Measurement of intellectual capital Annotated Bibliography

Estimation of scholarly capital - Annotated Bibliography Example The article entitled â€Å"Measuring for managing?† An IC Practice Case Study is written so as to feature the accomplishment of the legislative association which was working with the name of Lands as far as executing practices of overseeing scholarly capital and it utilized a contextual investigation way to deal with research the issue. The authoritative administration was giggled at and they were savagely decided as chasers of a slippery practice however toward the day's end, the dark horses had risen as triumphant in light of the fact that they had a dream and they had faith in it and their exhibition appeared to the world that they are for sure fruitful. The associations learn as people do and they need to make neural systems and information banks so as to hold their learning. With the assistance of present day brain science, it very well may be set up that people work out their way in lives by applying their encounters which are known to get put away in the nuclides of their minds. Be that as it may, associations experience different sorts of encounters regularly and their exposures and logs are recorded in foundation of data innovation. The workers get to the databases so as to figure out how to deal with specific circumstances though; they consistently update them with their encounters too so future learning can be encouraged. This article is helpful for me in demonstrating worth of my examination subject as an applied idea. The following article which has a working title of â€Å"Intellectual capital estimation: a basic approach† featured the way that the organizations are working with not exactly viable methods for estimating IC’s viability since they are concentrating on monetary profits which are related with hierarchical learning and it utilizes a case advancement philosophy. Notwithstanding, this paper goes poorly with the previously mentioned article since people don't have confidence in what they can't see. The organizations measure achievement in money related terms

Summary of Management Consultancy

Part 1: OVERVIEW OF MANAGEMENT CONSULTANCY SERVICES BY CPAs Introduction to the World of Consulting * Consultants are not all CPAs. Anybody can be an advisor. Be that as it may, to flourish in consultancy, one must have the ability. The most convincing nonmonetary reasons individuals enter the counseling field are: 1. Sharing their insight to support their customers. 2. Building business system and make a stride up in one’s corporate profession. 3. Having no chief, being free and settling on their own choices. 4. No dread of being laid off. 5. Having an adaptable wellspring of salary. 6. A methods for offering back to the network by giving mastery and help with network based ventures. Development of MAS The essential factors that added to the rise and development of the executives consultancy are: 1. Development in size and unpredictability of business. 2. Trouble in directing and dealing with a business. 3. More prominent rivalry among organizations with the goal that new administration strategies should be applied. 4. Acknowledgment of the significance of precise and opportune data in dynamic. 5. Powerlessness to have a total line-up of expert administration. Creating Trends Management consultancy presently has practical experience in data frameworks, computerized workplaces, money related investigation and demonstrating planning and cost controls, association structures, staff remuneration, vital arranging and a large group of different zones. * Another pattern has been the improvement of business instruction. * The quality undergrad and graduate projects in busin ess are creating better-prepared contestants into the positions of the executives counseling calling. Because of this implantation, the executives counseling is turning into an impetus for progression of better administration ideas and methods. Innovative improvements have happened at a stunning pace in such regions as data sciences and choice sciences. * Computer equipment and programming, along with information correspondence and apply autonomy speak to integral assets for business the executives. Future Prospects A veteran administration expert makes the accompanying forecasts: 1. The board counseling will turn out to be significantly progressively particular. 2. The consultant’s direction will be towards being a knowledge supplier, maker and sharer of data. 3. The executives counseling firms will tend either to stay little or to turn out to be very huge. Little firma will flourish by centering upon tight zones of specialization while enormous firms should create and offer a wide scope of administrations to continue their significant expenses of activities. 4. As experts develop in number, they will grow progressively advanced methods for promoting their administrations. 5. Brilliant alumni of bookkeeping, the executives and business colleges will keep on being pulled in to vocations in the board counseling. The Consulting Industry Most meanings of consultancy would include: . Data innovation 2. Counseling and framework mix 3. Corporate procedure 4. Tasks the executives 5. HR the board 6. Re-appropriating The Main Types of Consultant Firms 1. IT Firms (for instance, IBM’s acquisition of PwC Consulting) †to expand income 2. Bookkeeping firms offering consultancy 3. Major Consulting Only Firms 4. Independents Professional bodies, for example, PICPA offer proficient preparing and accreditation and give a gathering to terrifically significant systems administration. Profession in Consulting Firms (in climbing request of position) 1. Expert †liable for social event data and handling it for the counseling group. 2. Specialists †attempt the assessment of the customer business and make proposals for its sake. 3. Senior Consultant or Managers †progressively experienced experts that have the obligation of driving a counseling group. †would normally have 3-5 years of counseling experience. †would be increasingly associated with managing individuals from the customer group. 4. Business Development Managers †are liable for building up the firm’s items and building its relationship with customers. would be associated with some huge, complex counseling ventures at a key level. †most would have 5-10 years of counseling experience. 5. Chiefs (or Partners) †are the most experienced advisors, who assume on liability for the improvement of the association all in all and who lead its key turn of events. †would keep up contacts with senior work force in the customer organization s and would have generally duty regarding ventures. †would have 10+ long stretches of counseling experience. Nature of MAS by Independent Accounting Firms The executives Advisory Services (MAS) by free bookkeeping firms can be depicted as the capacity of giving proficient warning (counseling) benefits, the main role of which is to improve the client’s utilization of its abilities and assets to accomplish the goals of the association. The executives Consultancy can likewise be depicted as an autonomous and target warning assistance gave by qualified people to customers so as to assist them with recognizing and dissect the board issues and openings. 2 sorts of experiences with customers: . Conference giving counsel and data during a brief timeframe outline. The guidance will be conclusive when the specialist is completely mindful of the circumstance and has adequate skill to require progressively escalated examination or examination. 2. Commitment comprises of that type of the executives warning or counseling administration in which a logical methodology and procedure is applied in an investigation or task. This methodology ordina rily includes: a. Finding out the appropriate realities and conditions b. Looking for and distinguishing goals c. Characterizing the issue or open door for development d. Assessing and deciding the potential arrangements e. Present discoveries and proposals f. Executing the arrangement, if suitable And following the client’s choices to continue, the autonomous bookkeeping firm may likewise be associated with: a. Arranging and planning activities to accomplish the ideal outcomes, and b. Prompting and giving specialized help with executing In blend with information and involvement with so much zones as: a. Association and the board strategies b. Office and the executives capacities c. Frameworks and strategies d. Information preparing techniques e. Quantitative strategies f. Money related administration To deliver arrangements, for example, * An administration data framework * A business revealing framework * A cost bookkeeping framework * A work estimation program * Improved creation control * An association plan with explanations of obligations and duties, or * An electronic information preparing framework Rationale of Using Management Consultants An administration specialist is recruited for at any rate four important reasons: 1. Autonomous Viewpoint This empowers him to see the genuine idea of the issues and recognize doable and infeasible arrangements. Since, he isn't engaged with the inside strategies of his customers, his proposals are viewed as fair. 2. Proficient Advisor and Counselor Business firms for the most part lean toward CPA specialists on account of their scholarly preparing and assessment prerequisite for the CPA endorsement. 3. Transitory Professional Service The utilization of experts will be presumably more affordable to the organization than recruiting new administrators or workers to offer proficient warning types of assistance. . Operator of Change In giving answers for the client’s issue, changes may must be made to the authoritative structures, to methodology and to work obligations. Free Accounting Firm’s Role in MAS â€Å"To give guidance and specialized help which ought to accommodate customer interest in the explanatory methodology and procedure. Indicating this as the best possible job perceives both the proper spot of MAS and the real factors of training. This is the main premise on which the work should allow it to be finished. * The bookkeeping firm ought to abstain from settling on the board choices or taking places that may disable the firm’s objectivity. CPA’s Objective in Engaging in MAS â€Å"To use the basic capabilities it has accessible to give guidance and specialized help which will empower customer the executives to lead its issues all the more adequately. † Essential Qualifications: 1. Specialized skill 2. Recognition with the client’s account and control frameworks and his business issues. 3. Systematic capacity and involvement with critical thinking. 4. Proficient autonomy, objectivity and respectability.

BUS 401 MOD 5 SLP Essay Example | Topics and Well Written Essays - 500 words

Transport 401 MOD 5 SLP - Essay Example à ¡ndez has been the leader of the expense office in the course of recent years for the organization and is currently been perceived and designated as the CFO. As a piece of the job of the principle obligations incorporate ignoring different divisions like the organization, the board and arranging, dangers, money related administration, control, and furthermore burdens for the entirety of the auxiliaries. As unmistakably has been communicated in the site, â€Å"According to Deputy Chairman Mr. Pablo Isla, â€Å"the objective of this structure is to produce the most elevated conceivable number of cooperative energies and to guarantee the incorporated administration of the Financial Area† (INDITEX). Ignacio Fernã ¡ndez is an alum of Economy and Business from the Coruã ±a University, he joined the organization in 2001 and he has been in the style business for a long while. He filled in as a director for the monetary group in other little Spanish business and with his difficult work and commitment has proceeded onward to turn into the CFO of INDITEX. The Vice President, Pablo Isla of INDITEX has additionally proclaimed that, â€Å"Ignacio Fernã ¡ndez is in a key post as he should regulate the administration of the money related segment and furthermore create however much cooperative energy as could reasonably be expected between various services† (Fashion Magazine). INDITEX has been known to be one of the most energizing organizations and is known for the worldwide design retail. The organization has a solid Global Risk group which is set up which encourages the organization to keep up hazard straightforwardness just as manage the mind boggling worldwide protections and projects which are critical for the drawn out business connections. The organization has a solid arrangement of hazard the executives strategies which have been characterized and set down for quite a long while and has demonstrated to work adequately for the organization. Felix Poza, the Chief Risk Manager at INDITEX clarifies unmistakably that each progression is taken with most extreme alert and the organization attempts to build up its back up plans before making any stride (Allianz). Unmistakably the organization has a solid

Common Crimes Defined

Normal Crimes Defined Wrongdoings can be carried out against people or property, however all violations convey a discipline for the individuals who overstep the law. Administrative, state, and nearby governments pass laws to set up what is satisfactory conduct and what is illegalâ within society. Following are some normal crimes,â both lawful offenses, and misdeeds, with general clarifications connected: Adornment Individuals are adornments when they request, demand, order, seek after, or purposefully help someone else to participate in direct establishing an illicit activity. Bothered Assault Bothered attack is causing or endeavoring to make genuine substantial damage another or utilizing a destructive weapon during a crime.â Supporting and Abetting Supporting and abetting happens when an individual determinedly helps, abets, guides, orders, instigates or gets the commission of a crime.â Illegal conflagration Illegal conflagration is the point at which a personâ intentionally burnsâ a structure, building, land, or property. Ambush Criminal ambush is characterized as a purposeful demonstration that outcomes in an individual getting dreadful of approaching real damage. Battery Battery is any unlawful physical contact with someone else, including hostile contacting. Pay off Pay off is the demonstration of offering or getting remuneration to impact any individual who is answerable for playing out an open or lawful obligation. Theft A theft happens when somebody illicitly enters practically any sort of structure to submit an unlawful demonstration. Kid Abuse Kid misuse is any demonstration or inability to act that outcomes in the damage, potential for mischief, or danger of mischief to a youngster. Kid Pornography Kid erotic entertainment incorporates the ownership, creation, conveyance, or offer of sexual pictures or recordings that abuse or depict youngsters. PC Crime PC wrongdoing is any illicit represent which information on PC innovation is fundamental for fruitful indictment. Intrigue Intrigue happens when at least two individuals plan a wrongdoing with the purpose of perpetrating that wrongdoing. Visa Fraud Visa extortion is submitted when an individual uses a credit or platinum card illicitly to get assets from a record or to get product or administrations without paying. Messy Conduct Messy direct is aâ broad term charging anybody whose conduct is an open disturbance. Upsetting the Peace Upsetting the harmony includes conduct that upsets the general request of an open spot or assembling. Abusive behavior at home Abusive behavior at home occursâ when one individual from a family dispenses in essence hurt upon another individual from that family unit. Medication Cultivation or Manufacturing Medication development or assembling is illicitly developing, creating, or having plants, synthetic compounds, or gear utilized to deliver drugs. Medication Possession Medication ownership happens when somebody adamantly has any illicit controlled substance. Medication Trafficking or Distribution Both a government and state wrongdoing, medicate circulation incorporates selling, shipping, or bringing in illicit controlled substances. Smashed Driving Smashed driving happens when an individual works a mechanized vehicle while affected by liquor or medications. Misappropriation Theft occursâ when a party in question abuses cash or property depended to them. Blackmail Blackmail happens when somebody acquires cash, property, or administrations through a demonstration of pressure. Falsification Falsification incorporates misrepresenting archives or marks or faking an object of significant worth to submit extortion. Misrepresentation Extortion is submitted when an individual uses double dealing or distortion for money related or individual addition. Provocation Provocation is undesirable conduct planned to irritate, upset, caution, torment, upset, or threaten an individual or gathering. Loathe Crime Loathe wrongdoing is a criminalâ offense against an individual or property persuaded in entire or to a limited extent by a guilty parties inclination against a race, religion, inability, sexual direction, ethnicity, sex, or sex identity.† Data fraud Wholesale fraud remembers a wide range of wrongdoing for which somebody illegitimately gets and utilizes another people individual information here and there that includes extortion or misdirection, normally for financial increase. Protection Fraud Protection misrepresentation happens when an individual endeavors to get installment from an insurance agency under bogus premises. Capturing Capturing is submitted when an individual is unlawfully kept or moved starting with one spot then onto the next without wanting to. Illegal tax avoidance Tax evasion happens when somebody endeavors to hide or mask the nature, area, source, possession, or control of continues of unlawful activities. Murder Generally named first-degree or second-degree, murder is the resolved taking of another people life. Prevarication Prevarication happens when an individual gives bogus data while having sworn to tell the truth. Prostitution Prostitution happens when an individual isâ compensated in return for a sexual demonstration. Open Intoxication Somebody alcoholic or affected by drugs in an open spot can be accused of open inebriation. Assault Assault happens when somebody powers sexual contact with someone else without their assent. Theft Theft includes taking from someone else by the utilization of physical power or by placing the casualty in dread of death or injury.â Rape In spite of the fact that definitions differ by state, for the most part it happens when an individual or people submit a sexual demonstration without the assent of the person in question. Shoplifting Shoplifting is taking product from a retail location or business. Sales Sales is offering remuneration for merchandise or servicesâ prohibited by law.â Following Following happens when an individual, after some time, follows, bothers, or watches someone else. Legally defined sexual assault Legally defined sexual assault happens whenâ an grown-up engages in sexual relations with somebody under the time of assent, whichâ varies by state. Tax Avoidance Tax avoidance includes taking purposeful activities to cover or distort a people or businesss salary, benefits, or monetary profits or to blow up or misrepresent charge conclusions. Burglary Robbery is a general term portraying types of theft, including thievery, plundering, shoplifting, misappropriation, extortion, and criminal change. Vandalism Vandalism happens when an individual deliberately harms property that doesn't have a place with them. Wire Fraud Quite often a felony, wire misrepresentation is a criminal behavior occurring over any interstate wires to carry out extortion.

Alcoholism in 1800 in USA Research Assignment - 1375 Words

Alcoholism in 1800 in USA Research Assignment (Essay Sample) Content: NameInstitutionInstructorCourseDateDrugs and SocietyThe effects of drugs on the society is serious, it not only impacts the users of the drugs but also the families of the people affected. Today, the reports by ONDCP quantified the effects of drugs economically in the United States to be $180.2 billion. The most common effect of drug use too many is poor health, prolonged sickness, and death. In the early days of 1900's through 1920's, the most common form of the drug that was used remained to be alcohol and it accounted for 51% of the total drugs in the country. As always, it destroyed the social structures and created so much burden on the families especially the women. To restore the dignity into the country, the Prohibition Act was introduced and was effected in 1920. The main purpose of having the law was to restore sanity to the country and restore the already broken social structures. However, the law failed to restore the country from the massive usage of alco hol but instead promoted the illegal business in the United States. The effects did not only reach the United States, but it was also felt in the other parts of the world like the neighboring countries.Later in 1930s after the laws failure had been noticed, was the introduction of the Volstead Act which managed to restore the country from the menace of Alcoholism. In this paper, therefore, is the analysis of the diverse effects of 18th constitutional Amendment had in the country and some of the impacts that were created by the introduction of the Volstead Act.Effects of Prohibition Act Then and NowThe prohibition Act was intended to create and restore sanity into the American society but it failed and instead, it brought so many effects that some are even felt in the present day of America as explained blow:Massive corruptionOne of the fundamental effects of the prohibition laws was the massive growth of corruption in the country during those days. Instead of ending the culture of a lcohol drinking, one of the challenges that faced people was the growth of corruption since potential gang groups in the country were engaging in the illegal transportation of the liquor and its sale. They grew to be very rich and they could hire the best lawyers in town making them buy their way out of legal authoritiesCITATION Ksi08 \p 123 \l 1033 (Ksir, Ray and Hart 123).Lack of respect for religionAmong the main forces that advocated for the creation of the prohibition Act was the church, they wanted the society to embrace God and shun from the evil ways which were drinking. Instead of embracing the new paradise, the culture of drinking grew more, making the paradise to be an issue for the few and not the majority of the people. In a way, the law contributed to the disobedience of the people not to recognize the law, but recognize alcohol which was appreciated by many.Growth of Hard DrugsProhibition law led to the creation of the Volstead Act after it failed to contain the coun try. From it, therefore, supply and possession of alcohol were illegal. As a result, therefore, there was massive growth of the hard drug network since the gangs wanted to maintain their status quo in the society. Today, the sale of alcohol and consumption is not as high as it was in 1800 but there is the equal growth of hard drug cartels in the country.Effects of Alcoholics Anonymous MovementThe alcoholics Anonymous abbreviated as the AA is an international and a mutual aid fellowship that was established by Dr. Smith and Bill Wilson in 1935. The main reason for the movements formation was to help alcoholics remain sober. Basically, the movements secret is based on the 12 step program of both spiritual and character development. Since its formation, the effect it created is immense and has been felt from then and today. The main aim of prohibition Act was to take people back to God, however, the creation of AA ensured that more alcoholics were strengthened spiritually, making them appreciate the role of religion in their livesCITATION Die16 \p 89 \l 1033 (Diehl 89). Just like today, the AA helped alcoholics remain sober, with 27% of the individuals taken through the program gaining the required level of sobriety in less than a year. Its presence in the presence day has also remained relevant in helping drug and substance addicts restore themselves from such addictionCITATION Die16 \p 89 \l 1033 (Diehl 89).Effects of Wayne Wheeler and Grassroots MovementsGenerally, Wayne Wheeler and the grassroots movement played a significant role in defining the politics of the day and even today. According to the philosophy spread by Wayne, his primary agenda was to ensure that the prohibition Act works and all the politicians respect the law on prohibition. As a result, therefore, people were being rejected on the basis of support they offered prohibition. An individual who did not offer any support for the prohibition, would, therefore, be leftCITATION Mac161 \p 73 \l 1 033 (MacGirr 73).Today, these are the same philosophies that have been maintained by the conservatives especially by the families with a strong Christian background. It has to be noted that Wheeler was using the churches to have his mission of supporting prohibition and drafting of the Volstead Act. These values have, therefore, lived from one generation to another, exposing people to various values which as well shapes their political affiliation and choices based on the policies of the individual and the party.Effects of the Volstead ActAffected Quantity and Type of Alcohol producedOnce in the history of the country, production, transportation and the sale of illegal alcohol were controlled by the gang groups. These groups remained to be powerful in the face of the ordinary Americans to an extent that their lifestyles were being admired by many, especially the lower level class individuals. However, with the introduction, if the Volstead Act, the terms of production changed and t here came the birth of new dispensation in the United States. The law introduced a new way of production in the country regulating the home production system to 200 gallons with an alcohol percentage of not more than 0.5%. In other words, it advocated for fruit juice production at home and change the production of toxic alcohol allowed by the Prohibition.Created Effect on the Legal system...

Is it a Mistake Not to Hire a Financial Planner

Paying for college has become the number one financial concern among parents of young children. Four years of tuition 18 years from now will likely cost more than your familyï ¿ ½s first home. But figuring out just how much you will need to save can be a challenge. Your childï ¿ ½s total college costs will depend on a variety of factors, including their age, type of school, location, whether or not they will live on campus and if scholarships are in their future. When it comes to planning, some families prefer to endure the journey alone, but others are willing to pay for professional guidance. DIY college planning may work for some, but hereï ¿ ½s what you might be missing out on: 1. Access to more investment products If your child is young, or perhaps not even born yet, an easy way to start preparing for their college education is to open a 529 plan. You can enroll in some 529 plans directly but others can only be purchased from a financial advisor. Although your advisor may earn a commission by selling you a certain plan, he could also recommend that you open a direct-sold plan if he thinks itï ¿ ½s a better fit. According to this yearï ¿ ½s College Savings Survey, only 28 percent of parents who currently save in a 529 plan said they used a financial advisor to shop for one. The top three reasons for not working with an advisor were that they were comfortable researching and understanding investment options on their own, they didnï ¿ ½t want to pay commissions and they were concerned about hidden fees or costs. What is a 529 plan? 2. Help with selecting a savings vehicle Almost every state offers a 529 plan and there are hundreds of different investment options to choose from. A financial planner who is familiar with college savings plans and the investment managers who run them will be able to help narrow down your choices. If youï ¿ ½re already working with an advisor who knows your investment goals and risk appetite youï ¿ ½ll get an even more personalized recommendation. Even if youï ¿ ½re working with a fee-based independent advisor he or she can still help recommend an appropriate direct-sold plan. 3. Evaluating the schoolï ¿ ½s expected ROI Most families are comfortable with the idea of supplementing their college savings with some student loans, but no one wants their children to be crippled with excessive debt. A financial planner can help you evaluate your childï ¿ ½s choice of school and the expected return on investment to ensure that theyï ¿ ½ll be able to afford the future loan repayments. This includes researching tuition costs as well as expected starting salaries for the studentï ¿ ½s desired field of study. Youï ¿ ½re saying my financial advisor can help me plan for college? 4. Finding scholarships and grants According to Sallie Maeï ¿ ½s How America Pays for College 2014 report, undergraduate students paid for 31 percent of their total college costs with grants and scholarships. Whatï ¿ ½s more, 38 percent of students from households with incomes over $100,000 received scholarships. So even if you are a high earning family, thereï ¿ ½s a good chance you will be able to get some sort of scholarship. Todayï ¿ ½s financial planners play a large role in helping families uncover opportunities to cut down tuition costs. 5. Maximizing financial aid eligibility According to the 2011-2012 National Postsecondary Student Aid Study (NPSAS), around 2 million students missed out on receiving a Federal Pell Grant simply because they failed to complete a FAFSA. Thatï ¿ ½s right, these families gave up a chance to receive money for college that they wouldnï ¿ ½t have had to pay back! The FAFSA is a highly complex form. So much so that the President is taking major steps to simplify the financial aid process. Remember that federal financial aid is first come first serve, and if you make a mistake on your FAFSA youï ¿ ½ll have to make a correction and re-submit. For families who donï ¿ ½t feel comfortable filling out this complicated form alone, who better to ask for help than their financial planner, who already has a complete picture of their household finances? 6. Aligning your investments Do you currently work with a financial planner to manage your retirement account and other investments? If so, it might make sense to involve them in your college planning process as well. You may even qualify for a discounted sales charge if your investments within the same fund family reach certain breakpoints. For example, this could happen if you have an IRA, a brokerage account and a 529 plan all in the same fund family purchased through the same financial advisor. 4 reasons to buy a 529 plan through a financial advisor Paying for college has become the number one financial concern among parents of young children. Four years of tuition 18 years from now will likely cost more than your familyï ¿ ½s first home. But figuring out just how much you will need to save can be a challenge. Your childï ¿ ½s total college costs will depend on a variety of factors, including their age, type of school, location, whether or not they will live on campus and if scholarships are in their future. When it comes to planning, some families prefer to endure the journey alone, but others are willing to pay for professional guidance. DIY college planning may work for some, but hereï ¿ ½s what you might be missing out on: 1. Access to more investment products If your child is young, or perhaps not even born yet, an easy way to start preparing for their college education is to open a 529 plan. You can enroll in some 529 plans directly but others can only be purchased from a financial advisor. Although your advisor may earn a commission by selling you a certain plan, he could also recommend that you open a direct-sold plan if he thinks itï ¿ ½s a better fit. According to this yearï ¿ ½s College Savings Survey, only 28 percent of parents who currently save in a 529 plan said they used a financial advisor to shop for one. The top three reasons for not working with an advisor were that they were comfortable researching and understanding investment options on their own, they didnï ¿ ½t want to pay commissions and they were concerned about hidden fees or costs. What is a 529 plan? 2. Help with selecting a savings vehicle Almost every state offers a 529 plan and there are hundreds of different investment options to choose from. A financial planner who is familiar with college savings plans and the investment managers who run them will be able to help narrow down your choices. If youï ¿ ½re already working with an advisor who knows your investment goals and risk appetite youï ¿ ½ll get an even more personalized recommendation. Even if youï ¿ ½re working with a fee-based independent advisor he or she can still help recommend an appropriate direct-sold plan. 3. Evaluating the schoolï ¿ ½s expected ROI Most families are comfortable with the idea of supplementing their college savings with some student loans, but no one wants their children to be crippled with excessive debt. A financial planner can help you evaluate your childï ¿ ½s choice of school and the expected return on investment to ensure that theyï ¿ ½ll be able to afford the future loan repayments. This includes researching tuition costs as well as expected starting salaries for the studentï ¿ ½s desired field of study. Youï ¿ ½re saying my financial advisor can help me plan for college? 4. Finding scholarships and grants According to Sallie Maeï ¿ ½s How America Pays for College 2014 report, undergraduate students paid for 31 percent of their total college costs with grants and scholarships. Whatï ¿ ½s more, 38 percent of students from households with incomes over $100,000 received scholarships. So even if you are a high earning family, thereï ¿ ½s a good chance you will be able to get some sort of scholarship. Todayï ¿ ½s financial planners play a large role in helping families uncover opportunities to cut down tuition costs. 5. Maximizing financial aid eligibility According to the 2011-2012 National Postsecondary Student Aid Study (NPSAS), around 2 million students missed out on receiving a Federal Pell Grant simply because they failed to complete a FAFSA. Thatï ¿ ½s right, these families gave up a chance to receive money for college that they wouldnï ¿ ½t have had to pay back! The FAFSA is a highly complex form. So much so that the President is taking major steps to simplify the financial aid process. Remember that federal financial aid is first come first serve, and if you make a mistake on your FAFSA youï ¿ ½ll have to make a correction and re-submit. For families who donï ¿ ½t feel comfortable filling out this complicated form alone, who better to ask for help than their financial planner, who already has a complete picture of their household finances? 6. Aligning your investments Do you currently work with a financial planner to manage your retirement account and other investments? If so, it might make sense to involve them in your college planning process as well. You may even qualify for a discounted sales charge if your investments within the same fund family reach certain breakpoints. For example, this could happen if you have an IRA, a brokerage account and a 529 plan all in the same fund family purchased through the same financial advisor. 4 reasons to buy a 529 plan through a financial advisor

Medicinal Practices from the American Revolution to the...

Medicinal Practices; American Revolution to the War of 1812 For centuries, war has consumed millions of souls. It has caused heartache and has torn families apart. Today, properly educated doctors and nurses can treat wounds and injuries with proper care, but this taken for granted assistance wasn’t always readily available. In the Revolutionary War and the War of 1812, nearly 30,000 American soldiers died. However, rather than being killed on the battlefield, the majority of soldiers died while being treated in medical tents. More often then not, the work of doctors and surgeons resulted in worsening the state of their patients, frequently causing their death. Medical practitioners did more damage than deed to soldiers during the American Revolution to the War of 1812 because of their little attention to individual patients, housing for patients, poor work ethics and habits, lack of knowledge and because major medical advancements weren’t achieved for another half-century. Throughout the Revolutionary War and the War of 1812, doctors gave little attention to individual patients which resulted in the death of many soldiers. Dr. Gregg Baran, a physician and reenactor asserted, â€Å"At the time of a battle its important to realize there’d be one surgeon and one assistant for perhaps as many as 1000 soldiers,† (PBS Video). How can a doctor be effective if they have that many patients to take care of? Statistics show they weren’t. After being hit with a musket ball, there was aShow MoreRelatedThe De Goya Y Lucientes1809 Words   |  8 Pagesin 1786. Six years later, he suffered an awful illness which ultimately left him deaf and shaped his future work. After Napoleon Bonaparte rose to prominence during the French Revolution, Spain was invaded due to its political and strategic importance to the French. Goya was able to capture the horrors he saw in his anti-war works produced in paintings and with intaglio prints which he didn’t make public. The throne of Spain was taken by Jose ph Bonaparte, Napoleon s brother, who was backed by a largeRead MoreMandinka Empire21578 Words   |  87 Pagesoffer here a theory of â€Å"cultural convergence,† as a corollary to Darwin’s natural selection, regarding how slave Creoles and culture were formed among the Gullah and, by extension, supported by other examples, in the Americas. When numerous speakers from different, and sometimes related, ethnic groups have words with similar sounds and evoke related meanings, this commonality powers the word into Creole use, especially if there is commonality with Southern English or the host language. This theory

Childhood Separation Anxiety Disorder Among Adults With...

The journal article â€Å"Childhood Separation Anxiety Disorder in Patients With Adult Anxiety Disorders† focuses on the prevalence of childhood separation anxiety disorder (CSA) in adults with one or more anxiety disorder, and whether or not there is a correlation between them. The authors clearly included their hypothesis, which states they presume there to be higher rates of childhood separation anxiety disorder among patients with various adult anxiety disorders than in adults with only one adult anxiety disorder. In addition, the authors included the operational definitions of comorbid anxiety disorders and childhood separation anxiety disorder. They defined comorbid anxiety disorders as having more than two lifetime adult anxiety disorders. The authors were more specific when clarifying CSA, which they defined as being diagnosed with excessive anxiety regarding the separation of those whom the child is emotionally attached to, as well as experiencing three of the nine sy mptoms listed in the Diagnostic and Statistical Manual of Mental Disorders for at least two weeks. The purpose of the study, according to the authors, is to further specify research already done on the correlation between childhood separation anxiety disorder and adult anxiety disorders, and to explore the possible relationship between other adult anxiety disorders and childhood separation anxiety. This research is practically important because parents’ whose children are diagnosed with childhood separationShow MoreRelatedSeparation Anxiety : A Type Of An Attachment Disorder1232 Words   |  5 Pagesfrom some type of disorders. Separation anxiety is one of them. 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Fun Home By Alison Bechdel - 1392 Words

In Alison Bechdel s Fun Home, there is a focus on a sculpted perception of gender roles produced by society and a great emphasis on how Bruce and Alison challenge these strict gender specific characteristics. Through Bruce’s femininity and Alison’s masculinity along with their homosexuality, they are able to go against the norms and the collection of rules set by society. It is also through their struggle with gender roles that one is able to understand their sexual orientation. Although Bruce and Alison seem fairly different from one another, there are elements that pull them closer together revealing their similarities. Throughout the book, Bruce and Alison both struggle with the concept of gender roles. For Bruce, he displays more of a feminine side going against the typical masculine male. Bruce’s preference for fashion and beauty shines a light on his femininity. Because of this, it becomes clear to Alison that her father is a â€Å"big sissy† (97). While most men gravitate towards sports, Bruce’s interest is more towards gardening. For instance, Bruce and his children play baseball in their yard, but as soon as the ball rolls towards the flowers, his attention instantly becomes â€Å"lost† (91) within the plants. During Alison’s childhood, Bruce is always one to fix her hair and dictate her outfits; Aspects that are dominantly feminine. While Bruce tries his best to mask this trait about himself, it is through Alison that he is able to openly â€Å"express† (98) a feminine sideShow MoreRelatedFun Home By Alison Bechdel954 Words   |  4 PagesIn her gr aphic memoir Fun Home, Alison Bechdel records her unusual relationship with her late father Bruce Bechdel and reveals her family secrets. Through Chapter Three she speculates about the reason of her father’s death after first knowing the catastrophe. 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Although the short comic-book structured novel does have its sarcastic humor, Alison Bechdel explains her firsthand account of growing up with the difficulty of living of finding her true identity. Alison was a teenager in college when she discovered that she was a lesbian, however, the shock came when she also discovered her father was homosexual.Read MoreAnalysis Of Fun Home By Alison Bechdel992 Words   |  4 PagesAnalytical Essay on â€Å"Fun Home† By: Alison Bechdel Even though a lot of thing events that happened to Bechdel was sad, dark, or scary she manages to use a very witty tone throughout the story reflecting on her personality. She believes dark events are not central to one’s life. She uses this tone as oppose to an angry tone because she never realized her family was any different until she was compared it to others. This strongly classifies Bechdel in the optimistic category of personalities. The

A Cultural Problem, an Economic Crisis - 1099 Words

In the past two years, Western society has experienced what many of its leaders have called the worst financial crisis since the Great Depression. At the very least, it has been the worst period of instability that our younger generations have ever seen in their lifetimes. But unlike other financial crises that have largely been triggered by external forces, such as the oil embargoes of the 1970’s, this latest one was a product of our own internal policies and practices; even more so, of our cultural outlooks on the very notion of finance, credit, and debt itself. Specifically, the financial crisis that has just come to pass was the result of the new culture of neo-liberalism and the hyper-individuality and debt-based consumption that it†¦show more content†¦This higher-level shift in the modes of production in Western society has been one of the major sources of the cultural shift that has led to our modern state of affairs. 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Personal and cultural identities have formed, indeed entire sub-cultures of society have formed around the activities that people choose to participate in when they are not working. Consumption of the goods that are produced by overseas markets has thus become the new economic culture of Western society, soShow MoreRelatedEu s Action Regarding The Syrian Refugee Crisis1641 Words   |  7 Pages Despite Luxembourg being the smallest member of the European Union, it is very vocal about its concerns regarding the Syrian refugee crisis since Schengen infringes of their sovereignty. How ever, Luxembourg is also the wealthiest and may be able to help provide for the Syrians. Luxembourg is very critical of the EU’s action regarding the Syrian refugee crisis. Luxembourg has offered to take in 400 refugees in the coming years (Turner). 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Organizational Change Reflective Learning Portfolio

Question: Describe about the context of change management, resistance to change and managing change. Answer: The Context of Change Management Central to todays organizational change and development are the theories of change management and creative practices developed decades ago by prominent theorists like Maslow, Lewin or Senge. Abraham. H. Maslow is without argument one of the most important psychologists that the world has seen. His hierarchy of human needs and the motivational theory are one of the most enduring contributions to the world. After Maslow postulated his hierarchy of needs theory, individual development became a good in itself. Self-actualization was considered a pre-requisite for a change management. According to the theory of motivation, a person who has his needs in the lower part of hierarchy met, would then progress further towards realizing his potential. This thought serves as a paradigm shift in forming the basis of good leadership and a successful management. One of the core premises that underpin the use of change management is motivation. Every concept about change all boils down to that one word. It is natural for people to become defensive or anxious at the prospect of a change which is something different from the routine a person is used to. Therefore, if an action does not primarily motivate people to put in the effort required to achieve the desired results, the probability of an improvement (change) gets lowered there. But motivation is not something that is achieved in a short run. While we must consider that the beginning of all successful journeys is bound to a little bumpy without motivation as a central part of the strategy, the entire process could easily fail. And as a leader implementing the change, it is his/her duty to carefully undermine the difficulties that go into a change process. A change process begins with preparation or planning, change management, reinforcing and finally evaluating the change. It is during the first step of this process that Maslows theory of motivation plays an important role. It is a leaders responsibility to make attempts to understand the physiological needs of those upon whom the change is inflicted and would be reflected. Any form of initial challenge would be posed by them and when theyre adequately motivated with all their hierarchical needs taken care of, initiating the change shouldnt be as difficult. We live in a world of unprecedented change. With businesses and organizations increasingly going global, competitive, complicated and unpredictable, change is something that has become inherently emergent. The continuous change has made organizations unstable, planned change is not the only kind that is acceptable. Purposeful, calculative and collaborative change processes are to be efficiently connected to unplanned, unexpected emergent changes. This requires immediate implementation as soon as a new trend is spotted. While a number of authors have attempted the what and how of changes, Kurt Lewin is the pioneer in the field. He identified three stages through which an organization traverses before the change becomes a part of the system: Unfreezing, Moving and Refreezing. The first step involves examining the status and requirement for change, the second denotes initiating the change by taking action and involving people and finally finalizing the changes and making them permanent. An expansion and modification to Lewins theory was provided by Rogers (1983) who described planned change to comprise of five phases including awareness, trial, interest, adoption and evaluation which was then further expanded by Ronald Lippitt (1958). These theories can be clustered together and while these theories are the best form of change implementation, it is a time consuming process considering all the stages of implementation. These may be suited for a business environment that is stable but during complex, dynamic period, a more quick thinking is required and emergent planning may be more suitable. Lewins Theory Rogers Theory Lippitt Theory Unfreezing Awareness Problem Diagnoses Motivation and capacity for change assessment Change agents motivation and resource assessment Moving Interest Evaluation Trial Selection of progressive change objective Appropriate role choosing for the change agent Maintaining the change Refreezing Adoption Termination of helping relationship Figure: Comparison between change principles Source: (Roussel, 2006) And these are the main limitations of the Lewins theory wherein the theory assumes an organizations environment as stable and these types of change management could be applicable in small-scale change products. Also, organizational power and politics have not been taken into account and is completely management driven. But the core theme of his work is that the group in which an individual is a part of influences his perceptions, feelings and actions and is most important in bringing about change whether it was at an individual level, group level or the organization level. His primary interest was in resolving conflicts through behavioral changes and to succeed he identified two requirements, an understanding of the formation and maintenance of groups and the motivation behind them and to change their behavior as required for the change. The criticisms on Lewins work could be a result of narrow interpretation of his work. His view of organization wasnt stable or fixed nor did he view change to be one-dimensional and his work demonstrates that he was aware of the limits to stability. Far from viewing change as predictable, he viewed it as an iterative learning process in which the final achievement would hold more value than the journey. His work recognizes that organizational transformation under certain conditions of crisis could be rapid but is limited to structural or technical changes while behavioral changes take time. Conflicts are an ongoing process and his approach with its basis on understanding, developing new insights, and testing solutions is relevant even in todays world of business whether in organizations or the wider society. Decision making in dynamic situation is complex especially when the decision-making process has indirect, delayed and have a number of effects. Yet, in organizations today, managers are constantly put in such situations where they are expected to act. According to the systems thinking approach of Senge (1990), its practice begins with understanding of feedbacks. This basic understanding will then pave the way in enabling people identify recurring patterns. This proves that managers no longer have the liberty of ignoring feedbacks nor misperceive them. And as the strength of feedbacks increase and the time delays happen, the performance in an organization deteriorates markedly. In his book, The Fifth Disciple, Senges relies on the concept of Mental Models which according to him are very important in paving the way in which an individual perceives reality which is in turn shaped by his/her view of the world. The systems perspective allows managers to look beneath the surface into the underlying structures of attitudes and behaviors which aids in gaining the necessary leverage to change which is not accessible by concentrating on only specific events. The basic aim is to achieve growth not by pushing for growth but by limiting the obstructions in the path of growth. But Senges principle is limited in that it did not explore the fundamental structural, social and economical limitations in the growth of an organization because doing so would have been contradictory of his basic goals. But still, the conditions for the operation of an organization are generalized in his book. This way of thinking can be defined as viewing the connections and relationships between things. Instead of considering the individual parts and pieces of an occurrence, systems thinking considers the interdependency between the parts and appreciates it as a whole. According to this theory, an organization is composed of a number of subsystems. The hierarchical needs, bureaucratic relationships, process flow, individual attitudes, perceptions, production, service, sales, quality control and assurance and a number of other factors. And any change to one subsystem will definitely have an impact on the other systems because of the interconnectedness of the subsystems. People in different levels of organization hold diverse perceptions on a particular action and that is what is appreciated in systems thinking perspectives. This leads to a recognition of the underlying structures and map them to the complexity of the change and understand factors that have remained invisible otherwise. Therefore, the three theories of change management arent dated but are still central to todays organizational change management but not as individual theories but are interconnected to each other. These theories are holistic in their view and applicable universally. As argued by Burnes (2014), the best theory for change management would be the one that brings different disciplinary angles together. The systems perspective is valid in its claim that the organization is divided into subsystems that are interrelated and while considering that, the systems theory may seem the best way to go about. But whether the change proposed is organization wide or on the systems of the organization, the ultimate change will have to be effected by the individual and group behaviors and would be reflected on them and in that case, the relevance and applicability of Maslows and Lewins theories cannot be ignored. Resistance to change Employee resistance to change is inevitable and at any point of time, a management must be prepared to respond to it. It is the individuals within the organization that are thwarted and affected by a change and they resist it primarily due to the fear of the unknown. That is, there is a general fear of the effect the brought about change would have on their job performance, their work place relationships and other factors associated with the job. According to Fine (1986), these individuals together have the power to thwart the implementation of any change. People need time to adjust to the changes and this fear of unexpected is more rational than irrational. Weinbach (1986), Malinconico (1983) demonstrate that individuals belonging to an organization are more accepting of changes when the organization management tries to ease their anxieties in a number of ways. These can be achieved by firstly letting the employees know in advance about the change plans. And in specific, the management must provide those employees that are directly affected by the decision with the complete information regarding the changes. And in any case, the management must continuously provide clarified answers to all of the employee questions and provide the employees with the time to reflect on the effect the proposed change will have on themselves and the organization as a whole. For instance, let us consider an example from a study conducted by two communication researchers. The study was about a government agency that had plans to move to a new office building. The workers in the office were old fashioned and used to working under the conditions present in the current building and even though the plan for change had been discussed within the senior management for a while, the plan was not communicated to the employees. The study was conducted by separating the employees into three groups where in one of the group would receive positive information about the change, the second group would receive negative information and the third group would have no information at all. Consequently, one group was informed that the new building would have better amenities and better furniture, the second group was informed that the environment in the new office would hinder privacy and third group was given nothing (Miller, 1985). As expected, the group that received positive information responded positively to the change but the surprising part was that the group that had negative information also responded positively compared to those with no information at all. This made it clear that, be it positive or negative information, sharing as much information as possible with the employees made them better adaptable to the change rather than keeping them in the dark. Another common reason responsible for resistance is when people are apprehensive of the new job-related expectations that a said change could bring. According to a study by Sagie et al (1985), emphasized that individuals who are more experienced at performing a particular job are more resistant to change than the lesser experience employee because theyre used to doing it in a certain way for a long period of time. Debra Shaw (1986) emphasizes on increasing employee participation to reduce resistance to change. People differ in ways they respond to change. Oreg (2003) established the concept of dispositional resistance to change which embodies the differences in reaction of different people. A scale called the RTC was used to measure dispositional resistance to change in which the structural and predictive validities of the resistance was measured. The studies demonstrated that dispositional resistance was related to yet very difficult from intolerance for secrets, aversion to risks, dogmatism or other traits. The trait, according to him comprised of four dimensions including routine seeking which involves the extent to which an individual relies on the stability of an environment, emotional reaction referring to the individuals reaction of discomfort and stress as a result of the change imposed, short-term focus which denotes the inconvenience caused due to individuals pre-occupation with the short term problems that the change might cause without looking into the bigger picture and cognit ive rigidity that refers to the stubbornness and a willful resistance to innovative ideas and changes. Dispositional resistance may prompt people to be not accepting of the changes even if the changes are docile and has a comparatively welcoming context (Jones, Jimmieson and Griffith, 2005). Another important notion crucial to the understanding of resistance is the depth of intervention. The notion was advanced by Harrison (1970) who identified some of the most important factors that have to be considered when making a choice about the depth of intervention. The depth here is associated with the extent to which a persons individual feelings or cognitions are identifiable and the degree to which an individual is emotionally involved in the change process. The depth of intervention choice and time will also depend upon the strategy involved in the change process. For instance, when considering a change in the organizational culture which is part of a fundamental change, the depth of intervention is to be pitched at a depth level and if it is done superficially, the level of resistance will be high and the change process is bound to fail (Jabri, 2012). The cognitive dissonance theory demonstrates that people who are inherently committed to a particular course of action will become insensitive to the potential benefits of the proposed change (Jermias, 2001). In his study, Jermias demonstrated that people refused to accept change even if they are faced with negative feedback on the current system. People who are in general convinced that they should decide objectively instead of being subjective still unconsciously make preconceived decisions towards the course of action to which they find themselves committed. And in applying these to principles to change management of an organization, if the proposed change is out of proportion to the general mindset of people concerned, the proposition is bound to be met with resistance unless a change in attitudes of those involved prevails (Burnes, 2014). And in cases where there is minimum level of dissonance, the resistance will be minimum and the attitude problems negligible. The scenario tur ns upside down in case of crisis situations when the attitude change among concerned people can be brought about rather quickly and a radical change is the only way to overcome dissonance. Involvement of employees can be explained by another concept called the psychological contract. For an organization to effectively implement change, an understanding of the employees is more important than they understand change. Employees of an organization are bound by a set of unwritten expectations based on a persons degree of self-worth and prestige and when it is threatened it leads to unrest. If a person employed in particular position, location or sector is suddenly transferred to a new position, it is imminent that he feels threatened and concerned about his job security, performance and convenience. Hence, psychological contract is another important area that has to be dealt with caution. Therefore, any proposed change by a company needs to be a well thought about plan including the level of employee involvement rather than a hasty situation that is bound to create unrest (Burnes, 2014). Managing Change While change may have been broadly classified as planned and emergent, there are other dimensions to change that find relevance in todays business environment. Transformational change identified by Kotter (1996) is a key type. In his first paper, Kotter identified eight key areas of concern that leads to an organizations transformation efforts to fail. And subsequently went to identify an eight stage process every organization must go through in order for their transformation to be successful. McDonalds is one such company that has undergone a number of transformational changes in recent years. Case Study McDonalds McDonalds underwent transformational change to reposition them in the food market and re-brand them. When the company faced increased censure due to the campaigns from anti-obesity and anti-junk food protesters, McDonald had to change its culture entirely to suit the growing needs of people that had suddenly become very different than what it was a few years ago. And the change was necessary to bring it back into profit. This change though broadly can be classified as emergent change, fits more prominently into the category of transformational change. It was not planned as McDonalds clearly did not see it coming and had to undergo a radical transformation. One of the major characteristics of transformational change that differentiates it from the other styles is the effort of the leaders to involve self-esteem, efficacy and confidence of their employees (Shamir et al, 1993). McDonalds transformation was at broad organization level wherein the organization adapted itself to the environment. The main vision behind McDonalds transformation was to become a health conscious food outlet as opposed to being categorized as junk food (Kapica, 2004). The company repositioned its products as being more nutritious and aligning itself to a new brand image of health and fitness. In the year 2003, McDonalds began this initiative and started serving salads. Their lifestyle initiative strategies included adding nutritional information about the food served in serving trays and their brochures and the year saw McDonalds selling hundreds of millions of salads (Boje and Rhodes, 2006). Jim Cantalupo, the then CEO and Chairman of McDonalds brought about the change my drastically changing the menu and introducing McSalads and launching campaigns for fitness nutrition. Governments and other influential health advocates around the world pointed to McDonalds as a reason for their obesity levels increase. America, the country native to McDonalds is the country with the most obese people. The ongoing Menu changes were then promoted with a new slogan, McDonalds. But not as you know it. The main aim here was to make changes to peoples thinking about McDonalds products and create awareness about the new products for which direct mailing of brochures was done to nearly seventeen million households in the UK. Another problem with McDonalds image emerged when in 2001 the company was accused of using natural beef extracts in its fries enraging vegetarians and Hindus around the world. The consumer base in those sections of the society felt cheated by the apparent misleading of the company even though the fries were never claimed suitable for vegetarians by the company. After a protest on the use of animal fats in the oil used for frying, McDonalds switched to using vegetable oil frying oil and to make up for the lost flavor because of the switch, natural beef flavoring was added to the fries before frying and this did not go well with vegetarian groups. The FDA at the time did not require the company to list natural flavorings in the nutrition table and this controversy came to light when an Indian origin vegetarian living in Los Angeles went to the Headquarters of McDonalds and learnt about the use of natural beef flavors. McDonalds also found itself subject to a number of lawsuits accounti ng to millions of Euros (Schlosser, 2001). The controversy then came to an end when the company admitted to the use of beef extract and claimed that it had never announced the suitability of the fries to vegetarians. They also declared a public apology for the confusion created (Davis, 2001). But strict compliance was followed in India and other Hindu and Islamic countries. And since beef is banned in India and is opposed to the religious beliefs of the people there, McDonalds changed their menu offerings customized to the needs of the country. The menu did not include pork and beef. Similarly, menus in other countries around the world were customized according to the preference of the local community. This transformational change made McDonalds to return back into profit books. Quite recently, the fast food giant also spent a billion in Canada for their brand transformation in the hope of reinvigorating its image in the country. The project will include renovating the stores to make the customers feel more inviting when they enter the outlets. The majority of the investment has been designed to make changes to the store interiors but a part is also accounted to making changes in the menu to include premium salads and healthy beverage alternatives. The company understands that the needs and wants of its consumer bases are changing continuously and adapting to the change is the only way for them to remain continually successful. It has also revised several of its locations as 24-hour operations (Moran, 2011). In spite of all the fast and convenient options and healthy menu option aimed at the baby boomers, the challenges that the company faces today are far more serious than they were a decade ago. Todays generations put calorie count and health ahead of everything else when it comes to their food choices and unfortunately when you think of low calorie food McDonalds is not the first place that comes to our mind. A major overhaul planned in the company features more fruits and vegetables. According to Don Thompson, chief executive officer of McDonalds, the rebranding strategy will look at the company from top to bottom in order to create better value for the customers, good service, effective marketing and adhere to sustainability options. In 2014, it was announced that the rebranding would take a year and a half to be effective. And as a most recent announcement, the company after facing a weak first quarter in the current year announced in New York city involving eighty eight restaurants that an isolated McDonalds delivery experiment where full menus will be available for delivery and some even with round the clock delivery options (Gasca, 2014). This McDelivery service is aimed at achieving a more competitive position. The company hopes to strip away the bureaucratic layers and attain a more effective decision-making model. The aim is to achieve a turnaround in the business (Soergal, 2015). Considering this, while the transformation change of McDonald was successful a few years back, it still has a long way to go before attaining the success it once enjoyed. References ABC News, (n.d.). McDonald's Sued Over Beef in Fries. [online] Available at: https://abcnews.go.com/US/story?id=93386 [Accessed 7 May 2015]. Boje, D. and Rhodes, C. (2006). The leadership of Ronald McDonald: Double narration and stylistic lines of transformation. The Leadership Quarterly, 17(1), pp.94-103. Burnes, B. (2014). Managing change. 6th ed. Harlow, England: Prentice Hall Financial Times. Davis, S. (2001). McDonald's admits using beef fat for 'vegetarian' French fries. [online] Telegraph.co.uk. Available at: https://www.telegraph.co.uk/news/worldnews/asia/india/1331625/McDonalds-admits-using-beef-fat-for-vegetarian-french-fries.html [Accessed 7 May 2015]. Fine, S. (1986). Technological Innovation, Diffusion and Resistance. Journal of Library Administration, 7(1), pp.83-108. Fullan, M. (2006). Change theory: A force for school improvement. Centre for Strategic Education, Seminar Series, Paper No. 157. Gasca, P. (2014). McDonalds' Rebranding Strategy: Why the World's Biggest Restaurant Thinks It's Time to Tweak Its Recipe. [online] Inc.com. Available at: https://www.inc.com/peter-gasca/mcdonalds-rebranding-strategy-why-the-world-s-biggest-restaurant-thinks-it-s-tim.html [Accessed 7 May 2015]. Harrison, R. (1970). Choosing the Depth of Organizational Intervention. The Journal of Applied Behavioral Science, 6(2), pp.181-202. Jabri, M. (2012). Managing organizational change. Basingstoke: Palgrave Macmillan. Jones, R., Jimmieson, N. and Griffiths, A. (2005). The Impact of Organizational Culture and Reshaping Capabilities on Change Implementation Success: The Mediating Role of Readiness for Change. J Management Studies, 42(2), pp.361-386. Lippitt, R., Watson, J. and Westley, B. (1958). The dynamics of planned change. New York: Harcourt, Brace. Liu, Y. (2009). Analysis and Evaluation of Organizational Change Approaches. IJBM, 4(12). Malinconico, S. (1983). Listening to the resistance. Library Journal, 108, pp.353-355. MILLER, K. and MONGE, P. (1985). SOCIAL INFORMATION AND EMPLOYEE ANXIETY ABOUT ORGANIZATIONAL CHANGE. Human Communication Research, 11(3), pp.365-386. Mitchell, G. (2013). Selecting the best theory to implement planned change. Nursing Management, 20(1), pp.32-37. Moran, A. (2011). McDonald's to spend $1 billion on brand transformation in Canada. [online] Digitaljournal.com. Available at: https://www.digitaljournal.com/article/311225 [Accessed 7 May 2015]. Mourdoukoutas, P. (2013). McDonald's: Three Strategies To Reignite Sales Growth. [online] Forbes. Available at: https://www.forbes.com/sites/panosmourdoukoutas/2013/11/23/mcdonalds-three-strategies-to-re-ignite-sales-growth/ [Accessed 7 May 2015]. Oreg, S. (2003). Resistance to change: Developing an individual differences measure. Journal of Applied Psychology, 88(4), pp.680-693. Oreg, S., Bayazit, M., Vakola, M., Arciniega, L., Armenakis, A., Barkauskiene, R., Bozionelos, N., Fujimoto, Y., Gonzlez, L., Han, J., HÃ…â„ ¢ebÄ kov, M., Jimmieson, N., KordaÄ ov, J., Mitsuhashi, H., MlaÄ iĆ¡, B., FeriĆ¡, I., TopiĆ¡, M., Ohly, S., Saksvik, P., Hetland, H., Saksvik, I. and van Dam, K. (2008). Dispositional resistance to change: Measurement equivalence and the link to personal values across 17 nations. Journal of Applied Psychology, 93(4), pp.935-944. Rogers, E. (1983). Diffusion of innovations. New York: Free Press. Roussel, L., Swansburg, R. and Swansburg, R. (2006). Management and leadership for nurse administrators. Sudbury, Mass.: Jones and Bartlett Publishers. Sagie, A., Elizur, D. and Greenbaum, C. (1985). Job experience, persuasion strategy and resistance to change: An experimental study. J. Organiz. Behav., 6(2), pp.157-162. Schlosser, E. (2001). Fast food nation. Boston: Houghton Mifflin. Senge, P. (1990). The fifth discipline. New York: Doubleday/Currency. Shaw, D. (1986). Staff opinions in library automation planning. Special Libraries, 77, pp.140-151. Soergel, A. (2015). McDonald's Announces Major Restructuring Strategy - US News. [online] US News World Report. Available at: https://www.usnews.com/news/articles/2015/05/04/mcdonalds-announces-major-restructuring-strategy [Accessed 7 May 2015]. Weinbach, R. (2015). Implementing change: Insights and strategies for the supervisor. Social Work, 29, pp.282-286.

Reducing unemployment free essay sample

Unemployment is a huge problem. Unemployed workers are experiencing financial losses, and causing a burden on tax payers providing benefits to the ex-worker. The national economy suffers because of lower output and instead of gaining tax money, losing it. People in disparity for money resort to crime and the list goes on and on. According to the U. S bureau of statistics, the U. S has an unemployment amount of 16 million, with another 7 million under employed. That is the equivalent of the state of Pennsylvania and Connecticut combined. Millions of families in devastating crises and the huge loss in consumer demand. When the consumer demand is down, it discourages many business employers to hire or invest. A never ending cycle, only getting worse. The barriers to fixing unemployment are that we have dug our selves in such a big hole during the recession, making it hard to recover. Millions of people lost there jobs right while the next generation of high school and college students were looking. We will write a custom essay sample on Reducing unemployment or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Almost every idea to fix unemployment has a downside. The more money the government puts into trying to fix the economy, the more debt we seem to get in. The government can’t let our debt exceed our total GDP, and that’s a major thing they’re worried about. Well, that’s a problem. The longer they wait to try and fix it the worse it’s going to get before it’s too late. Fixing unemployment is much harder than it sounds. Mark Zandi, the chief economist at Moody’s Analytics builds data models of what he predicts will happen in the years to come with unemployment. He’s found with the methods that are going now; unemployment will drop to around 6. 6% by the year 2016. Lower than it is today, but nowhere near less than 5% like it was before the recession. A publisher named David Kestenbaum decided to go interview Zandi. He challenged him to fix the economy in the world on his computer to get back down to 5% by 2016. Zandi tried many different ideas: A long term deal of government tax increases+spending cuts = 6. 1% The euro surviving, Europe’s economy growing, and more export to Europe = 5.9% Gas prices drop by $20 a barrel = 1/10th % All of these ideas don’t drop it the rate enough. Next Zandi tried crazy ideas that most likely won’t happen but still tested them: Boost home prices by 10%, lend out more money and raise consumer confidence = still not under 5% A barrel of oil cut in half, Europe has a spectacular recovery, China keeps growing and Africa’s economy takes off=5. 2% The graph shows the rate from before the recession and 3 ways it can go into the future. After a catastrophic recession, it’s not always possible to fix things. The only thing we can hope for is a way to reduce it as much as possible The idea I found that would be most effective is subsidizing employers, especially and mainly small business owners, who instead of laying people off at times of need, reduce the work hours to keep employment. It makes it worth not laying people off and the government funded money goes right into the economy. How this works? Employers have two options at low times of demand. Either fire workers or reduce hours. If the company agrees to reduce hours, the government subsidizes at least half of the lost hours pay. This allows the worker to keep there job at reduced hours, while the company doesn’t lose nearly as much. With the employee still having a job, he/she doesn’t need to be put on unemployment benefits. They will still be making money to put into the economy on things they need to survive without relying on the government. Best case scenario this could work. Small businesses make up over 60% of jobs according to Derek Thompson. Subsidizing in these fields, as well as other large companies who qualify, in the long term can go a long way in preserving and creating new jobs. There’s no guarantee that the subsidizing will directly work to keep jobs or create jobs, and the government may be at a loss if the business ends up still going bankrupt. Businesses could cheat the system and say they need to fire people just to earn money so they can reduce hours of work. The company would have to be advised very carefully. This would create more government jobs, but at the cost of the government and tax payers. There’s really nothing to lose with this idea. The worst thing it just doesn’t work and the method is stopped being used. This idea has been put into action in other countries, the main one being Germany. After its recession, Germany used this plan to start up many of the small businesses that needed help to recover. Many economists have discussed this idea and really think it should be put into action.

Resourcing Talent Essay Example Essay Example

Resourcing Talent Essay Example Paper Resourcing Talent Essay Introduction Resourcing Talent Report Adrienne Westerdale Attracting and retaining a diverse workforce is very important; there are many organisational benefits for doing so. People of different ages, genders and cultures will bring new skills and ideas to the organisation. A diverse workforce can help to inform companies of new or enhanced products and services as well as open up new market opportunities. It can improve market share and broaden an organisations customer base. CIPD defines managing diversity as â€Å"valuing everyone as an individual- valuing people as employees, customers and clients†. Location is a factor that can affect an organisations approach to attracting talent; there are lots of people that will look for work close to their homes to avoid commuting or even relocating. This could become a problem for organisations especially if recruiting for a specialised position such as engineers; it could be that they have advertised the vacancy locally and haven’t had a suitable applicant so will need to look further afield. It may take a little longer to fill the position which could increase the work load for other employees. Again this would have an effect on the organisation as it could lead to employees taking time off due to stress. Salaries would be another factor that can affect the approach to attracting talent. By offering a high salary you are more likely to receive more applicants for the position, however, the company can only offer a specific salary for a specific role. The organisations reputation has a massive affect, maintaining good relationships with employees will help create a good reputation. Offering your staff good benefits and salaries as well as treating them fairly with respect will encourage them to speak highly of the company. Resourcing Talent Essay Body Paragraphs Good news travels fast which will attract potential employees to the organisation, however, if you don’t look after your employees you will find it hard to gain their respect which could result in loosing staff. The recruitment methods a company use can determine who they attract when recruiting. There are many things to consider when deciding which methods to use; we must look at the costs of different methods. Advertising can be very expensive, magazines especially. For a black and white quarter page advert a company can look to pay as much as? ,100 and up to? 7,650 for half a page. This can also affect an organisations approach to recruitment and selection; as advertising is very costly most companies will be limited to where they can advertise a vacancy which may not attract the appropriate candidate. Recruitment Methods Email: Recruiting through email can be an effective way to recruit internally as everyone within the organisation has access to it; however, there are cha nces that some employees may not pick their emails up in time to apply for the position. It could also cause conflict if only certain people are sent the email encouraging them to apply for the vacancy and others within the company aren’t. Notice boards are also used to advertise vacancies internally; there are advantages to these as everyone can see them. Most people will take a look if something new is put up; the advert will have to be bright and bold to attract attention. Notice boards don’t always attract the appropriate candidate and employers can find that most of their applicants are unsuitable for the position. A successful way of recruiting internally would be through talent planning/management; this way the employee has the chance to learn all aspects of the business at different levels while progressing. Methods of external recruitment can be through recruitment agencies; a variety of different external agencies can be employed to undertake some part of the recruitment process on behalf of employers. The good thing about using agencies is that they do all the work for you. They will advertise the vacancy as well carry out a short interview with any candidates to identify if they are suitable to apply. The only downside to using this method is the cost; some private agencies will charge a fee. Some companies may also use the job centre as a method of recruitment; however, some employers are reluctant to use them despite the fact that unlike recruitment agencies they offer free advertising. This is partly because the clientele is mainly comprised of unemployed people, who are perceived to be unskilled or low skilled and therefore inappropriate for many jobs. The recruitment function of an organisation is affected and governed by a mix of various internal and external forces. The internal are the factors that can be controlled by the organisation, whereas the external factors cannot. Examples of internal factors would be: Recruitment po licy Size of the firm Cost of recruitment Growth and expansion Examples of external would be: Supply and demand Labour market Unemployment rate Competitors Other factors that will affect an organisations approach to recruitment and selection can be the effectiveness of the interview; most interviews will be made up of a panel of interviewers from specific departments of the organisation, it is important to ensure that all panel members are trained in interview techniques. You should make sure you carry out thorough preparation and know the candidate’s background while asking competency based questions linked to the person specification. Allowing sufficient time for the interview is very important and always gives the candidate chance to ask any questions. References can affect the approach to recruitment and selection; Stephen Taylor says â€Å"Like interviews and application forms, it is very widely used but has been found to be of limited value by researchers. As a predictor of job performance it has low validity and has often been found to contain more information about its author than about its subject† (Resourcing and Talent Management, Stephen Taylor. P242) a great deal of time and effort is put in by some employers to chase up references to find that they have little practical value. It is very rare that negative or semi-negative references are made; however, most employers now have a policy of only providing factual information and make no comment about an individual’s suitability at all. The law have made it difficult for employers writing references to know for certain that what they will write will be confidential as unsuccessful candidates now have the right to ask for a copy of their references. Inductions The purpose of an induction is to ensure the effective integration of a new employee into the work place. As well as the usual orientation, a new starter needs to understand the business, where their role sits within the set up and what’s expected of them, as well as being quite clear regarding their terms and conditions of employment. A good induction programme should leave no room for confusion or lack of understanding and should, therefore, induce a feeling of â€Å"belonging†. The employee should then integrate well into the team, have high morale, achieve optimum productivity and therefore be able to work to full potential. In other words- job satisfaction. For the employee it means that all bases are covered and their trained and introduced properly. It also means that all employees receive the same, consistent experience when joining. It ensures that they aware of the company policies and procedures as well as the company ways of working and vision. â€Å"The main reason is that new employees who have undergone an effective induction programme are likely to be competent performers at their jobs more quickly than those whose induction was scanty or non- existent. † (Ma lcolm Martin and Patricia Jackson, 4th Edition. P110) â€Å"Also, the former group are less likely to leave the organisation at an early stage than the latter group (this phenomenon is commonly known as the ‘induction crisis’ and signifies a dissatisfaction with the job or the organisation or both). (Malcolm Martin and Patricia Jackson, 4th Edition. P110) There are certain subjects that should be covered during the induction; employees need to be informed of the organisations products, services, markets and values, terms and conditions of employment for example; pay, hours of work, holidays and sick pay and pension schemes. During the induction employees will be made aware of the physical layout of the organisation along with their rules and procedures, they will also be told of the background and structure. These subjects will put across using different training methods. On the job training will include: Demonstration/ Instruction- This is showing the trainee how to do the job. Coaching- This is a more intense method of training that involves a close working relationship between an experienced employee and trainee. Job rotations- This is where the trainee is given several jobs in succession, to gain experience of a wide range of activities (eg. A graduate management trainee might spend periods in several different departments). Projects- Employees join a project team- This gives them exposure to other parts of the business and allows them to take part in new activities. Advantages of on the job training are that it’s most cost effective as there are no external training courses to pay for and employees don’t need to be given a day release to attend them. It also means new employees are training alongside real colleagues so get an actual feel for how their working day will run. There are disadvantages however to on the job training; employees may pick up bad habits from those who have been with the company for a long time there i s also the potential for disruption to production. The learning environment might not be conductive when carrying out on the job training. Off the job training will include: Distant learning Day release Self-study Block release course- This may involve several weeks at college. Advantages of off the job training are that a wider range of skills and qualifications can be obtained, employees can learn from outside specialists and experts. It could also mean that employees can be more confident when starting the job. Disadvantages are that it is more experience; companies may need to pay for not only the training course but also for transport and accommodation depending on the location. It could mean lost working time and potential output; once they start the job they may need some further induction training. A big disadvantage to external training courses is the timescales in which they are done. You may book an employee onto a course but will have to wait a couple of weeks for th em to attend; this will prevent them from their starting their role. People who will take part in an induction would usually be managers, HR professionals and any trainers depending on the position. Inductions don’t need to be a very formal process but it needs to be properly managed. ACAS run practical training courses to equip managers and HR professionals with the necessary skills to deal with employment relation issues and to create a more productive work place environments. We will write a custom essay sample on Resourcing Talent Essay Example specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Resourcing Talent Essay Example specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Resourcing Talent Essay Example specifically for you FOR ONLY $16.38 $13.9/page Hire Writer