Choosing a Major Essay -- Argumentative Education College Essays

Choosing a MajorEducation is a very broad and challenging term and no two people define it the same way, but most would agree that you do get an education in college. Many colleges self-complacency themselves on developing all-round(prenominal) students, and yet they make it mandatory for each student to choose one field of specified study. This seems to contradict the whole sanitary-rounded idea. Education cant be confined to just academics. In fact, here is how the dictionary defines academics very learned but inexperienced in practical matters, conforming to the traditions or rules of a school. I dont want to be considered inexperienced in practical matters. I know the dictionary definitions arent exactly what everyone sees as the right answer, but these definitions do give us a starting point. Websters Collegiate Dictionary defines education as the process of being educated, so here is how they define educated to nominate schooling for, to train by formal instructio n and supervised practice in a skill or profession. This is close to what I engage perceive when asking what education is, but one thing that has been left out is the personal experiences of an individual. Most people do believe a person must(prenominal) have around sort of schooling to be considered an educated person, and this is why so many people attend colleges and universities. It is not only what you learn in class as far as book facts, ilk what year someone was born or when a certain chemical was discovered, it is also how well you learn to deal with responsibility and how you can make critical decisions. To give an example, here are a few of the individual colleges that make up the University of Arkansas, tutelage statements The mission of the College of Ed... ... Granted, he said he uses some of the things he learned, but he could have gotten those things in almost any area he could have studied. Now it is time for you to decide if you think it is contradicti ve to choose a major, or if it is just a part of the educational process. I have shown you the technical definitions of some of the main words or ideas in education, does your definition match up? Hopefully this essay will help you while deciding on many things within your educational journey or even while setting up educational standards for a college or university. We must think about issues like this because such an importance is put on education, so it should not be taken lightly. I guess one reason people consider it so important goes back to the saying that education is something no one can ever take away from you. Once you get it, it is yours forever.

The Importance of Trotsky, Lenin and Stalin to the Communist Dictatorsh

Trotsky, Lenin and Stalin were all important in bringing the Communist Dictatorship in Russia from 1917 - 1939. All three of them wouldnt be able to make progresses without each other. The basement or a trigger to communism in Russia was Lenin as he was the organizer. He has been studying Marxism and Socialism for umpteen years and in the result he has brought the October Revolution in 1917 to Russia. In addition Lenin has written many books in order to spread the idea of communism. As he was the organizer of this variety and the person who led the Bolshevik take over of Russia in 1917 he became the first leader of Russia in communist regime. by and by on he introduced Cheka and other forms of oppression to maintain his control. Then introducing War Communism, he ensured everyone worked for a Bolshevik victory in a Civil War. later the victory of communism in the Russian Revolution (1917), a Third, or Communist, International was created (1919). Und er the leadership of Vladimir Ilyich Lenin, this Communist International, or Comintern, hoped to foster world revolution in order to promote Communism around the world and to get more allies. Lenin was thinking wisely as he has introduced NEP in order to remediate production and life in the USSR, restoring the order and increasing prosperity after the chaos of Revolution, Civil War and War Communism. NEP simply allowed economic recovery and by 1928 industrial and food production levels were about the same as in 1914, and some people grew. However even to realize to all of the stated achievements Lenin made, he needed Trotskys help. Trotsky was Lenins right-hand-man and it can be sai... ...nist regime, because he didnt even think of any plans how to improve industry or production, increase prosperity. Lenin was but bothered with peoples psychology, he only made people to support communism. However communism couldnt have been supported if famine didnt st op, so the Communism could fall quickly. It isnt wise as well to put forward that Lenin and Stalin were more important that Trotsky just for the reason that they were the leaders of the Soviet Union and Trotsky wasnt. Trotsky has played an important part as well. If he didnt organize Red Army, the Reds wouldnt be able to win even Civil war and the Communism could fall. All three of them were important in bringing about the communism in Russia in 1917 - 1939. All three of them were dependant on each other and wouldnt be able to survive without each other.

The Interaction Between Body and Writing :: Teaching Writing

The Interaction Between Body and WritingMy first text for this assignment was this haiku thank beau ideal for spring in Ypsi makes it easier to get out of bed. It seemed appropriate to the task of attempting to write in English without using any technology, as the haiku form is traditionally interested with the natural world. I envisioned the grass and earth on my property, newly bared to the sun again after the snows, and the letter-making materials available on the site. I could light upon my paper unfolding in my head since the point of the project was to come to terms with the bonded nature of language to technology in writing, I could see upstanding paragraphs about my use of found sticks and mud as well as bits of discarded junk that my landlord had left lying around since last fall. My argument would be that the use of materials that had originated from the natural world and been manipulated by technology that were now returning to their natural home symbolized the interwov en relationships between thought and feeling and action that is write communication. I had close to lovely big ideas. But then I started wandering around in my head a little bit, and some elicit questions came up. Having grown up in ballet and still acting in the world to some extent as a dancer, I wondered if dance is alike a technology in the same way that the alphabet and writing are. It seems to me that social dance, while it does serve the purpose of communication to some extent, has no joint alphabet of signifiers that compare to words and letters. Dance forms like ballet and flamenco, however, most definitely do. For the trained dancer and the educated audience member, ballet is a system of tendency with numerous gestures, movements and shapes that signify specific meanings. The manner in which dance is formed, however, via the body of the author, doesnt perform the same separating function that Walter Ong claims writing does in his essay Writing is a Technology that Re structures Thought. The technology of dance is contained within the author, but the technology of writing is external to the author. While writing promotes objectivity by distancing the performer from his/her ideas via performance (326), dance to some extent preserves the unity of thought/emotion and the thinker. With my confidence shored up by Naomi Barons discussion of the

Technology Trends and Issues :: essays research papers fc

Defining Technological LiteracyGiven the current state of technology, a researcher should have olive-sized bother in finding relevant definitions that embody a spirited understanding of underlying technical and societal interactions that craft a view of the technically literate person. As an exercise, extracting the common elements from various experts definitions of technological literacy should result in a generalized perspective that would provide a foundation supporting provided literacy definitions for aspects of technology such as computers or genetics. However, this is easier than it sounds. As Gagel (1997) confirms, define technological literacy has proven to be an unexpectedly complex and difficult task. The difficulty in defining technological literacy is exposed by a number of factors. One factor relates to understanding perspective and determining whether the term is best defined by putting the emphasis on technology or literacy or whether the subject is best approac hed laterally. Indeed, Gagel describes the technological literacy from a technology perspective as opposed to defining literacy and then establishing parameters supporting technological literacy. Perhaps this approach contri scarcelyed to the authors difficulty in defining the term. As technology is so diverse and crosses some(prenominal) boundaries, perhaps the definition of technological literacy should do likewise, and not be restricted to either a technology or literacy perspective.Another factor contributing to the difficulty in defining technological literacy involves the improperly weighting of computer influence on the terms definition. In a speech given by former President, Bill Clinton, this misunderstanding is propagated further. He states, Today, technological literacy computer skills and the ability to use computers and other technology to improve learning, productivity and performance is a unused basic that our students must master. (Clinton, n.d.) Clearly, this m indset is remiss and precludes the contribution of myriad other technologies affecting our daily lives. According to Harrison, Computer literacy is but a subset of technological literacy, but if this mindset is not encouraged, then the richness of technological literacy will not be passed on to next generations. As technologists, we have the daunting task of reversing this cursorily flowing river. (Harrison, 2000)So, the question is how to define technological literacy without being trapped in too narrow a perspective and without utilizing a specific technology to issue meaning to the term. It is important that society controls technology for it to serve us purposefully in our daily lives and lifestyle in general. For us to control technology, an understanding and intimacy is required to allow us to make informative decisions on how it will affect our lives.

Chromosome replication Essay example -- essays research papers

Precise chromosomal DNA replication during S level of the cell cycle is a crucial factor in the proper maintenance of the genome from generation to generation. The current once-per-cell-cycle model of eukaryotic chromosome duplication describes a highly coordinated process by which temporally regulated replicon clusters ar sequentially activated and subsequently united to form two semi-conserved copies of the genome. Replicon clusters, or replication domains, are comprised of individual replication units that are synchronously activated at predetermined points during S phase. Bi-directional replication within separately replicon is initiated at periodic AT-rich origins along separately chromosome. Origins are not characterized by any specific nucleotide sequence, but rather the spatial arrangement of origin replication complexes (ORCs). Given the duration of the S phase and replication fork rate, adjacent origins must be appropriately spaced to ensure the complete replication of each replicon. Chromatin arrangement by the nuclear matrix whitethorn be the underpinning factor responsible for ORC positioning. The six subunit ORC binds to origins of replication in an ATP-dependent manner during late telophase and early G1. In yeast, each replication domain simply contains a single ORC binding site. However, more complex origins are characterized by an initiation zone where DNA synthesis may begin at numerous locations. A single round of DNA synthesis at each activated origin is achieved by lic...

Comparison/Contrast of Cut and The Fourth of July Essay -- essays rese

Wilkinson 1Comparison/Contrast of Cut and The Fourth of JulyIn the cardinal essays Cut, by trail Greene and The Fourth of July, by Audre Lorde they both discuss how disappointments as a boor affected their lives. Greenes essay gives cinque examples roughly how five boys were cut from a sports team and how they used that disappointment to become successful as adults. Lordes essay differed in that it told one story of how her and her family were on their pass in Washington D.C. and they were not served at a restaurant because they were black. Both authors discuss feelings of being left out, being discriminated against, and how disappointments affected their lives. However, there atomic number 18 more than differences than similarities in the essays. I drop relate more to Greenes essay because I am an athlete however, I deliver never been in specify of worrying about being cut. Greene and Lorde were similar in that they both faced a form of variation on their childhood that helped better them in the future. In Cut the boys all went to try out for a high school sports team and all of them were cut from the teams. For the time in my life, I was told wasnt ripe enough (Greene 56). These boys were discriminated against for not having the ability or talent to be good enough to play on the team. On of the people in the essay, Bob graham stated, I know for a fact that it altered my perception of myself. My view of myself was knocked passel my self was lowered (Greene 57). No one should ever be border into a situation where they face being told they are not good enough. In the other essay, The Fourth of July, a different type of discrimination was discussed, racism. Lordes family, which is African American, was faced with discrimination on a vacation to Washington D.C. They took the trip because Wilkinson 2Lordes sister Phyllis could not go on her aged(a) class to Washington. The nuns had given her back her deposit in private, explaining to her that the class, all of whom were white, except Phyllis, would be staying in a hotel where Phyllis would not be happy, Daddy explained to her, overly in private, that they did not rent rooms to Negroes (Lorde 202). While in Washington Lorde and her family went out for ice cream to a Breyers ice cream shop. They sit down down and a waitress, who was white, walked over and... ...t of the season. Not being a starter gave me the determination to work harder and in the end it all paid off. This experience has do me crystallise that I can do anything as long as I work hard.Wilkinson 5In conclusion, both Greene and Lorde discuss how disappointments as child have had positive affects on his/her lives as adults. Greenes essay applied to me more than Lordes because I have never been judged by my appearance. I cant relate to the fact of being cut from a team, but I can relate to the fact being successful with hard work. Wilkinson 6 whole shebang CitedGreene, Bob. Cut. The Prentice Hall Reader. 6th ed. Ed. George Miller. Trenton, N.J. Prentice Hall, 2001. 55-60.Lorde, Audre. The Fourth of July. Models for Writers. 7th ed. Ed. Alfred Rosa and Paul Eschholz. Boston Bedford/St. Martins, 2001. 201-204.Comparison/ContrastofCut and The Fourth of JulybyShane Wilkinson side of meat 110, Section 03Mrs. Bailey30 April 2002 Comparison/Contrast of Cut and The Fourth of July Essay -- essays rese Wilkinson 1Comparison/Contrast of Cut and The Fourth of JulyIn the two essays Cut, by Bob Greene and The Fourth of July, by Audre Lorde they both discuss how disappointments as a child affected their lives. Greenes essay gives five examples about how five boys were cut from a sports team and how they used that disappointment to become successful as adults. Lordes essay differed in that it told one story of how her and her family were on their vacation in Washington D.C. and they were not served at a restaurant because they were black. Both authors discuss feelings of being left ou t, being discriminated against, and how disappointments affected their lives. However, there are more differences than similarities in the essays. I can relate more to Greenes essay because I am an athlete however, I have never been in position of worrying about being cut. Greene and Lorde were similar in that they both faced a form of discrimination on their childhood that helped better them in the future. In Cut the boys all went to try out for a high school sports team and all of them were cut from the teams. For the time in my life, I was told wasnt good enough (Greene 56). These boys were discriminated against for not having the ability or talent to be good enough to play on the team. On of the people in the essay, Bob Graham stated, I know for a fact that it altered my perception of myself. My view of myself was knocked down my self was lowered (Greene 57). No one should ever be put into a situation where they face being told they are not good enough. In the other essay, The F ourth of July, a different type of discrimination was discussed, racism. Lordes family, which is African American, was faced with discrimination on a vacation to Washington D.C. They took the trip because Wilkinson 2Lordes sister Phyllis could not go on her senior class to Washington. The nuns had given her back her deposit in private, explaining to her that the class, all of whom were white, except Phyllis, would be staying in a hotel where Phyllis would not be happy, Daddy explained to her, also in private, that they did not rent rooms to Negroes (Lorde 202). While in Washington Lorde and her family went out for ice cream to a Breyers ice cream shop. They sat down and a waitress, who was white, walked over and... ...t of the season. Not being a starter gave me the determination to work harder and in the end it all paid off. This experience has made me realize that I can do anything as long as I work hard.Wilkinson 5In conclusion, both Greene and Lorde discuss how disappointments as child have had positive affects on his/her lives as adults. Greenes essay applied to me more than Lordes because I have never been judged by my appearance. I cant relate to the fact of being cut from a team, but I can relate to the fact being successful with hard work. Wilkinson 6Works CitedGreene, Bob. Cut. The Prentice Hall Reader. 6th ed. Ed. George Miller. Trenton, N.J. Prentice Hall, 2001. 55-60.Lorde, Audre. The Fourth of July. Models for Writers. 7th ed. Ed. Alfred Rosa and Paul Eschholz. Boston Bedford/St. Martins, 2001. 201-204.Comparison/ContrastofCut and The Fourth of JulybyShane WilkinsonEnglish 110, Section 03Mrs. Bailey30 April 2002

Bob Marley Musical Influence

Nesta Robert Bob Marley is known as being the father of reggae music. Bob Marley was the lead singer of the band The Wailers. He spread Jamai plunder music along with the Rastafari Movement worldwide. Marley brought the mystic power of reggae to the world and is called the Third Worlds first pop superstar. He died at Cedars of Lebanon Hospital in Miami, FL of melanoma. Even after his death, Marley remains a global symbol of freedom, peace, and justice, and his songs remain popular worldwide.Bob Marley was born in Saint Ann Parish, Jamaica, on February 6, 1945. Marley began playing music while he was still in school. When he was ten he moved to Kingston it was there, in 1962, he recorded his first collar songs, Judge Not, Terror, and One Cup of Coffee. These singles attracted very little attention. In 1963, Marley and a few others formed a ska band The Teenagers, which went through legion(predicate) names before finally settling at The Wailers. Ska music is a Jamaican interpretat ion of American R&B, with an accent on the offbeat.Bob, Bunny, and Peter were the mall trio of the band. They wrote lyrics that told of the struggles the Jamaican poor experienced. The band gained local following fairly quickly, which lead them to incorporate dub, a reggae style of music with the drums and bass foundation in the forefront, in the 1970s. In early 1972, The Wailers were loaned 4,000 Euros to record a record produced by the London offices of Island Records. Catch A Fire was met with international media fanfare and a routine in the UK and US ensued.Their second album, Burnin was released in October 1973 and included such hits as I offer the Sheriff and Get Up Stand Up. The single I Shot the Sheriff was one of their most widely known hits. Eric Clapton recorded a cover in 1974 which gained The Wailers a large fan base in the US. Bob Marley and The Wailers went on their final tour in 1980 that broke attendance records and sold out such venues as Madison Square Garden. Bob Marleys final death penalty was September 23, 1980 at Stanley Theater in Pittsburgh, PA.The final album released in Marleys lifetime, Uprising, was released in 1980 and made a connection to African-American listeners with the single Could You Be Loved, which fused reggae and disco to give a danceable sound. The Rastafari Movement was a key element in the development of reggae music, and Bob Marley was a member of this culture. Rasta is a spiritual movement that worships the Emperor of Ethiopia, Haile Selassie I. The spiritual use of cannabis and rejecting the western society are key themes upheld by the Rastafari Movement. Reggae music is said to have mostly helped spread awareness of Rasta worldwide.Bob Marley was a key component in doing so. Marley is also known for having dreadlocks, which is a Rasta custom. They uphold that the bible warns against cutting hair but non every Rasta has dreads, rather every Rasta has love in their heart and that is what sets them apart. Bob Marley was diagnosed with malignant melanoma in July of 1977, under one of his walknails. It was advised that Marley have his toe amputated, but he refused based upon religious beliefs. It was later confirmed this infection was a spreading of already existing cancer in Marleys body.He act touring despite being sick and shortly after the concert at Stanley Theater, became increasingly ill and attempted to fight the cancer using a controversial type of therapy based on avoiding certain substances. After eight months of unsuccessful therapy, Marley was set to return to Jamaica. Marleys plane was forced to land in Miami, however, as his vitals worsened. The melanoma had spread to his lungs and brain, causing his death on May 11, 1981. He was 36 years old. Marleys last words to his son, Ziggy, were Money cant buy life.

Ford Motor Company and Penske Logistics Case Study Essay

AbstractIn this fortune study I would high schoollight the importance of Penske Logistics to Ford Motor Company, one of the worlds largest automotive manu positionurers. Penske has a good reputation and are highly valuable in the logistics field. They are very famous in using a mathematical operation that identifies and removes errors efficiently with a set of tools that increases productivity in the business called sextette Sigma. Penske had many challenges to overcome desire excogitateing and implementing and operate a centralized logistics network, in addition streamline supplier and political machinerier operations to improve performance and accountability, and finally provide a real time supply chain and financial visibility. some(prenominal) of the solutions for the decentralized network, was to established 10 distribution centers, 1,200 trailers ship to and from the distribution centers per day with most trucks operate at 95% capacity and reduce plant instrument by 15 %. To improve performance Penske trained 1,500 suppliers on a set of procedures in the logistic aspect, also they came up with carrier wave requirements for performance.Penske established inflexible accountability procedures for real time visibility of voice communication status and routing schedules for the supply chain procedures. For financial visibility, they created a spick-and-span freight billing system to start out logistics costs. In addition to all of this problems and solutions, Penske wants to be the leader provider of logistics management to Ford Motor Company to be well k at one timen out there in the business and to create long lasting alliances for their future benefit.Ford is an enormous company that owns different car brands in todays market. Lincoln, Mercury, come to Rover, Aston Martin and Volvo make part of an alliance that is run by Ford. Ford was in big trouble with their decentralized logistic operations because they had 20 North American assembly plan ts run by 20 different logistic management operations. It was a complete mess because aside from all the other important car brands joining they didnt wipe out any control over their daily operations decreasing funds for material handling and transportation. Ford hired Penske to come a centralized operation run by only one company and not 20 different companies. This will increase both stop number and visibility throughout the network and reduce supply chain products.Penske would manage all 19 assembly plants as well as seven stamping pants. Penske develop a new logistics program called the Penske Logistics Center emphasizing in four different core components Establish inbound Origin Distribution Centers, reduce aid freight costs, real time visibility of shipments, schedule and orders and improve freight billing and claim processing. After this plan was accepted and processed Penske/Ford started workings together to achieve the best for the production of the motor company.They started evaluating the current network design and find out that this plan needed to be changed since it was being inefficient al junior-gradeing excessive inventory increasing storage costs at plant level. To centralize transportation and distribution centers Penske created 10 ODCs for the purpose of having a central delivery point for suppliers. With this in effect shipments would now be cross-docked into trailers at the ODCs and loads would be delivered on a schedule basis instead of delivering half vacant trucks. For carrier and premium freight management Penske goal was to maximize carrier service and minimize carrier costs.Since there were more strict requirements for carriers they would now buzz off to meet safety, technological and equipment specifications, provide experience and certified drivers and most importantly show proven experience of on time delivery and pickups for the customer satisfaction. Carriers would now swallow a 15 minute window for on time delivery and pickup, also a manager will be on billet for proper handling and order accuracy. Now with the new Carrier Rating System in effect all incidents would be recorded in the hold and corrective actions for carriers would be in effect as well as carriers that have too many discrepancies in incidents would have a low carrier rating decreasing their chances on participating on future bids.Penske implemented new and advance information technology solutions, but one that caught my attention was the fact that drivers will now be provided with PDA scanners and an electronic driver log to process the claims faster and order receipts. Also every truck need to have satellite communications and engine monitoring systems for load tracking, delivery of individual parts is also scanned by using new innovative cross-dock scanners. With all of this new features developed and the centralized approach working the financial part needed to be clear as mud. Penske would provide drivers with an easy and si mple set of procedures for accountancy purposes.With the new Freight Billing System Ford can now tell which plant is producing less or which one is producing the most. 700 inbound and 500 outbound trailers move in and out Ford ODCs per day with most loads carrying at 95% capacity, unused docking space is being extremely high resulting in a 15% inventory reduction. The supply chain with the suppliers is now better and the new Carrier Rating System has put carriers in a dark spot by now increasing their service and getting better everyday so that they dont get a low carrier rating for future bids or future references for other Motor Companies.With ODCs monitoring shipments in and out Ford can now see the general supply chain costs per plant in case they need to cut expenses in the future they can shorten one plant and diverge 19 more to generate revenue. The Penske Logistics center is also a success providing a single point of contact instead of 20 different points for logistics p urposes. Penske not only work for their benefit to grow as a company but they have shorten expenses to Ford by reducing six ODCs and departure four in full capacity so that new assembly plants can be created for production purposes. Ford has honored Penske with many awards like the Q1award which is the highest information of superior supplier quality.Recently in May 11, 2012 The European Logistics Association also honored this two companies for the European Logistics Award Excellence. I think that this case study was a definite success not only for Ford Motor Company, but for Penske Logistics. They both worked together and in only 18 months they have done major improvements to the automotive industry that the competition would follow and perform effectively. Penske with 40+ years as a logistic provider would now be a prestigious company that not only the automotive industry will want but the industrial, retail, electrical and many more industries will like to have on their side.I learned that the importance of the Six Sigma concept is really important for a company technological advancements in productivity and competency. cut back errors to zero and making a complete and perfect order is crucial for centralized operations and to maintain streamline operations.I also learned that without logistics goods or in this case cars cant be transport it is almost impossible to send a car overseas without the proper tracking, communications and on time delivery and pickup. In a nut shell, I think that only leaving four open for full capacity is a err because assembly plants will be more increasing the demand, but on the other hand it decreased expenses and generate revenue.REFERENCESPenske Logistics Providers (2013, January).Ford Motor Company Six Sigma initiatives streamline operations. Retrieved from http// www.penskelogistics.com/casestudies/ford2.htmlSharonVille Organizations (2011, January).Penske Logistics engineering supply chains delivering business results. Retrieved from http//www.sharonville.org/econ/pdf/Presentation/Penske%20Logistics.pdf

Quality Improvement Plan Essay

For more than a decade, Via Christi has sponsored a variety of initiatives designed to improve the quality of fear provided. These efforts perk up engaged staff, patients and physicians at all levels within the hospital to measure and improve the quality and safety of patient care. At times these initiatives perplex seen success and failures, but with the recent advertise for our big aim quality is the major focus. The physicians, nurses, other clinicians and administrative leaders overwhelmingly agreed that Via Christi should adopt the goal of decrease serious safety events by 80 percent over the next three years.Performance Measurement and Quality Improvement Performance measurement is known as the collecting and outline of data to determine how an organization will reach its potential (The Joint Commission, 2013). Often this type of analysis is seen in engineering, with the recent push in Via Christi, angle of inclination design and Six Sigma black belts have joined the te am in quality. A good example of performance measurement is by means of The Joint Commission. They have outlined a set of performance development methodology that is considered the gold standard in health care today.By meeting these measure hospitals hind end function at an optimal level regarding quality care. Quality improvement consists of systematic and continuous actions that lead to measurable improvement in health care services and the health status of targeted patient throngs (U. S. Department of Health and Human Services, 2013). It would be hard to not have quality improvement and not have some type of performance measurement to guide the work. Therefore, you need quality improvement to have some type of quality measurement.Via Christis Mission, Services, GoalsVia Christi provides a broad(a) range of services for the community, from rehab to acute care, with a new dedicated focus on long-term care. The mission of Via Christi is derived from the Sister of the Sorrowful Mother and the Sisters of St. Francis and reads as enliven by the Gospel and our Catholic tradition, we serve as a healing presence with special concern for our neighbors who are vulnerable (Via Christi Hospitals, 2012). At this time Via Christi is embarking on a journey of big aim, which means decreasing serious safety events by eighty percent in three years.An example of how the hospital specifically will tackle this goal is with the work of our central line committee, which is comprised of nursing, Six Sigma black belt engineers, and physicians. This team is reviewing current process and implementing new concepts. function of Consumers and Quality Indicators The role of patient, families, and friends is one of active engagement with Via Christi. As Via Christi launches into its big aim campaign there is a need for these individuals to help lead the changes through active participation.An example of this type of engagement is how a patients son perceived the care of his give du ring a hospital stay. The son by and by contacted the unit manager and offered some feedback regarding the stay, as the unit manager listened she realized that the family had some valid points, such as the long time diabetic mother being allowed to do her own blood sampling and peritoneal dialysis treatments as she was use to at home. So often we take over for the patient in the name of policy, when we could have the patient as an active participant.Some of the external resources available to our community regarding quality indicators would be with The Leap toad Group. Leap Frog follows quality indicators for hospitals and then issues a grade related to to findings. Some of the specific quality indicators for Via Christi are related to central line infection rates, foreign bodies leftfield after surgery and respiratory failure after a surgical procedure. Consumers can access this sight to obtain the information and then ask questions related to findings.This information helps th e consumer to be more participative and informed. Feedback Used to Improve Quality At Via Christi, they are just starting to incorporate the consumer into the equation on quality care. The clinical Practice Council has been formed with all of the various stakeholders to provide the feedback necessary on quality care. The group of physicians, nurses, hospital administrators, and consumers work to review core measures and clinical findings. This group will then make recommendation on how to help move the organization forward.The hospital is working towards being a high reliability organization, through high quality outcomes and patient satisfaction. Conclusion Via Christi serves a wide range of individuals from all generations. As this organization moves forward toward their big aim project of reducing the serious safety events by 80 percent in three years, the consumer will be at the helm helping to guide the decision with feedback, by active participation in councils and satisfactio n surveys. All of this work will lead to high quality care being provided to all.

Financial Analysis of Amazon.com Inc.

This paper seeks to fail the financial statements of Amazon. com Inc. for the geezerhood 2005, 2006 and 2007 by interpreting its pelfability, fluidity, leverage and activity ratios and comparing the uniform with industry intermediates. This will also analyze the clubs growth rates, valuation ratios (price) and dividends and will employ horizontal and vertical analysis in process as essential. 2. Analysis and Discussion 2. 1 Profitability Return on equity of Amazon. com Inc. shows umteen things about the past performance of the caller-up in the past five years.The continued decrease from 2005 with 2007 appears noticeable but the rates be hush up very high. . From 145. 93% in 2005, it has hugely decreased to 44. 08% in 2006 and further to 39. 77% in 2007. such(prenominal) level of profitability is still very for purposes of determining a companys profitability. Comp bed to industry average of 24. 9%, the companys ROE is still high. See Exhibit I in the Appendix. The range of 39% to 145% return on equity encourages investors as it would mean that for every $100 investment, the investors brook returns of about $39 to $145. These rates could be viewed as something unprecedented for a company like Amazon.com Inc.. Its level of ROE is something that essential be the envy of many other companies such as EBay Inc. , Enable Holdings and Friendly Auto Dealers, Inc (Yahoo Finance, 2008). It may be noted that return on equity is solved under the legislation where net profit is divided by the total stockholders equity. When compared to an average rate of 1. 5% US base rate (Housepricecrash, 2008 ) if money was invested in a bank, the companys would seem to offer more(prenominal) than twenty fold and it is something very difficult to find and would therefore make it very attractive to investors.The companys return on assets for the years 2006 through 2008 ranges from 4% to 9% and which appears to be obviously lower that its ROE. The same may be observed in s ocial intercourse to the companys net profit margin for remainder common chord years and has not even exceeded 5% in any period. However, ROE must be superior in declaring the profitability of Amazon as compared to all other profitability ratios. Operating margin which measures within the range of 3 to 5% for the three years, represents the margin after deducting cost of sales or services and operating expenses.Things to be added or deducted still are other income(s). The ratios mean that the focussing of Amazon. com Inc. is doing well that it must thank its employees participation of employees in delivering value to customers. The net margins of the company for the three years are lower than operating profit margin, due to the additional deductions of interest expenses. The profitability ratios such as return to equity, operating profit margin and net profit margin have the capacity to show historical profitability but investors would base also their decision on estimates of th e future.Since conditions change, wise users of financial information may just give more values to estimated cash flow in the future for valuing their investments in terms of dividends to be received from the company. This appears to be found in the case of Amazon as proved by high debt equity as would be discussed later in relation to its profitability. 2. 2. 2 Liquidity Liquidity enables a company to join its currently maturing obligations. It is measured using the current ratio and the supple asset ratio.Current ratio calculation uses current assets to be divided to current liabilities while quick assets ratio is almost the same except that the inventory and prepaid expenses are being removed from the current assets to have a new numerator but the denominator is the same. truehearted assets therefore normally include cash, marketable securities and accounts receivable and the use of quick asset ratio is very much relevant for one intending to have higher form of measuring liqu idity. In such case, one would prefer quick asset ratio over that of the current ratio.As applied now, the current ratios of Amazon. com Inc reflected 1. 39, 1. 33 and 1. 54 for the years 2007, 2006 and 2005 respectively while the quick asset ratios for same years are 1. 02, 0. 95 and 1. 19 for the same years respectively. See Exhibit I in the Appendix. Both ratios showed fluctuating trend where decreased was first noted and then increase followed after. The companys liquidity may be considered to be still very high since current ratios average more than 1. 3 while quick asset ratio averages about more than 1.0 for the last three years. It current ratio for 2007 is very close to industry average of 1. 8 while its quick ratio of 1. 02 is not very far from industry average of 1. 6. Both its liquidity ratios are better when compared with S&P 500 index. See Exhibit I in the Appendix. The good liquidity appears to be a result also of good profitability of the company as observed earlier in terms of very high return on equity. 2. 2. 3 Leverage ratios Financial leverage or solvency refers to the companys capacity to keep it stability over the long term.Generally measured by the debt to equity ratio, with the conventionalism of having the total debt of the company divided by its total equity a good financial leverage assures investors that the company is not to just to exist in the short term but it must also have a long life to recover long term investments which takes years to produce the needed returns. The debt to equity ratios of Amazon. com Inc. are 4. 42, 9. 12 and 14. 02 for the years 2007, 2006 and 2005 respectively. These ratios are however not as good as industry average of 0. 32. See Exhibit I in the Appendix .The ratios are indeed very high since the ratio of more than 4. 0 means that the value the company investments is not matched by what it borrows by about more than 400%. Remarkable Improvement were however recorded from 2005 through 2007. This must be due to its very high profitability. This could mean that the company is expanding business as noted its net fixed assets reflecting growth rates of 25. 06%, 22. 53% and 67. 91%, the years 2007, 2006 and 2005 respectively. See Exhibit I in the Appendix. In other words, expansions are getting financed hugely from operations which is a sigh of a healthy company.Good solvency is a proof of good capital structure and for Amazon. com Inc. the same could be attainable as shown in the very remarkable improvement if its debt to equity ratio which cut more than half that on 2006 in 2007. given(p) also its very good liquidity as analyzed earlier, the company must be declared to have clean bill of health in financial terms. 2. 2. 4 Efficiency ratios The companys profitability is being endorseed by its good efficiency ratios. Inventory turnovers for three years are very much higher than industry average and such efficiency is indicative of its better performance than competitors.Even its co llection period and receivable turnover are definitely above industry and S&P 500 index. No wonder the massive improvement in leverage ratio for two years is more than justified. 3. Conclusion Amazon. com is growing very remarkably in term of revenues, fixed assets, and net income. The increase in net income of more than 60% in 2007 is not easy to disregard and the fixed assets growth averaging more than 20% for the last three years could only mean an expanding company under a very favorable condition in the industry.Its profitability ratios, liquidity ratios, leverage ratios and activity ratios are very favorable to the company. Its profitability is sustaining not only its liquidity by keep improving is highly leverage financial condition. Although, 2007 liquidity and leverage ratios are not as good as industry averages, the circumstances that they could be improved soon by companys profitability is very big given its higher than industry average ROE for the last three years. The activity ratios in terms of inventory turnover and receivable turnover in 2007 are higher than industry average which could only support for the companys very high profitability.

Forces of Nature Mic Heal Porter

In dealing with strategic readiness, I think that this would deal with the way an plaque trys to incorporate strategy in their finality making process. The correct strategy will allow the musical arrangement to aim a set of goals and also be sufficient to achieve these goals. Strategic planning is how the organization tries to evolve their current status into where they feel they should be in the future. In routine planning this is the type of planning that is by the book.Routine gist by the book and following all the procedures with no actual goals and no mention of the future. The differences between the two planning systems is that one only follows the rules and the other thinks alfresco the box by thinking some the future of the organization. An example of strategic planning, is when an organization starts with having a mission by coming up with the organizations strengths and weaknesses.The plan has to overhear an outcome that leads the organization into the future (m y strategic plan. com). An example of a routine plan would be a book list of instructions and it is mapped out and the premiere thing they will do is try to find certain goals to move the company forward to the next level but is not worried about the future of the organization. When an organization does not use strategic planning than the organization will not be able to control their futures and be stuck following a routine approach.If an organization does not have a strategic plan they will only be able to address the immediate problems and this is a mannikin of crisis management. When an organization has a strategic plan, the organization becomes more proactive in achieving their goals instead of reactive. When an organization is reactive they are following the set of guidelines of a routine. When an organization has a strategic plan but it is poor it is really like not having one at all.The organization that has a poor strategic planning system is not on a good track and when the plan was implemented it was done incorrectly. When the people of the organization implemented the plan not everyone bought into this plan this is one of the reasons why it is broken and it is poor. The only way to un-break or fix what is broken is to re-implement the plan to make sure that every person in the organization will buy into for the sake of the organizations future (Iowa State University, 1995-2013).The organization that does not have a strategic plan will not be able to make a future for their organization. When an organization thinks outside the box they usual are the organization will flourish in the long-run. The only problem with having a failing strategic plan is the fact that it could have been a good plan if all the members of the organization bought into it. Fixing a strategic plan is sometimes more difficult than actually rolling one out to your organization.ReferencesMy Strategic Plan (2103). Researched the difference between routine planning and strategic plan. Found an phrase on what is the difference between a strategic plan and a business plan. Retrieved from website http//mystrategicplan.com/resources/what-is-the-difference-between-a-business-plan-and-a-strategic-plan/ Iowa State University (1995-2013). Researched what happens when an organization has a poor strategic plan. Retrieved from website http//smallbusiness.chron.com/difference-between-strategic-planning-shortterm-operational-planning-24227.html

Determining the Accounting for Receivables from Officers and Directors Essay

Philadelphia Communications Inc. (Philly) is a public familiarity that completed an initial public offering (IPO) a few months ago. John Sigar is the current CEO and member of the board of directors. He is the solitary(prenominal) family member related in the business and owns significant do of the companys stock. While, we were doing audit testing for accounts receivable we came across number of Notes due from several Mr Sigars cousins. They fall in taken advances frequently but never failed to recompense when they came due. The notes are secured by shares of Phillys convertible preferred stock, which were purchased by the family members following IPO.The receivable support provided by the client doesnt specify interest earnings terms for these notes. During our preparation to test accounts receivable we reviewed the Financial Accounting Standards Board (FASB) Accounting Standards Codifications (ASC) and identified special presentation and manifestation requirements for the se sorts of receivables. We in addition reviewed above describe situation from International Financial Reporting Standards (IFRS) standpoint. When determining the accounting for receivables from officers and directors, special treatment of these miscues must be accorded.The case for Philly refers to link parties transactions, which would require special revelation in the fiscal reports. The receivables that is provided by Philadelphia Communications Inc. does not give specification concerning both the terms of payment and the interest payable on these notes. Testing for Accounts Receivable in Philly Case. According to Financial Accounting Standards Board (FASB) codifications, there are a number of codification qualitys that are applicable to the Philly case. One applicable reference is FASB ASC 850-10-50-1 on related companionship transactions.The FASB code 850 discusses the disclosures that are required to be made concerning related parties. This reference provides the legal and applicable definition of what related party transaction entails. This reference also outlines the disclosure that is required to be made. One of the disclosures is the nature of the involved relationship. The description of the transaction including the dollar amounts, period of transaction, amounts due, and the due duration must be disclosed. Disclosing transactions in financial statements that were eliminated while preparing consolidated financial statements is not mandatory.FASB ASC 850-10-50-2 is another codification reference that is applicable to this case. This reference discusses the notes and accounts receivables. This is the booster cable and direct reference that relates to the Philly case in question. The notes and accounts receivable mentioned under this codification reference are particular to the employees, officers or other entities that are affiliated to the company. For the case of Philly, notes are transacted between Philadelphia Communications Inc. CEO and the cousins. FASB ASC 850-10-50-2 requires notes or accounts receivable from related parties to be separately shown.Any effects that arise from a change in method of determining the terms of transaction from the previous period must be disclosed. It states that this transaction should not be included under notes and accounts receivable frequent heading. Philadelphia Communications Inc. October 19, 2013 Page 2 Another applicable reference is FASB ASC 850-10-15-2. This codification reference stresses on the requirement that the guidelines on disclosure for related parties is applicable to each entities. It does not matter if it is a private entity or public company like in this case.The financial reports must provide disclosure for the transactions. FASB ASC 850-10-50-5 discusses issue concerning disclosure of transactions that occur at an arms distance base. This reference states that it cannot be presumed that related parties transaction are undertaken on an arms length basis. Th is is because the market conditions that competitive and free might not exist. This describes the relationship evident in the case of Phillys transaction with the CEOs cousins. Any progress to of representations concerning CEOs cousins and Philadelphia Communications Inc.does not mean that, the transactions were executed on terms applicable at arms length. It can only be presumed so if and only if the representations of the transactions can be substantiated. The company management should supply more additional training concerning the notes and receivable concerning related parties for win clarifications. The management should provide the names of the parties issued with the notes that are secured by convertible preferred stock purchased by family members. This is per the requirement of FASB ASC 850-10-50-4.The management should also provide information concerning related parties transactions to help in comparison of financial results with the past. The payments terms and the inte rest accruing to such notes and receivables should be specified and provided by Philly. IFRSs Standpoint. The International Financial Reporting Standards (IFRS) also recognises related party transactions. This is given as per the explanation under IFRS International Accounting Standards (IAS) 24. It describes a related party as involving an entity that is heavily influenced by a person transacting with a close family member.The Member of the family transacting with the entity must have significant influence on the person by the one having ownership in the company. For this case, the cousins have significant influence on the CEO of the company thus establishing a related party relationship. IFRS IAS 24 requires the firm to make certain disclosures. It requires that the total amount involved, and the nature of the transaction be disclosed in the financial statements. The outstanding amounts should also be revealed stating the terms and all conditions relating securing and settling of the notes and receivables.The disclosures should also include information regarding the guarantees made. The IFRS also demands that any provision made for doubtful debts arising from this transaction should be disclosed. Conclusion The Philadelphia Communications Inc. in its operation, have related party transactions. These transactions involve the issuance of notes to close relatives of the CEO of the company. The Financial Accounting Standards Board (FASB) requires that activities must be disclosed. The Philadelphia Communications Inc. October 19, 2013 Page 3FASB has well explained the information that the management should aim when presenting their financial statements. The management should also improve its operations and provide further data concerning the parties they are regularly trading. Adoption of the FASB and IFRSs will ensure that all financial statements are truly and fairly presented. References FASB. Related Party Disclosures. Retrieved from Accounting Standards Cod ification https//asc. fasb. org IASB. Related party disclosures. Retrieved from IFRS http//www. ifrs. org

Prom Nights from Hell Chapter Eight

Youre crazy, Sibby introduce as they walked in. Her eyes were pancake-size. You said this would suck. This doesnt suck. This is fantastic.Miranda shuddered. Theyd snuck into the Grand H both of the Santa Barbara historic Society by an emergency exit that had been propped open so promenade attendees could slip out to originate st atomic number 53d, and glancing around, Miranda could see how getting stoned would be super-appealing. The walls of the room had been covered in gruesome satin with w acquiree stars embroidered on it, the four big columns in the middle were draped in red and white ribbons, the tables off to the spatial relation were covered in American flag-print cloths with fishbowl centerpieces in which the fish had been somehow dyed red and sacrilegious, and around the edges major American landmarks such as Mount Rushmore, the White House, the Statue of Liberty, the Liberty Bell, and the Old Faithful overflow had been reconstructed-out of sugar cubes. Courtesy of Ariel Wests father. Ariel had announced the previous day at assembly that after the prom all the decorations would be donated to the poor hungry people of Santa Barbara who need sugar.Miranda didnt know if it was that, the balloons on rubber cords dangling from the ceiling that bounced lazily up and d feature as people passed under them, or foreboding, but she had a distinct queasy feeling.Sibby was in heaven.Remember-most of the guys here came with dates, so try to be subtle with the Kissing buccaneer stuff, Miranda said.Yeah, fine.And if you hear me call to you, you come.Do I look similar a dog to you? Miranda gave her a overhasty glance. Sibby said, Fine, okay, Funkiller.And if you feel like anything weird is going on at all, you- let you know. Ive got it. Now you go and digest some fun yourself. Oh, right, you probably dont know how. Well, when in doubt, ask yourself, What Would Sibby Do? Can I unsubscribe from that list, beguile?Sibby was too busy scanning the room to re spond.Whoa, whos that hot dinner in the corner over there? she asked. The guy in the glasses?Miranda looked around for a hot dinner but all she saw was Phil Emory. His name is Phillip.Helllllo, Phillip, Sibby said, plotting a direct course for him.Miranda stashed her skate bag underneath a table and stayed closemouthed to the wall, between the White House and Old Faithful, partially to keep Sibby in view and partially to subjugate being noniced by any faculty members. Shed changed in the employee bathroom from her work suit into the single other thing she had with her, but although it was red, white, and blue, she didnt think that her Roller Derby uniform was really appropriate prom attire. There were two uniforms in her skate bag, a home uniform-white satin halter top and bottom with blue cape and red, white, and blue stripes on the skirt (if you could call something that was five inches long and required machine-accessible panties to be worn under it a skirt)-and an away un iform the same thing, only in blue. Shed immovable white was more formal, but she was pretty sure that wearing it with her black work flats was not sh atomic number 18 the look.Shed been standing there for a while, wondering how everyone but her was completely capable of being on a dance floor without debilitating anyone, when she heard a pair of heartbeats she recognized and saw Kenzi and Beth sliding with the crowd toward her.You came Kenzi said, giving her a big hug. One of the things Miranda loved close Kenzi was that she acted like she was on transfer even when she wasnt, checking people that she loved them, hugging them, never embarrassed about it. Im so mirthful youre here. It didnt feel right without you. So, are you ready to unshackle yourself from the insecurities of your youth? Ready to own your future?Kenzi and Beth were spiffed up to own anything, Miranda thought. Kenzi was wearing a skin-tight blue backless dress and had gotten a black panther with a blue sapph ire eye painted on her back. Beth was in a red satin minidress and had a gold snake bracelet with two ruby eyes wrapped around her upper arm (or at least Miranda assumed they were rubies since Beths parents were two of the biggest movie stars in Bollywood). On them, adulthood looked like a totally unruffled and exciting party with an excellent DJ that you could only get into if you were on the VIP list.Miranda glanced at her glide uniform. I guess I should have known that when the time came to own my future Id be dressed like a member of the Ice Capades B-squad.No way, you look fantastic, Beth said, and Miranda would have assumed she was being nipping except that Beth was one of those people who was born without sarcasm.Truly, Kenzi confirmed. Youre deep in H2T territory. H2T stood for Hot to Trot. I see bang-up things for your adulthood.And I see a visit to the eye doctor for you, Miranda prophesied. In the distance Miranda saw Sibby turn of events Phillip Emory onto the danc e floor.Miranda turned back to Kenzi. Do you think Im a fun person? Am I a Grandma Grim? A funkiller?Grandma Grim? Funkiller? Kenzi repeated. What are you talking about? Did you hit your head at derby practice again?No, Im serious. Am I fun?Yes, Kenzi said solemnly.Yes, Beth concord. only when you get all MLAS, Kenzi modified. And when you have your period. And around your birthday. Oh, there was that one time-Forget it. Mirandas eyes drifted to Sibby, who now appeared to be leading a conga line.Im kidding, Kenzi said, turning Mirandas face from the dance floor to hers. Yes, I think you are really fun. I mean, who else would dress up as Magnum P.I. for Halloween?Or think of entertaining the kids on the cancer ward by reenacting Dawsons Creek with Precious Moments figurines? Beth added.Kenzi nodded. Thats right. Even children battling cancer think youre fun. And theyre not the only ones.Something about Kenzis tone when she said the last part made Miranda worried. What did you do?Sh e was brilliant, Beth said.Now Miranda was even more scared. herald me.It was nothing, just some research, Kenzi said.What kind of research? For the first time Miranda noticed that there was writing up the length of Kenzis arm.Kenzi said, About Will and Ariel. Theyre totally not going out.You asked him?Its called an interview, Kenzi said.No. Oh no. Tell me youre kidding. sometimes having a roommate who wanted to be a journalist was dangerous.Relax, he didnt suspect a thing. I made it seem like I was making small talk, Kenzi said.She was great, Beth confirmed.Miranda started wishing for trapdoors again.Anyway, I asked him why he thought Ariel asked him to the prom and he said-here Kenzi consulted her arm-To make someone else jealous. So of course I asked who and he went, Anyone. Thats what Ariel thrives on, other peoples jealousy. Isnt that perceptive? Especially for a guy?Hes smart, Beth put in. And nice.Miranda nodded absently, looking for Sibby on the dance floor. At first she di dnt see her but then she spotted her in a dark corner with Phillip. Talking, not kissing. For some reason that made her smile.Look, we made her happy Kenzi said, and she sounded so genuinely pleased that Miranda didnt want to tell her the truth.Thanks for finding all that out, Miranda said. Its-You havent even heard the best part, Kenzi said. I asked why he agreed to go to prom with Ariel if theyre not a couple and he said-glancing at her arm-Because no one made me a better offer. Beth reminded her, With that cute smile.Right, with cute smile. And he looked directly at me when he said it and he was so clearly talking about youClearly. Miranda loved her friends even if they were delusional.Stop gazing at me like Ive been one-stop shopping at the Lobotomy Store, Miranda, Kenzi said. Im completely right. He likes you and hes not taken. Stop thinking and grab him. Go live ITM.ITM?In the Mo, Beth elaborated.Miranda gaped. No. Way.What? Kenzi asked.Nothing. Miranda shook her head. Even if hes single, what makes you think Will wants to go out with me?Kenzi squinted at her. Um, breezing past all the sappy stuff about how youre nice and smart I have to say because Im your best friend, have you looked in the mirror recently?Ha-ha. Trust me-Bye Beth said, interrupting her and dragging Kenzi away. See you posteriorDont forget ITM Kenzi added over her shoulder. Drink a can of manWhere are you- Miranda started to say, then heard a heartbeat close behind her and swung around.Nearly banging her shoulder against Wills chest.

George Orwell’s vision Essay

George Orwells books argon not conventional. They use extremely vivid and alarming descriptions to support stimulating subjects, and their abateings are far from happy. I felt a strong sense of despair at the end of both 1984 and Animal Farm, even though I found them gripping and fascinating. George Orwell, being a socialist, was potently opposed to totalitarian rule, and his books are clearly a warning as to how political movements can backfire. The books are influenced by events of his time, the most obvious being the Russian Revolution symbolised by Animal Farm.There are hardly each lasting manifestations in either 1984 or Animal Farm that are pleasant the themes of both books are worrying. I think that one of the worst aspects of George Orwells vision is the systematic sexual perversion of our feelings, emotions and dispositions. In my opinion, the worst action of The Party, the ruling political power in 1984 is the way it fr avers upon love, a insepar adapted human rac e instinct, and tries to completely suppress it. This is a cold, tyrannical act that destroys much(prenominal) a pure, selfless instinct. lovemaking brings joy that as Winston metalworker, the main character in 1984, experiences makes disembodied spirit worth living. Without love, Oceanias inhabitants are rock-bottom to a pointless, miserable, isolated hold upence. I think the most depressing event in the story of Winston Smith is how the Party crushed his love for Julia so completely, accentuated by the powerful unconditional nature of their love for each other before. Consequently, the Party, and its figurehead, Big Brother, condemn sexual intercourse with fierce and active distaste, evident in the establishment of The Junior Anti-Sex League. Sex, the most intimate, loving act two battalion can share is seen as a threat to the Partys power, and is nevertheless acceptable in absolutely necessary circumstances to develop a child and is devoid of all sentiment. Because it is detested by the Party, making love becomes an act of political rebellion, which destroys the fact that it should be an expression of love. One of the nastiest yet most haunting descriptions in 1984 is Winstons callback of his visit to a prostitute in an attempt to satisfy his sexual instinct.His visit is brief and plebeian and he admits that it was really the paint that appealed to me, not any real lust to be intimate with the woman. In 1984, love within families is corrupted, as children spy against their parents and report them for the slightest incident. Family values essential to nurturing a child with palm are destroyed even when Winstons acquaintance, Parsons, is betrayed by his own daughter, he doesnt bear her any grudge. In Orwells dystopia, love plays no part, except in utter submission to Big Brother, and it is the thought of make iting in a life so absent of love and affection that disturbs me.If I had to exist without love, I believe I would lose my will to lie with. Another instinct, essential to harmonious, happy human life is that of give. Again, the Party endeavour to totally control and pervert this instinct. Trust is the exact opposite to fear so cannot be practised when fear presides. Fear seeps into e precise aspect of life in 1984 fear of treason to the thought police fear of what could happen to you if you committed a crime and were caught fear of your own thoughts wandering. existent in such a fragile community, where everyone is scared into solitude, and having children spy on people, corrupts the general principles of loyalty and human decency to such a level at which I would no longer want to associate with such people. Children, the embodiment of innocence and dependence, being routinely perverted, taken advantage of and coaxed into turning against their own providers, their parents, is a opinion I find abhorrent. The manipulation of innocent and defenceless children is immoral, disgusting and disturbing.In 1984, the only trust allowed to exist between two parties is that of the individual for Big Brother. With a horrific act of total submission and resignation, people blindly accept all Big Brother tells them, completely hacking information from their own senses, whilst subconsciously being aware that what Big Brother tells them is untrue. If I had to exist in Oceania, I would find that aspect the hardest to accept, as I feel a reassurance in knowing I can believe and trust whatever my senses tell me. With that knowledge removed, Id be lost, confused and scared, as I would necessitate lost my grip on reality which keeps humans sane.As Winston thinks, if the Party could thrust its hand into the gone and say of this or that event that it never happened- that, surely, was more terrifying than mere torture or dying. In Animal Farm, another frighteningly harsh story by George Orwell, perversion of trust is as well as a prominent theme. Just like the citizens of 1984s Oceania, the farm animals are too trust for their own good. I grew sadder and more anxious each time the animals believed every word of what their selfish leaders the pigs told them.To me, it is very poignant the way the animals are so unsuspicious and grateful towards the pigs, who repeatedly use them. The most trusting and devoted animal on the farm was the old carthorse, Boxer. Boxer trusted the pig leader pile to such an extent he created the slogan Napoleon is always right In total disregard of this trust bestowed upon him, Napoleon sent the horse to the slaughterhouse. I was shocked when, at the end, the animals simply accepted the pigs superiority and power. What distresses me most is the despicable way in which the pigs take advantage of the innocent animals, who have blind conviction in them.I am even more upset knowing Animal Farm is establish on genuine events the sheer trust the proletariat had in Stalin, after the Russian Revolution, which Stalin twisted to eudaemonia himself. The civil ization of 1984 is founded upon hatred, an unnatural human emotion. OBrien tells us Oceania is progressing towards a state where there will be no emotions except fear, rage, triumph and self-abasement. I find this devastatingly selfish and cruel, as it terminally oppresses the sole desire of mankind to be happy and enjoy the process of life.The most dehumanising and evil event in the lives of the citizens of Oceania is abhor Week, It is not only the atmosphere of contagious compulsive contempt which enables Hate Week that disturbs me it is the way in which hate, the most hostile and dangerous feeling, can be generated on such a large eggshell with absolutely no reason. In the middle of Hate Week, the enemy changes, but the proceedings continue without the jiffy of an eye. It scares and disgusts me that Orwell can see such a strong emotion directed at a target, careless(predicate) of why the target is hated.Winston realises that the fear, the hatred and the lunatic credulity whi ch the Party needs in its members can only be kept at the right pitch by bottling down some powerful instinct and using it as a driving force. The Party has twisted and corrupted natural instincts to benefit themselves. In my opinion, the manipulation of human emotions, instincts and feelings is the most dishonest, corrupt way of gaining power. It is chilling to imagine the uncompromising, omnipresent, omnipotent power that would be required to enable such an atrocity.I would find it so hard never to be able to feel and love, and I would see no point in existing if I could not. Without our feelings we are no more than machines. The mere contemplation of having to exist without joyful emotions fills me with despair. I would truly prefer to die than to live intoxicated with misery and depression, without hope for a better life. I share Winstons sense of impuissance and injustice when OBrien tells him If you want a picture of the future, imagine a boot stamping on a human face foreve r.

Organizational Transformation Issues In A Health Care Clinic

CONTENTSPages ASSIGNMENT BRIEF 2 decision maker SUMMARY 3 GLOSSARY OF name 4-5 1. 0. INTRODUCTION 6 1. 1. OBJECTIVES 7 1. 2. METHODOLOGY 8 2. 0. LITERATURE REVIEW 9-25 3. 0. ANALYSIS 26-30 4. 0 contemplation 31 REFERENCES BIBLIOGRAPHY ASSIGNMENT BRIEFORGANIZATIONAL TRANSFORMATION ISSUES IN A HEALTH CARE CLINIC (CASE STUDY). EXECUTIVE SUMMARY This paper is based on the in example memorize Organizational Transformation in a Health superintend Clinic where focus, is the some make-upal transformational getting evens that place place during an musical arrangemental evolution and transformational channel of the Health C be Clinic. According to Anderson and Ackerman (200139-40 & 50), transformational channel is define as a completely saucy counsel the system of rules and its bulk see the world, their customers, their flirt and themselves. For arrangemental turn to be successful the procedure would select alterations that would affect employees behaviour, how they h ypothecate and the organizations culture thence raising many transformational issues such as leadership issues, dialogue issues, moot and development issues, and cultural issues. GLOSSARY BehavioursThe way in which hatful in the organization figure in terms of what they do and say that brings the strategy and desired culture to life ControlsWhat gets roundd and rewarded qualify To alter, restrict or transform CultureThe totality of soci eachy transmitted behavior patterns, arts, beliefs of an institutions FacilitateTo make nighthing easier to do GoalsThe objectives or targets that the organization is trying to achieve LeadershipThe ability to guide, direct and influence persons ManagementPersons in charge of organizing and controlling the affairs of a business or a sector of a business MissionThe purpose of the organizationOrganizationA body of persons organized for both(prenominal) specific purpose Organization Development (OD)A primarily behavioural science approach to plan organizational alteration that is composed of traditional OD and principal(prenominal)line OD ( Krell 1981) Organizational Transformation (OT) mixture that involves transformative switch oers in the important nature of the organization and requires completely new ways of thinking, behaving and perceiving by members of the organization Realignment To readjust or transform something to fit diverse circumstances StrategyThe approach that the organization is adopting to achieve the finiss that support the strategy ValuesThe underlying principles and morals that drive the organization Vision A picture of a desired future state that is sufficiently appealing and compelling to drive smorgasbord forward 1. 0. INTRODUCTIONORGANISATIONAL TRANSFORMATION hobo be defined as a fundamental recess in the way business delivers value to its customers and stakeholders resulting in striking falsify strategy, operatees, engine room and utilisation and management of homophile resour ces to represent the posits of the global economy. ORGANISATIONAL victimization is a system wide employment and transfer of behavioural science knowledge to the planned development, avail and keep of the strategies, structures and processes that lead to organisational effectiveness. Many organizations of today go through changes because of circumstances, wanting to become more authentic and/or advanced or simply because of wanting to move with the time.Management of the health treat clinic initiated an organizational development programme because of problems originating from the application of modern technology to the melodic phrases of medical checkup technologists. It was discovered that employees of the biochemistry segment were greatly dissatisfied because of their pinch of having their skills underutilized, having cultural differences with separate cater members, having communication barriers and non having job argufys present. The organizational development fa culty and the passenger car agreed that job re use should take place to bring more autonomy, control, feedback and spuriousingfulness to the forge for the employees of the clinic.Over a spot of two years evaluation of the results by the organizational development stave found that job characteristics and rapture declined for both groups that were bear on in the transformational change process. Changing environments of an organization has effect on the organization and the organizations environment thus creating many transformational issues. Transformational issues include leadership issues, cultural issues, communication issues, cultural issues and procreation and development issues. 1. 1. OBJECTIVES 1-To identify the organizational transformational issues that be abstruse in the change in the health c atomic number 18 clinic 2-To evaluate change action and intervention strategies at a health anguish clinic. 1. 2. METHODOLOGYThe researcher in the context of this case study has opted to use the phenomenological approach as opposed to a positivist approach (Collis and Hussy 2003). Triangulation-the use of more than one method or source of data in the study of a phenomenon so that findings layabout be cross checked Bryman (2008 pg. 700) Triangulation method of data order of battle allow for be used collecting qualitative and quantitative data from both primary and lowly sources for example using unstructured questions and interviews. A variety or literature, theoretical and analytical tools and techniques lead be used. The research conducted universe a case study the data collection will be yield on the evidence as conjure uped in the case study. Random sampling s suggested by Saunders et al fucking non be validated, in that for quantitative research the sample size essential be of at least 95% in order to obtain realistic or quantifiable data and it whitethorn be dangerous and less accurate to do otherwise. 2. 0. LITERATURE REVIEW The c ore issues which will guide the facilitation of policy development, plans and programs for the organisational will include the under have-to doe withed factors Lewins(1951) force field analysis demonstrates the two key external forces that pertain organisations into change situations moreover counteracting, resisting forces argon often arisen from inside organisations when the changes atomic number 18 attempted and that change occurs when the driving forces break through number resisting forces.This force field is propagated on the idea that social situations can be seen as equilibria that ar periodically disturbed when changes to the situation are attempted. The concept of change as modification of these forces keeping a systems behaviour stable. The two groups of forces are those striving to maintain the status quo and those pushing for change. A state of quasi-stationary equilibrium as coined by Lewin(1951) is achieved when both sets of forces are almost equal and current behaviours and attitudes are maintained. FIG. 1 BELOW REFERS. Kurt Lewin (1951) identified three stages of behaviour modification in a simplistic change management determine is seen in the table 1 below. LEWIN(1951)THREE STAGE MANAGEMENT TABLE. (TAB. ) UnfreezingIs concerned mainly with exchange the change and provides a motive for groups and individuals to change their attitudes, systems, behaviours values and structures. The unfreezing stage will be greatly quicken if it is recognised that the need for change is immediate, clear and the survival of the organisation depends upon it. MovingIs concerned with recognising what the new attitudes and desirable practise, norms and behaviours should be and communicating it and encouraging others in the organisation to embrace and own it as new job requisites. This spirit can occur through assimilation and exposure to new concepts or from individuals with different perspectives. RefreezingThis stage is the lowest and stabilising stage of the change implying reinforcement of the new behaviours.Evoking positive reinforcements such as rewards and praise. For negative reinforcement such as sanctions for indiscipline or deviant attitudes. SourceMullins,Laurie J. (1997) Management and Organisational Behaviour 9th. Edition. FT/ apprentice Hall . Again, Lewin(1951) suggested that for change to be successful at that place must be group activity. Unless group norms are transformed in that respect will be no sustenance to individual actions and without reinforcements change can be short-lived. Employees are beginning to accept that the time has come for change and the changes must be made so that the organisation can remain viable. Schein (1988) mold of change outlined the pivotal role of the change agent.Schein (1988) represented each stage of Lewins (1951) influence by expressing the dynamics of individual change and how imperative it is for change agent to manage these changes (see table 2 below) the change agent c an be seen as the coach, facilitator and inducement assisting individuals through the change can be seen as the coach, facilitator and motivator assisting individuals through the change. According to Scheins(1988) model the firstborn stage the change agent assists with motivating the individual by disconfirming their behaviours, attitudes and surgical operation. Stage two emphasises the need to get employees to perform tasks differently and actually engaging belief that changing norms and working habits can in effect improve their performance.At Stage three the change agent helps the employee to change his thought patterns by integrating new and well defined behaviours. Self conceptualisation and reinforced performance standards are confirmed. Schein (1988) believes that none of these stages are unvaccinated to self management but need the intervention of change agents. In furtherance, Cummings and Worley (2005) planned change concept outlined how change can be implemented in or ganisations. This action research model places heavy emphasis on gathering and diagnosing data prior to action planning and implementation and on assessment of results after action is taken. The action research model describes change as a cyclical process involving joint activities between employees and organisational ractitioners. Figure 2 below compares Lewin (1951) change model to other models of planned change such as the positive model and the action research model all of which describes the phases by which planned change occurs in organisations. Initiation of successful organisational change modified restructuring strategies and organisational efficiencies can be envisaged through these theories. In this model many steps overlap and interact in practise. This simple model has been used to analyse and manage change and can be useful at times. However, it tends to treat people as the objects of manipulation and does not involve them in the change process at all.All three approa ches emphasises the application of behavioural science knowledge, involve organisation members in the change process to varying degrees and recognise that the fundamental interaction between an organisation and a consultant constitutes an intervention that affects the organisation. Lewins(1951) change model approach differs from the other two models in that it deals with the general process of planned change whereas the others target specific organisational development(OD) activities. To manage strategic change effectively, it is important to understand its causes. Two main classifications of the causes of change are outlined by the following theorists 1) Tichys(1983) quatern main causes of strategic change 2) Kanter, stein and Jicks(1992) three dynamics for strategic change. According to Tichy (1983) four main triggers for changeTICHY(1983) TRIGGERS FOR win over Environment- shift in the economy, competitive pressures and legislative changes can lead to demands for strategic cha nge. rail line alliances-alliances, acquisitions, value chain linkages or core competencies. Technology People-new entrants may have a bun in the oven different educational or cultural backgrounds or expectations that require change. SourceMullins, Laurie,J. (1997) Management and Organisational Behaviour 9th. Edition FT/Prentice Hall. (TABLE 3) Tichy(1983) suggests that change is not only inevitable in such circumstances but can be managed to micturate effective results. Kanter, Stein and Jick(1992)identified three causes of strategic change Environment-changes here compared with the situation in the organisation can lead to demands for strategic change.Life cycle differences-changes in one division or part of the organisation as it moves into a phase of its life cycle that is different from other division may necessitate change. Typically, change issues related to the size, shape and influence of such parts and involve coordination and resource allocation issues between them . semipolitical power changes inside the organisation-individuals, groups and other stakeholders may struggle for power to make decisions or enjoy the benefits associated with the organisation. For example, shifts in strategy from production oriented to customer oriented would be accompanied by a shift in the power balance between those two functions.The researcher suggested that the causes were constantly shifting, sometimes slowly and at other times faster. Kanter, Stein and Jicks(1992) supposition can be directly related to the Health consider clinic as the organisation go through the process of change as it relates to the external environment changes so too must the organisation, as one part of the organisation change so too must other parts of the organisation change to catch up. Internal and external factors influence changes. Kanter, Stein and Jick (1992) identified three major forms taken by the change process. They linked these three categories of people involved in the change process, to produce a three stage process for managing change.These three forms were 1)The changing indistinguishability of the organisation. 2)Coordination and transition issues as an organisation moves through its life cycle. 3)Controlling the political aspects of the organisation. The three major categories of people involved in the change process I. Change strategists-those obligated for leading strategic change in the organisation. They may not only be responsible for implementation. II. Change implementers those who have direct responsibility for change management. III. Change recipients- those who receive the change programme with varying degrees of anxiety depending on the nature of the change and how it is presented.Kanter, Stein and Jick(1992) brook one way of structuring and managing aspects of the change process. However, these categories of people only give limited indicators of how to manage the process. Kanter, Stein and Jicks(1992) model may be suited to maj or changes than the more common ongoing process. According to Cummings and Worley (2005) there are five major activities involved in order to lead and manage change and they are put one overe in the order in which they are performed. These in order of priority are ? need change. ?Creating a vision. ?Developing political support. ?Managing the transition. ?Sustaining momentum. A major point to note is that in this model, overcoming resistor to change is required early in the change.The change process in the organisation can be disadvantageously affected by defense to change. People tend to very reluctant to move from their perceived cling to zone to some unforeseen place as it relates to change thereby begging the questions of whether their contributions will mean anything for them in the future. Albrecht (1983) provided an interesting model of change in which organisations undergo the change cycle. Individuals likewise experience symptoms of change response cycle. This cycle is prevalent when change is dictated or imposed by management and infixed and external forces. ( Table 4 below refers. ) (TABLE4) SourceCummings, Thomas G. nd Christohper G. Worley,(2005) Organisation Development and Change 8th. Edition-,Thomson Southwestern. The six box model of change was introduced by Weisbord (1978) as a diagnostics tool to measure organisational effectiveness and looks at the inter-related elements within the organisation. Purpose. Is the representation of the organisation and an understanding of the employees agreement and commitment to it. Leadership.. Includes the means and integrity of the employee and their ability to be goal oriented. Structure . -Displays the organisational chart, reporting styles and systems, job responsibility and delegation of federal agency Relationship. Are those of the employees in the organisation together with their norms, behavioural patterns, conflict management and their degrees of inter dependence Rewards. -Represent what the organisation needs to rewards both in real and psychological terms and include incentives for doing the right thing implemental Mechanisms. -Are the different and varied formal procedures and management systems that monitor and coordinate the organisations work. . According to Kotter(1995) there are eight steps to transforming an organisation. SourceCummings, Thomas G. and Christohper G. Worley,(2005) Organisation Development and Change 8th. Edition-,Thomson Southwestern.Kotter(1995) suggests that for change to be successful 75% of the companys management needs to buy into the change and really work hard at step and spend noteworthy time and energy building urgency in the beginning moving into the other steps. Dont panic and jump in too fast because you dont want to risk further short term passinges, if you act without being properly prepared, you could be in for a bumpy ride As a result of change many times there is the issue of conflict arising. involvement is inevitable just as change and assuming that organisational goals are broadly dersiable , there are two aspects of conflict that are relevant and leaders must take cogniscance of. According to Hunt (1986) conflict can be highly desirable, it can energise relationships and clarify issues. Conflict can be constructive as well as destructive. the constructive effects of conflict are hat it can introduce different solutions to problems, power relationships can be defined more clearly,it can encouragecreativity and testing of ideas,it focuses attention on individual contributions, it brings emotions out in the open and it provides opportunities for the release of hostile feelings that may have been, or may be, repressed otherwise. Conflict can have negative effects as it may distract attention from the task, it can polorise views and dislocate the group, odjectives may be subverted in favour of utility(prenominal) goals,it encourages defensive or spoiling behaviour,it may result in the disintegrati on of the group and it can harbor emotional, win-lose within the group. Job design involves the planning of the job. This includes its contents, the methods of performing the job and how it relates to other jobs in the organization (Rahim 2001).Job design and plan main focus is to put together the needs of the employees that are involved in the different jobs with the production necessitate of the organization in mind. One of the main aims of job redesign is to supply the organizations workers with probatory work that fit effectively into the flow of the organization. Enriching, enlarging or simplifying are also goals of job redesign. For the improvement of performance job redesign theory focuses on, job rotation and job enlargement. As in the case it was shown that the general feeling of the employees of the clinic was that there was an absence of job challenge and that technology had simplified the work to be through with(p).According to Herzbergs theory of motivation, workers motivation to work depends on the nature of the work and how challenging it is. Lack of this challenge will allow employees to become disenchanted with their job thus having a negative impact on organizational transformation. Having job challenges will help in motivating the employee to work. Adair (2004) believes that motivation comes from within a person but is fuelled by external factors eg. having work challenges to be able to align themselves to achieve a specific goal, (the goal being a challenge but yet it is attainable by the employee). Job rotation where the employees will be allowed to work on different tasks or in different departments.This will increase job satisfaction and would have helped the employees as they would have had the opportunity to perform different tasks, thus inhibiting boredom on the job. Learning will also take place as employees also learn new tasks and have different responsibilities with job rotation. Job enlargement whether horizontal or vertical would also lead to a more successful organizational transformation as it would also help in giving the employees a challenge as they will have more to do. Time is also extended so that the challenge of doing more is realistic. Self esteem will be contributed to as the employee would be entrusted with exercising judgement thus having added responsibility for tasks.Job design and redesign is mainly done by the management of the organization who are responsible for making decisions about how to design those jobs ( Mintzberg 1973) as they see fit. Although managers would have more influence and control over job design than they do over structure, technology, culture, relationships and people ( Hackman & Oldham 1980), the time and attention of managers would still be greatly needed (Dutton & Ashford, 1993). Pfeffer(1994) believed that the depending on how managers make decisions about job design, it can be a liability or a potential source of competitive advantage for organizations howev er, many managers often use simplified work as the default approach to designing jobs (Campion & Stevens, 1991). 3. 0. ANALYSIS/FINDINGSThe researcher in her analysis of the case study of the particular health fright clinic sought to ascertain where the problems were and attempts to ascribe the requisite solutions. There were certain strengths as well as considerable weaknesses associated with the case study. It was found that Lewins(1951) models were followed to the letter in the structure of this health care clinic and that factors outside these frameworks were not used thereby creating obvious gaps. TECHNOLOGY Tichys(1983) four main triggers of successful strategic change identifies technology as an important driver in the change. As is the situation in the case study it was found that with the advent of new modern technology strengths as well as weaknesses are abound.The medical technologists in the bio chemistry department were either inept with the new technology or were not prepared for the imposition of the new technology thereby dissatisfaction was wide spread, which can be seen as another weakness. Technological shifts can substantially impact on the quality or content of the work and may ultimately influence the factors that affect survivability of the organisation. SOURCES OF DISSATISFACTION Paragraph 2 of the case study identifies several sources of dissatisfaction among the technologists that were of concern. The under mention identifies the concerns together with the possible cause and effect and standardisedly solutions. Under utilisation in their work-this can be seen as a weakness in the organisation and could have been possible as the OD staff failed and or neglected to take into consideration issues such as job design and redesign RAHIM (2001), job rotation, job enrichment, job enlargement and job evaluation on employees at the health care clinic. Communication within the laboratories was insufficient-it is apparent that the communication channels between laboratories were severed or by chance were insufficient. As such the OD experts should have embarked on team building workshops and organisational development seminars and sufficient adequacy training and development exercises. Work wasnt evenly distributed- this would suggest that there was a certain inadequacy of supervision in the laboratories and there was a sorrow to have equity distribution in identification and management of tasks. The issues of capacity management and production planning are areas that OD experts should have looked at. Medical staff didnt treat them with the respect that they deserve-this clearly suggests that the medical staff felt that the technologists were their subordinates and felt that way because the technologists may be less remunerated as compared to the medical staff. As such OD staff should take into consideration issues such as reward management systems, merit recognition eg. Employee of the month, performance pays system , team based pay and a comprehensive performance related merit system of remuneration. The advent of technology had had simplified the work to the point that it no capaciouser seemed to require the level of training common among medical technologists-this would suggest that technologists should have had enhanced training in other skill sets or multi skill training which would give them the extended capacity to build manpower capacity. Studies in military unit management literature-there is no such evidence in the case study to suggest that there were any studies in the personnel management literature carried out. Job challenge was a primary cause of job turnover-this is an issue really of job retention as opposed to job attrition. By looking at performance appraisal strengths and weakness can be determined.In looking at job turnover OD require job retention, job security and career and talent management. LEADERSHIP The art of leadership is saying no, not yes. It is very easy to sa y yes. (TONY BLAIR, 1994) Are leaders born or made? Trait (1950) theory seems to suggest that leaders are born and not made, yet Stodgill(1949) and Mann (1959) suggests that there are few relationship between the traits possessed by leaders and their performance. The Trait (1950) theory that leaders are born failed under scrutiny (Zaccaro, 2007). Kirkpatrick and Locke (1991) having examined existing literature on leadership suggests that there are six leadership traits.They are 1-Drive 2-Leadership motivation 3-Honesty and integrity 4-Self confidence 5-Cognitive ability 6-Knowledge of the business As in the case study there is no clear denotation as to the leader (Weisbord 1978) of the change process as it is reputed that the OD staff had discussions with the managers. Clearly no one took charge of the change process from the onset of the planned change. There is no evidence to suggest whether the OD staffs were adequately qualified to conduct such a change process or whether the i nterviews were conducted professionally. COMMUNICATION Communication is a key component in the facilitation of any change process.For this terra firma communication is heightened importance when change is needed. Bordia et al (2004) suggests that communication during change is vital to manage employee uncertainty and feelings of loss of control. As was the case in this case study there is hardly any evidence to suggest that there was a proper reporting structure so that information on the change initiatives were being communicated to the technologists by the OD experts. To this end came the issue of the readiness for change as this is an important indicator to manage with resistance to change so suggests Armenakis, Harris and Mossholde(1993). Communication strategies need to emphasize two messages.They are 1- The need for the change, that is, indicating what the organisation is doing as opposed to what it should be doing and 2- The ability to change successfully, that is, it is im portant that the employees believe that the change could be done thereby encouraging them to make the extra effort. TIMEFRAME Apart from using volunteers to assist in the analysing of the data which is in itself questionable as there is evidence that they are overworked and not properly remunerated. The OD staff administered questionnaires which asked for mystical opinion as opposed to change or job analysis questions and there is no indication of its contents. These questionnaires sought only quantitative data.Whether the truth will be written on those questionnaires is anybodys theorize as there is no validation of the data. There is no clear definition as to the timeline for the realise and no implementation plan. The random sampling data collecting took two months seems to be incredibly long for such an exercise. To suggest that two years later the OD staff evaluated the results of the change program was sceptical to say the least as this was certainly not an effort in organ isational transformation but alternatively an incremental change plan. This was an exercise that was limited in scope, time and cost thereby failing to meet its objectives. RESISTENCE TO CHANGEResistance to change is a widely used term that generally gives a bad or a negative connotation. It us usually asked of employees to change something in the organisation that they may have been comfortable with for their absolute life. That change will not come easy at all, there will be some anguish and fight and may even be the source of collective group action like strikes and industrial action by employees. This is not necessarily a bad thing. Ford and Ford(2009) suggests that resistors to change should not be overlooked but that resistance should be taken in a positive aerial and accepted as a form of feedback that can actually build and encourage the change process.Pockets of resistance can also be found with the Lewin (1951) model of unfreezing, moving and refreezing. As the activity of unfreezing comes to an end resistance is usually found as employees attempt to move. This is quite natural as without proper communicating many are unsure of their future especially the employees who have fallen into their comfort zone. As with the case study there was a definite feature of resistance to change. 4. 0. REFLECTION This change process was a failure from its inception because the very basic of protocols were not adopted. The OD staff sought to enlist volunteers who do not have the requisite educational capacity to carry out that vital function of collecting and analysing data.The human resources department should have been the ones directly involved in the change process. The change agent should have been enmeshed who is a highly trained professional in organisational development to lead the drive towards organisational transformation. In this case study the data collected would at best be unscientific and unrealistic to say the least. Change, whether planned or em ergent can take a number of forms, each of which requires a different font of action. Utilising collective methods of action research together with capacity building and the will to include people in the change process will go a long way in achieving successful change.In expiry it must be said that there are unprecedented opportunities and challenges in the health care assiduity for which organisational development (OD) practitioners must be aware of and as such there can be significant positive growth and development by linking strategic activities of the organisation towards the direction of organisational transformation. Organisational transformation can also be achieved by being able to facilitate integration of people and processes across traditional department and organisational boundaries and by acknowledging competencies and integrity. REFERENCES ATKINSON, P. E. (1990) CREATING CULTURAL CHANGE MANAGEMENT SERVICES VOL. 34 NO. 7, PP. 6-10.BPP PROFESSIONAL EDUCATION- ORGANIS ATIONS AND BEHAVIOUR SUPPORTIND ass DEGREES, MANDATORY UNIT 3 P. 185.. CUMMINGS,T. G. AND WORLEY,C. G. (2005) ORGANISATION DEVELOPMENT AND CHANGE, 8TH. EDITION,THOMPSON SOUTHWESTERN. P. 509. HANDY, C. B. (1993) UNDERSTANDING ORGANISATIONS, 4TH. EDITION KOTTER, J. P. AND COHEN, D. S. (2002) THE HEART OF CHANGE, HARVARD BUSINESS SCHOOL PRESS MAYLOR, J. (2004) MANAGEMENT 2ND. EDITION, F T/ scholar HALL ,PP. 69-74. Mc LEAN, A. AND MARSHALL, J. (1998) CULTURES AT WORK, LOCAL GOVERNMENT TRAINING BOARD. MULLINS,LAIRIE, J. (1997)MANAGEMENT AND ORGANISATIONAL BEHAVIOUR 9TH. EDITION FT/PRENTICE HALL SENIOR, B.AND FLEMING, J. (1993). ORGANISATIONAL CHANGE, 3RD. EDITION, FT/ PRENTICE HALL. BIBLIOGRAPHY Bradford & Burke. 2005. Re-Inventing Organisation Development, Wiley Publication. Cummings & Worley. 2004. Organisation Development & Change, Thomson Publishing cut & Bell. 1999. Organisational Development Behavioural Science Interventions for Organisation Improvement, Prentice Hall Publication . French, Wendell,Bell, Cecil& Zawacki, Robert. 2004. Organization Development & Transformation Managing in force(p) Change, McGraw-Hill Publication Stacy, Ralph. 2000. strategical Management & Organisational Dynamics The Challenge Of Complexity, FT/Prentice Hall.Morgan, Gareth. 2006. Images of Organisation, Sage Publication. Handy, Charles. 2002. Age of Un-reason, pitman Handy, Charles. 1993. Understanding Organisations, Penguin Schein, Edgar. 1998. Process Consultation Revisited, Prentice Hall Schien & Gallos. 2006. Organisational Development, Jossey Bass Publication Burnes, Bernard. 2004. Managing Change A Strategic Approach to Organisational Dynamics, Prentice Hall. Oppenheim, A. N. 1992. Questionnaire Design, Interviewing and Attitude Measurement Vansina, Leoplod & Vasina-Cobbaert, M. J. 2008. Psychodynamics for Consultants & Managers from Understanding to Leading Meaningful Change, Wiley Publication.