Erikson's theory on child development Essay Example | Topics and Well Written Essays - 2000 words

Erikson's theory on child development - Essay Example mas in the ego’s relations with the family and larger social institutions at significant points in childhood, adolescence, and early, middle and late adulthood (Sadock et al, 2007). The different aspects of child development identified by Erikson (1963) are: biological, social and individual. Erikson’s most important contribution to psychology is his demarcation of the eight psychosocial stages represented by the eight ages constituting the life span of an individual. An individual’s identity is related to each stage of the lifecycle. During adolescence a conflict between identity and role confusion can arise. Ego development occurs through the stages of the life span, and is part of a child’s evolution into adolescence. As a student of Freud, Erikson took a unique perspective on Freud’s work, incorporated Freud’s primary assumptions, and broadened the network of factors considered responsible for influencing development. He extended Freudian psychoanalytic theory to focus on the ego as the fundamental component in an individual’s functioning. Erikson’s (1963) psychosocial theory of personality development is similar to Freud’s psychosexual theory of development with its emphasis on instinctual energy as a determining life force (Sadock et al, 2007). Freud’s viewpoint was that the most important determinants of development occurred during early childhood, but on the other hand Erikson believed that the most important development came later, and that development continued through the lifespan: from childhood till the last stage of life. Other differences between Freud and Erikson’s theories is that: Erikson does not stress on unconscious motives or desires, and he based his ideas on analyses of the functioning of healthy people, whereas Freud studied individuals being treated for mental health problems. Erikson considered key social interactions at each stage of development to be very important. Though he agreed that biological unfolding was

ISM Code, Costa Concordia capsize Essay Example | Topics and Well Written Essays - 3000 words

ISM Code, Costa Concordia capsize - Essay Example The ISM code principles are as follows: All these ISM code principles can be implemented if only proper training facility to the officials. These training facilities are been given with the help of HRM principles which increases the human resource by proper training and implementation. The development of human recourses management has facilitated in increasing number of skilled officials. The officials in shipping industry like captain, major, emergency unit etc are appointed from the HRM having full knowledge of HRM principles. The safety management in shipping industry under IMO (International Maritime Organization) has implemented ISM facilities to the industry. The ISM code under the IMO has several guidelines like operation of the ships with the framework for proper development. Pollution prevention strategies are a good practice of the industry under the principles of ISM code. The ISM code is made compulsory since 1998. This code enables Safety Management System (SMS) to establish by every company of shipping industry. These SMS are defines by the person like managers or bareboat character who is assumed to be the person who regulates the ship operations regularly. This facility of SMS in ISM code is useful in the emergency times of accidents like the case of drowning of ship in Costa Concordia in Italy in July 2012. Due to the deficiency in the emergency signal, the accident took place, as per the evidences (IMO, 2014). The ISM code has been set up in the industry to ensure the safety and pollution prevention of environment. Thus for the betterment of the shipping industry and the development of safety in the industry, it needs proper managerial efficiencies in work-force which is given by the implementation of HRM strategies. Human Resource Management is a strategic management of the workforce for dealing and upgrading organisations in various industrial fields. The main principles of

Black Diaspora and the Founding of Liberia Research Paper

Black Diaspora and the Founding of Liberia - Research Paper Example According to these people, the strength of the blacks lay in their own hands and not in the hands of whites. African Americans belonged to Africa and their movement from America to Liberia was expected to be the result of their freedom and not their further enslavement. The journey to the founding of Liberia is a long one and captures the vision of the elders of African America who eliminated the differences within the African community that still comprises of a variety of languages and cultures. They wanted to see Africa as a whole, united in its dream. Hence the term ‘Pan-Africanism’ has been coined. It is the ‘political project’ to allow those in African diaspora to return by way of unification of all the Africans in a single African state4 the intellectual roots of the movement strongly lie in the racial conception of Africa by its founders, the African American and the Afro-Caribbean intellectuals. Pan-Africanism aimed to challenge the anti-black racism on two fronts since it started off from the New World among the slave descendants spreading back to Africa. Firstly, in the diaspora it condemned racial domination and secondly it also challenged the colonial domination which eventually seemed to have taking a racial form in Africa alone. The great divide in the movement is mainly due to the â€Å"stresses and strains† caused by the aforementioned goals which pull it in different directions.5 Liberia eventually grew into a colony and then a commonwealth nation. It achieved independence in 1847 with the help of the American Colonization Society. It was not until the 1980 that the descendents of freed slaves, also known as Americo-Liberians, got away with the socio-political control of the... This essay declares that the journey to the founding of Liberia is a long one and captures the vision of the elders of African America who eliminated the differences within the African community that still comprises of a variety of languages and cultures. They wanted to see Africa as a whole, united in its dream. Hence the term ‘Pan-Africanism’ has been coined. It is the ‘political project’ to allow those in African diaspora to return by way of unification of all the Africans in a single African state the intellectual roots of the movement strongly lie in the racial conception of Africa by its founders, the African American and the Afro-Caribbean intellectuals. Pan-Africanism aimed to challenge the anti-black racism on two fronts since it started off from the New World among the slave descendants spreading back to Africa. This paper discusses that colonization was in many ways a missionary task which it quite a â€Å"benevolent project†. Hence the method of carrying out the plans was very much private and was done on a small scale. There was definitely a plan of colonization behind Thomas Jefferson’s plea to end slavery and allow the blacks to visit and enjoy their own lands. There was indeed evil arising from the slavery through which the Americans were benefiting. They did not know the anger they were breeding among the natives of Africa who learnt what was being done to their brothers abroad.

Fiduciary Responsibility Research Paper Example | Topics and Well Written Essays - 750 words

Fiduciary Responsibility - Research Paper Example It reveals how the board can busy themselves with governing its corporate, financial planning by controlling budget values and not the budget members. In addressing the thesis statement of comparing and contrasting Corporate Fiduciary Responsibility and Sarbanes-Oxley Compliance, we will draw attention to the significant of the two concepts. Sarbanes-Oxley Compliance Verse Corporate Fiduciary Responsibility Holt (2008) indicates that the Sarbanes –Oxley is based on the legislative and administrative, whereas corporate fiduciary responsibility, although, based on the statutory, it is established from the equity and is created by judges. According to Kieff and Paredes (2010), the corporate fiduciary responsibility under the state law practices has fluid standards and duties based approach. Whereas Sarbanes –Oxley adopt a rule based approach to corporate governance. According to Hopkins (2011), fiduciary responsibility requires board members of exempt corporate to be objec tive and should act for its excellent and betterment, rather than for their personal benefit. Sarbanes –Oxley indiscriminately imposes significant compliance cost on the corporate due to the inflexible rules that are applied to corporate regardless of the situation. According to Kieff and Paredes (2010), fiduciary relationship arises in the context of complex and constantly evolving long-term arrangements. Thus, do not provide themselves with easy, clear line rules or detailed regulations. However, Sarbanes –Oxley does not involve the complexities of the corporate environment. It deals with setting wide standards and allowing corporate a chance in determining how best to comply with those standards. The occurrence of corporate misconduct provides essential insights about the manner that board members demonstrate compliances with their fiduciary responsibility. Kieff and Paredes (2010) indicate that trustee responsibility is limited in that the fiduciary who agrees to t ake control of plan assets may appoint an investment manager. If the investment manager is appointed, the trustee is not accountable for that the investment manager’s acts. Meanwhile, he or she is not under any obligation to invest or to manage any plan asset that is subject to the management of the investment manager. Moreover, a plan may expressly provide that the trustee is subject to follow the ways of listed party who is not a trustee. According to Kieff and Paredes (2010), a trustee is subject to proper directions of that named fiduciary. Since this duty does not relieve the trustee from determining whether the direction of the named fiduciary is prudent, it does not considerably limit a trustee’s responsibility. In additional, where plan assets are detained by more than one trustee, trustee is only accountable for an act of a trustee own trust. Meanwhile, co trustees may agree to allocate responsibilities, obligations and duties among themselves in case such agr eement is authorized by the trust instrument. According to Kieff and Paredes (2010), a trustee will not be accountable for a loss to the plan arising from the acts of another trustee to whom responsibility has been allocated. However, in the Sarbanes –Oxley the corporate are seeking to reduce the cost of ongoing compliance while maximizing benefits (Holt, 2008). Meanwhile, the act does not authorize corporate to change audit firms periodically, but recommends essential

Julius Caesar 10th Grade Essay Essay Example for Free

Julius Caesar 10th Grade Essay Essay â€Å"Might makes right,† a vacillating quote signifying power, strength and ability, a vast amount of power which may surely lead to ones reign or contrary their own destruction. Is it possible that those with the most power always live a victorious life, and those who don’t have a grueling idea of what they are capable of live within a lie, residing under the casted shadows of those who were capable of exercising it to its full potential. The quote can be easily traced back to Plato, and Jean-Jacques Rousseau’s â€Å"The Social Contract† although hundreds of historians have found proof that leaders such as Abraham Lincoln, Martin Luther King, and the Nazi Party had been greatly influenced by the idea of â€Å"Might makes right. † The simplistic three-word quote has a peculiar way of existing within everyone’s life without one actually understanding how or why. For example, a child asks his father â€Å"Dad how come the country with the biggest army always tells the other what to do? † The explanation his father gives is simply â€Å"Might makes right. Although the child is young he understands that the country with the larger army is fully capable of dominating the lives of the smaller one, therefore making it the superior force. Ideas behind â€Å"Might makes right† vary depending on ones logic, punitive debate whether â€Å"Might makes right† can still be found throughout the world to the present day. The underlying questions are, does might really make right, can exercising your rights be the only way of receiving what you desire, and does your might somehow create leadership. Therefore throughout this essay you will be the one who answers my questions. Within The Tragedy of Julius Caesar one can easily find a variation of examples pertaining to the ideology behind might makes right, Julius Caesar’s assassination, Antony’s promise to avenge Caesar’s death and Octavious’s decision to assert his responsibility as Caesar’s heir are only a few examples as to how might can be the driving force for ones actions. After Caesar arrives at the senate with hopes of being offered the crown the conspirators encircle Julius Caesar and one by one stab him with their daggers. Once Caesar realizes that his dear friend Brutus is within the crowd he accepts reality, gives up the struggle and soon dies. Marcus Antony decides to question Brutus as to why they decided to kill Caesar but his response is simply that they will find out during the funeral oration. Within the drama Caesar’s ambition is seen as his tragic flaw consequently leading to the idea that Rome was in grave danger and the conspirators verdict to assassinate him. Marcus Antony being a beloved friend of Caesar stays behind after the conspirators exit the room, and promises Caesar’s dead boy as well as himself that his death will be avenged. Marcus Antony questions both Cassius and Brutus’ speech as to how Caesar’s ambition would only lead to the downfall of Rome. He then speaks to the public about the confidentiality of Caesar’s will, shows him the body and after the crowd begins to plead he decides to reads the will. The masses become enraged at the idea of Caesar lying dead and decide to drive Brutus and Cassius out of the city. Granting that Marcus Antony did not use any form of violence he did have actions in order to persuade the masses to drive both traitors out of the city, his love for Caesar was greatly exemplified and gave rise to the fight between Marcus Antony, Octavius and Lepidus against Cassius and Brutus. Octavius demonstrates his might by adhering to his responsibility as heir and downgrading Marcus Antony’s responsibility within the battle. Octavius’ army triumphs after Cassius, Brutus and Titinius commit suicide, Antony speaks of Brutus calling him a Roman and Octavius orders for an honorable burial. Throughout the play one can effortlessly see that power is the driving force behind the conspirators’ decision to assassinate Julius Caesar although the tedious decision caused more imaginable deaths than would have occurred if Julius Caesar would have remained alive. Conceding that literature is of great prominence and influence to the individual ideas and thoughts thousands of philosophers, authors, politicians and even dictators have used the idea of â€Å"Might makes Right† to influence their actions. Genevan philosopher Jean Jacques Rousseau is credited for his phrase â€Å"Man was born free, and he is everywhere in chains† as history has confirmed his phrase is exact, mass murder, enslavement and totalitarianism are only a few of countless occurrences where the superior power has demonstrated its desire to achieve what wouldn’t be possible without its steadfast hold of supremacy. Are ones religious beliefs of great importance, or is it societies impotence to cast away those who don’t agree, during WWII Germany had the imprudent impression that they needed to make the perfect society, propaganda of anti-Semitism was the simplest way of attaining their goals. As WWII continued the Holocaust gave birth to the most senile, senseless and putrid form of hatred. Death camps and the murder of Jews is a simple way of demonstrating the immense power that Nazi’s held during the nineteenth century, nearly six million Jews were killed, but did the ends really justify the means, the Jewish population still exist to day, Hitler committed suicide and the Nazi party was defeated, having power is an accomplishment but it has to be well understood and whoever attains it must have the precise knowledge of what the outcome will be. Relating back to Rousseau’s quote, was man actually born free; history demonstrates that slavery was on of the harshest motives for demonstrating ones power, owning one, two or even ten slaves could easily signify ones power and wealth, but did having wealth and power create happiness for the owner or was it an approach at arrogance, boasting ones self-image. Blacks were frequently whipped, underfed and over worked but their owner’s malicious treatment taught them to pursue their happiness, therefore up to present days individuals of African heritage can be found performing incredible tasks such as the immense responsibility of holding the position of the President of the United States. Although slavery and mass murder hold an immense role as to how a dominant power must show his role totalitarian control is the superlative example, what better way of exhibiting your power than by controlling an entire country such as Stalin, Mussolini, and never forgotten Hitler did. All three leaders controlled a different entire frightened population under constant police terror, censorship and indoctrination therefore demonstrating their authority and dominance. Controlling their population may not have been the toughest job but their dominion and the fear their nations felt toward them was exactly what they sought, but did controlling every aspect of their lives change anything. Although the ideology behind might makes right is of great importance within human history it is constantly found within ones everyday life. Relating to the child asking his father why the bigger army always wins, one doesn’t always perceive how power can influence our lives. Although one does not always consider police, teachers and even parents as a superior power, they have a unique way of controlling what we do simply because they can. Imagine a child fussing over his parents setting a bedtime for him, he doesn’t agree because he thinks he is old enough to sleep whenever he desires but he has absolutely no control over the matter, merely because he must obey or on contrary be punished. His parents have the ability to set his bedtime simply because they are his elders and he must obey as society has taught us. Although the child may find the rule absurd the next morning he awakes well rested and calm due to his parent’s decision to set his bedtime, therefore the ends actually justified the means. Law enforcement is of immense importance to society due to its ability to regulate ones actions and provide a safe environment for everyone to appreciate. Police action is of tremendous assistance for anyone during a hostile situation for example during a violent fight the police can be easily contacted and they have enough power to arrest whoever caused the fight or was of danger to the other party. Although police do not have much power without the constant of witnesses they do have privileges such as giving tickets and assigning probation, in order to keep the community safe and secure. Although teachers are at times neglected and deprived of their significance they often assert their positions and demand their students. During school hours teachers typically assist one hundred and fifty or more students but in order for their class to behave they must have a sense of demand and control, typically teachers assign detention or even referrals, granting that the student was misbehaving some teachers may at times be kind enough to pay no attention to it simply because they do not wish to devastate the students future opportunities. Parents, law enforcement and teachers can be of great importance in ones life but one does not always have enough consideration as to how they can use their power to persuade or even demand an individual to perform a certain task. Generations passed, generations to come and the debate continues does â€Å"Might make right? † The United States is constantly patrolling countries like Iraq conceivably demanding them to follow in our perspective; surely the motive behind it is to achieve power and dominance. Although violence is a considerable symbol behind power the greatest power of all is having an entire population fear you, such as most totalitarian leaders did. Then is war only a perennial struggle for power, a game that we play to see who the victor will be or is it a form of leadership that one can attain by dominance and arrogance? â€Å"Might makes right† derives from the second a child has the appropriate knowledge as to his parents actions, children as young as ten months understand that the grownup is the one who typically does what he desires. Therefore does â€Å"Might make right† or perhaps there is not solid explanation and one must be the soul theorist.

Nissan Change Implementation

Nissan Change Implementation In todays rapidly challenging business environment, it is readily acknowledged that it is necessary for organisation to make changes in order to stay competitive. Change management is vital in an organisation as it act as a way to ensure that business is moving in the right decision which indeed requires proper handling as it relates to human involvement. Many researchers argued that implementation is not solely the end point of a process of formulation but rather the interaction of many interactive and discontinuous factors i.e. management decision processes, environmental and business sector characteristics (Wilson, 1992:49). Before implementing a change, a lot of planning is required to ensure all the aspects of a particular problem are properly identified to avoid uncertainties and ambiguities. Thus, in order for management to have positive consequences, it is vital to identify and analyse the overall impact of the change programme i.e. organisation structure, employees attitude, beliefs and behaviours. The aim of this report is to discuss and evaluate the factors affecting the implementation of change in Nissan Motor Company (Nissan). Background of Nissan Due to huge debt, Nissan built alliances with Renault S.A. (Renault) to ensure the survival of the business. The said alliances benefited both parties in terms of market penetration and capabilities. As a result from the said alliance, Renault obtained an equity stake of over 36% in Nissan and its leader, Carlos Ghosn was appointed as the key person in charge for the implementation of the change. During the transition change, Ghosn met will all the employees from different departments to discuss on the current state of Nissan and the way to move forward. Thereafter, a radical or transformational change plan was implemented in order to ensure the success of the business in terms of profitability. Based on Beers model of effective change strategies, Nissan adopted the combined strategy of Theory Economic (E) and Organisation Development (OD) (Beer and Nohria, 2000). This is supported by Eriksson and Sundgren (2005) conclusion that both theory E and OD should coexist as the success for a change relies in the interface between the two strategies. In Nissan, the application of the E strategy is seen from the implementation of aggressive cost-cutting plan through downsizing, lay-offs and restructuring that is related to the its performance while in terms of OD, it involves the change in having English as the medium of communication in the organisation, setting up of the nine cross-functional teams for generation of ideas and culture change within the organisation which mainly touched on the Human Resource practices that overall leads in creating the capability to sustain competitive advantage. With the said changes in place, Nissan has managed to revive its business to compete in the market and at the present moment is one of the leading automakers in the industry. The implementation of change in Nissan Much literate suggest that implementing change is not an easy process. Although the change is foresee as an advantage to the organisation, there will always be mental rejection from the humans included in the process. Therefore, implementation of change needs to be handled sensitively with a structured approach to ensure the success transition from current to future state. In terms of Nissans implementation, it is classified under the blue print change (Hayes, 2010:427) as the final result is known i.e. Nissan to be profitability and be one of the top auto producers in the industry which Ghosn was able to formulate a clear plan of action in achieving the said vision. Factors affecting the implementation of change in Nissan Organisations readiness for change Readiness for change is believed as one of the key factors leading to a successful implementation of change. It was noted that one half of all unsuccessful organisation change efforts failed due to lack of readiness for change (Kotter, 2007). Refreeze Move Unfreeze Figure 1: Lewins three step change process Drawing on Lewins three step stage model of change, it clearly explains the importance of successful implementation of change by unfreezing the current situation followed by adaptation of the current changes which leads to new behaviour and norm (Hayes, 2010:29). The unfreezing stage creates a situation for readiness for change through motivation in terms of the companys clear vision which is seen attainable in the future that consequently increase the employees level of confidence in accepting to the need for change. Once the alliance took place, Nissan minimises barriers to change by maximising the opportunities of a change effort which are accentuated in the unfreezing process. All changes have been well planned in a short span of time. Meanwhile in the moving stage, change has been recognised and acceptance of change has taken place in the workforce. As everyone in Nissan is aware on the urgency for a change, it has automatically built a powerful coalition between management and employees. Beer et al. (1990) highlights the importance of coordination and teamwork especially for companies acting the change process in relation to cost, quality and product development opportunities. Self and Schraeder (2008) conclude that positive perception to a change is due to the visibility of support and commitment while the negative perception is due to visible lack of support or inconsistent behaviours of the management. Due to the positive acceptance in Nissan, Ghosn has managed to restore and reinforce th e new changes in the company in the refreezing step. Based on Kotters 8 step change model, the success of the transformational effort depends on the right action at each stage. Establishing a sense of urgency is very important step as it defines the current state of the company. It was argued that the need for change will only occur until a clear and present danger is recognise which need something to be done in ensuring the viability of the company (Self and Schraeder, 2008). Not only management demonstrate the need for change but must also provide indication that the requirement of a change is the right decision made for the company (Self and Schraeder, 2008). Readiness of change is a key to ensure a successful implementation process of change as when the level of readiness is high, employees are likely to initiate change with greater effort by displaying more cooperative behaviour that will result to more effective implementation. Nissan was in bad shape before the alliance exercise due to its financial position and needed a solid strategy to ensure the viability of the business. Hence, the sense of urgency has been established at the highest priority with the support from the management. Kotter (2007) indicate that to ensure the success of the change, it is important to obtain 75% of the companys management in supporting the change effort or otherwise the transformation process could not succeed and the long term future of the company is in jeopardy. As there is a sense of urgency for change, a leader must promote change by creating vision (Kavanagh and Ashkanasy, 2006). Kotter (2007) highlights the importance of a clear vision as it is needed in guiding people through a major change which leads to a reduction of error rate that determine the success or failure of the implementation. It is argued that vision is not based on originality but on how well it serve the interest of important constituencies such as employees and stakeholder (Kotter, 2001). Therefore, a vision needs to be clearly defined with development of strategies in order to direct the change effort. The said vision will assist employees to understand the reason for the change. According to Kotter (2001), aligning people to a shared vision by communicating the new direction will help in creating coalitions which consequently draw the importance of the vision by committing to achievement. Kotter (2007) indicate that by not having a sensible vision, it will dissolve t he transformation effort as it creates confusion that leads the company moving in a wrong direction. This is supported by Kotters (2007) finding that most companies have sense of direction but it is to complication to be useful and consequently result to a failure in managing change. For Nissan, the main vision for the alliance exercise is to turnaround the company from a loss to profitable business while maintaining the companys identity and self esteem of its employees (Ghosn, 2002). The vision is clearly stated which is align with Kotters (2007) suggestion on the important of a vision. Organisation culture Many researchers highlight that culture is one of the important key aspects to be considered for the implementation of change. According to Smith (2003), culture in an organisation is not only related on how things are done but the set of values, beliefs, customs and systems that are build uniquely in the organisation which differentiate one with another. To change the culture in an organisation is not an easy tasks as usually employees are comfortable with the job and organisation and as a result they are resistant to change. Burnes (1992:291) suggests that in approaching cultural change, a more considered and organisation specific approach should be adopted. For a company to implement a change, comparison between strategic significance (the importance of the companys future) of the cultural resistance needed to be analyse to ensure the success of the implementation change process (Schwartz and Davis, 1981). The process relies heavily on managerial judgment as decision are made with degree of certainty whether to ignore, manage and maintain the existing culture to fit he change environment. Hence, steps are taken to identify the degree of cultural risk involved in the change process that overall has an impact to the companys culture and vice versa. Nissan is a company based in Japan with strong build culture in the organisation. It was difficult for the employees to accept the changes particularly in reward and progression system i.e. from seniority to performance based. It is the culture of Nissan to ensure that all employees have a lifelong career in the company which certainly create the culture of complacency that impacted Nissans competitiveness. Meanwhile, another culture problem faced was the organisations inability to accept responsibilities of which having a culture of blame. Ghosn has observed that all the said factors have contributed to Nissans performance which requires a radical change process. It is noted that Nissan adopted Schwartz and Davis suggestion as mention above wherein the companys culture was change ultimately to ensure the success of the change implementation. During the change process, employees were given a period of one year to change their attitude and to adapt to the changes accordingly. The chan ges implemented have affected the employees work orientation in terms of resistance to change as it was foresee that their particular job was at risk. The impact of resistance to change has been aversely discussed and many researchers highlight that it is the most significant threat to the success of implementation to change (Lines, 2004; Self and Schraeder, 2009). The expectancy theory clearly indicates that individual consciously choose course of action based upon perceptions, attitudes and belief which result to desires in enhancing pleasure and avoiding pain (Hayes, 2010:195). In order to avoid this to happen, awareness for changes need to be communicated to the employees through a clear vision and well defined strategy to ensure the effectiveness of the implementation process. Kavanagh and Ashkanasy (2006) suggest that particularly for culture change, active engagement of the top management is required to ensure the effectiveness of the change. Management plays a vital role in supporting the change as they set as a leader whereby employees will adhere to the changes faster. This can be effectively done by showing the implication of the change to the organisation in terms of profits, productivity or quality work life. For the case of Nissan, a clear focus on the companys priorities and plan and successfully executed accordingly with the backup of a good leader. Transparency was built as a new culture in the organisation as it allows others to provide ideas rather than only top management. This as a result leads to a consistency between how the organisation operates in thinking and doing its daily operations. Level of communication Another important aspect in implementation change is communication as it has an important impact to the success or failure of a change programme. It plays a vital role in the change process as it allows leaders to create a shared sense of direction, establish priorities, reduce disorder and uncertainty as well as facilitating learning (Hayes, 2010:177). In having a good communication, leaders need to ensure that all communication channels will provide information sharing that allows accurate absorption of relevant information by employees. Employees need to be constantly aware on the changes as they contribute to the success of the implementation of change. Meanwhile leaders on the other hand should continuously collect feedback by interacting with employees as well. As a result, organisation will look forward for a successful outcome in the change implementation. Clampitt et al. (2000) indicate that communication strategy has a huge impact on how events will be remembered which in turn shapes employees response. The environment for communication should be open and supportive to enable employees in sharing their concerns, frustration and need without fear of revenge which will lead in building the credibility of the company for a better implementation process (Self and Schraeder, 2008). Meanwhile Abrahamson (2000) suggest that dynamic stability plays a vital role in communicating change implementation as it suggest carrying change by involving elements within an organisation by engaging employees gradually. It aligns the overall concept of change as employees are aware on the proposed changes while management collects feedback by interacting with employees. The application of dynamic stability will allow organisation for a successful outcome in change implementation. When the change process took place, Nissan adopted underscore and explore communication strategy wherein the message was conveyed to all level of employees all across the company in order to get employees aligned with companys goals. This is supported by Clampitt (2000) findings which indicate underscore and explore is the most effective communication wherein it combines two strategies together i.e. tell and sell strategy; and identify and reply that allows managers to shape the change outline and allow reaction from the concerns of employees. Ghosn reiterate that the success of the company relies on the employees and as a team all employees should work hard in aiming to achieve the targeted goals. Despite pouring all the information, Nissan listens to the employees concerns and in fact created a new way of communicating through email. The said method reduces ambiguity and provides a clear picture on how the change will develop a better future for Nissan. Employees are likely to acce pt the pain of change if it clearly shows how their contribution affects the future gains. It is a norm that people expect something in return for the sacrifices made in the foreseeable future. Moreover, Kotter (2007) points out the effect of communication both in words and behaviour are the most powerful form which nothing undermines change more than behaviour by individuals that in consistent with their words. Role of leadership Kotter (2007) indicate that by definition, change requires creating a new system which sequentially always demands leadership. The role of leadership in change management includes creating a vision, aligning relationship around the vision and inspiring others to achieve the vision (Hayes, 2009: 117). In implementing change, a leader plays a key role in shaping the success of the change process which is in line with Beer et al. (1990) suggestion on the role of a leader in mobilising the initial commitment as a step to begin for the change process. Evidence from literature indicates leaders role in the change process wherein it have an impact to the success of change through the linkage between both leader and follower behaviour (Higgs and Rowland, 2005). Ghosn is considered as a transformational leader as he brought changes in the company and the effect of the changes is sustained under his leadership style. Studies have indicated that transformational leaders are able to realign the employees values and norms by promoting both personal and organisational changes which indeed enhance employees ability to accept change (Kavanagh and Ashkanasy, 2006). Ghosn leadership is not based on the Japanese style but rather applying the multicultural experience that enables him to embrace culture differences and building on them. This is considered one best way to manage change as studies have found that a flexible, loosely applied culture based on some diversity and possibly involving the existence of number of subcultures is prove more effective (Kavanagh and Ashkanasy, 2006). For a change to take place, leaders need to convince people on the necessary of the change which usually need a strong leadership and visible support from the management. Kotter (2007) indicate that managing the change is not enough, as leaders have to lead the direction in ensuring the implementation of the change. One of the changes made from the alliance exercise was the implementation of a new management style by setting up a nine cross functional team which the main objective is to achieve the goal for Nissan Revival Plan and business commitments. With the new management style, teams are given three months to review their operations and come up with recommendations for profitability and growth. As a result, it brought employees into a new organisation context through new roles and responsibilities that consequently create a situation that forces new attitudes and behaviour on employees in accepting the need for change which is supported by Beer et al. (1990) as the most efficient way in changing behaviour. Based on findings, it is noted that most successful cases in change relies on powerful coalition in the company (Kotter, 2007) as it is influence by the nature of work environment and organisational culture of which leaders could affect the employees attitudes in working towards change and motivation (Kavanagh and Ashkanasy, 2006). The new functional team have allowed employees to think in a different perspective which leads to the mechanism in explaining the necessity for change across the entire company. Ghosn as a leader incorporate the values of team work in Nissan to ensure all employees are dedicated to the shared vision in building urgency and momentum around the need for change. The requirement of more coordination and teamwork between functions and business units is identified as one of the key factors in implementing a change which is supported by research findings where there is linkage between leadership behaviours to the activities involved in implementing change (Higgs and Rowland, 2005). Proper planning and coordination for the change Literature indicates that successful implementation of change is a difficult goal (Higgs and Rowland, 2005) and often flounders because of improperly framed by management. Finding from a survey with organisations indicate that 66% has agreed that one contributing factor for the implementation problems is ineffective coordination of implementation activities (Alexander, 1985). Leaders have a very important role in the selection and planning of a suitable management approaches as proper planning needs to be carefully identified to ensure a strong foundation which leads to an easier process of implementing change. Goodman and Rousseau (2004) indicate that time is key factor in organisational change but it is always neglected due to performance driven results. It takes time for ensuring a success of change as rushing and expecting too many outcomes will lead to failure. It is agreed that organisation is more effective when components such as structure, technology, systems and people are aligned with each other and when there is a good fit between the organisation and the environment (Hayes, 2010:305). In implementing change, action taken for the change should be identified to determine the flow of changes to ensure the outcome of the change process. Goodman and Rousseau (2004) suggest that it will help organisation to understand the lag between change and results by paying attention to feedback cycles which allows identification on mistakes as well as recommendation action for improvement. Planning should not only include the aspect of the results but to also determine the obstacles for the change to materialise. Goodman and Rousseau (2004) suggest that change intervention allows the increase of knowledge sharing for a better result performance where it reduces time for a given engagement that will result to faster outcome on the result. It is noted that knowledge system is widely used due to its beneficial functions such as positive feedback on a change as it improves in performance. However, it is argued that knowledge exist in the organisation but is not properly used that affects the coordination of the implementation process. For Nissan, the company has indentified the main problem of the company and tried to apply a new set of actions in a different manner which in line with the double loop learning process. Argyris (2002) indicate that double loop learning take place when errors are corrected through exploring the possibility in doing things differently. Information sharing will increase the knowledge of the employees which can be adapted through a learning process that allows a collective ability to act more effectively in an organisation (Hayes:2010: 322). Moreover, creating a new learning experience will allow companies to build its competencies as it is related to detection and correction of errors (Argyris, 2002) which is associated with continuous improvement. Hayes (2010:308) indicated that most literature in organisational learning focuses on the acquisition of knowledge, the recognition of its potential and its application to improve organisational performance. Based on Nissan case, it is summarise that the key to implementing change is a continuous improvement built in terms of information between people and processes, combination both business and human dimension towards shared objectives. Despite identifying the need of organisational learning, it is feasible for companies to plan a systematic training approach within the organisation as change is related to individual change. Change will need employees to think and behave in a different way and it is vital for organisation to provide the knowledge and skills to ensure the success of the change. Hayes (2010:350) indicates that training and development enables company to align between competencies of the employees and leaders as well as the task and structure of the system. Conclusion Managing change successfully has never been an easy task and can neither be problem free. Buchanan et al. (2005) summarised the related factors influencing the nature and outcome of change are such as individual, group, organisational, social and political. Therefore before any change takes place, it is important for a leader to properly analyse the implementation of the organisational change in order to determine the extent for the change that will benefit both organisational performance and employees. From the Nissan case, it was observed that one of the main lessons learn from the implementation of change process is the clear focus set by Ghosn wherein a clear plan is executed based on priorities. Ghosn brought in clear vision by altering the core organisational process with the nine cross functional team. Moreover, factors such as having a high urgency level for the need to change and a strong guiding and powerful coalition has managed Nissan to motivate the employees while creating an environment that accept change and subsequently sustaining the companys competitiveness. Based on the Nissan performance after the alliance exercise, it is concluded that the company is able to sustain its change due to these aspects of organisational readiness; fit with the competitive strategy, managerial values and internal power distribution and the values and power of key stakeholders (Buchanan et al., 2005).

History Kennedy :: essays research papers

I. Kennedy and The Cold War   Ã‚  Ã‚  Ã‚  Ã‚  A.The Election of 1960- As President Eisenhower's 2nd term drew to a close, a mood of restlessness arose among voters.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  1.Kennedy and The Canidate-Kennedy intered the race with a well-organized campain, the backing of his large family, and a handsome look and charisma that appealed to voters.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  2.Televised Debate- a milestone of the campain was the 1st televised debate ever between presidental canididates.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  3.Kennedy and the King-Hearing of King's arrest, Kennedy called King's wife.   Ã‚  Ã‚  Ã‚  Ã‚  B.Crisis of Cuba-The 1st test of Kennedy's foreign policy came 90 miles off the coast of Florida.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  1.The Cuban Dilemma-Castrode to power on the promise of democracy.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  2.The Bay of Pigs-1960, President Eisenhower gave the CIA permission to secretly train hundreds of Cuban exiles.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  3.Cuban Missile Crisis-Castro had a powerful ally in Moscow - Soviet premier Nikita Kruskchev.   Ã‚  Ã‚  Ã‚  Ã‚  C.Tragedy 'n Dallas-No one could presee that a terrible national tradegy lay just ahead.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  1.Four Days in November-Kennedy was shot in the head.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  2.Unanswered Questions-The Warren Commision concluded that Kennedy had been shot by Oswald. II.The Great Society   Ã‚  Ã‚  Ã‚  Ã‚  A.LBJ's Path to Power-His ambition and dive had become legendary.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  1.From Texas Hills to Cap. Hill-LBJ grew up in Texas.   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  B.Joshson's Domestic Agenda-Americans began to solve national problems.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  1.War On Poverty-August 1964, Congress enacted the economic oppertunity act   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  2.1964 Election-LBJ won by a lanslide.   Ã‚  Ã‚  Ã‚  Ã‚  C.Building The Great Society-In May 1964, Johnson had summed up the grand vision for america in a phase.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  1.Landmark Legislation-Johnson considered education the key to success. III.The Continuing Cold War   Ã‚  Ã‚  Ã‚  Ã‚  A.The Election of 1945- As President Eisenhower's 2nd term drew to a close, a mood of restlessness arose among voters.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  1.Kennedy and The Canidate-Kennedy intered the race with a well-organized campain, the backing of his large family, and a handsome look and charisma that appealed to voters.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  2.Televised Debate- a milestone of the campain was the 1st televised debate ever between presidental canididates.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  3.Kennedy and the King-Hearing of King's arrest, Kennedy called King's wife.   Ã‚  Ã‚  Ã‚  Ã‚  B.Crisis of Cuba-The 1st test of Kennedy's foreign policy came 90 miles off the coast of Florida.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  1.The Cuban Dilemma-Castrode to power on the promise of democracy.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  2.The Bay of Pigs-1960, President Eisenhower gave the CIA permission to secretly train hundreds of Cuban exiles.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  3.Cuban Missile Crisis-Castro had a powerful ally in Moscow - Soviet premier Nikita Kruskchev.   Ã‚  Ã‚  Ã‚  Ã‚  C.Tragedy 'n Dallas-No one could presee that a terrible national tradegy lay just ahead.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  1.Four Days in November-Kennedy was shot in the head.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  2.Unanswered Questions-The Warren Commision concluded that Kennedy had been shot by Oswald. IV. The New Frontier   Ã‚  Ã‚  Ã‚  Ã‚  A.The Camelot Years- President JFK's inauguration set the tone for life a new era.