What Dreams May Come, Is There A Life After Death Essays

What Dreams May Come, Is There A Life After Death? What Dreams May Come, is there a life after death? The movie What Dreams May Come gives a rather positive view on the afterlife. I think most of the ideas and views shown in the film are related to many of societys main beliefs pertaining to death and the afterlife, but the views are left broad enough so they can relate to any specific religion. Personally, I have no concrete belief concerning the afterlife, or whether or not if there even is life after death, but I can see why many people would agree with many of the films perspectives. The movie is shown through Robin Williamss character, Chris Nielson whos first personal encounter with death is when his two children, Marie and Ian both die in a car accident. Four years later he dies himself after being hit by a car. After the accident, he sees himself on the ground from an outside perspective. The next thing he knows, he is able to see himself lying in a hospital bed, and at the same time there is a very gentle voice talking to hi m asking him if he understands the things happening to him, but at this point Chris is still very confused. In an instant, Chris is at his own funeral where he begins to see his physical body appearing around him. According to the voice means he is finally understanding that he has passed on. He then wanders his house, and is reluctant to leave his distraught wife Annie. Next, a blurry figure appears, speaking with the same gentle voice. The figure comforts him and tells him it is time to leave and basically helps him grasp his death and travel to the next world. Afterwards, Chris is willing to leave, and he suddenly finds himself running down a dark tunnel towards a light, and then he appears in a colorful world resembling one of his wifes paintings of where their dream house is supposed to be. Here, he is reunited with his dog who had died earlier in the movie. Also, the blurry figure becomes clear and turns out to be his old doctor friend Albert, who later turns out to be Chriss son Ian just masking himself in the physical body of Albert. This form is chosen by his son because the doctor was one of the only people Chris had ever listened to while he was alive. Albert(Ian) basically helps him understand that he is dead and that people have a soul or an identity that lives on after the physical body has passed. He learns that there is a God, and he learns of this new realm, and how everything within it is left to his power of imagination. He is told that where they are is supposed to be Chriss version of heaven. He also learns that after death, you can choose to be reborn. Chris later meets his daughter, who has taken the physical form of an Asian girl Chris had found attractive when they were alive, and the daughter is living in a place that is supposed to be her version of heaven. The turning point in the movie is when Chris learns that his wife Annie, who he learns is his soulmate, has committed suicide. He is told that in this world, all those that kill t hemselves do not go where he is, but instead to more or less a hell. Albert(Ian) and Chris get a tracker, who is the real Albert, to go and find Annie. It turns out that Annie is living in her own self denial, she believes she is at fault for her two childrens deaths, and she is cursed for eternity to believe this and to never know or understand that she herself is dead. Chris manages to save her by being willing to spend an eternity with her in hell. In the end the whole family is reunited and then Chris and Annie decide to be reincarnated. I do not know what happens when we die. In this, I mean I have had no experience such as a near death experience, or have any physical

The People Leisure and Cultures of Blacks During the HArlem Renaissance essays

The People Leisure and Cultures of Blacks During the HArlem Renaissance essays The People, Leisure, and Culture of Blacks It seems unfair that the pages of our history books or even the lecturers in majority of classrooms speak very little of the accomplishments of blacks. They speak very little of a period within black history in which many of the greatest musicians, writers, painters, and influential paragon' emerged. This significant period in time was known as the Harlem Renaissance. Blacks attained the opportunity to work at upper-class jobs, own their own homes, and establish status among themselves. To no ones surprise, they still were not accepted into the so called upper-class of white society, but they neither worried nor became distressed over the fact. They created societies of their own which opened doors for blacks to attain opportunities that were absolutely unheard of, just before the Renaissance. It was from this same society where the beautiful melodies of jazz emerged. Colleagues and peers of their own race, which created a powerful bond between them, accepted Blacks. The at titudes which prompted the movement were those that came about because of the beginning of : (1) the nationalist tendencies of the time, (2) the movement of black Americans from slavery to freedom and from rural to city living, (3) Afro- Americans renewed pride in their African heritage, and (4) the influences of the period bounded by the close of the Civil War and the economic collapse of the 1930s. From education, to the stage of Broadway, to music, and to a revived race, blacks possessed more intelligence, talent, and ingenuity then they will ever be given credit for and it all began with the Harlem Renaissance. The Harlem Renaissance, also known as the New Negro Movement, was the greatest of literary periods in which creativity and vehemence were clearly expressed. Literature was no longer a white write looking at the black experience from his/h...

How to Make a Homemade Roman Candle

How to Make a Homemade Roman Candle A Roman candle is a simple traditional firework that shoots colored fireballs into the air. It consists of a cardboard tube that is sealed at the bottom and lit by a fuse from the top, with one or more charges stacked along the length of the tube. Typically the charges are separated from each other by a layer of clay or sawdust. Here are instructions on how to make a homemade Roman candle. Roman Candle Materials Roman candles come in a variety of sizes. For a home project, its best to start small. The 1/2 tube probably is the easiest/safest to work with, since you have some space to add the materials, yet have a fairly small charge. 1/4 - 1/2 cardboard rocket body tube1/8 fuse, about a footBentonite clayBlack powder or pyrodexStar composition (sample recipe provided in instructions)Masking tape Make a Roman Candle Work in a cool area, away from sources of flame. Dont grind pyrotechnic compositions be gentle. Cut the tube so that you have a 10 length. Its a good idea to measure and note the length so that you know, for future projects, whether to adjust the length shorter/longer.Wrap the tube with paper or masking tape. The purpose of this is to reinforce the tube so that the charge shoots up and out of the tube rather than splitting the cardboard open.Seal the bottom of the tube with a clay plug. About 1/2 of clay should be good, although more is fine. You can substitute epoxy glue, if you prefer. The point is to seal the tube so that the charge moves up and out of the tube rather than escaping through the bottom.Run the fuse down the tube to the clay plug. The firework will be lit from the top, burning down the fuse to light successive charges.Add a layer of black powder (about an inch). One easy way to deliver the powder into the tube is by sprinkling it into a rolled sheet of paper.Add your star composition. There are numerous formulas for this, depending on the effect you want. One s traightforward recipe is to collect the coatings from two 6 inch sparklers, mix it with a small amount of flash powder and black powder or Pyrodex (by volume, 60% sparkler, 20% flash powder, 20% Pyrodex). Add water to this mixture, a drop at a time, until you can roll it into a ball that just fits inside the bore of your tube. Roll as many of these as you need for your candle; allow them to dry. Drop a ball into the tube, on top of the black powder. Press tissue paper or sawdust or a small amount of clay on top of the ball. You can tamp the paper or sawdust into the tube using the eraser end of a pencil. This is the delaying charge, that prevents additional layers of material from burning all at once so that each charge will shoot into the air. This completes your first charge. If this is your first Roman candle, this is a good stopping point to see what you will get/know what to expect. Otherwise... repeat layers of black powder, a star, and the delaying charge until the tube is filled.With any tube-shaped fireworks, its a good plan to shoot them off in a depression or hole, preferably in a tube or packed into soil so they cannot point in an unintended direction. Light the firework and get clear. The expected range of the firework is about 30 feet. Troubleshooting If you need the charge to shoot higher, try using a longer tube or slightly more black powder in your lift charge.If the colored fireball doesnt ignite, try adding a higher percentage of Pyrodex in the star mixture. Safety Notes This is a project for adults who already have some pyrotechnic experience. If you are new to making fireworks, try one of the other firework projects, such as a homemade smoke bomb or sparkler.Be aware of the laws where you live! Roman candles may be prohibited. If so, obviously, dont make one or set it off.Do not ignite a Roman candle in your hand. Do not point a Roman candle at anyone or anything.Use good judgment and follow safe practices when lighting making or lighting this or any other firework. Be sober, away from flammable materials and clear of pets, people or structures. Disclaimer: Please be advised that the content provided by our website is for EDUCATIONAL PURPOSES ONLY. Fireworks and the chemicals contained within them are dangerous and should always be handled with care and used with common sense. By using this website you acknowledge that ThoughtCo., its parent About, Inc. (a/k/a Dotdash), and IAC/InterActive Corp. shall have no liability for any damages, injuries, or other legal matters caused by your use of fireworks or the knowledge or application of the information on this website. The providers of this content specifically do not condone using fireworks for disruptive, unsafe, illegal, or destructive purposes. You are responsible for following all applicable laws before using or applying the information provided on this website.

Exploiting the Native Americans Essay Example | Topics and Well Written Essays - 250 words

Exploiting the Native Americans - Essay Example s of Native Americans, the colonists necessitated having to consult pertinent documents substantiating the expeditions of Columbus as well as hearsays from fishermen and traders which detailed personal encounters with the indigenous Americans. Perhaps through the stories relayed by Spanish visitors of the land, they found out that the latter often appeared to match emblematic descriptions as ‘savage’, ‘beastlike’, ‘flesh-eating’, or any such term near ‘hostile’. On the other hand though, there existed locals as the Indian tribes that exhibited character of earnest openness and received the Europeans well, notwithstanding mixed emotions and motives.  While many of them fell into the assumption that foreign invaders arrived for a good cause inclusive of the will to form allies to aid them in combating native adversaries, gradually, they discovered that the people from the West were scheming to exploit their resources. As an indirect manner of exploiting the native Americans, Europeans generally acknowledged trade with the latter from whom they obtained animal skins and hides and a wampum of polished shell beads in exchange of technology-based weaponry, liquors, and even religion and disease type which bore negative impact upon the sense of independence and natural system of the local people. Initially, this relation enabled the natives to trust the settlers with their properties and resources, understanding the risk measures the foreigners had to undergo in order to survive the New World that originally belonged to the indigenous inhabitants. Eventually though, the stealthy nature of the colonizers’ primary aim was revealed and the natives realized that their course of action reflected a hidden goal of securing lands and trading for the purpose of acquiring tools to exploit the indigenous Americans. Despite the Puritan attitude, it became clear that land acquisition by the western intruder s meant complete exclusion of the natives from the huge

Object-orientation , The Unified Modelling Language (UML) Essay

Object-orientation , The Unified Modelling Language (UML) - Essay Example As a result, to extend novel modules that have different implementations can be established even without making changes to the existing modules. Modules should not be too thick so that reusing it becomes a bigger problem. In addition, they should not be extremely light as to offer very little value. Thus, it is vital for any design to put into consideration the weight of the module in concern. To attain a good module, it is necessary to reduce the number of dependencies as we aim and achieving the most out its capacity to be reused. In modularity, when one module fails the others do not fail. Through this, it is easier to control composite systems that are codependent. The principles employed include modular composability, decomposability, understandability, continuity, and protection. The latter case concerns that something out of the ordinary happening is to the concerned module. It does not affect other modules. Decomposing on the other hand concerns with breaking a software maniac into sub-smaller problems that can be linked through an independed framework allowing each to be worked on separately. To be understandable means a human being can read and comprehend the functionality of that module without relating to the other modules. Continuity conforms to the idea of a problem remaining or affecting the module that is. When it comes to what the software is off, different modules developed in various environments are integrated into novel systems. In PHP, a framework provides the starting point to build modular systems. Most of the structures already existing have the capability of breaking up the application and organizing the files. Some like Symfony2 are based on models that rely on injection. It is excellent for modularity (Powers, 2008). To perform best at adding, and removing components, a better framework would

Strategic change management at the Citibank

Strategic change management at the Citibank Citibank, a major international bank, is the consumer banking arm of financial services giant Citigroup. Citibank was founded in 1812 as the City Bank of New York, later First National City Bank of New York. As of March 2010, Citigroup is the third largest bank holding company in the United States by total assets, after Bank of America and JP Morgan Chase. Citibank has retail banking operations in more than 100 countries and territories around the world. More than half of its 1,400 offices are in the United States, mostly in New York City, Chicago, Los Angeles, the San Francisco Bay Area, and Miami. More recently, Citibank has expanded its operations in the Boston, Philadelphia, Houston, Dallas, and Washington, D.C., metropolitan areas. In addition to the standard banking transactions, Citibank offers insurance, credit card and investment products. Their online services division is among the most successful in the field,[citation needed] claiming about 15 million users. As a result of the global financial crisis of 2008-2009 and huge losses in the value of its subprime mortgage assets, Citibank was rescued by the U.S. government under plans agreed for Citigroup. On November 23, 2008, in addition to initial aid of $25 billion, a further $25 billion was invested in the corporation together with guarantees for risky assets amounting to $306 billion. Since this time, Citibank has repaid their government loans in full. Citibank was one of the first U.S. banks to introduce automatic teller machines in the 1970s, in order to give 24-hour access to accounts. Customers could use their existing Citicard in this machine to withdraw cash and make deposits, and were already accustomed to using a machine with a card to get information that previously required a teller. In April 2006, Citibank struck a deal with 7-Eleven to put its automated teller machine (ATMs) in more than 5,500 convenience stores in the United States. In the same month, it also announced it would sell all of its Buffalo and Rochester, New York, branches and accounts to MHYPERLINK http://en.wikipedia.org/wiki/MT_BankHYPERLINK http://en.wikipedia.org/wiki/MT_BankT Bank. Introduction Change Management is a set of process of an individual is been moved to another process for making the success or to achieve the objectives of the organisation. For eg If a person works in india is an process expert if the company wants to start a new branch in America. Then what the company should do? The Company should take a fair decision by moving the employee from india to America. So that he is aware of the process and he select the skilful person who is worth for this project. So change in the world is common and good for the surrounding as well. But the change should make profit for an organisation objectives. Strategic change management is an intergrated process in the organisation by creating the strategy and implementing in to work activities. By implementing we need to monitor the activities work done by the employee so based on the regular check we can make a change to the organisation as well as it will increase the economic growth of business. Change management is a well structured designed approach by interchanging the person or team from a current state to a desired state or company wants him to go for a particular state to accept the current change in business environment for the growth of organisation. Task 1 2.1 Need for Change: The Changes are happening in the organisation of both external and internal issues. The following issues of point are below: Drastic change in the global market growth Changes in economic downturns Serious changes in business strategy Technological changes in business Expanding business widely All Organisation have to make their own changes, otherwise they will be moving in the same tempo, they cant achieve more what the other does. So strategic changes is something very essential for a business success. To mee the challenges definitely the organisation needs a change from both the external and internal environment Citibank as a private are facing some of the challenges, the following below changes are below : Economic downturn : Everyone is aware the global market is in a serious crisis position now. In this situation badly affected country in America and Europe. Because of Lehman brother bankrupt the company finding a hard position now. Lehman brother was 4th largest investment bank in the USA, because of the bankruptcy the America is in a critical situation. This should not happen to others banks, So because of this every bank is using new strategy to overcome with this situation. This economic downturn made a great collapse on banking sector. Competitive pressure : India is the second largest population in the country. In india we can find many private banks to its best and they give the service to the custome is also outstanding. Now this is the time every bank should use the strategy to bring customers with our bank. So the Citibank has started a new facility by transferring the funds to other banks by NEFT. This was not introduced in the othere banks. So everyone attention has turned to Citibank. So this is there we need to implement the strategy and make successful. So this would create a competitive pressure to other banks. Technological Development: In last few years technology has been developed a vast and it helps in many ways for us. Some of the banks dont have facility of transferring the funds to other person for the same bank he has the account. We can transfer the amount but it will take one day for registration then we can transfer the money. Citibank has came up with new strategy by with in a minute money will be transferred to the account. If we had that person in to the payee list. Because of the technological development it make very easier to the customer. Planning for extension: Citibank atm has lot of branch over Chennai and Mumbai cities, as a feed back from customers they have opened lot of atms for customers welfare. So by creating a wide extension they can retain their largest market position. Stake holders demand: Its nothing but who participates in the organisation by directly or indirectly. Directly means those who have invested the money in the organisation. Their demand is like company should earn profit and they have to top listed in the global market. Indirectly means customers, their demand is like online services, atm services, deposits and payment in online. So this will motivate the bank for change. 2.2 Driving Factors that influence the change: Changes does not take place in every short while, There are some important driving factors which plays to be an important role for change in the organisation. There are two parts of factor external and internal. External Factors : The External environment factors are of two different types the general environment and task environment. External Environment : The general environment of organisation are listed below: Political changes and implementation of a new government Current economy changes such as rising down of stock market and exchange rates Technological change which may affect the human life in both products and process Legal implication of new government polices Clearly these factors are apart from influence in change in the organisation. Definitely the organisation will over come the challenges would do well and anticipate to these development as they translate directly or either a threat that must overcome an opportunity. Internal environments: Internal factors play a major role for changing in an organisation. These factors are driving the change and make the organisation support for achieving the objective. Change of Management: Each and every organisation make a change over the chief executive officer after some years of service. When a new chief executive office comes in to the organisation make some new strategic changes to the organisation. Financial Issue: Generally every organisation want to make the budget competitive for the project. They need the output result to be effective in minimum budget. This is what every organisational objective. In some times this wont work out in some of the projects, in this case they will make the change to cut down the budget amount. Technological Development: In this modern world everyday a lot of new inventions have been invented new by the scholars to promote the business, make the life convenient and comfortable. Organisation can advertise their business by the technology they can use the opportunity and competite others. In case of Citibank, have some of the factors which driven its change in the last few years. Economic Downturn : In the global recession Citibank has been badly affected for eg Citibank back end BPO projects have been outsourced to india in the name of Citigroup global services, once the recession affected the market as well as the bankrupt of lehman brothers as affected the America badly. At that time citigroup has been acquired by TATA CONSULTANCY SERVICES. Otherwise it would be difficult for the organisation to continue their business. Political issue: Generally according to the new government rules and regulation, the bank will adhere to the policy and make a new strategy according to the new legislation. Technological Development : When comparing with other bank always Citibank at the top. Their service is outstanding eg online service is user friendly to the customers. They make use of the full technology development. Customers expectation : Citibank always fulfil their customer needs. Eg they provide sms service to pay the bill or to know the outstanding amount of the bill. Apart from that they are doing extra services like paying the mobile bill, electricity bill etc. Demographical situation : Citibank has lot of branch in india and other main cities like Chennai and Mumbai, So they have the plan to open the brach in remote villages of citi for the benefit of the customer request and the feedback. This will creat a extra ordinary change in socio economy of india. Pressure from the rivals: Generally in india there are lot of private banks which is very competitive, Citibank has done many strategy changes to make the bank as unique, for eg. Those who lend the money for mortgage, the citi has came front and offer loan in an attractive interest to the customers. The above factors discussed here which plays the major role for change in the organisation. I have not listed down all the factors. Whatever the factor that is not important, organisational change is the process which is related to growth of the organisation. Its failure or success but the change is very important to the organisation to achieve the organisational objective. 2.3 Resource Implications : Resources are the major factors of the organisation. The better resources can bring the revenue and opportunity to the organisation. Organisation use different resources to achieve their goals. The major resources used by the organisation are described below : 1. Human Resources 2. Financial Resources 3. Physical Resources Human Resources : Human resources is the most important resources in the organisation. They maintain all other department in the organisation like, admin, cafertaria, marketing, supplier etc. HR team is the one who recruit people for other department. If a new process comes to the organisation they are one who recruit people according to the criteria of the process. HR team facilitates other roles in the organisation like employees needs and trainings etc. To achive the organisational goal change is much needed for organisation. Financial Resources : Finance is very much important to the organisation, with out that nothing can be done. For each and everything we need finance. Eg to give training to employees and induction to new people for each and everything we need money. So the company will focus on finance, they need a good output with minimum budget. In the recession period many of the banks have faced the problems. Some of the banks have reduced the salary of the employees of the bank. Physical Resources : Physical resources support the human resources department to do the job properly in a right way. For eg human resources cannot do all the work with out proper physical resources. Infrastructure, transportation, machine are coming under the physical resources which can help for human resources and together they can achieve for organisational growth. 3.1 Systems of involving stakeholders: Stakeholders are the people who have interest in the organisation or have influence or power over it. For changes in the organisation stakeholders plays a major role. The internal stakeholders have more power and more interest. Some have low powe and high interest. Stakeholders support is very essential to organisation with out their support changes is not possible. The Key stake holders may divide into two categories: Internal and External Internal Stakeholders : Internal stakeholders are people who work inside the organisation is called internal stakeholders. For eg customer, employees and management. They are the most effective to the changes happening in the organisation. External Stakeholders: The people who are outside the organisation are called external stakeholders. For eg supplier, buyer, government etc. Stakeholders of Citibank: Citibank stakeholders play a major role in changes of organisation. They are the one who accept change and make it successful. With out them changes is not possible. They have to accept the change so that we can achieve our organisational objective. The stakeholder of Citibank can describe as following: Investors : The investors of bank is vey important. In that stakeholder is the investor. So he is more important to organisation. So they have the full influence to changes in the organisation. Employees: Employees of the organisation plays a major role in change of organisation. When the changes need to the organisation, the direct support comes from the employees to change or resist the change. All the employees of the bank in the organisation are key stake holders of the organisation. Management: Management is solely responsible for the growth of the organisation. They are the one who implement the strategy and implement in day to day activities and make success for the organisation. Customers: Cutomers are the asset to the organisation, when the changes place in the organisation customer focus to the organisation. As well as bank is very keen on customer when the change is going on. Share holders: Shareholders are the owner of the organisation. The bank gives high priority to the shareholders, with out their decision the bank cannot change anything in the organisation. Shareholders have high interest and high priority in the organisation. Community: Community is something very important, bank have to look around whats happening because some of the muslim banks are giving interest free as that is religious to them. So like that we need to give low interest of mortgage to customers, so that customer attention will turn around. Government: Government is one type of stakeholder in the organisation. Because we are paying corporate tax to the government as well as they have the strong power on the business. Bank obeys legislative roles made by the government. Stakeholders of the organisation has every power to change in the organisation and implement the change in day to day activities. Once the stakeholder gives the suggestion, management will think about the change and implement the same in to organisation. The stakeholders have more privilege to occur the change in the organisation as they have more interest in the organisation. 3.2 Involving stakeholders in the change management strategy: Involving stakeholders in the strategy change is depend on the realationship between the stakeholders and the organisation. The steps involving stakeholders are below: Identifying their interest in organisation Identify the output strategic challenges Graph the relationship between Recongnise the important stakeholder from the organisation As per mendelows matrix the stakeholders of categorisation is described below High power + High interest = Investors, Executive body High Power + Low interest = Government, Low power + High interest = Employees, shareholders Low power + Low interest = Customers, community 3.3 Evaluation of the systems used to involve stakeholders: Change in the organisation will be success only if we regularly do the audit check on that particular changes. So we can be aware of whats happening because the impact of failure of an effective change can be very high, losing in market, changing in senior management, losing of employees. In the recent Citibank has made a major changes in the organisaiton : They have message services, online services those who lend the money for mortage is very low interest to the cutomers. By implementing this changes they have used some methods to involve its stakeholder in the change management strategy. Meetings : Citibank has arranged meeting with his stakeholders to share the view of change in the organisational strategy Coaching: Citibank is regularly monitoring the employees. If an employee sticks in to the same process for two to three, years the employee will feel very bored to work, so he needs a change, so the organisation will come front and give coaching about the other process, so that employee should be ready to accept the change. Delegating: Its one of the methods to involve the stake holders in the change management process. The management can assign some of the task by dividing between the team to delegate the work properly. This will make a huge change process in the organisation. Presentation: It is one of the useful methods to understand the stakeholder. The bank will set up power point presentation and make them understand what we are doing in the organisation. So that stakeholders are aware of what we are doing in the organisation. 3.4 Resistance to change Resistance to change can be defined as an person or team engaging in acts to stop or disrupt an attempt to introduce change. Resistance itself can make different forms from undergoing of change initiatives in the organisation. Two types of resistance can be considered: Resistance to the content of change : A change in the technology or innovative to a particular reward for recognition. Resistance to the process of change : This type of change is for the affected employees. With out prior information a job is been assigned to the employees. After management knows they go for a change in the organisation. Steps should be taken to manage the resistance of change in the organisation : Negotiation Edit Review Management should be aware of whats going around in the organisation, because change in the organisation is something is not very easy to change. First the management teams go for the discussion and comes to the conclusion what should be implemented or not in the organisation. Then again they have to set up the meeting for the stakeholders, we need to explain the advantages of the changes in the organisation to shareholders and make them understand. At last we have to convey the changes to the employees. We conclude for whatever the changes might be in the organisaiton. And what ever the reason the changes have made necessary to implement in the organisation. The changes in the organisation is very much effective to achieve organisational objectives. Models of Strategic Change: There are many models of strategic change: 7S Model Mckinsey Five stages transition circle Kulber Rose Eight steps to successful change John p kotters Change management model Kurt luwin Casual Change model Burke Litwin 7S model of Mckinsey : The 7S model can be used in a variety of situation where an alignment perspective is useful, below are the following examples: It helps to improve the performance of the company Managers are willing to examine and learn its intention and reason and execute the model It will help to create a great business Strategy : Plan for allocation of a firm scarce resources, overtime to reach identified goals. Structure : The organisation is well structured and centralized. System : Day to day work in organisation and procedures should be follow employee Shared Values: This deals a major value to the company that influence the corporate culture and the general work in organisation. Style: The key role of manager is adopted in the organisation. Staff: Number of employees in the organisation. Skills: Highly skilled employees are working in the organisation. The Mckinsey 7S model involves seven interdependent factors which are categorized as either hard or soft elements: Hard elements are Strategy, Structure and System. Soft elements are Shared values, skills, style and staff. Hard elements are easier to define or identify and management can directly influence them: These are strategy statements; organization charts and reporting lines; and formal processes and IT systems. Soft elements, on the other hand, can be more difficult to describe, and are less tangible and more influenced by culture. However, these soft elements are as important as the hard elements if the organization is going to be successful. Placing Shared Values in the middle of the model emphasizes that these values are central to the development of all the other critical elements. The companys structure, strategy, systems, style, staff and skills all stem from why the organization was originally created, and what it stands for. The original vision of the company was formed from the values of the creators. As the values change, so do all the other elements. 1.2 Evaluations of relevance of models of strategic change: Organisation is making changes according to the current situation and current economy. There are so many models in strategic change but we cannot implement all the strategy in to the organisation. We need to implement the correct strategy in a right time to execute the success of the organisation. Among the other models of strategic change Kurt Lewins model is used in most of the cases. Organisation should use this model for strategic change for organisational development. For a change organisation should change the chief executive officer and the managing director for achieving the organisational objective. So that new managing director introduce new online banking service and atm service. At the beginning the employees wont accept the change. But later on we should tell the advantage of the changes in to the organisation. Then the new executive of the bank go for a change to manage the organisation. First the bank should arrange the meeting with the branch manager and the whole employee of the organisation and the backend team. And they should make understand the changes and benefits to the organisation. When the managers understand the importance of change in the organisation, then they will cascade the message to the employees, in this way all the employees will ready for the change and move for their comfort zone. Secondly the management should be aware of changes is very important in the organisation. This stage of change is needed when the situation arises for the organisation. The changes will make the employees training, mentoring, groupdiscussion, so that employees could learn the changes and implement in the work. At the end change has been made now the managers and employees together should perform and achieve the goals of the organisaiton. 1.3 Assessment of the value of using strategic interventions techniques in organisations : The field of organisation using a variety of processes, approaches, methods, techniques, applications to address organisational issues and to achieve the organisational objective and to increase the performance of the organisation. Human process interventions: With todays strong importance on human values. The following interventions are getting a great deal to the organisaiton. And that will change the organisation to different reach over the customers. The human process will do a project and make them understand the benefits of change over the organisation. The following interventions will be helpful to change the projects in the organization. New employees, different cultures working together, many complaints among organizational members, many conflicts, low morale, high turnover, ineffective teams, etc. Guiding Individuals Training Counselling Motivating Mentoring Leading in front Group based Group Discussion Built the team Management conflict Virtual teams Self directed work teams These strategic change interventions will make a huge change in the organization. The organization arranged training for the employees and they should monitor the self evaluation of the employee. This will make the change in operational system successfully. 4.1 Develop appropriate model for change: Today organization face rapid change like never before, Globalization has increased the market and opportunities for growth and revenue. Ability to manage change to meet the stakeholders needs is very important by todays leaders and managers. Step one: Create urgency For change to happen, it helps if the whole company really wants it. Develop a sense of urgency around the need for change. This may help you spark the initial motivation to get things moving. Identify potential threats, and develop scenarios showing what could happen in the future. Examine opportunities that should be, or could be, exploited. Start honest discussions, and give dynamic and convincing reasons to get people talking and thinking. Request support from customers, outside stakeholders and industry people to strengthen your argument. Step Two: Form a Powerful Coalition Identify the true leaders in your organization. Ask for an emotional commitment from these key people. Work on team building within your change coalition. Check your team for weak areas, and ensure that you have a good mix of people from different departments and different levels within your company. Step Three: Create a Vision for Change A clear vision can help everyone understand why youre asking them to do something. When people see for themselves what youre trying to achieve, then the directives theyre given tend to make more sense. Create a strategy to execute that vision. Ensure that your change coalition can describe the vision in five minutes or less. Practice your vision speech often. Step Four: Communicate the Vision Its also important to walk the talk. What you do is far more important and believable than what you say. Demonstrate the kind of behaviour that you want from others. Talk often about your change vision. Openly and honestly address peoples concerns and anxieties. Apply your vision to all aspects of operations from training to performance reviews. Tie everything back to the vision. Lead by example. Step Five: Remove Obstacles If you follow these steps and reach this point in the change process, youve been talking about your vision and building buy-in from all levels of the organization. Hopefully, your staff wants to get busy and achieve the benefits that youve been promoting. Figure: Force field analysis In the above figure, we see that there are some forces which want the proposed change called driving force Firstly identified these both forces to implement change in right way. Then it arranged sitting with the restraining forces to develop a sense of urgency into them and use the driving forces to motivate the opposition rather than contradiction. Secondly the bank found some powerful people who positively support the need for change. It formed coalition with authority, delegation, status and expertise. It also ensures the team to have a good mix of people from different levels and different areas. Finally, it developed a sense of need of change in all kind of stakeholders of the bank e.g. customers, employees, directors, investors, community and others. It also introduced reward people for making change happened. 4.2 Plan to implement a model for change: Organisations use some tools to implement a model for change. Organisational development, business process re-engineering, delayring and rightsizing, push and pull strategy are the most common tools used for implementation of change model. Business process re-engineering: Business process reengineering (often referred to by the acronym BPR) is the main way in which organizations become more efficient and modernize. The two cornerstones of any organization are the people and the processes. Even the act of documenting business processes alone will typically improve organizational efficiency by 10%.engineering transforms an organization in ways that directly affect performance. 1) Envision new processes 2) Initiating change 3) Process diagnosis 4) Process redesign 5) Reconstruction 6) Process monitoring The most common approach to process improvement is to take an under-performing process, which is key to achieving the business objectives, and set about a systematic analysis to determine the most important areas for overhauling. These are then tackled on a project-by-project basis. The analysis and improvement is tackled by a temporary Process Improvement Team drawn mainly from people within the process. We may conclude the point in this way that organisations need to use techniques before implementation of any change. Otherwise it may bring disaster for the organisation by resistance force to change. It also recommended that various tools or techniques may be used in integrated way for implementation of change in the organisations. 4.3 Appropriate measures to monitor progress: Effective change is needed to monitor the progress of change. Monitoring the progress of change is most important for effective change. Change is a process, where there might be some wrong with people and some wrong with process. Change does not take place without proper monitoring over the process. Managers are required to keep an eye on the ongoing change and the reaction of this change. The evaluation of change progress can divide into following categories. Goal-based evaluation<

How Does Participation in Sports Encourage Positive Youth Development? Essay

Many adults argue that playing sports doesn’t make a difference in the way teenagers or adolescents behave. Many studies show several affects on children’s behavior when they are involved in sports. Different characters such as manners, leadership, social skills, and others are proven to be developed over time within participation in sports. I have found two articles arguing why kids should participate in sports and how it affects their behavior in a positive way. The first article argues First Article: Youth problem behaviors, such as truancy, violence, and substance use, are alarming to parents, teachers and youth alike. These behaviors disrupt the learning environment and lead to serious social and economic problems. Some experts have argued that rather than trying to prevent individual problem behaviors, parents, schools and communities should work towards building a youth’s ability to resist the lure of problem behaviors (Dryfoos, 1990; Werner & Smith, 1992). As youth develop, they need positive settings that offer the opportunity to build these important internal resources (Hawkins & Weiss, 1985). Researchers and teachers have long suggested that extracurricular activity participation can be an important source of positive influence in the lives of youth (Holland & Andre, 1987). This Fact Sheet will explore how youth participation in extracurricular activities can encourage positive youth development. Second Article: is putting a child into a competitive sport beneficial for them? Some people believe competitive sports to have a negative impact on children. It’s hard on their bodies, they tend to put sports before education, and it puts a great deal of pressure on the child to win and if not it can lower the child’s self-esteem. Yes, like everything in life, it has its negatives, but its positives outweigh its negatives by a numerous amount. Competitive sports help children not only physically but mentally and emotionally. Sports can have a great impact on a child’s life and can help them grow not only as an athlete, but as a person. Growing up playing sports you meet many new and different people, which helps you learn how to adapt and get to know new people more quickly. Playing competitive sports, you meet people with the same interests and you can develop long lasting friendships. Children learn to participate as a team not just as an individual; this will be needed throughout someone’s life through jobs relationships, and much more. Character and integrity are associated with competitive sports. These two characteristics are not built through competitive sports, but are revealed in a competition. The hope is that you learn to do the right thing and make the right choices, which is character and integrity at its finest. â€Å"Competitive athletes are consistently involved in situations where they are challenged. This not only occurs on the competitive field of play but in the practice gym as well. When this happens, their level of perseverance and determination will be tested. The hope is that they become stronger within over time† (Mango). They also learn discipline, how to set goals and how to achieve those goals. â€Å"Kids involved in sports are less likes to take drugs or smoke because they realize the impacts that these destructive activities can have upon their performance. Girls who play sports are also less likely to get involved into any sexual activity at a young age. Their hormones are released during sport activity and not just held in so that they feel the need to engage into sexual physical activity at a young age. They are also less likely to get pregnant if their mind is on sports not only because of the hormones put into sports but because they will want to continue their career and not get caught up.