions, the chances increase employees will fail to convert a change initiative into supporting action at their level of organisation. The Key point here is that the lack of supporting action is not due to overt resistance or even apathy; it is due to the lack of clear understanding of what such supportive action would â€Å"look like. (Palmer et al. , 2006, p. 149) Organisations must therefore aim to achieve a balance between order and change. For instance, they can only operate efficiently if members execute their roles consistently, perform everyday operations, and uphold ordered structures, but they also need to stay open and agile enough to react to and anticipate the fluctuating stresses of today? s changing commercial environment. (Jacobs, 2004, p. 382). Carl Weick (1979, as cited in Jacobs, 2004, p. 82) highlights in his relational perspective the role of communication when dealing with the tension that arouses between these two elements and suggests that organisations are in essence the outcome of communication collaborations. Lewin? s Three Stage Model of Change (Carnall,2007, p. 70) can be used to help the organisation better understand this process. It consists of three stages: 1. Unfreezing. It is related to cultural change.Identifying both present behaviours and required behaviours necessary to achieve the organisation? s mi ssion and common goals and analysing the differences, with the participation of the company? s members, is the first step of â€Å"unfreezing† actual change. 2. Changing/Moving. Identifying the procedures and changes in the structure that will enable the execution of the new behaviours and the implementation and examination of accomplishments. 3. Refreezing. Instilling the new behaviours, attitudes, and values in the group.This is usually done by rewarding new behaviours, carrying out policies, implementing an effective communication, and educating members in order to support the new culture and behavioural principles; commitment to change is attained in this stage. However, as organisations and their environments are ever more uncertain and dynamic, many changes may occur at once and when one area is refreezing another might be unfreezing or moving. This has led Clark and Clegg to believe that `successful management in the future must be based on intelligence and creativity and the capacity to question and learn? â€Å"executives must learn how to combine continual change with the ability to sustain `business as usual? † (1998, as cited in Carnall, 2007, p. 78-79). An organisation is dynamic, it is persistently reinventing itself, and therefore must be monitored constantly. THE RISKS OF CHANGE AND THE IMPORTANCE OF ORGANISATIONAL SUPPORT A possible reason for failure could be that organisations simply do not dedicate enough time or attention to understand the psychology of change. Employees? xperience is a critical factor that should be considered; it is how people adapt and react to change that makes a difference. Firstly, changes in an organisation are not linear by nature and thus uncertainty is the most common psychological condition that emerges as a result (Callan et al. , 2004); â€Å"much of what we refer to as resistance to change? is really ‘resistance to uncertainty’ meaning that the resistance originates from the proces s of dealing and handling change, not from the change itself (Carnall, 2007, p. 3). Secondly, Palmer, Dunfard and Akin (2006) argue that people? perceptions of how they believe that change will affect their personal interests will influence their readiness for it. People have a tendency to support changes that do not seem threatening to their interests and resist those that appear to be harmful. (Palmer et al. , 2006, p. 149). Managers should understand the potential risks of letting employees face changes on their own without a consistent support on behalf of the organisation. Doubt and uncertainty should be dissipated and substituted by safety, and mutual interests should be addressed to avoid feelings of threat.According to Argenti (2009) effective internal communications not only requires facilitating employees with relevant and sincere information but it should also reinforce their belief that they are significant assets to the company and that subsequently their matters are to o. Listening to them and allowing their participation in conversations regarding organisational change will keep them â€Å"excited about their work, connected to the company? s vision, and in a position to further goals of the organisation† (Argenti, 2009, p. 84). An example that describes poor attention to how stakeholders react to change (whether they are predisposed to welcome it or reject it from the beginning) is Kodak? s announcement of its reduction in workforce to its staff, and of its dividend cut to its investors. They ignored the importance of setting an adequate strategy to promote a positive response prior to change and this basically resulted in resistance to change from both groups which led the merger with Compaq Computers a failure (Palmer et al. , 2006, p. 1) REASSURING EFFECTIVENESS IN COMMUNICATION Before any action is taken, the organisation must have a sense of the present effectiveness of its internal communications. Argenti (2009) reveals that an exce llent way to measure the effectiveness of its actions is by executing communication audits and systematic temperature checks to discover the employees? attitudes towards the organisation itself, their opinion about the quality of the communications they are getting, and whether the messages are being understood.Once this is done, an internal communication framework can be implemented to work on solutions to any communication deficiencies and satisfy those requests. The Strategic Employee Communication Model and Best-practice Definitions (Appendix A) can be used in a change programme as â€Å"benchmarks against which to measure a company? s employee communication strengths and weaknesses as well as a model of effective change†. According to Barrett (2004), both the model and its different elements were inspired by research done in numerous Fortune 500 companies on what actually works in employee communication.The best companies integrated many of these definitions in their pra ctice scheme. This model links all principal factors involved in employee communication between them and to the company? s manoeuvres and strategy; it analytically breaks down communication into distinguishable and manageable portions and illustrates how interconnected and inter-reliant each portion is when employee communication is placed strategically within the organisation, a must in order to make change feasible. What moves this model from a tactical level to a strategic one is the direct connection to the firm? â€Å"strategic objectives and business planning process plus the overlay of supportive management with on-going assessment of individual and company communication. † (Barrett, 2004, p. 22). An example of a good communication in practice is what CEO Gordon Bethune did in Continental airlines. Every month, he held an open-house in his own office where employees were welcome to go and talk to him about any issues, suggestions, or complaints, and in numerous occasio ns he would go himself to meet the employees at their workplace.This platform for open, informal, and sincere discussion was his trait of leadership. He has been recognised for having significantly improved employee spirit and productivity as well as enhancing the global culture of the firm. This is illustrative of what should be done to have the organisation prepared in the eventuality of change. THE LEARNING ORGANISATION. FROM INDIVIDUALS TO A TEAM In order for the organisation to move as a whole it should behave and act as one.Organisations should provide the ground for individuals to move out of their sense of self, be flexible, and connect with and contribute to the group consciousness. Many authors emphasise the need of creating learning cultures within organisations in order to achieve success during change. â€Å"Teams, not single individuals, are the key to successful organizations of the future and†¦ individuals have to learn in the context of the team† (Append ix B). Hurst (1995, as cited in Carnall,2007, p. 65) for instance exposes that a performance organisation should evolve into a learning organisation when it faces complexity; â€Å"tightly defined tasks, control systems and rigid structures† should be replaced by â€Å"recognition, networks and teams†. His ecocycle model of eight stages points toward renewal through which the company reinvents itself, more explicitly, â€Å"in which people rethink what they seek to achieve, with whom and how, and thereby recreate the organisation†¦ it is certainly a learning process†. The complexity theory can throw some light on this perspective.As Darwin, Johnson and McAuley (2002, cited in Carnall,2007, p. 84) note, the basic idea that lies beneath the relevance of the complexity theory within the literature regarding organisational behaviour is that of a multifaceted adaptive organism described as a coherent network of agents interacting in parallel with no ? command an d control framework? and who are ? adaptively intelligent? (Appendix C). This view links to the idea of ? self-organisation? (Carnall,2007, p. 84). Emery (2004, as cited in Carnall, 2007,p. 85) also presents â€Å"an analysis of open-systems theory-based action research as an enabler of learning and change†.She starts off by stating that learning is fundamental for viable change and then argues that practitioners must deal with all individuals at every level of the corporation and all practical areas must be implicated in some kind of practise that will enable them to take part in this learning process. However, she highlights that there are certain obstacles that might get in the way such as certain attitudes of the elite members, fail to use a common language throughout the organisation, and diverse framework and priority schemes.Another issue to tackle is the fact that individuals have different learning rates and they learn in different ways (Carnall, 2007). That is where the role of internal communications plays a significant role. Professional practitioners should be able to identify where communications fail and target unlike audiences with different techniques to be able to engage them appropriately. We therefore can determine that the objective of education in the long-run would be to create a â€Å"strong sense of listening and of responsiveness [that will] permeate(s) the organisation† (Macleod, p. 9) by: -Forming engaging managers that will know how to communicate cultures and values and treat their personnel with respect. As MacLeod ((Macleod, p. 79) ) states in his report, managers who engage â€Å"facilitate and empower rather than control or restrict their staff; they treat their staff with appreciation and respect and show commitment to developing, increasing and rewarding the capabilities of those they manage. †. -Giving employees a voice and tools to address management with their concerns.They must feel â€Å"they are l istened to and see that their opinions count and make a difference†¦ [And that they are able to] speak out and challenge when appropriate† (Macleod, p. 79) CONCLUSION Employee engagement levels can predict an organisation? s accomplishments and performance as it is claimed by many authors. However, due to today? s complex environment it is more than necessary to build up a strong internal communications strategy. Employees should not be isolated from the organisation as a whole and should be informed and involved in it. The corporate culture should be coherent and the vision should be clear.If organisations fail to communicate all this properly and engage its employees into believing that change is not synonym of threat, resistance will appear. Resistance may lead to a break in the internal homeostasis and the consequences will show up as a failure when trying to move the organisation forward. REFERENCES Argenti, P. (2009) Corporate Communication. 5th ed. Singapore: Mc Gr aw Hill. Carnall, C. (2007) Managing Change in Organisations. 5th ed. Essex: Prentice-Hall. Dolphin, R. (1999) The Fundamentals of Corporate Communications. Butterworth-Heinemann. Jimmieson, N. t al. (2004) A Longitudinal Study of Employee Adaptation to Organizational Change: The Role of Change-Related Information and Change-Related Self-Ef? cacy. Journal of Occupational Health Psychology , 9 (1), p. 11-27. MacLeod, D. and Clarke, N. (2009) Engaging for Success: enhancing performance through employee engagement. [report] Department for Business Palmer, I. et al. (2006) Managing Organizational Change: A Multiple Perspectives Approach. s. l. : Mc Graw-Hill Saks, A. (2006) Antecedents and Consequences of Employee Engagement. Journal of Managerial Psychology, 21 (7), p. 00-619. www. theinformationdaily. com (2012) Making your organisation fit to change. [online] Available at: http://www. theinformationdaily. com/2012/12/21/making-your-organisation-fit-to-change [Accessed: 4 Mar 2013]. J acobs, G. (2004) Corporate creative thinking. In: Oliver, S. M. ed. Handbook of corporate communications and public relations. London: Routledge, pp. 382-384. Barrett, D. J. (2004) A best-practice approach to change communication. In: Oliver, S. M. ed. Handbook of corporate communications and public relations. London: Routledge, pp. 22-24. . APPENDICES Appendix A. Figure 2. 1 Strategic employee communication model (Barrett, 2004, p. 23) *Appendix B. Senge? s five disciplines: 1. Systems thinking: everyone must learn how to view things as a whole and that one set of events has impact on others 2. Personal mastery: ? the discipline of continually clarifying and deepening†¦ personal vision, of focusing†¦ energies, of developing patience, and of seeing reality objectively.? 3. Mental models: ? learning to unearth†¦ internal pictures of the world, to bring them to surface and hold them rigorously to scrutiny? 4.Build a share vision: leadership is the key to creating and co mmunicating the vision†¦ the leader creates vision but is prepared to have it reshaped by others 5. Team learning: teams, not single individuals, are the key to successful organizations of the future and individuals have to learn in the context of the team (Senge, 1990, as cited in Carnall, p. 164) *Appendix C. Darwin, Johnson and McAuley (2002, Carnall, p. 84) describe a multifaceted adaptive organism: 1. It is a network of ? agents? acting in parallel, often interconnected, ways but without any ? ommand and control? framework 2. These agents are ? adaptively intelligent? ; constantly seeking and making sense of patterns, testing ideas, evolving and learning. 3. Change is achieved through learning, evolution and adaptation. 4. Control of the system is dispersed throughout the system. 5. Coherence within the system arises out of competition and cooperation among the agents as they see advantage in alliances and other arrangements for mutual support. This view links to the idea of ? self-organisation?. (Darwin et al, 2002, as cited in Carnall, p. 84)

Being an other Essay

In her essay â€Å"Being an Other† Melissa Algranati talks about how she didn’t know what race category she belonged to because of her ethnic background. Algranati’s father was born in Alexandria, Egypt and her mother was born in Maniti, Puerto Rico. She is a product of marriage, and her race is a Puerto Rican Egyptian Jew. She explains how her upbringing was different because of her parents’ different racial barriers. Algranati’s supports her issue and also gives emotional appeal about her childhood. By being different because she is a blend of multiple cultures Algranati and her parents had to face reality of growing up with a different ethnic background in America society. Algranati has a strong tone because she explains how she was faced with challenging her ethnicity. She really didn’t know what category she fell under from her being a mixture of races. â€Å"It was not until I took the standardized PSAT exam that I was confronted with the question: Who am I? (667). She was intertwined up and distraught because of herself identity. She felt lost because this was a moment of realization and there are a lot of issues circulating behind her race and ethnicity. Essentially, the only way she could classify herself was choosing â€Å"other†. When being intertwined in not knowing where you belong in society can be a great burden on someone. Furthermore, she’s really left with trying to figure out her true identity. Algranati connects with the reader by helping them understand her viewpoint of growing up in America with a different cultural background. With so many duel citizenships, because of parents from different traditions , life b ecomes complicated for Algranati and her family. â€Å"The only problem was that the difference in language and social status led â€Å"real† Americans not to consider them citizens† (668). With American society becoming more developed, the next generation is becoming programmed into thinking that certain cultures are below others, therefore confusing them and making them feel like they don’t belong. Algranati not only was from two different ethnicities but she had to deal with the humiliations and discrimination with her Puerto Rican and Jewish Heritage .Nevertheless, the issues behind color and a diverse background run very deep. Algranati states, that her mother was called a â€Å"white Hispanic† because of her outer appearance. She also says that once her mother’s English improved,  no one even noticed her true nationality unless she told them (669). People are quick to judge one another from the color of one’s skin. There are a lot of issues circulating behind race and ethnicity. For a country that is all about diversity and equal rights, it seems some cultures have an unfair advantage over others because of their cultural background. While a lot of immigrants feel they are being mistreated and denied opportunity to be a U.S. citizen, some children of different cultures feel they are being forced to suppress their ethnic backgrounds, to fit in with the dominating race in our society. The writer uses highly emotional language by describing how she was accepted in American society and later was rejected because of her cultural differences. In other words, Algranati was mistaken for another race. She states, how she was accepted by her friend’s father like a daughter until he realized her true uniqueness (670).Immigrants, end up becoming disliked and singled out because of their skin color or ethnicity. Because Algranati is of a different origin doesn’t mean that she should be treated unequal, no one wants to be separated from their social life. As a society most fear the unknown, but with everything changing drastically there is a lot of unknown. Society is already struggling when it comes to social class. Unfortunately, the disputes about race and where someone thinks you belong in society are very cruel because everyone just wants the best opportunities for survival. America is the land of the free, and no one should be denied the freedom to live a better life. With multicultural marriages giving way to mixed children, the families are being caught in the cross fire. Algranati may have been faced with different issues but in the end she embraced who she is. She may have not been an â€Å"All American Girl† but she has a place within society as a Puerto Rican Egyptian Jew. Life is a journey, no one wants to be singled out or treated cruelly because of the color of their skin or their ethnicity, but it happens practically every day. As far as this world has come, people still deal with race and social acceptance. Until society realizes, that the value of life is honesty and respect for one another, there will always be friction. When will this society be all about love and compassion for one another? As  human beings, all are created equally, so really no race is higher than the other. Society needs to learn how to support one another and learn to get along with each other. Most people want to be loved; if people learn to appreciate others not based on their outer appearance then society will be a much better place. Algranati, Melissa. â€Å"Being an Other† from Becoming American, Becoming Ethnic: College Students Explore Their Roots, Ed Sonia Maasik and Jack Solomon. Boston: Bedford, 2012. 667- 671. Print.

Free Essays on Parenting Styles

Parenting Styles Parenting styles vary. Some parents are strict, some are lenient. Some spank, some reason. Some show little affection, some give an abundance of hugs and kisses. The most heavily researched aspect of parenting has been how, and to what extent, parents choose to raise their children. Researchers have identified three parenting styles: authoritarian, permissive, and authoritative. Authoritarian parents must have complete control and expect a high level of maturity from their children. They lack clarity of communication and provide little nurturance. They impose rules and expect obedience. Permissive parenting styles are at the opposite end of the spectrum. They lack control and expect very little, yet open communication and affection are important to this type of parent. They submit to their children's desires, make few demands, and use little punishment. Authoritative parents are the most balanced. They are both demanding and responsive. They exert control not only by setting rules and enforcing them, but also by explaining the reasons and encouraging open discussion and allowing exceptions when making the rules. All three of these parenting styles are easily recognizable by their relationship with their children. The authoritative stands out as the most admirable style.... Free Essays on Parenting Styles Free Essays on Parenting Styles Parenting Styles Parenting styles vary. Some parents are strict, some are lenient. Some spank, some reason. Some show little affection, some give an abundance of hugs and kisses. The most heavily researched aspect of parenting has been how, and to what extent, parents choose to raise their children. Researchers have identified three parenting styles: authoritarian, permissive, and authoritative. Authoritarian parents must have complete control and expect a high level of maturity from their children. They lack clarity of communication and provide little nurturance. They impose rules and expect obedience. Permissive parenting styles are at the opposite end of the spectrum. They lack control and expect very little, yet open communication and affection are important to this type of parent. They submit to their children's desires, make few demands, and use little punishment. Authoritative parents are the most balanced. They are both demanding and responsive. They exert control not only by setting rules and enforcing them, but also by explaining the reasons and encouraging open discussion and allowing exceptions when making the rules. All three of these parenting styles are easily recognizable by their relationship with their children. The authoritative stands out as the most admirable style....

More Confusing Spanish Verb Pairs

More Confusing Spanish Verb Pairs Spanish students usually learn fairly early in their studies about how to distinguish between the two main verbs for to be, ser and estar, and the two main verbs for to know, saber and conocer. But because they arent used as often, it is easy to overlook some of the other confusing verb pairs. Among those pairs are those for the verbs to ask, to leave, to apply, to have, to play and to take. This list is by no means exhaustive, but if you can learn how to properly translate these verbs into Spanish you will be well on your way to avoiding some of the most common verb-choice mistakes made by non-native speakers. To Ask If youre making a request for a thing or some action, use pedir. But if youre asking for information about something, use preguntar. Remember that pedir can be translated as ask for or request, so you dont need to follow it with a preposition. Me pidià ³ tres dà ³lares, he asked me for $3. Me preguntà ³ por tres dà ³lares, he asked me about the $3 (as what happened to it). Me pidià ³ que cocinara la comida, she asked me to cook the meal. Preguntà ³ si habà ­a cocinado la comida, she asked me if I had cooked the meal. Note that pedir is irregular. To Leave If youre leaving in the sense of exiting or going away, use salir (you may remember that an exit in Spanish is una salida). But if youre leaving an object somewhere, use dejar. El tren sale a las ocho, the train leaves at 8. Dejà © mis libros en el tren, I left my books in the train. Dejar also can mean to leave in the less common sense of to allow.  ¡Dà ©jame salir! Leave me go! Note that salir is irregular. To Apply If youre applying in the sense of applying for a job, use solicitar. If youre applying something, use aplicar. Tres personas solicitan el puesto de redactor, three people are seeking the editors position. Tengo que aplicar el bronceador, I need to apply the suntan lotion. Note that aplicar is irregular. You also can use aplicarse for to apply oneself. Mi hijo se aplica mucho en sus tareas escolares, my son applies himself well to his homework. To Have To have in the sense of to possess is tener. Haber is usually used much as the English to have as an auxiliary verb with the past participle. Tengo tres libros, I have three books. He leà ­do tres libros, I have read three books. That difference is straightforward. But both verbs can also be used with que to indicate necessity. Tener que followed by an infinitive means to have to, while hay que (hay is a form of haber) also expresses necessity but doesnt specify who is performing the action. Tengo que leer tres libros, I have to read three books. Hay que leer tres libros, three books have to be read (or, it is necessary to read three books). Both tener and haber are irregular. To Play Use jugar when talking about playing a game, tocar when playing a musical instrument. Me gusta jugar al bà ©isbol, I like playing baseball. No me gusta tocar el piano, I dont like playing the piano. Both jugar and tocar are irregular. To Take Use llevar for to take in the sense of to carry or to transport. But use tomar for to take in the sense of to take for ones use. Use sacar for take out in the sense of remove. Me llevas al aeropuerto, youre taking me to the airport. Tomo el tren al aeropuerto, Im taking the train to the airport. Tengo que tomar la medicina, I have to take the medicine. El dentista sacà ³ las muelas, the dentist took out the teeth. Sacar is irregular.

Managing Change Essay Example | Topics and Well Written Essays - 2250 words

Managing Change - Essay Example This move would have resulted in the loss of 600 jobs in its combined workforce of approximately 4,200 employees from the two plants. For that year, annual production targets were also reduce from 70,000 units to merely 40,000. Global overproduction and a 17% slump in domestic sales for the second half of 1999 were the reasons cited by Mitsubishi for the downsizing. Mitsubishi officials also claimed that the decline in the value of the Australian dollar had made it too costly to import Mitsubishi components. The decision to downsize in 2000 followed the downsizing of already 300 production jobs for the company yet despite these decisions, profits for the company did not improve. As of December 1999, the company reported a $A 130-million loss, its worse in twenty years in Australia (Cook, 2000). In 1997, the Howard government suspended plans to end tariff protection for the car industry until 2010 due to pressure from car manufacturers and threats by Mitsubishi that it will wind-up production in Australia. This was initially regarded as guaranteeing job security for worker, but despite the existence of tariff protection, major restructuring and downsizing still continued in Mitsubishi. The reason is that downsizing is attributed not to the company's national performance but to a major global restructuring program announced by Mitsubishi in October 2000 to cut costs by $US 3 billion by 2001. The plan involved cutting 9,900 jobs from the company's international workforce of 88,800 over a span of four years. Of the 9,900 jobs to be cut, 1,400 of these are production and clerical jobs in Japan (Cook, 2000). Another factor that compounds to the company's problems is its debt of 1.75 trillion yen or $A 27 billion. Mitsubishi continues to be under pressure from Daimler-Chrysler, who has a one-third holding in the company, and the power of veto over Mitsubishi's board. Daimler-Chrysler is demanding Mitsubishi to take drastic steps to reduce its huge debt and that the company focuses its future investment in more efficient production plants in Malaysia and Thailand (rather than Australia) where there is cheaper labour and favourable local investment incentives (Cook, 2000). In addition to these problems, Mitsubishi is also burdened by a failed vehicle financing scheme in the U.S. and losses amounting to approximately $US 2.8 billion in 2003. Daimler-Chrysler, the majority shareholder for the company, also refused to give Mitsubishi a $US 6.5 billion restructuring package (Spoehr, 2004). In 2004, Mitsubishi released a restructuring plan and formally announced its decision to close down its Lonsdale Plant resulting in the loss of 650 jobs, including the reduction of 350 workers in their Tonsley Park assembly plant workforce (Spoehr, 2004). The

Research methods Essay Example | Topics and Well Written Essays - 2000 words - 2

Research methods - Essay Example The institutions in turn are supposed to make their operations and services attractive enough for the industry and the customer. The value that is addition done by both operations management and operations strategy happens to be fundamental to any organization. The above mentioned articles have one thing in common; they underline the need for effective management of financial aspects of a business. Providing services or goods are the basic forms of operational activities. All organizations try to provide a combination of products and services, using available sources with them. Opening a bank account, taking a meal in a restaurant, visiting a hospital, buying a pair shoes, insuring a vehicle, a hotel stay etc. are all operations activities and their management is central to the successful provisioning of goods and services. Such value addition helps the banks and financial institutions help in making them friendly institutions to the customer base at large. Marketing consists of the strategies and tactics used to identify, create, and maintain satisfying relationships with customers that result in value for both the customer and the marketer. Relationship management, the very basis of running financial services, asks for earning the loyalty of customer. This in turn calls for keeping the workforce motivated enough, while extending valuable services to the customers. The global economy has made it almost mandatory for retail stores, banks, financial institutions etc. that an effective strategy is adopted for managing the workforce and the diversity at the organisation so that everybody is able to enjoy a better working environment and the customer too feels valued. This helps the company in taking on the competitors with fullest potential. The bank (or any company for that matter) can acquire competitive advantage on its rivals on account of marketing efforts, brand building, value creation, innovation, supply chain management, operatio nal