Old System Of Management Based Largely On Empirical Data

At the turn of the XIX and XX centuries production nature has changed significantly.First of all, sharply increased its scale and concentration. There were giant enterprises, which employed thousands, and sometimes tens of thousands of workers and engineers used expensive equipment, complicated processes based on the latest achievements of scientific thought. In these circumstances, it has become necessary to radically change the model of production management, the implementation of other organizational structures, reporting lines, strict observance of technology, precision assignments, reasonable incentives, and so on. Old system of management based largely on empirical data could not provide most of these aspects.Absence of knowledge of the organization of production processes, the optimal sequence of operations and modes of operation of equipment, technical and other standards, personal empowerment of people, workers themselves were not sufficiently trained and prepared yet. As a result of factors above ,introduction of any innovations did not bring the desired effect, and a huge technical and economic potential remained undiscovered. Prerequisites for changes were : industrial management experience gained in the 19th century, and developments in economics, sociology and psychology.They helped to create the concept of scientific management.Practical basis of its formation became mass experiments on industrial enterprises, which had the goal to prevent losses from theShow MoreRelatedMoneyball: Lessons for Business1245 Words   |  5 Pages(and proof) those measures that are valid indicators of future successful performance. He managed by using the right empirical data. This makes me wonder if rigorous statistical analysis (i.e. like sabermetrics in baseball) can be used in any industry or situation to determine the factors most associated with true value to the company. The old way of evaluating players was based on naked eye observation and using 5 measurable indicators, which turned out to not be really connected to future performanceRead MoreUsing Teacher Evaluation Tools For Teaching And Learning Essay1524 Words   |  7 Pagesopportunity cost for teachers as well as students (Iqbal, 2013). Notably, in 2009, a report by the name The Widget Effect was released by The New Teacher Project (TNTP). The report exposed the prevailing teacher evaluations as both infrequent and largely subjective (Jerald, 2012). Similarly, the attention towards the effectiveness of teacher evaluation is fairly new after decades of using teacher evaluation tools that have been noted to provide little or no useful information regarding the technicalRead MoreE-Business St rategy Development: an Fmcg Sector Case Study8643 Words   |  35 PagesCase study E-business strategy development: an FMCG sector case study M. Webster, R. Beach and I. Fouweather University of Bradford School of Management, Bradford, UK Abstract Purpose – This paper sets out to discuss the development of an e-business strategy by a UK soft drinks company. It is based within the Fast Moving Consumer Goods (FMCG) sector (also known as Consumer Packaged Goods), which is characterised by powerful retailers, tier-1 suppliers of industrial end-products and ingredient/rawRead MoreEffect of Corruption on Kenyas Economoc Growth6642 Words   |  27 PagesTheoretical Framework†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦.. 10 2.3 Empirical Review 10 2.3.1 Foreign aid†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 11 2.3.2 Government Policy†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦ 13 2.4 Conceptual Framework 13 Figure 1.2 Conceptual Framework 13 CHAPTER THREE: METHODOLOGY 14 3.1 Introduction 14 3.2 Research design 14 3.3 Data Type and Sources 14 3.4 Model Specification 3.5Assumptions of our Model 15 3.6 Validity and reliability 15 3.7 Data analysis and presentation 16 REFERENCES 17 CHAPTERRead MoreThe Impact of Hrm Polices on Turnover and Productivity16908 Words   |  68 Pages © Academy of Management Journal 1995, Vol. 38, No. 3, 635–872. THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE MARK A. HUSELID Rutgers University This study comprehensively evaluated the links between systems of High Performance Work Practices and firm performance. Results based on a national sample of nearly one thousand firms indicate that these practices have an economically and statistically significant impact on both intermediateRead MoreThe Effective Impacts Of Diversity And Why Managers Need For Affirmative Action2272 Words   |  10 PagesIntroduction: 2 Discussion: 2 Present Situation: 2 Need of global implications: 2 Strategic Benefits of Divrse Workforce: 2 Age-diverse Workforce: 2 Gender-Diverse Workforce: 2 Ethnic and Races Based Diversity: 2 Intellectual Abilities: 2 Role of Human Resource Department: 2 Conclusion: 2 Recommendations: 2 Bibliography 2  Introduction: Social discrimination has been a vexing issue throughout the world. A huge part of the society is a victim of social discrimination. Conversely, reforms and effortsRead MoreA Study of the Barriers of Implementation of Accounting Information System: Case of Listed Companies in Tehran Stock Exchange5251 Words   |  22 PagesFeb 2011 A study of the barriers of implementation of accounting information system: Case of listed companies in Tehran Stock Exchange 1Accounting Mahdi Salehi1 Abdoreza Abdipour2 and Management Department, Islamic Azad University, Takestan Branch, Iran, 2Payame Noor University, Andimeshk Branch, Iran mahdi_salehi54@yahoo.com Abstract: Accounting information system is one of subsystems in management information system that is very important in all companies. The current study reviews barriersRead MoreManagement Control Systems as a Package13705 Words   |  55 PagesManagement Accounting Research 19 (2008) 324–343 Operation of management control practices as a package—A case study on control system variety in a growth ï ¬ rm context Mikko Sandelin âˆâ€" Helsinki School of Economics, Department of Accounting and Finance, P.O. Box 1210, FIN-00101 Helsinki, Finland Abstract This empirical case study examines the operation of management control practices as a package in a growth ï ¬ rm context by paying particular attention to the couplings among cultural, personnelRead MoreApplication of Management Theories1814 Words   |  8 Pages1.Scientific Management Theory: Frederick Winslow Taylor (1856-1915), the Father of Scientific Management, assumed that labor is not the cause of most problems in business and it is only the management which can provide solutions to the problems of the business. His principles were: 1. Develop a science for each element of an individual’s work to replace the old rule-of-thumb method. 2. Scientifically select and then,teach and develop the worker. 3. Heartily co-operate with the workers so asRead MoreForeign Exchange Risk Management14141 Words   |  57 Pagessurvey of foreign currency risk awareness and management practices in Tanzania REVIEW OF LITERATURE Foreign exchange risk management Foreign currency exchange risk is the additional riskiness or varience of a firm’s cash flows that may be attributed to currency fluctuations (Giddy, 1977, Brigham and Ehrhardt, 2005). Normally, foreign currency risk exists in three forms; translation, transaction and economic exposures. Foreign currency risk management involves taking decisions which aim at minimizing

The Kite Runner Betrayal Essay example - 944 Words

In â€Å"The Kite Runner,† Amir and Baba both betray the servants most loyal to them. Hassan and Ali both do everything in their power to please their masters and remain loyal to them. Hassan and Ali differ from their masters in numerous ways but both pairs have similar differences. The master servant relationship between Baba, Ali and Amir, Hassan both differ in the characters’ attitudes, relationships, loyalty and courage. Although Baba and Ali grew up together, they grow to be very distinct people. Baba is a respected Afghan businessman who constantly gives to the community. Baba also stood up for himself and others when he felt that something was unjustified. Ali on the other hand is very reserved and doesn’t do anything when people make†¦show more content†¦Amir felt this way because in the end he was a Pashtun and Hassan was a Hazzara. When guests would come over to play with Amir he would Exclude Hassan. Amir would only play with Hassan when no one else was around. Despite Ali and Hassan’s loyalty they are still betrayed by their masters. Baba’s betrayal is much worse than what Amir did to Hassan. Baba intentionally betrayed Ali who he claimed to be his friend. Baba even said that he felt Ali was like a brother to him. But Baba caused what happened and directly harmed Ali because of what he did. Amir didn’t directly harm Hassan and he also didn’t cause what happened to his friend like Baba did. But Amir didn’t do anything about what was happening to Hassan either. Baba broke his own rule; he robbed Amir and Hassan of their brotherhood by not telling them they were related. He robbed Ali of his honor by sleeping with Sanaubar. And he robbed his own wife of the truth by cheating on her while she was pregnant. He also robbed Amir of his innocence because while trying to make Baba proud he became guilty for what happened to Hassan. Amir could have run home to tell Baba what was happening to Hassan but he hid and waited so that his kite would be brought to him. Not only that but Amir goes to great lengths to try and get rid of Hassan so that his guilt can leave with Hassan. Both masters betray their best friends and â€Å"brothers;† but later on in life they try to compensate for it by doing good deeds. Baba builds anShow MoreRelatedTheme Of Betrayal In The Kite Runner1148 Words   |  5 Pagespeople. However, actions ca n change the course of that relationship based on one decision. Throughout the novel, the readers get a glimpse of how choices the characters make can change the outcome of their lives. Throughout The Kite Runner, Khaled Hosseini uses the theme of betrayal to demonstrate the domino effect it can have on relationships. Everything that happened in the novel started with Baba and the decisions he made a long time ago. Ali was Babas servant, forcing them to grow upRead MoreTheme Of Betrayal In The Kite Runner745 Words   |  3 Pages Betrayal is breaking a trust between a person or group, it can happen when one least expects it. In the novel, The Kite Runner, By Khaled Hosseini, irony is utilized to represent betrayal. There are two different situations in the novel where betrayal is present, in which two different characters do so but they face a difficult challenge to manage the guilt that is brought behind the betrayal. Betrayal is something hard to cope with, whether you are the one that betrayed or you being the victimRead MoreThe Themes Of Betrayal And Redemption In The Kite Runner1858 Words   |  8 Pages The Kite Runner by Khaled Hosseini is a historical fiction novel set mostly in Kabul, Afghanistan and Fremont, California. The novel spans the time periods before, during, and after the reign of the Russians (1979-1989) and the Taliban’s takeover (1996) of Afghanistan. It is told through the first person perspective of Amir alongside his father, Baba, his half-brother, Hassan, and Baba’s c ompanions Ali and Rahim Khan. Growing up, Amir and Hassan are practically inseparable, as they are always playingRead MoreActs of Betrayal in Hosseinis The Kite Runner Essay886 Words   |  4 PagesThe Kite Runner Nobody can believe that the innocent activity of kite flying could ever lead to betrayal and eventually redemption yet, in the novel The Kite Runner, Hosseini manages to mend one man’s path through betrayal and ultimately to his redemption. Throughout this novel you will see many acts of betrayal between enemies, loved ones and strangers. When you do something wrong and you know you shouldnt have done it you feel guilty, right ? Well so does Amir, at least his own kindRead MoreThe Betrayal and Loyalty in Macbeth and Kite Runner2948 Words   |  12 Pagesbecause he wanted the blue kite, which he thought would prove to Baba that he was a winner like him, earning him Baba’s love and approval. The price of the kite, as Amir says, was Hassan, and this is why Amir calls Hassan the lamb he had to slay. He draws a comparison between Hassan and the lamb sacrificed during the Muslim holiday of Eid Al-Adha to commemorate Abraham’s near sacrifice of his son to God. In this context, Hassan was the sacrifice Amir had to make to get the kite and ultimately to gainRead MoreAnalysis Of The Kite Runner And Oedipus Rex 1309 Words   |  6 Pagesworks conceived and written by very different authors and in distinctly separate timeframes. Even as The Kite Runner is written as a work of historical fiction and Oedipus Rex develops a well known and praised Greek tragedy, a theme of betrayal places itself throughout both. Literature demonstrates that morals can genuinely be learned through any method. In both pieces of literature, betrayal is a shared and understood theme throughout, the character’s discourse and their contemplations magnifiesRead MoreHistory Now1070 Words   |  5 PagesDue Date Tasks Friday, 2/3/2012 Begin Unit: Loyalty and Betrayal, Section A, Order and Chaos Order and Chaos: Introduction Section Warm-Up: Product Loyalty Loyalty vs. Betrayal Literary Elements: Symbolism Tutorial: Symbols and Symbolism Reading 1: Two Kinds, by Amy Tan Practice: Symbolism Loyalty and Betrayal Theme Quiz, 40 points Friday, 2/10/2012 Begin Unit: Loyalty and Betrayal, Section B, Context Context: Introduction Section Warm-Up: A Context Riddle Reading 2: from CommunistsRead MoreAn Outline of The Kite Runner1602 Words   |  6 PagesKite Runner Outline Thesis: Betrayal leads to feeling of guilt which forces the person in search of redemption either directly or through indirect actions and gestures. What truly constitutes forgiveness? Forgiveness has a different context depending on where the person is from or what he believes. Religion places a great emphasis on the view of forgiveness. Love is the major reason why people want to forgive and thus move on to normalize their relationships. In the Kite Runner, RahimRead MoreAnalysis Of Khaled Hosseini s The Kite Runner 1161 Words   |  5 PagesKhaled Hosseini reveals the subject of friendship and loyalty in The Kite Runner. Khaled Hosseini advocates that in friendship, there must be loyalty, kindness, and trust. The theme of loyalty plays a tremendous role in The Kite Runner through Hassan and Amir. Amir and Hassan grow up together in Kabul, Afghanistan. Amir lives in a house with his father, Baba. Hassan and his father, Ali, live on the same piece of property as Amir and Baba because Hassan and Ali are their servants. Although HassanRead MoreAnalysis Of The Kite Runner By Khaled Hosseini1422 Words   |  6 PagesPranav Dantu Mr. Bal Honors English 10 20 December 2017 The Kite Runner by Khaled Hosseini Summary: The Kite Runner is a historical fiction novel written by Khaled Hosseini. The novel is written in a first-person point of view tracing the journey of redemption of an Afghan native named Amir. Amir grows up wealthy and privileged by Afghan standards and is surrounded mostly by his father and his friend, Hassan. Hassan was a less fortunate boy who belonged to the lower caste of the Afghanis, the Hazaras

Aligning IT Components To Achieve Agility In Globally Distributed Free Essays

In GDSD project there three interdependent components of agility that include; the agile IT strategy which is used to suit changing needs, the agile IT infrastructure that enables the formulation and performance of flexible It strategies, and agile IT project management that is concerned with enabling coordination and control in the system development project. According to the author, the work of IT strategy to explore and exploit new technologies can result to agile IT infrastructure that facilitates the firms to realize business strategies in new different ways. Alternatively, agility in organizational IT infrastructure is important to the formulation of IT enabled corporate or local business strategies. We will write a custom essay sample on Aligning IT Components To Achieve Agility In Globally Distributed or any similar topic only for you Order Now This article shows that IT infrastructure is vital because it contributes to the agility of project management by enabling fast and flexible integration of multiple system components. In my view, it is important to for a firm to have good relationship with external partners because they provide awareness and opportunities that enables a firm to explore new technologies, which then leads to deployment of appropriate of IT infrastructure to suit local needs. In conclusion, this article states that global business environment provides firms with business opportunities where by as they are developing global business strategies, they should also support them with information systems aligned with these strategies. This brings need to the firma having good relationship with the external partners so that they can be able to explore the new technologies that lead to local targeted needs. References Lee O., Lim, K., Banerjee P., Hillegersberg, J., Kumar K. Wei K.   (2006). Aligning IT   Components to Achieve Agility in Globally Distributed System Development.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Hong Kong: City University of Hong Kong.    How to cite Aligning IT Components To Achieve Agility In Globally Distributed, Papers

Business Accounting

Question: Writereport is to determine and evaluate the accounts of the financial statements in order to evaluate the actual value of the company. Answer: The most important aim of the statement is to assess the significant accounts of the company in order to determine the material misstatement. The auditor should understand the client by determining and analyzing the internal environment and external environment of the company. The financial report of the organization shows the expense, income, liabilities, assets, shareholders equity and cash flow statement of the company. The auditor plays a significant role in the preparation and presentation of the financial statements of the company for the accounting year. The facts, figures and other factors will help to gain the understanding of the client and focusing on the material misstatement during the preparation and presentation of the financial statements. The internal and external auditors has to focus on the important accounts that are most at the highest risks of being material misstatement with the appropriate planning of the materiality. The assessment of the risk in the audit pr ocess will help to determine and evaluate the misrepresentation in the financial statements. The risk assessment program will help to evaluate the audit risk and analyzing the accounts of the financial statements. Introduction The Pacific Star Network Limited is Media Company in Australia. The business operation of the company includes broadcasting, digital assets and publishing which includes www.morrisonmedia.com.au, www.frankiepress.com.au and www.sen.com.au. The organization commonly operated two segments publishing and broadcasting. The company has amplitude modulated commercial broadcasting license in Melbourne and broadcasts on 1116 SN and 1377 MyMp (www.bwired.com.au, 2016). It operates two digital radio stations KOOOL and AUSSIE. The organization has subsidiaries which include Morrison Media Services Pty Ltd that publishes White Horses, Smith Journal, SEN inside Football, Frankie and Spaces. The auditors play an important in the preparation of the financial statement and analyzing the errors and omission in the financial statements. The report focus on the risk assessment with the help of audit process and gaining an understanding of the business of the client that would also help to evaluate the financial statement of the organisation. Therefore, the auditors has the responsibility to perform and plan the audit in order to assess whether the financial statements are appropriate and are free of misstatement that caused by fraud or error (Elliott and Elliott, 2008). Key information Gain an understanding the client The auditors should gain the accepting of the customer of Pacific Star Network Limited. The main purpose of the procedure is to evaluate the risk that financial statement includes the material misstatements due to: Nature of the business of the client The client operates its business in the industry Competition within the industry Suppliers and customers of the client The policies and regulations in which the business is operated by the client The auditors can gain the understanding of the client by evaluating its stages entity level, industry level and economic level. At entity level, the details of the organization can be gained through interview with the client and asking question about what the client do, how the functions are managed, ownership structure and its finance source (Epstein and Lee, 2011). This is a detailed process and time consuming. The customers are identified whether the customer have good reputation and paying the client timely. The suppliers are identified whether they are supplying quality products and services. Whether the client is an exporter or importer of the products identified. It is also to assess the capacity of the client to adapt to the changes in the technology and other trends (Fifield and Power, 2011). If the client does not adapt to these changes then there would be a risk of losing the market share and falling behind the competitors. At the industry level, the auditors can understand the client by evaluating level of the competition, level of the demand of the product and services, client reputation, support level of the government and level of rules and regulation of the government (Gough, 2002). The auditor should be interested in the position of the client within the industry, competition level and size of the client in relative to the competitors. The more competition within the industry means more pressure are placed on the profits of the client and the key issues is the position of the client and ability to withstand the downturns in economy (Holton, 2012). Apart from this, the issues faced by the client due to competition in the international market and evaluating the support of the government. At economic level, the economic conditions that affect the business operations of the client. The economic conditions include changes in interest rates, financial crisis and expectation of the shareholders to increase the profits (Kieso, Weygandt and Warfield, 2011). The economic downturns and upturns, currency fluctuations and changes in the rate of interest affect all the organizations. Therefore, the auditor is concerned with the susceptibility of the client to the following changes and ability to tackle the economic pressures. During the economic upturn, organizations are under pressure as they have to perform well than its competitors and improvements in the profits of the shareholders (Kimmel, Weygandt and Kieso, 2007). During the economic downturn, organizations may understate its profits and to maximize its write offs as it falls in the profits. The financial report of the company should be anal analyzed in order to evaluate the actual value of the company. The income statement shows the expense, income, profit or loss of organization (Sharma, 2010). The financial position statement shows the assets and liabilities of the company. The statement of cash flow provides the inflow and outflow of cash within the accounting year. Significant accounts most at risk The significant accounts that are most at the risk of being misstated are operating expenses, debt issue, current liabilities, intangible assets and current assets. Therefore, it is the liability of the assessor to estimate the material misstatement in the accounts in order to avoid fraud (Spiceland, Sepe and Nelson, 2011). The consequences of misstatement are increase or decrease in the expenses, increase or decrease in the debt level, increase or decrease in the assets and liabilities and increase or decrease in the total value of the company. The risk can be analyzed by evaluating the ratios such as profitability ratios and liquidity ratios. The changes in the ratio will helps to evaluate the accurate values of the accounts and if it varies a lot then there can be risk of the material misstatement (Stittle and Wearing, 2008). The false presentation of the overall value of the company can affect the decisions of the investors and other stakeholders. The significant accounts of Paci fic Star Network can be at risk and that may result in liquidity risk or solvency risk. The intangible assets can be misrepresented that can affect the current assets worth of the organization (Turtledove, 2007). The misrepresentation of the debt issue can affect the capital structure of the organization. The debt equity ratio provides the level of equity and debt of the organization. The increase in the material misstatement can lead to fraud. Therefore, it is the duty of the auditor to examine and assess the actual value of the accounts as well as determining the misstatement in the accounts. The in service expenses increase or decrease will influence the net income of the organisation that will also affect the value of return on assets, return on capital employed and return on equity as well as the net profit and gross profit margin of the organization (Warren, Reeve and Fess, 2005). The profit margin can be affected by the misstated figure and facts and thus affecting the financ ial position of the company. The auditors should analyze the value of the accounts and mitigating such risks. The financial report comprises of income statement, cash flow statement and balance sheet of the company. The profitability ratios show the ability of the company to generate earnings and cash requirement to pay off the debts, future expansion and meet other obligations. The profit margin and gross profit shows the sales proportion turned into the profit (Wolf, 2008). The gross profit margin shows whether the seller of products has appropriate mark of on the products sold to pay for the other expenses. The diminishing ratio determines that the client may be paying additional for the inventory or less charging to their clients. The profit margin shows the profitability of the organization and the auditor would be able to find the variability in profit earning capacity of the client (Zopounidis, 2008). The profit margin varies too much then it shows uncertainty and volatility that makes difficult to assess the fairness and truth of the financial report. The return on assets provides th e capability of the organization generate returns from the assets and return on the shareholders equity shows the ability of the organization to generate return from the invested funds of the shareholders. If the ROE and ROA are decreasing then it would be difficult of the company to pay interests and dividends and repay loans. The auditor would make comparison between the previous year and current year to identify the trends or differences in the profitability of the company. The comparison can also be made with the competitors and budget. Any changes when compared to competitors or budget, previous years can be investigated by the auditor to indicate that there can be risk of the material misstatement. The liquidity ratios show the capability of the entity to compensate off the obligations. The relation above one means that the entity will be capable to reimburse off the short term obligations. An auditor will compare the trends the rates in order assess the liquidity situation of the company. Set planning materiality The setting materiality helps the auditor to use the professional judgment equipment for the creation of the useful situation to the primary users for the financial report. For the case of the listed companies, the primary users also help the owners for lending the major funds and thus it also helps the primary users to lend the funds of the lenders (Berk and DeMarzo, 2007). Audit firms vary their methods with the purpose to set the materiality in order to carry out the risk assessment in the organization. Therefore the guidelines are created by the AASB 1031 for the creation of the materiality and thus it also helps in calculating the percentage of the appropriate base. Thus for the selection of an appropriate base, the auditor chooses an point from the financial position statement or the appropriate base (Elliott and Elliott, 2008). In selecting the appropriate base, the auditor also helps in the creation of the suitable base that are requisite for the enlargement of the judgment t hat is based on the knowledge of the client and thus the needs of the financial report users helps them in the process of decision making. For instance, if the client is listed in the security exchange, the profit lies before the tax is likely to be important as it drives the dividends and return on the investment for the process of decision making. The base was selected for the creation of the profit before the tax (Fifield and Power, 2011). Thus for profit organization, the assets or the revenue are generally used as a base. Thus this also helps the client to take the professional judgment for the development of the auditors knowledge and thus it also helps in the development of the preferred, the choices are also helps in the auditors knowledge for their client and thus it also helps in the professional judgment. The AASB 1031 also helps in the provision of the guideline for the appropriate calculation and thus it also helps in calculating the materiality. Thus the material perce ntage also helps in the creation of the item and thus the five percent tax also being increased to the 10 percent of the profit. When the setting is lower than the planning materiality, the auditor then increases the quality and the quantity of the evidences also needs to be gathered (Gough, 2002). When the gathering of the evidences successfully satisfies the criteria, then lowering the materiality level set also helps in the gaining the potential misstatements and thus it also helps in appropriate analysis and thus it also helps in the concluding the potential misstatement and thus it also helps in the creation of the auditors access for planning the materiality (Holton, 2012). With the support of the arrangement of the materiality, the administration also helps to create a center of attention for the investors for the investment and thus it helps the auditor for knowing the financial statements. The materiality also helps in the materiality echelon of the Pacific Star Network is considered at the 1% of the entirety proceeds of the organization. The material echelon is calculated as the Materiality Level= 1% * 20.86 million dollar = $20.86 million*0.01 =$208,860 million Therefore, the amount determined by the auditors also creates the financial levels of the risk managements that are required for the proper enhancement of the materiality of the financial statements (Kimmel, Weygandt and Kieso, 2007). When the materiality amount considered being necessary for the reduction of the appropriate low levels then the aggregated and the undetected financial statements are also helpful for the establishment of the lower limit of the planning and thus it also helps in the misstatement and thus it also helps in accessing the planning of the materiality (Sharma, 2010). At this level of the acceptable error for the creation of the setting and thus it also helps in the enabling the auditors to determine the significant terms and hence, the material matters are also taken into considerations. Audit risk assessment The manipulation of current assets, current liabilities, debt issue, along with the in service expenses can change the worth of the corporation; the value can be changed in either improving or declining. Thus, the auditor detects misstatement or manipulation in the financial records of Pacific Star Network by the accountant that be able to improve or reduce the worth of the organisation (Spiceland, Sepe and Nelson, 2011). The presentation of incorrect cost can influence the judgment of the investors as well as even it is the illegal act by the accountants of the company, who manipulate the accounting information of the company in order to provide incorrect information to the users of the financial statements of the company to influence them to invest in the company. The misstatement of the information of current liabilities can influence the debt level of firm and the total worth of firm (Stittle and Wearing, 2008). The misstatement of the information of current assets can affect the asset of firm and the overall cost of the firm. The misstatements of the information of intangible assets as well affect the level of asset of the firm as well as overall cost of the firm. The misinformation in debt issue will involve the echelon of debt of the firm also financial responsibilities of firm. The misinformation in operating expense can affect the cost of expenditure of the firm the overall revenue of firm. The misinformation in these can influence the economic ratios of firm like current ratio, profitability ratio, efficiency ratio, as well as solvency ratio (Turtledove, 2007). The alteration in profitability ratio can influence the degree of profitability of the firm like net margin ratio as well as gross profit ratio. The alteration in the debt issue can influence debt equity ratio as well as the financial leverage of the firm. The alterations in the financial ratio can affect the debt level, asset level, profitability level, along with overall presentation of the f irm. The alteration in the worth of the expenditure of the operating can affect the ratio of the firm. The alteration in these specific accounts can alter the capital, structure of the company, profitability as well as overall of firm (Warren, Reeve and Fess, 2005). The misstatement of the financial statement of the firm can manipulate the decisions of the users of the financial statements such the shareholders of the company investors and other stakeholders of the company. The accountant of company prepares the financial statement of the company and in case of the accountant manipulate with the financial data of the company then the information on the financial health and financial performance of the corporation will be changed that can misled the investors and shareholders of company and influence the decision of the investors (Wolf, 2008). The auditors play important role in detecting the misstatements in financial statements and in case of an auditor has been bribed and support the misstatement of the financial report of the company then it will be cheating with the investors and shareholders. Conclusion The main focus of the report is to determine and evaluate the accounts of the financial statements in order to evaluate the actual value of the company. The auditor determines and evaluates the significant accounts, for example, current assets, intangible assets, current liabilities, debt issue and operating expenses that are risk of being material misstatement. The variation in the value will influence the value of the organization as it will affect the assets, profitability and liabilities of the organization. The auditor plays an significant role in the accurate and fair demonstration of the financial report of the company. It is the responsibility of the management and accounting department to represent the value of the organization and reducing the risk of fraud. References Berk, J. and DeMarzo, P. (2007).Corporate finance. Boston: Pearson Addison Wesley. Elliott, B. and Elliott, J. (2008).Financial accounting and reporting. Harlow: Financial Times Prentice Hall. Epstein, M. and Lee, J. (2011).Advances in management accounting. Bingley, UK: Emerald. Fifield, S. and Power, D. (2011).Managerial finance. [Bradford, UK]: Emerald. Gough, L. (2002).Global finance. Oxford, U.K.: Capstone Pub. Holton, R. (2012).Global finance. Abingdon, Oxon: Routledge. Kieso, D., Weygandt, J. and Warfield, T. (2011).Intermediate accounting. Hoboken, NJ: John Wiley Sons. Kimmel, P., Weygandt, J. and Kieso, D. (2007).Financial accounting. Hoboken, NJ: John Wiley. Sharma, N. (2010).Business finance. Jaipur, India: ABD Publishers. Spiceland, J., Sepe, J. and Nelson, M. (2011).Intermediate accounting. New York: McGraw-Hill Irwin. Stittle, J. and Wearing, B. (2008).Financial accounting. Los Angeles: SAGE Publications. Turtledove, H. (2007).Settling accounts. New York: Del Rey/Ballantine Books. Warren, C., Reeve, J. and Fess, P. (2005).Financial managerial accounting. Mason, Ohio: Thomson/South-Western. Wolf, M. (2008).Fixing global finance. Baltimore, Md.: Johns Hopkins University Press. www.bwired.com.au, b. (2016).Pacific Star Network - Home. [online] Pacificstarnetwork.com.au. Zopounidis, C. (2008).Managerial finance. [Bradford, England]: Emerald.

Feasibility Report on Opening an Amusement Park

A Ginkgo Trees Profile and Planting Tips

A Ginkgo Trees Profile and Planting Tips Ginkgo is nearly pest-free and is resistant to storm damage. Young trees are often very open but they fill in to form a denser canopy as they mature. It makes a durable street tree where there is enough overhead space to accommodate the large size. Ginkgo tolerates most soil, including compacted, and alkaline, and grows slowly 75 feet or more tall. The tree is easily transplanted and has a vivid yellow fall color which is second to none in brilliance, even in the south. However, leaves fall quickly and the fall color show is short.  See Ginkgo Photo Guide. Quick Facts Scientific name: Ginkgo bilobaPronunciation: GINK-go bye-LOE-buhCommon name(s): Maidenhair Tree, GinkgoFamily: GinkgoaceaeUSDA hardiness zones:: 3 through 8AOrigin: native to AsiaUses: Bonsai; wide tree lawns; recommended for buffer strips around parking lots or for median strip plantings in the highway; specimen; sidewalk cutout (tree pit); residential street tree; tree has been successfully grown in urban areas where air pollution, poor drainage, compacted soil, and/or drought are commonAvailability: generally available in many areas within its hardiness range. Form Height: 50 to 75 feet.Spread: 50 to 60 feet.Crown uniformity: irregular outline or silhouette.Crown shape: round; pyramidal.Crown density: denseGrowth rate: slow Ginkgo Trunk and Branches Description Trunk/bark/branches: droop as the tree grows, and will require pruning for vehicular or pedestrian clearance beneath the canopy; showy trunk; should be grown with a single leader; no thorns.Pruning requirement: needs little pruning to develop except during the early years. The tree has a strong structure.Breakage: resistantCurrent year twig color: brown or gray Foliage Description Leaf arrangement: alternateLeaf type: simpleLeaf margin: top lobed Pests This tree is pest-free and considered resistant to gypsy moth. The Ginkgos Stinky Fruit Female plants are wider-spreading than the males. Only male plants should be used as the female produces foul smelling fruit in late autumn. The only way to select a male plant is to purchase a named  cultivar  including ‘Autumn Gold’, ‘ Fastigiata’, ‘Princeton Sentry’, and ‘Lakeview’ because there is no reliable way to select a male plant from a seedling until it fruits. It could take as long as 20 years or more for Ginkgo to fruit. Cultivars There are several cultivars: ‘Autumn Gold’- male, fruitless, bright gold fall color and rapid growth rate‘Fairmont’ - male, fruitless, upright, oval to pyramidal form‘Fastigiata’ - male, fruitless, upright growth‘Laciniata’ - leaf margins deeply divided‘Lakeview’ - male, fruitless, compact broad conical form‘Mayfield’ - male, upright fastigiate (columnar) growth‘Pendula’ - pendent branches‘Princeton Sentry’ - male, fruitless, fastigiate, narrow conical crown for restricted overhead spaces, popular, 65 feet tall, available in some nurseries‘Santa Cruz’ - umbrella-shaped, ‘Variegata’ - variegated leaves. Ginkgo in Depth The tree is easy to care for and require only occasional water and a little high-nitrogen fertilizer that will stimulate the growth of its unique leaf. Apply the fertilizer in late fall to early spring. The tree should be pruned in late winter to early spring. Ginkgo may grow extremely slow for several years after planting, but will then pick up and grow at a moderate rate, particularly if it receives an adequate supply of water and some fertilizer. But do not overwater or plant in a poorly-drained area. Be sure to keep turf several feet away from the trunk to help trees become established. Very tolerant of urban soils and pollution, Ginkgo could be used more in USDA hardiness zone 7 but is not recommended in central and southern Texas or Oklahoma due to summer heat. Adapted for use as a street tree, even in confined soil spaces. Some early pruning to form one central leader is essential. There is some support for the trees medical use. Its seed has been recently been used as both a memory and concentration enhancer with some positive effects on Alzheimer’s disease and dementia, Ginkgo biloba has also been suggested as relieving many disease symptoms but  has never been approved by the   FDA as anything but an herbal product.

Islamic architecture Essay Example | Topics and Well Written Essays - 2500 words - 1

Islamic architecture - Essay Example The early Islamic architecture was inspired by and reflected both secular and religious and secular styles. However, with the increase in the industrial development, and the increase in population, the contemporary Islamic architecture has transformed and has forgotten its traditional / cultural roots. The objective of this research is to identify and study the islamic architecture from the past to the present. With the help of examples from the post-islamization era and the contemporary urbanized Islamic world, the research will compare the transformation of the Islamic architecture. What are the major features of the contemporary Islamic architecture? Are they in alliance with the features of the past era? Does the present features reflect the tradtion and culture of Islam and traditional Islamic architecture? In order to conduct this research, the study will primararily be based upon online data banks, books, and online Islamic Architectural archives. It will also utilize help from past researches and studies on the subject. However, it is not feasible to travel to the mentioned Islamic architectures for the purpose of this research. Architecture is considered as an important element of an culture, society, or religion. From the foundation of Islam to present day, the Islamic architecture has witnessed huge transformations and serious changes in its design and features. These transformations are increasing day by day and the the traditional Islamic architecture is losing its charm and may become obsolete. Keeping this situation in mind, there is an avid need of study / research that can assess and evaluate the reasons behind the changes and transformations of the new concepts and designs being introduced in the Islamic architectural world. In order to conduct this study, the qualitative research methodology willbe utilized.

African American Women Essay Example | Topics and Well Written Essays - 500 words

African American Women - Essay Example Campbell (266) claims that slavery was terrible for men, but worse for the women of Black descendants. This is a potent and strong remark and a quote, which acts as an evidence concerning the suffering the African-women slaves had to endure. Slavery was an occurrence of psychological, emotional, physical, and mental rape that the African Women had to persevere. They were also tortured, and when it became unbearable, the African-American decided to take actions in order to eradicate the pain. In addition to taking care of their families and children, punishment and coerced labor, they were also sexually exploited. In fact, Terborg (78) v notes out that many of their punishments were sex overtones. To add to this, they were whipped by cow-skin that was plaited and assaulted using ebony brushes, including left to die after their ears and teeth were pulled out forcefully. The Black women’s leadership and activism during this time helped in the creation of a movement of Civil Rights in 20th century. Malcolm X and Martin King Jr, had already become the 1960’s and 1950’s icons. However, the grassroots and organizational activism and skills of women who were activists like Clark Septima , Baker Ella, Parks Rosa and Hamer Fannie helped propel the movement to inspiring more generation of new activists as well as led to its successes. There are other historical reasons for slow and painful rise of the African-American woman whose gender and race seems to keep her submissive. African women also had a risk of personal loss where they had a long tradition of human and civil rights activism. However, the tradition still lives on in examples and experiences of women like Walker Alice, Davis Angela, Norton Eleanor, and Edelman Marian (Terborg 78). These unsung hero of the civil rights movement like Baker Ella who helped in forming a

To what extent does social role theory explain anti-social behaviour Essay

To what extent does social role theory explain anti-social behaviour - Essay Example Whether the interaction is going to be positive or not depends on the nature of the people interacting with each other. The increasingly diverse and complex social roles that human being plays lead to socialization and personality development (Newman 70). Social Role theory studies the development of human being through different roles that he plays. According to Briddle (1979) and Brown (1965), â€Å"a social role is any set of behaviors that has a socially agreed-upon function and accepted code of norms† (Newman 70). However, when the social norms and functions become distorted with negative attitudes of prejudice, discrimination and racism, then people who are the victim of it become frustrated and their frustration leads to anti-social behavior. The word ‘role’ in social role theory is taken from the context of theatre where the actor behaves and acts as expected from him through the script (Newman 70). The same concept is applied to social life. The social life works as a stage, the social identities that person assumes work as roles and the behavior expectation from each role that people play act as script (Newman 70). With every step in life, the range and the nature of role changes and people learn to adjust and accommodate the new things and behavior pattern that come with it (Newman 70). However, there are times when the this adjustment becomes difficult and people start finding it impossible to fit into the social scenarios. Mostly, the problem begins when a person gets into an adolescence phase and begin to develop a social identity. Social identity is formed when a person interacts with people in personal relationship and in social groups(Newman 72). According to Tajfel

Leading Innovation And Change

Leading Innovation And Change New technologies, opportunities and threats force organizations to acquire adaptive capacities in order to remain relevant, competitive and survive in an increasingly complex business environment. Organizations and individuals have to embrace change initiative programmes in order to ensure organisational long-term success. In this paper, we look at the main theories of innovation and change, whilst maintaining a general view on how an organization goes about its change management decisions. We will describe one successful, one less successful change initiative and the impact of these two on the organizational culture. We also come to the conclusion that for a successful implementation of change, a company must be more transparent and listen to every employees opinions. Then, an integrated approach to the authors personal performance as a leader and what is still lagging to acquire the skills necessary to change development will be covered. Introduction Change, innovation, and even creativity are not new concepts in the framework of organizational development. The past few decades have witnessed the development of several theoretical models aiming to improve the way organizations function. Change demands both creativity and innovation. Wickoff describes creativity as the act of connecting the new into the existing and making connections that no one else has made (Wycoff, 1991). According to Pearce (Pearce, 1974), individual culture exerts a negative influence on creativity, however, were it not for creativity, culture itself would not be created. Innovation means successfully drawing on new ideas. All innovation begins with creative ideas. Thus, creativity is the starting point for innovation. Changes in innovation are necessary for the successful exploitation of new ideas. In an organizational setting, creativity is the generation of an idea, and innovation as the implementation of these creative ideas, known as creative output. (Woodman, 2008). Amabile implies that creativity requires individuals with creative characteristics, while a group of people are primarily responsible for implementing these creative ideas, so they can result in innovation (Amabile, 1983). At the core of organizational success, an employee is likely to be creative when they expect that their creativeness will lead to personal consequences that are more rewarding. (Ford, 1990) There are individual differences that may trigger employees creativity. Many theories revolve around the fact that individual creativity is a function of personality factors, creativity-relevant skills, specialized knowledge and genuine motivation. Overall, the success of an organization depends on the capacity of its staff to communicate and share knowledge (Bryans, 2001), and it is observed that the importance of specialized knowledge in an organization has been steadily increasing (Ingram, 2000) Hughes states that managing change is one of the major challenges that face not only the organizations, but also the individuals creativities that should accompany the organizations in their processes of change (Hughes 2006). Organizational change is related to organizational strategy, which will guide organizational direction and activities (Thornhill 2000). As individual change is pivotal part of organization change, change management need to be adopted at individual level in order to initiate the change and consequently obtain successful organization change (Hughes 2006). Beer and Noria explain that due to, heightened competition, globalisation, advancements in communications and information technologies, inter-alia, change initiatives have interested the majority of leading organisations. Organizational change initiatives can maximize shareholder value (i.e. economic value theory) and develop organizational capabilities (i.e. organizational capability theory) (Beer, 2000). Throughout this paper, we explore the theories behind innovation and change, evaluating one successful and one less successful innovation/change initiative related to the relevant theories. It also offers a reflection on the authors own performance as a leader of innovation and change, including the development of an action plan for further practicing the relevant skills leading innovation and change. Theories of Innovation Mulgan and Albury (Mulgan, 2003) define innovation as the creation and implementation of new processes, products, services and methods of delivery which result in significant improvements in outcomes efficiency, effectiveness or quality. They further elaborate this concept by linking the idea of creation to a source of value both for the individual consumer and companies. According to Joseph Schumpeter (Schumpeter 1934), innovation is different from invention insofar as the latter covers only aspects related to technical progress while innovation relies on acceptance and marketing. In addition he highlights the importance of innovation for growth and economic development. For example, a technical discovery without a valid product or a service cannot be regarded as an innovation. Van de Ven (Van De Ven 1986) adopts a broader definition of innovation by setting it as the development and implementation of new ideas by individuals who, over time, engage with others in a defined institutional context. Through these different definitions with the common denominator in the individual, innovation could be summarized as a creation, whose application would generate business opportunities meeting existing needs or addressing new needs. Through Schumpeter (Schumpeter 1934), we discover the five major types of innovations: (i) the introduction of a new product; (ii) the introduction of a new method of production, (iii) the opening of new markets; (iv) the conquest of a new source of supply of raw materials; (v) the conception of new organizations. Different from Schumpeters theory, Tidd and Bessant (Bessant, 2009) summarized four dimensions of change, which they define as the 4Ps of innovation: Product innovation changes in things (products/services) which an organization provides; (ii) Process innovation Changes in the ways these things (products/services) are created and delivered; (iii) Position innovation Changes in the context in which the products/services are introduced; (iv) Paradigm innovation Changes in the underlying mental models which frame what the organization does. At the root of innovation is creativity, which is a process and a skill that can be developed and managed throughout the organization. A process is needed together with a culture that will help maximize creative assets. This is innovation capability that triggers organizational health. Tidd (Bessant, 2009) states that the implementing phases of innovation carry a high degree of risky as companies need to invest substantial resources and the uncertainty can significantly influence the implementation process. A great deal of research has been conducted to try to identify what factors affect the rate and extent of adoption of innovation by the markets. A number of characteristics of innovation have been found to affect diffusion (Rogers 2003): Relative advantage, (ii) Compatibility, (iii) Complexity, (iv) Trialability, (v) Observability In a dynamic environment, success comes from looking for the next opportunity and having the ability to finding insights into new products or services. Innovations may also be classified by their degree of intensity. When an innovation brings an improvement to the processes, it is described as incremental innovation. Christensen (Christensen 1997) states that incremental innovation does not change the nature of the product or service but allows the company to strengthen its offer without upsetting its value chains. Conversely, when an innovation is accompanied by a major technological breakthrough that improves the product or service, it is called disruptive innovation (Christensen 1997). Another dimension of innovation may be classified by its degree of novelty. Innovation is not only a matter of major advances or radical innovations but also includes small-scale changes or incremental innovations (Tidd, 2006). Innovation was considered largely as the creation and development of new ideas. However, generating new ideas is just one step of an innovation. Thus, as Tidd states, innovation is a process, not a single event, and needs to be managed as such. The influences on the process can be manipulated to affect the outcome that is, it can be managed à ¢Ã¢â€š ¬Ã‚ ¦ One notable model describing the innovation process is the innovation pentathlon framework (Goffin, 2005). A more generic innovation process model by Tidd and Bessant (Bessant, 2009) divides the innovation process into four phases: (i) Generating new ideas how can we find opportunities for innovation? (ii) Selecting the good ones what to do and why? (iii) Implementing them how to make it happen? (iv) Capture how to get benefits from it? In his research, Shapiro argues that perpetual and pervasive innovation is the key to long -term sustainable success in the continuous search for new consumers. (Shapiro, 2002) To survive competition, organizations must rapidly and repeatedly re-invent themselves often through its best resource, the employees. The road map to reinvention starts by applying the seven Rs. 1. Rethink your underlying assumptions. 2. Reconfigure how you carry out work. 3. Resequence when work takes place 4. Relocate where work is done to cut down on handoffs and delays. 5. Reduce the frequency of carrying our specific activities. 6. Reassign who does the work by asking if anyone else could achieve the same result more effectively and efficiently. 7. Retool the technology that supports getting the work done. Could new software and automated equipment transform our ways of working? Tidd (Tidd 2006) recognizes that shocks trigger innovations and changes occur when a threshold is reached (be it opportunity or threat). Similarly, Schumpeter (Schumpeter 1934) identifies the resistance to change when the resistance manifests itself in the groups threatened by the innovation, then in the difficulty finding the necessary cooperation, finally in the difficulty in winning over consumer. Change and change models An analysis of some of the works of authors considered masters of leadership explains this (Porter 1980) (Drucker 1999). The reasons for change resistance are essentially within the individuals of the organization and the environment in which they operate. Some changes occur because of the opportunities that arise, while others are planned as in mergers/acquisitions. The onus is then placed on effective change management, which allows people to reorient the organization, achieve its goals, maximize their performance and ensure the continuous improvement in an ever-changing business environment. Change occurs efficiently only if there is a complete commitment from within the organization. Change happens through people therefore, as part of the process of change it is necessary to know and stimulate their values, their beliefs, their behaviors and their emotions. Kim argues that organizations learn via their individual members (Kim 1993). Therefore, understanding individual learning theories are important for understanding organizational learning. There are different areas of change within an organization. Balogun and Hailey describe four types of changes: adaptation, reconstruction, evolution and revolution (Hailey, 2004). Scope of Change Nature of change Realignment Transformation Incremental Adaptation Evolution Big Bang Reconstruction Revolution Senior and Fleming see change as either soft change (group work change agent as catalyst, more complex) or hard change (clear objectives, achievable, less complex) (Fleming, 2006) Planned change takes conscious and attentive effort on the part of the organization. Kanter originated the concept of the change master: a person or organization skilled at the art of anticipating the need for and of leading productive change (Kanter, 1983) . Changes will not occur unless the necessity for change is significant. Employees and organizations usually resist change unless they have to. Before embarking on an organizational change initiative, a clear strategy must be planned in order to anticipate potential problems. One often criticized model for change is Lewins model of change, which consists of unfreezing, transforming, and freezing. Unfreezing refers to conditioning individuals readiness for change, and establishing ownership. It revolves around increased awareness by stakeholders of the existence of a dissonance between the organization and its environment. It fosters a desire for transformation that is then spread in the organization. This is a period of self questioning where reflections abound on the driving forces and changing patterns of perception. This stage is characterized by instability, loss of landmark and a degree of uncertainty resulting in the sense of the need to change (Lewin, 1951). During the transformation, momentum builds when stakeholders introduce change and plan its implementation and transformation with the commitment of individuals to accept the change initiatives. In the final phase, refreezing, individuals recognize the change and reestablish the equilibrium, both personally and within the organization. This last step in the process of change is the institutionalization of new practices. It is therefore the consolidation, convergence and adoption of new behaviors. In addition, during this phase, the organization assists the rooting of new standards and the emergence of a new culture. Refreezing thus prevents individuals to return to the previous step, and wide acceptance leads to progress. (Gilley 2005). Lewins Force field analysis (Lewin 1951) further considers that an issue is held in balance by the interaction of two opposing sets of forces the positive and the negative in terms of those forces driving change and those forces restraining change. Lewin considers a number of positive forces that support this state together with a set of restrictive forces that oppose and counterbalance it. In essence, this resistance allows Lewin to conceive patterns of continuity and discontinuity within relatively stationary structures in group behavior. In this respect, behavioral change is not conceived of as naturally emergent, but rather as a planned process requiring the intervention of a change agent . Lewins model has several limitations in that it fails to address the human side of change and doesnt address the emotional state of people during the change process and relies on the change agent to act as a cohesive between states of stability while helping to diffuse resistance. Not every employee or stakeholder will agree on the new vision or let alone implement it. Another risky limitation is preventing organizations to move back to former phases where updating may be required. This can send wrong signals to employees, especially when the realization of moving too fast or too early into a new stage, triggering significant changes in the internal environment. Very similar to Lewins model, Kotters (Kotter 1996) eight steps of change is another linear model for change. Its eight steps are: establishing a sense of urgency, forming a powerful guiding coalition, creating and communicating a vision, empowering others to act on the vision, planning for and creating short-term wins, consolidating improvements and producing still more change, and finally institutionalizing new approaches. However, knowing the required change is the critical question to ask. Those changes with wide-reaching impacts requiring significant unlearning by an individual are the ones that will generate the more resistance to change. In the following table, we combine the foundations of the two models. Kotters eight phases can essentially be reduced to three stages, similar to Lewins model. This allows us to consider an integrative model to the two different approaches. Lewins model Kotters model Phase 1 Awareness of the need to change Challenge the status quo Lack of stability created Create a sense of urgency Crete a guiding coalition Elaborate a vision for change Phase 2 Moving towards change Discussion and reflections on the inefficient existing practices Communicate the vision Empower the change agents Create short terms gains Phase 3 Institutionalize new practices Consolidate new behaviors Solidify new norms Consolidate longer-term gains Solidify new approaches into culture Similar to Lewins model, Kotters fails to address the human side of change, assuming everyone will agree, and doesnt address the emotional state of people during the change process. In practice, during the different phases, greater attention is granted to managing the change process rather than the individuals affected by the change process. Employees lack the recognition that they are treated as competent and important elements of the organization. Their worth has to be recognized respected. To avert this during the change process, the organization can, inter-alia, instill a sense of belonging, enhance management-employee relations, improve the supervisory quality and decision making process, disseminate information and foster feedback and provide access to training. Researchers estimate that 70% of change initiatives fail. (Noria). Kotters model risks failure if the sense of urgency is not created, if a strong enough coalition is not formed, with blurred vision, not allowing adjustments or the elimination of harmful practices in the change process, failing to obtain success in the short term, or quickly calling victory and not anchoring the changes in culture of the organization. Lewin (management.net 2012) describes four essential steps to managing change: Define the change you want to see by creating a diagram or table of the future desired state. Brainstorm and analyze the restraining forces those that oppose change. Evaluate the driving and restraining forces and focus on the impact of each on the change initiative. Impose a strategy that analyses the driving and restraining forces. The result should be an action plan that will achieve the greatest impact. Egan (Egan, 1988), clearly influenced by Lewins, proposes a simple model for change in three steps: Assessing the current scenario Creating a preferred scenario Designing a plan from the current into the preferred scenario. Support and momentum must be gathered for effective change, always considering the human factor in order to prevent failure. During the change planning, it is imperative to bring on-board different profiles to achieve effective change. Senior and Fleming (Fleming, 2006) argue that for effective change, an organizational leader must engage and drive the initiative forward in the organization. The importance of stakeholder, in determining the driving and restraining forces, is important throughout the process Two radically different models of change are Beer and Norias theory E and Os (Beer 2000). Theory E focuses on creating value to the shareholder, and uses structures and systems to achieve change. This approach often resorts consulting firms and economic incentives as a way to entice the organizational changes at the lower level. Opposite is theory Os goal to change a companys ways from the bottom to the top, that is from the front line employees to the CEO. Management, employees, culture and behavior are addressed through the involvement of all the employees through a transparent communication scheme. Organizations abiding by theory O create systems which make employees emotionally committed to increasing their performance within the organization. Under theory O, employees are requested to become involved in identifying and solving work-related problems whereas managers believe that creating value is the essence of this approach. As there is no one right approach, the limitation of Beer and Norias model is that they cannot be implemented as stand-alone given the economic and human risks associated. Simultaneous implementation of both theories, know as tension between E and O, together with hard and soft change approaches, extremely delicate, will provide a sustainable advantage to organizations embracing it. The principles of creativity and innovation must be formulated and discussed across the spectrum between executives, middle managers and employees. A participatory approach early on the process can lead to failures in the change initiative. Change agents and executives of the organization should be alert on providing innovative frameworks for successful change. Whether planned or unplanned, the onus should be placed on having a clear understanding of the specific situation, its complexity and the selection of an appropriate change strategy and communication plan. Change initiatives need to be designed wit h all stakeholders in perspective; only successful change is operated from a stakeholder perspective. (Holbeche, 2006) A simple stakeholder analysis, adapted from Cleland (Ireland, 2004) can sustain an effective communication plan. Leadership and Leading change The most common definition of leadership refers to the ability to get others to do what you want. According to Bolman and Deal (Bolman 1997), the word leader was introduced more than a thousand years ago. It derives from the Anglo-Saxon laedare, which has undergone a few changes. In old English it meant conducting travelers on the road. Bolman and Deal (Bolman 1997) refine the term leader into those individuals that are helpful, make us feel secure and alleviate fears; those that see possibilities and discover hidden resources. Power is key to leadership. Robbins and Coulter differentiate between a manager and a leader, in that managers are chosen by the board or by shareholders of the company based on academic and work experience while leaders emerges from a group, and are able to influence employees performances (Robbins 1996). Koontz (Koontz 1995) states that leadership as an art that influences people to work voluntarily and enthusiastically to achieve collective goals (Kotter 1996, 490) In this sense, the leader faces the challenge of developing skills that drive change and guiding direction and vision. However, before being able to exercise effective leadership, individuals must continually seek self-learning and self-advancement. That is why, as a fundamental aspect, the leader of any group or organization must be committed to the challenge of increasing the value or the importance of his own organization. This self-improvement is fundamental part of any organizations culture. Robbins and Coulter mention qualities that characterize the leader such as: intelligence, charisma, decision, enthusiasm, strength, value, integrity and confidence in it (Robbins 1996, 573). Another common view is that leaders provide organizations and individuals with a clear vision capable of generating a compelling image of the future. In this regard, Kotters works (Kotter 1996) have been oriented to establish a clear difference between management and leadership: Management is a set of processes whereby complicated systems of individuals and technology run smoothly. The most important aspects of management are planning, budgeting, organizing, human resources and problem solving. On the other hand, leadership is a set of processes that prioritize organizations and adapt them to significantly changing circumstances. The leadership defines the future by aligning people with a vision and inspires them to make it reality despite the obstacles. This assessment refers to the ability of these individuals to assist a group of people in circumstances of uncertainty through a practical, achievable vision within a certain period and whose development is both an exercise of the intellect and heart. The vision is an image of the future, with an increasingly favorable individual and collective change with respect to the present. Organization leadership should work through the change agents to gain momentum and support the change initiative. The leaders function is critical to implementing the desired change. They do not necessarily need to be directly involved. Buchanan (2003) argues that change leaders should perceive the need for change and advocate the change. However, acting alone will not be successful and functioning though a change agent, with the responsibility to implement change is a more sustainable strategy. All stakeholders should be part of the change effort and it is important to consider each stakeholder in planning strategies in order to gain support for the change effort. Leaders must advocate the change in a way that makes it appealing and less threatening to the stakeholders. Somewhat dissonant to Lewins theory, Kanter states that it is easier to implement change when it is: conducted on a small scale, can be reversible if unsuccessful and in line with the organizations current direction. (Kanter R. , 1983) Leaders must think in the longer term and look beyond the unit of work of the department towards a greater scope. Their intuition of the environment is used to exhort influence. (Higgs) They possess vision, and have the political skills to deal with the challenging and resisting changing environments and groups of followers (Bolman 1997). Senior and Fleming (Fleming, 2006) assert that another important trait in change management leadership is the will to take risks. Leaders not only must assert their creative and emotional intelligence, but they must motivate for how change is accomplished (Fleming, 2006, p. 348) Transformational leaders, willing to take risks, exerting consistent behavior with high levels of ethics and integrity are able to inspire and motivate employees by demonstrating a shared commitment to the new goals and vision of the organization. (Riggio, 2006). Successful change Robert Heller states that good change management teams are those that know what to change, have the competence to accomplish change and above all carry it out. It helps to operate change under a cultural banner. One theory that groups thinking from Lewin, Kotter and Beer and Norias models is Bolman and Deals four frames, which require creative thinking beyond the described linear model of change. We look at the experience in creating organizational learning and change relates to Bolmans and Deals (Bolman 1997) four frames of organizational structure. The case of a large United Nations (herein referred to as UN) organization will be presented. It is an interesting example of a UN organization operating in changing environments with offices in over 70 countries and a diverse multicultural cadre of staff. Unpredictability is embedded its organizational culture and resilience to change gives it a comparative advantage over other UN organizations. Staffs in the field, away from headquarters, are expected to be mobile and work in the most challenging circumstances and deliver results. The importance of a field presence close to the beneficiaries served is of vital importance. The UN organization strives to increase its expertise in finding and providing efficient and effective solutions to hunger and malnutrition. In retrospective, a stakeholder analysis identified the following stakeholders in the change process: Importance of stakeholder >>> Influence of stakeholder >>> Little or no importance Some importance Significant importance Significant influence C A Somewhat influential Little or no influence D B Group A: Executive management, Middle management, Board of directors Group B: Employees, Host government, staff unions, Project teams Group C: Donor countries, Staff counselors Media and journalists Group D: Staff families, Beneficiaries, Local communities Structural frame: The structural frame emphasizes goals, specialized role, and formal relationships, commonly depicted by organizational charts (Bolman 1997, 13) It highlights the structural aspects of organizations and assumes the following: organizations exist to achieve goals and objectives; things work best when rationality prevails over human needs; it is most effective and efficient to assign roles using specialization and division of labor; effective coordination and control is needed for individuals to work together to meet the organizations goals; problems are a result of poor structure (Bolman 1997) Given the current state of global economic, social and political affairs , combined with the organizations thirst to remain relevant, it is expected to do more with less and continue to be as innovative (and more creative in reaching results). This translated into a change on the approach starting with a rapid organizational assessment that was immediately undertaken to facilitate a process of reflection, review and analysis. The results of this assessment were reviewed by a team of change sponsors/advocates within the organization. A wide range of going-forward organizational design and operating recommendations were made to the executive director and developed into a framework for action calling for a strategy based on participation and action planning and guiding coalition. In order to be more efficient, boost creativity and innovation, it was determined that decisions had to be streamlined, eliminating redundant positions, and improving communication through a wide internal and external participation. The result was a process driven by function rather than focused on current personnel. Immediately, a new structure was designed harmonizing the executive functions, and eliminating redundant director jobs, and ultimately streamlining decision making closer to where the operations are. The result is an organization with one executive director, one deputy executive director and four assistant executive directors (effectively two functions of deputy executive director were eliminated). The assistant executive directors moved from supervising thrust areas in HQ to managing functional areas across the entire organization. Regional directors, responsible for managing vast operations areas, are given more powers to support the country directors without having to resort to HQs approval. Country directors empowered as the centre of gravity with increased decision making authority. Change advocates not only mobilized the energy to drive the process forward but also lead a process of innovation and change by inviting employees to participate in the change process (Beer, 2000). In turn this meant that all key managers position across the spectrum in HQ, regional offices and country offices had to face the reality that their jobs were evolving to meet the new longer-term goals. New skills were to be learned and a comprehensive program on capacity building was planned. A thorough review of job description woul

Home â€Schooled or Not to Be? Essay -- essays papers

Home –Schooled or Not to Be? Most parents hear the word â€Å"home-school† and conjure up many assumptions that are either false or overlooked at. The technology provided, as well as the teaching quality spent on home-schooled children requires a lot of time and effort from the parents; it is an act of dedication and total commitment. According to the Robinson Curriculum, the parents have â€Å"little personal time or time alone. If care is not taken to set aside time for yourself, it is easy to never have time alone. They are basically with their [children] 24/7† (The Robinson Curriculum). There are many positives as well as the negatives outlooks pertaining to â€Å"sheltering† kids from attending private or public schools. Many adults are supportive of home-schooling because they feel a sense of corruptness in the school’s institution, and therefore want to instill their own morals into their kids. As for the parents who are against home-schooling, they state that the lack o f skills to socialize is a draw-back from letting their children grow as individuals, and feel tat it will conflict with how they mingle in society in their near future. What does home-schooling a child mean? Home-schooling means educating a child with the necessary equipments to knowledge the kid with factual school-related information. These information usually parallels that of which many other public and private schools also teach. The only big difference is that the child is being educated at home in the surroundings of his/her comfort and where a parent plays the role of a teacher. There is no right or wrong way to be home-schooled. Each â€Å"parent will discover his/her teaching style and their children’s learning style† (Perrault) through the proces... ...t/USAtodayTechnology.asp 5.Perrault, M. (2003, December). Advantages for homeschooling. Retrieved September 26, 2004, from http://www.angelfire.com/pa/sergeman.issues/education/find.html 6.Shimshock, K. (2003, February). The impact of Technology on a Home Schooled Education. Retrieved September 26, 2004 7.The Robinson Curriculum (2004). Home-schooling Problems/Needs. 31(56) Retrieved October 3, 2004 from http://www.robinsoncurriculm.com/view/rc/s31p.56.htm 8.The Learning Center (2003) Reading and Learning- The Benefits for Home- schooling. Retrieved October 3, 2004 from, http://www.homeschool.com/articles/computers 9.The Journal of Education (1999). Retrieved October 8, 2004. pp. 350-351 10. Williams, L. (1996-1998). Homeschooling and Computers. Retrieved September 26, 2004, from http://www.oakmeadow.com/resources.articles.HSComputers.htm