Trinity Explosion - First Nuclear Test Photo Gallery

Sunday Field Trip And Sketch / Photo Essay - 1626 Words

SATURDAY FIELD TRIP AND SKETCH/PHOTO ESSAY The Seattle Area is home to a number of masterpieces of 20th century landscape architecture. During the first week of class, the students and the instructor will collectively decide on one or more landscapes that they are interested in visiting and will be asked to note what Saturdays they are available. We will then visit and explore the site(s) together, possibly with a guest speaker, on a Saturday. You will sketch the site and photograph it. I will bring copies of a couple of quick readings about the project, which we will read on site. And then you will be asked to create an illustrated essay that uses imagery and short blurbs to talk about some of the ideas discussed in the readings and that you observe. The purpose of the assignment is to explore how combining imagery and short blurbs can be used to narrate the history of a site, its design, and how its design has been received. The assignment is meant to get you thinking about how photos can be used to promote ideas and repres ent experience, as well as how photos found in blogs and magazines can be deceptive— creating visions of a site that are much different than the reality. Each essay must include an introductory blurb between 150 and 400 words and a minimum of 15 original images (including a site plan, at least two sketches analyzing detail or section, and 3†5 images that show a specific sequence you’ve moved through within the landscape). Each image should be associatedShow MoreRelatedMetz Film Language a Semiotics of the Cinema PDF100902 Words   |  316 Pagesthe printing of this volume, have become obsolete and no longer correspond to the present state of my investigations.** Thus, in the case of partial changes in my orientation, or simply of new developments, or even when recent contributions to the field by other authors had to be accounted for, I have preferred toupdate merely by adding notes (rather long ones when necessary) instead of modifying the original texts. †  * Originally published in French under the title Essais sur la signification auRead MoreLogical Reasoning189930 Words   |  760 Pagesreinforce existing views rather than to accept the view that is backed up with the better argument, our course is designed to combat this tendency. Facing a Decision as a Critical Thinker Imagine this situation. You are on a four-day backpacking trip in a national wilderness area with your friends Juanita and Emilio. The summer weathers great, the scenery is exotic, and youve been having a good time. Yesterday you drove several hours into the area and parked in the main parking lot. Then youRead MoreProject Managment Case Studies214937 Words   |  860 PagesProgram, but did not allow itself to become specialized. When the Space Program declined, Hyten developed other product lines, including energy management, building products, and machine tools, to complement their automotive components and electronics fields. Hyten has been a leader in the development of new products and processes. Annual sales are in excess of $600 million. The Automotive Components Division is one of Hyten s rapidly expanding business areas (see the organizational chart in ExhibitRead MoreProject Mgmt296381 Words   |  1186 PagesStewart Mattson Publisher: Tim Vertovec Executive editor: Richard T. Hercher, Jr. Developmental editor: Gail Korosa Associate marketing manager: Jaime Halterman Project manager: Harvey Yep Production supervisor: Carol Bielski Designer: Mary Kazak Vander Photo researcher: Jeremy Cheshareck Media project manager: Cathy Tepper Cover image:  © Veer Images Typeface: 10.5/12 Times Roman Compositor: Aptara ®, Inc. Printer: Worldcolor Library of Congress Cataloging-in-Publication Data Larson, Erik W., 1952ProjectRead MoreIgbo Dictionary129408 Words   |  518 Pages..................................................................... 13 5.6 A note on y ......................................................................................................................................... 14 6. Grammatical sketch .................................................................................................................................. 15 6.1 Parts of speech ............................................................................................

Choir Free Essays

Frisco High 2009 Coffeehouse: A Night in Manhattan The director of the Frisco High choir is Tracy Bradstreet. During the performance, I didn’t see her direct the choir while they were singing. All the songs were in English. We will write a custom essay sample on Choir or any similar topic only for you Order Now The whole performance was a Broadway theme. The choir overall was really good; the acting was nice. Although, the guys need to project their voices more. They’re too quiet and too shy!! I think that everyone needs to open their mouths more wide so we can actually understand what they’re saying.During the concert, there were a lot of solo performances. In the song Vanilla Ice Cream from She Loves Me, Elison Willis was the soloist. She was awesome, and so was Kenneth West when he sang A Heart Full Of Love from Les Miserables along with Allison Behne and Rebecca Carrington. Allison Behne sang On My Own from Les Miserables. I absolutely love her voice. Her vibrato is awesome! She can’t really sing the high notes though. Bring Him Home from Les Miserables was sung by Alex Nelson. At the beginning of the song, he looked kind of scared.Although, he has a nice voice, very strong; great vibrato. L. O. V. E. was performed by Shachi Merchant. His dance was awesome! But he needs to sing louder; I could barely hear him even with the microphone. Heather Caton sang Part of Your World from The Little Mermaid. She was a little late for some parts; slow and fast here and there. I kind of heard a few flats. The ending was good, though. Pioneer Heritage Middle School Show Choir sang a song called It Don’t Mean a Thing If It Ain’t Got That Swing.The guys (even though there was only three of them, all the more reason) need to sing louder!! They got to project their voice more. Half of the time, they sang faster than what the CD played. Near the end of the first Act, the Frisco choir sang a medley of Wicked the Broadway musical. All choirs (excluding PHMS) sang No One Mourns the Wicked. One word: wow. They sound so totally awesome when they all sing together! The guys could still sing a little louder though. Next, two girls (Meghan Horstdaniel and Nicole Hathaway) sang What Is This Feeling.They need to add more feeling into that song because during that song, Elphaba and Galinda show how much they loathe each other. It felt like Meghan and Nicole didn’t add a lot of hatred towards their enemy character. In the song Popular, Ashley Romo was the soloist. She had a really pretty voice. But the choir sang too fast when they sang â€Å"you†¦will†¦be†¦Ã¢â‚¬  It just didn’t match the music. Dancing Through Life had two soloists: Taylor Duke and Frank Rosamond. Frank was really good with his solo.On the other hand, Taylor was okay. The choir rocked hard, though. Plus their dancing. Choir sang the song For Good and it was totally awesome! The last song they sang before intermission was Defying Gravity. The soloist, Jourdan Kolb had a pretty voice! Choir was great, once again and the ending of the song was magnifique! I wasn’t able to stay for the whole concert; just only the first Act. Overall though, Act I was really funny. They had cool props, but too many feedbacks with the microphone. They need to fix that. How to cite Choir, Papers

Life of Organization and educational change - Myassignmenthelp.Com

Question: 1. Identify the two, different, theoretical perspectives used in this subject, which underpin how we understand organisational change, and explain and critically discuss their key ideas and features, drawing from the topic providedandfrom your wider reading. Go on to writetwo different definitionsof organisational change, one based upon the first theoretical perspective discussed above, and the second based on the other theoretical perspective discussed above.Brieflyexplain the link between each definition and its underlying theoretical perspective. 2. Using an organisation that you are familiar with Briefly introduce the organisation.Identify and describe a change that is happening, or has previously happened, within it Go on to explain how your definitions) related to the change occurring in this organisation. 3. Draw up a SWOT analysis,as a table,to assess what has caused the need for the organisational change which you identified in question 2 above,thenexplain, discuss and integrate your analysis, including a conclusion that summarise the current state of the business and connects this to why the change was (or is being) implemented.Then, in your own words, (but using references to support you)identify and critically evaluate the benefitsanddrawbacks (from both the objectivist and social constructionist perspectives)of using business SWOT analyses in general to determine the need for organisations to change. 4. Using the subject materials (overview, textbook, required readings, online meeting material), as well as your wider reading,identify, explain andcritically assessthe key conceptualisations and ideas about of role of the change agent (that are relevant to your case),and thenapply this analysis specifcally to the change in organisation described above. 5. Using the subject materials as well as your wider reading,define and critically discussboth problem-centric and dialogic approaches to change. Briefly identify which theoretical ontology of organisational change underpins each. Critically assess the benefitsanddrawbacks of each of these approaches to change management. Go on to identify which of these approaches you would prefer to use to manage the change you identified in .and explain why. Answer: Answer 1 Change management theories Organizational change management is the framework that is utilized to manage or to understand the effect of new organizational processes. The change that has been implemented in the organization can be of different types for example cultural change, organizational structure related change, business processes, or working environment as these factors could enhance the organizational productivity and increase the involvement of the employees in the organizational restructuring (Rufo, 2012, pp. 325). There are several theories of organizational change management that has been applied by different organizations to successfully implement change in their service or in the structure of their organization. Two from those organizational change management models are going to be explained and critically discussed (Park et al., 2012, pp. 123). The first organizational change model is Lewins change management model. Kurt Lewin developed this model and it is comprised of three steps, unfreezing, changing and refreezing. The theory of Lewin of change management was similar to changing the shape of Ice. To change the shape of Ice, it first need to be melted and converted to another shape and finally refreezing to let it retain the shape. Similarly, organizational change needs the amalgamation of efforts from all the stakeholders, its employees to melt the rigidness and shape the organization in a desired frame and refreezing again to maintain the newer structural framework of the organization (Hayes, 2014, pp. 213). On the other hand, the second theory that has been chosen for the discussion is ADKAR model of change. The prime components of this change model are awareness, desire, knowledge, ability and reinforcement. According to this change theory, the process of organizational change is sequential and to achieve the ultimate success or change in the organization every step need to be successful. The steps of this change theory are interlinked and focuses on every aspect f a successful change implementation. This change management model is flexible and focuses on the importance of communication within the organization to involve the employees of the organization (Worley Mohrman, 2014, pp. 220). Therefore, these two change theories provide two different perspective of organizational change management. The Lewin model described the organizational change as refreezing a unfreeze water after changing the shape or structure of the framework. The process seems easier and requires melting or dissolving all the processes of that organization. Further, the change is just limited to the structure or shape of the new frame, no new process is introduced in this change model (Worley Mohrman, 2014, pp. 223). On the other hand, the ADKAR change management model involves employees, their communication, the process, the environment and then related it to the proposed change and the implementation process. The change presented in this model is derived from discussion with the employees and their feedback and it is implemented with the involvement of those employees. The change process in this scenario is not simple and discussion with the entire organization and taking care of their thought s and beliefs make the process complicated (Dusseux et al., 2015, pp. 1091). However, the links between these two framework is evident form their structural framework. Any organization needs to unfreeze its processes to implement any change; therefore, ADKAR model also involves processes of Lewin model for successful change implementation. On the other hand, changing the structural framework of any organization cannot be successful without the consent from the employees. Hence, the steps of ADKAR model need to be implemented in Lewin change management model (Bartunek, 2014, pp. 191). Answer 2 Organizational information The organization that has been chosen for the assignment is The Mobil Australia. The organization is a global brand and was established in the year 1911, in New York, the United States of America. The company changed its name from the standard oil company to Mobil in 1963. However, the ancestor company of this company that is known as the Vacuum oil was first operated I Melbourne Australia in 1895. However, the name Mobil oil Australia was coined in 1990s. The first refinery of the company was established in 1946 in Melbourne. Further, the organization was able to build refineries in continuous intervals and in regions like Port Stanvac, near Altona refinery and in Bass Strait. However, due to the internal and external unavoidable factors the organization has to undergo complete organizational restructuring and process re-engineering as to stay alive in the market competition and continue serving the society (Mobil.com, 2018). The increasing competitive market and emergence of newer organizations with better engineering and organizational framework, led the organization the Mobil, re-engineer its process and change the organizational framework. The organization performed all this to stay in the market competition. As the organization has, a large and complex corporate structure that involves the international division that was responsible for conducting marketing and implementing necessary steps for the organizations outside USA was established in Australia to independently continue serving (Killian et al., 2012, pp. 23). The re-engineering of the organizational process was divided into different phases such as initiation, diagnosis, process re-engineering, organizational design, implementation and post implementation process. The change was to identify a process related activity, changing which can lead to increase the production of the company. The further objective for the change management was set in t hree categories financial, behavioral and cultural. The company aimed to gain 3 percent in the return on capital employed compared to its previous year. The behavioral proposed change was about the customers and focused on profits internally as well as externally. The last proposed change was cultural and the organization wanted to become more team oriented, motivated and a stronger and better workforce (Schlichting, 2013, pp. 510). The change agents in this scenario were the employees as well as the newly appointed Australian Mobil executive, who was appointed to share the ideas and experiences that he acquired in the headquarter change management happened in USA few years ago. The entire employee, belonging different sections and departments of different locations of the organization was divided into teams and their duty was to use their knowledge and understanding to identify the issue and judge the outcome. The venture team was also implemented to understand the process related issue and to redefine, redesign and simplify the business activities, and workflow. Further, the recommendation from the senior employees was to be proof read by the venture team, which was responsible to take that suggestion to the Mobil executive (Talbot Boiral, 2015, pp. 336). The change that occurred in the Mobil Australia organization was interlinked with Lewin as well as ADKAR change management model. The prime aim of the stakeholders of the organization was to induce change in three sections, financial, behavioral and cultural. To implement change in these sections, the first thing that was supposed to perform was involving employees and other vulnerable stakeholders in the process. Unfreezing the employees from their negative thinking to implement positive change needed three steps of Lewin change model. On the other hand, unfreezing employees limited knowledge needed awareness of the proposed change, desire, ability of the employee to withstand the change And reinforcement of proposed change. Arranging workshops about the newer process, meeting for the newer employees with the experienced ones, arranging feedback sessions to understand the knowledge of the employees were utilized to understand the readiness of the organization for change. Involving f ew loyal customers to understand their perspective of organizations customer involvement policies was helpful to evaluate the change process. Therefore, involving both the theories of change management mentioned in previous answer was implemented in the organization. Answer 3 SWOT analysis The SWOT analysis is a marketing tool that is used to determine the market position of the company compared to its competitors and helps to understand the future perspective of the organization with potential threat to its development. The SWOT is made up of strengths, weaknesses, opportunities and threats of the organization in the market. The following table is going to describe the SWOT analysis of the organization, when the change was imposed. SWOT analysis Strength The strength of the Mobil company was Its brand power. The organization was famous in the global market because of its brand name and was 4th at that time in global market. The research and development section was strongest portion of the organization, which led them create or found three oil reservoirs in Australia within 10 years of time frame. The third strength was its market position and revenue generation. It was one of the largest refiners of oil at that time and was able to collect its revenue from countries like Canada, Australia, Germany and Singapore. The strong financial backing from the headquarters let the organization to carry out projects including heavy oil, light gas, deep water and arctic and sour gas projects and so on (Wu et al., 2015, pp. 875). Weaknesses The weaknesses included: Negative publicity was the biggest weakness of the organization as it created a bad image in the eyes of the customers. Contaminant refineries, increasing damages, fines and penalties made the organization famous for negative reasons. The organization was increasing its debt and the financial system was also lagging behind, as the organization lost its revenue due to negative comments (Van Der weiden, Nayak Swinburn, 2012, pp. 1051). Opportunities The opportunities included: Increasing demand in the Australian market let, the higher authorities think about re-structuring the organization to maintain the need in market and achieve their revenue related target. The organization wanted to stay alive in the market competition and wanted to utilize other source of energy to expand their business. Increasing the amount of research development in the section of liquid gases and other heavy oils. This will increase the chance of the organization to stay active in the competitive market (Lanigan, 2014, pp. 14). Threats The threat of the organization included: Competitions was one of the major threats of the Mobil Australia at that time as few other lubricant companies such as Shell and petro china were leading the market race with their products and reasonable price range. The second threat was challenging economic changes. The company faced several economic changes in Australian financial system that increased the chance of lagging behind of the leading petrochemical companies. Change management model is the structural framework related change that helps to reboot the entire process of any organization, which was unable to help the organization anymore. Furthermore, the change management is the final risk that any organization takes to revive their business. In the case of Mobil Australia, the organization implemented organizational change management in spite of being leader in oil refinery and earning revenues from the global market. This is because the negative impact of situations that lead the organization to pay penalties and fines created a negative image of the organization in the eyes of their customers. Further, the internal environment of the organization was not suitable for any further development as people were saturated with the research or development they have done so far. However, to increase their business in near future, the organization needed revolutionary changes in the process to achieve those future targets. Therefore, the change man agement model was implemented in the Mobil organization to re-design the workflow, restructure the organization and to re-engineer the process of oil refinery so that minimal time is spent to obtain larger amount of revenue. The cross functional and multi-disciplinary nature of the SWOT analysis points out the reason behind the change management implemented. Answer 4 The role of change agents Change agents are individuals who introduces change in the organization, to increase the effectiveness of the organization through planned and deliberate events. Change is a continuous process and needs assistance of higher authorities in every step of implementation however, sometimes the change is introduced in people or the environment of the organization and therefore only change agents can further accelerate the process of change (Battilana Casciaro, 2012, pp. 391). There are mainly two type of change agents such as internal and external. In which, the external change agents are behavioral scientists who are specialists of human behaviors. They are the constants of the company and helps the company by motivating the employees and enabling the change strategy. Further, the internal change agents are present within the organization and are selected from different levels of the organization to utilize whenever a change need to be implemented (Bartunek, 2014, pp. 324). There are several behavioral and personality related aspects that need to be present in the change agent such as behavioral skills to influence and convince others, diagnostic skills to identify the issue within an organization, attitude of acceptance to accept any fault or mistakes and to provide emotional support and reassurance to others (Rycroft-Malone et al., 2013, pp. 28). Moreover, there are difference in the perspective of external and internal change agents. The external change agents take the entire view of the organization as a system on the other hand; the internal agents take the entire system as it is given to them. The role of external agents are comprehensive whereas, the role of internal agents are competitive and secondary to that of the external agents. In spite of the changes in the perspective of the change agents, the focus of them are similar and to lead the organization to the ultimate success and popularity (Ver?i? Ver?i? Sriramesh, 2012, pp. 227). The exter nal change agents are experienced in their work and the internal ones perform their job under the guidance of them to implement the change smoothly and with minimal resistance form the employees. It is important for any organization to employee its internal and external change agents to carry out revolutionary changes in the society as their teamwork can lead to behavioral as well as cultural changes in the organization. The combine effect of these agents can lead to convince the employees for any structural or policy related changes in the organization as the external agent would be able to withdraw the situation identified by the internal agent (Kirtman et al., 2013, pp. 25). However, on the other hand, negative aspects of change agents that can create entropy in the system. As the internal agents are a part of the organization that has been given some excess powers to identify or control situations that can help the organization to achieve a target. Although, employees did not understand the purpose of this post and refuse to understand or implement the proposals of the internal change agent. Hence, the need of external change agent is necessary to reduce the chance of resistance (Field, 2012, pp. 46). The external change agent therefore has different roles for the organizational change such as facilitator of the change by spreading awareness about the positive effects of change, consultant of different diagnostic skills to understand the need of change and finally counsellor to understand the individual perception, attitude and beliefs of the individual employees. They uses their behavioral skills to combat with the emotional and social problems that ca n occur due to the implemented change and increases the acceptance of the change within the employees (Hayes, 2014, pp. 342). In case of Mobil Australia, external as well as internal change agents were implemented to prepare the organization for the forthcoming change. The external change agent was a senior Australian Mobil executive, who used to work in the USA headquarters. Further, a Natural work team or NWT was implemented for identification of the issues that need to be amended to implement the required change in the organization. On the Other hand, as the internal change agents, a team of experienced and unexperienced workers were selected form each department of the organization. The role of these internal agents was to identify the internal issues of the organization that were hindering them to achieve the target production and revenue. The internal agents were to perform their task with the help of the NWT team and after the NWT team confirm the amendment or suggestion, the external change agent would take the further action. This helpd the organization to understand the internal state of employees , their mental, emotional reaction and readiness to proposed change. Hence, utilizing these strategies helped the organization to implement the revolutionary process related change. Answer 5 Problem centric approach to organizational change There are two different approaches to bringing about organizational change such as problem centric approach and dialogic approach. The problem centric approach is guided by the Cartesian ontology, which perceives change as an objective phenomenon. As commented by Hammer (2015), the problem centric approach emphasizes upon the collection of objective data for identification of the change. The change process identified helps in the development of future responses. It follows a linear and rational approach for the diagnosis of change. In the present scenario, Australia based Mobil Oil had been taken into consideration which has undergone business process reengineering (Savery, 2015, pp. 12). The implementation of the change brought about radical changes within the organization such as increasing the profitability as well as improving the organizational work culture. The problem centric approach is a rationally controlled, orderly process (Reiser Dempsey, 2012, pp. 32). The particular a pproach works through the implementation of three main principles such as conducting an environmental analysis, synchronization of the change within the organizational context, optimization of system capability. The analysis of the surrounding environment helps in understanding the need for change. Amidst the rising competition in 90s in the global market scenario, the Mobil Oil underwent a business process re-engineering and res-structuring to improve profitability and return on capital. Therefore, the undertaking of a problem centric approach could help them in restructuring the changes for providing a more customer focused service. The problem centric approaches can help in focusing upon the strengths and weaknesses of the different business processes and approaches of Mobil Oil, Australia. The reviews are optimized through the PCA for focusing upon the different alternatives to the changes, which could be implemented for improving standards such as Return on Capital Employment (ROCA) (Hammer, 2015, pp. 14). Dialogic approaches to change within organization The dialogic approach is governed by a social/relational ontology. As commented by Matos Marques Simoes Esposito (2014), change is seen as part of the organizational culture under this approach. The dialogic process considers human element as a critical part of the organizational change. The model helps in building bond between the employees and management. The approach also signifies that the consultants are seen as part of the process and not different from the business process (Raelin, 2012, pp. 21). It emphasizes upon the aspect of implementation of effective communication, which work as a driving force for the organizational change. The implementation of the model would help in improving the work culture within the organization. Theoretical ontology of organizational change supporting each In the current assignment, two different ontological perspectives have been taken into consideration such as Levins change model and ADKAR model. Both the theories investigate the suitable approaches to bring about plausible changes within the organization. Here, the ontological theories supporting each have been further evaluated for arriving at the most acceptable standards. The Lewin theory of change management described the need of melting the rigidness and vulnerability of the organization for change and refreezing the changes in new and modified shape. On the other hand, the ADKAR model of change management described the need of changing and modifying employees and other stakeholders mentality and knowledge. Combination of these two theories were visible in the change management of Mobil oil Australia, where the organization utilized their external and internal change agents to spread the awareness and prepare their employees for the change. Therefore, in the case of this organ ization, theoretical ontology supports the organizational change (Hayes, 2014, pp. 311). Benefits and drawbacks of each of the approaches in change management The two approach used for the change management model are dialogical approach and problem centric approach. The benefit and drawbacks of the problem centric approach has been mentioned below. Benefits: This approach helps to develop a long-term knowledge approach. The employees, who takes part in the problem centric approach for the change management, are able to maintain the level of knowledge and recall them when needed. This helps to reinforce the knowledge of the subject to the employees (Inzucchi et al., 2012, pp. 1593). The approach uses different diverse approaches to provide instruction to the employees. The process and its effective nature helps to connect the entire employee group in the discussion (Egan, 2013, pp. 112). Drawbacks: However, the first and major disadvantage of the approach is that, during evaluation is the unpreparedness of employees. The approach focuses too much on the mental state of the employees that it forgets to take routinely evaluations of them. Therefore, when the organization plans to take the evolutionary step, the employees are not prepared for it and become unresponsive. The employees are further immature, lacks prerequisite knowledge of the change that is going to occur and are unfamiliar to the post effects of the change in the organization. Continuous monitoring of the employee meetings can done by primary mitigation and discussions however, questionnaire and filling up question answers will be helpful in evaluating the knowledge of the employees (Garcia Gluesing, 2013, pp. 441). The benefit and drawbacks of the dialogical approach Benefits The dialogical approach does not need any fancy infrastructure as it is based on the dialogue between employees about the change that is going to occur; hence, simplicity is the biggest benefit. Mental involvement and involvement in the discussion that lead the company understand the readiness of its employees before implementation of the proposed change. Drawbacks The first disadvantage that can affect the benefits of the dialogical process is the dialogue conflict that occurs while having debates or discussion with any employee. Therefore, personal conflict is major drawback for this approach. It is difficult to keep track of the learning outcomes of every dialogue or dialogical debate therefore using problem centric approach is recommended by the critics. Evidence supporting the selection of specific approaches in managing the change According to Raelin (2012), there are three main type of approach that can be used by a national leader or an organizational head to influence its employee or citizen for change and growth. These are democratic leadership, dialogical approach and thirdly the deliberation. To examine the effect of these, a critical concept examination was taken and contribution of these three were noted. After the completion of the examination, it was found that dialogue is helpful in the exchange if meaningful knowledge, and people and their decision-making ability increases. The dialogue approach is inclusive of the democratic approaches and hence, using it will be helpful for the employee to provide their point of view in the larger process. Another approach was problem-based approach, which is also known as landscape approach, which is inclusive of all the aspects of any change management (French et al., 2012, pp. 38). This entire approach helps the employees and other stakeholders to become famil iar with the different principles of like continual learning and adoptive management, multiple scales, and multiple stakeholders and so on. Applied to the experimental organization, the approach helps the organization to make its employee understand the need of change and the employees also accepted the change with minimal resistant. Therefore according to these both research article, the organization as able to put plausible changes without any string oppose or resistance. References Bartunek, J. M. (2014). Organizational and educational change: The life and role of a change agent group. Psychology Press. https://books.google.co.in/books?hl=enlr=id=v_h5AgAAQBAJoi=fndpg=PP1dq=the+role+of+change+agentsots=wHnQ7Qxx3Isig=Fg9Yh84bLhE2UpeKCHwyNrRDcZE#v=onepageq=the%20role%20of%20change%20agentsf=false Battilana, J., Casciaro, T. (2012). Change agents, networks, and institutions: A contingency theory of organizational change. Academy of Management Journal, 55(2), 381-398. doi: 10.5465/amj.2009.0891 Dusseux, P., Zhao, Y., Cordier, M. O., Corpetti, T., Delaby, L., Gascuel-Odoux, C., Hubert-Moy, L. (2015). PaturMata, a model to manage grassland under climate change. Agronomy for sustainable development, 35(3), 1087-1093. https://doi.org/10.1007/s13593-015-0295-0 Egan, G. (2013). The skilled helper: A problem-management and opportunity-development approach to helping. Cengage Learning. https://books.google.co.in/books?hl=enlr=id=lvDi0_3WZTkCoi=fndpg=PP1dq=benefits+of+problem+centric+approach+for+change+management+ots=8Qe8-SoGexsig=yZ1SkJ2neoFua1D5ysTHixqMlBc#v=onepageqf=false Field, C. B. (Ed.). (2012). Managing the risks of extreme events and disasters to advance climate change adaptation: special report of the intergovernmental panel on climate change. Cambridge University Press. https://books.google.co.in/books?hl=enlr=id=nQg3SJtkOGwCoi=fndpg=PR4dq=negative+aspects+of+change+agents+for+change+managementots=13DgpujDQTsig=wkJ-pkuiKp86ftrf8-FGLdoE_rY#v=onepageq=negative%20aspects%20of%20change%20agents%20for%20change%20managementf=false French, S. D., Green, S. E., OConnor, D. A., McKenzie, J. E., Francis, J. J., Michie, S., ... Grimshaw, J. M. (2012). Developing theory-informed behaviour change interventions to implement evidence into practice: a systematic approach using the Theoretical Domains Framework. Implementation Science, 7(1), 38. https://doi.org/10.1186/1748-5908-7-38 Garcia, D., Gluesing, J. C. (2013). Qualitative research methods in international organizational change research. Journal of Organizational Change Management, 26(2), 423-444. https://doi.org/10.1108/09534811311328416 Hammer, M. (2015). What is business process management?. In Handbook on Business Process Management 1 (pp. 3-16). Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-642-45100-3_1 Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan. https://books.google.co.in/books?hl=enlr=id=-jMdBQAAQBAJoi=fndpg=PP1dq=negative+aspects+of+change+agents+for+change+managementots=51Sj5whKNysig=mvlAnA1B78iOknJmsrApgvItRaU#v=onepageq=negative%20aspects%20of%20change%20agents%20for%20change%20managementf=false Inzucchi, S. E., Bergenstal, R. M., Buse, J. B., Diamant, M., Ferrannini, E., Nauck, M., ... Matthews, D. R. (2012). Management of hyperglycaemia in type 2 diabetes: a patient-centered approach. Position statement of the American Diabetes Association (ADA) and the European Association for the Study of Diabetes (EASD). Diabetologia, 55(6), 1577-1596. https://doi.org/10.1007/s00125-012-2534-0 Killian, K. E., Jones, C. G., Nye, J. B., Wiemers, S. (2012, January). Leveraging Technology and Support Infrastructure and Experience in Upstream Digital Technology Application. In SPE Intelligent Energy International. Society of Petroleum Engineers. https://doi.org/10.2118/150220-MS Kirtman, B., Power, S. B., Adedoyin, A. J., Boer, G. J., Bojariu, R., Camilloni, I., ... Prather, M. (2013). Near-term climate change: projections and predictability.URL: https://pure.iiasa.ac.at/10550 Lanigan, K. A. (2014). Australias gas future: how Victoria can stay ahead of the pack. Proceedings of the Royal Society of Victoria, 126(2), 14-15. https://doi.org/10.1071/RS14014 Matos Marques Simoes, P., Esposito, M. (2014). Improving change management: How communication nature influences resistance to change. Journal of Management Development, 33(4), 324-341. https://doi.org/10.1108/JMD-05-2012-0058 Mobil.com. (2018).Homepage | Mobil Australia.Mobil.com.au. Retrieved 4 January 2018, from https://www.mobil.com.au/en/obil.com (2018).Homepage | Mobil Australia. [online] Mobil.com.au. Available at: https://www.mobil.com.au/en/ Park, S. E., Marshall, N. A., Jakku, E., Dowd, A. M., Howden, S. M., Mendham, E., Fleming, A. (2012). Informing adaptation responses to climate change through theories of transformation. Global Environmental Change, 22(1), 115-126. https://doi.org/10.1016/j.gloenvcha.2011.10.003 Raelin, J. A. (2012). Dialogue and deliberation as expressions of democratic leadership in participatory organizational change. Journal of Organizational Change Management, 25(1), 7-23. https://doi.org/10.1108/09534811211199574 Reiser, R. A., Dempsey, J. V. (Eds.). (2012). Trends and issues in instructional design and technology. Boston, MA: Pearson. https://pdfs.semanticscholar.org/deaf/4680501c2b01d71a1efbf2f7dffa35e5d3d2.pdf Rufo, R. Z. (2012). Use of change management theories in gaining acceptance of telemedicine technology. Critical care nursing quarterly, 35(4), 322-327. doi: 10.1097/CNQ.0b013e3182684f67 Rycroft-Malone, J., Seers, K., Chandler, J., Hawkes, C. A., Crichton, N., Allen, C., ... Strunin, L. (2013). The role of evidence, context, and facilitation in an implementation trial: implications for the development of the PARIHS framework. Implementation Science, 8(1), 28. https://doi.org/10.1186/1748-5908-8-28 Savery, J. R. (2015). Overview of problem-based learning: Definitions and distinctions. Essential readings in problem-based learning: Exploring and extending the legacy of Howard S. Barrows, 9, 5-15. https://books.google.co.in/books?hl=enlr=id=KhF-BgAAQBAJoi=fndpg=PA5dq=Savery,+J.+R.+(2015).+Overview+of+problem-based+learning:+Definitions+and+distinctions.+Essential+readings+in+problem-based+learning:+Exploring+and+extending+the+legacy+of+Howard+S.+Barrows,+9,+5-15.ots=awi8nWkC0usig=GvjxC1tuxtqn7FbGAn5yoTWIe3I#v=onepageqf=false Schlichting, I. (2013). Strategic framing of climate change by industry actors: A meta-analysis. Environmental Communication: A Journal of Nature and Culture, 7(4), 493-511. https://doi.org/10.1080/17524032.2013.812974 Talbot, D., Boiral, O. (2015). Strategies for climate change and impression management: A case study among Canadas large industrial emitters. Journal of Business Ethics, 132(2), 329-346. https:// DOI 10.1007/s10551-014-2322-5 Van der Weiden, R., Nayak, P., Swinburn, P. (2012). Seismic technology supporting reserves determinations: Gorgon Field, Australia. 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Hackers Essays (819 words) - Hacker, Hacking,

Hackers Computer Hacking Explosive growth in the computer industry over the last decade has made new technologies cheaper and simpler for the average person to own. As result, computers play an intricate part in our daily lives. The areas in which computers affect life are infinite, ranging from entertainment to finances. If anything were to happen to these precious devices, the world would be chaotic. Computer hacking is a dangerous crime that could total chaos for the entire world. Some hackers act on revenge or just impersonal mischievousness. But whatever their motives, their deeds can be destructive to a person's computer. An attack by a hacker not only affects the victim, but others as well. One case involving a notorious hacker named Kevin Mitnick did just that. Mitnick is a very intelligent man. He is 31 and pending trial for computer fraud. When he was a teenager, he used his knowledge of computers to break into the North American Defense Command computer. Had he not been stopped, he could have caused some real national defense problems for the United States (Sussman 66). Other small time hackers affect people just as much by stealing or giving away copyrighted software, which causes the prices of software to increase, thus increasing the price the public must pay for the programs. Companies reason that if they have a program that can be copied onto a disc then they will lose a certain amount of their profit. People will copy it and give to friends or pass it around on the Internet. To compensate, they will raise the price of disc programs. CD Rom programs cost more to make but are about the same price as disc games. Companies don't loose money on them because it is difficult to copy a CD Rom and impossible to transmit over the Internet (Facts on File #28599 1). Hackers have hit one company in particular, American On-line, hard. The feud started when a disgruntled ex-employee used his inside experience to help fellow hackers disrupt services offered by AOL (Alan 37). His advice became popular and he spawned a program called AOHell. This program, in turn, created many copycats. They all portray their creators as gangsters, and one of the creator's names is Da Chronic. Many also feature short clips of rap music (Cook 36). These programs make it easy for people with a little hacker knowledge to disrupt AOL. These activities include gaining access to free accounts, gaining access to other people's credit card numbers, and destroying chat rooms. The loopholes for hackers and freeloaders may be closing, however. America On-line is reluctant to discuss specifics of its counterattack for fear of giving miscreants warning. However, many software trading rooms are being shut down almost as soon as they are formed. Others are often visited by 'narks' posing as traders. New accounts started with phony credit cards are being cut off more promptly, and other card-verification schemes are in place. AOL has now developed the ability to resurrect a screen name that had been deleted by the hackers, and is rumored to have call-tracing technologies in t he works (Alan 37). Hacking is not just a problem in America. All across the world hackers plague anyone they can, and they're getting better at it. In Europe they're known as Phreakers (technologically sophisticated young computer hackers). These self-proclaimed Phreakers have made their presence felt all the way up the political ladder. They managed to steal personal expense accounts of the European Commission President Jacques. They revealed some embarrassing overspending. They said it was done to protect the public from wasting their tax money. The European judicial system sentenced them to six months in prison (PC Weekly 12). This punishment might seem harsh, but not to Bill Clinton. He has appointed a task force to try to enforce laws on the Internet. The new laws would try to strengthen copyright laws by monitoring information being transferred and if a violation occurred, a $5,000 fine would be implemented (Facts On File #28599 1). Clinton thinks this will protect businesses as well as consumers by keeping copyrighted material at a reasonable price. The only exception would be that libraries would have the right to copy for purposes of preservation (Phelps

Free Essays on Final Solution

One of the greatest enigmas surrounding the Holocaust and more so, Nazi Policies towards Jews is uncovering when and how Hitler’s Final Decision evolved. The readings for class, Christopher Browning’s â€Å"The Decision for the Final Solution†, Karl Schleunes’ â€Å"Retracing the Twisted Road† and Lucy Dawidowicz’s The War Against the Jews, 1933-1945, presented interesting outlooks answering no only the nature of how the Final Solution was formed, but also the time line with which the plan would be followed. The major underlying question is if the systematic murder of the European Jews was formulated before World War II or during it. Was the destruction, removal, and annihilation of the Jews part of his overall plan for the German empire? This debate between the Intentionalists (Hitler had the idea of removal/murder all along) and the Functionalists (Other solutions towards anti-Semitism did not work; murder was the only option) is verbalized in the opinions of the three authors. Dawidowicz is an ultraintentionalist and argues that as early as 1919, Hitler had decided to exterminate the European Jews (Browning, 97). Schleunes argues that although Hitler had voiced, as early as 1919, his wishes to exterminate the Jews from Europe, he continues by stressing the different meanings of the word exterminate. Exterminate can also mean emigrate, or removal from Europe – not necessarily murder. He continues by arguing that there was no centralized â€Å"extermination† of Jews for a long time until the late 1930s. Upon failure of all the different, independent methods to remove the Jews, extermination through murder seemed to most feasible to the German cause. Browning, in his article, presents both extremes than offers an insight of his own as a â€Å"moderate functionalist†. He does not deny the significance of Hitler’s anti-Semitism, just argues that the conscious extermination of the Jews was not derived well in advance (... Free Essays on Final Solution Free Essays on Final Solution One of the greatest enigmas surrounding the Holocaust and more so, Nazi Policies towards Jews is uncovering when and how Hitler’s Final Decision evolved. The readings for class, Christopher Browning’s â€Å"The Decision for the Final Solution†, Karl Schleunes’ â€Å"Retracing the Twisted Road† and Lucy Dawidowicz’s The War Against the Jews, 1933-1945, presented interesting outlooks answering no only the nature of how the Final Solution was formed, but also the time line with which the plan would be followed. The major underlying question is if the systematic murder of the European Jews was formulated before World War II or during it. Was the destruction, removal, and annihilation of the Jews part of his overall plan for the German empire? This debate between the Intentionalists (Hitler had the idea of removal/murder all along) and the Functionalists (Other solutions towards anti-Semitism did not work; murder was the only option) is verbalized in the opinions of the three authors. Dawidowicz is an ultraintentionalist and argues that as early as 1919, Hitler had decided to exterminate the European Jews (Browning, 97). Schleunes argues that although Hitler had voiced, as early as 1919, his wishes to exterminate the Jews from Europe, he continues by stressing the different meanings of the word exterminate. Exterminate can also mean emigrate, or removal from Europe – not necessarily murder. He continues by arguing that there was no centralized â€Å"extermination† of Jews for a long time until the late 1930s. Upon failure of all the different, independent methods to remove the Jews, extermination through murder seemed to most feasible to the German cause. Browning, in his article, presents both extremes than offers an insight of his own as a â€Å"moderate functionalist†. He does not deny the significance of Hitler’s anti-Semitism, just argues that the conscious extermination of the Jews was not derived well in advance (... Free Essays on Final Solution One of the greatest enigmas surrounding the Holocaust and more so, Nazi Policies towards Jews is uncovering when and how Hitler’s Final Decision evolved. The readings for class, Christopher Browning’s â€Å"The Decision for the Final Solution†, Karl Schleunes’ â€Å"Retracing the Twisted Road† and Lucy Dawidowicz’s The War Against the Jews, 1933-1945, presented interesting outlooks answering no only the nature of how the Final Solution was formed, but also the time line with which the plan would be followed. The major underlying question is if the systematic murder of the European Jews was formulated before World War II or during it. Was the destruction, removal, and annihilation of the Jews part of his overall plan for the German empire? This debate between the Intentionalists (Hitler had the idea of removal/murder all along) and the Functionalists (Other solutions towards anti-Semitism did not work; murder was the only option) is verbalized in the opinions of the three authors. Dawidowicz is an ultraintentionalist and argues that as early as 1919, Hitler had decided to exterminate the European Jews (Browning, 97). Schleunes argues that although Hitler had voiced, as early as 1919, his wishes to exterminate the Jews from Europe, he continues by stressing the different meanings of the word exterminate. Exterminate can also mean emigrate, or removal from Europe – not necessarily murder. He continues by arguing that there was no centralized â€Å"extermination† of Jews for a long time until the late 1930s. Upon failure of all the different, independent methods to remove the Jews, extermination through murder seemed to most feasible to the German cause. Browning, in his article, presents both extremes than offers an insight of his own as a â€Å"moderate functionalist†. He does not deny the significance of Hitler’s anti-Semitism, just argues that the conscious extermination of the Jews was not derived well in advance (...

Lagaan Movie Review Example | Topics and Well Written Essays - 500 words

Lagaan - Movie Review Example Instead the villagers were told to deposit their lagaan as soon as possible. In a mocking mood, Captain Russell (played by Paul Blackthorne) threw a challenge to the farmers, that if they can defeat the British soldier's team in the game of cricket, they won't have to pay any lagaan. Bhuwan, the leading character played by the producer actor, Amir Khan, accepted the challenge. Initially, most of the villagers laughed at Bhuwan for accepting such a challenge, but gradually they saw in him a ray of hope and started preparing for a game - called 'cricket'. The film is interspersed with some musical dance sequences, the trademark of Indian movies in particular. Gauri, played by Gracy Singh is the female lead in the film. She is in love with Bhuwan, and keeps encouraging him during the preparation for the game of cricket. But, Elizabeth Russell, the better half of Captain Russell somehow develops a soft corner for the villagers and their issues and in the process finds herself attracted towards Bhuwan, which is of course not liked by Gauri. But, the storyline of the film is so strongly built around the main subject, that nowhere does it appear to leave the main course. Therefore such anecdotes only provide some refreshing changes while highlighting the humane side of the story. Captain Russell gets an earful from his bosses, for having allowed the villagers an esca