Absolute control on government in the provinces Essay

How successful was Louis of imposing absolute control on government in the provinces? Louis throughout his reign was believed by his predecessors to be an absolute monarch but was this really true when put into practice. To achieve absolute power Louis needed more or less total control over everything that went on in the provinces. For example he needed to make sure the taxes which he imposed were being successfully collected and corruption was to a minimal. To some extent Louis was successful in imposing absolute power on the government in the provinces. He passed laws which they didn’t like and they weren’t allowed to remonstrate until the law was passed meaning no chance for real negotiation. Although to another extent his successes could have been limited as yes they weren’t allowed to remonstrate until the law was passed but the parlements would still be informed about the policy and Louis would discuss it with them first hand showing the parlements still had some control. Furthermore some may say that Louis didn’t mean or intend to enforce absolute control in the provinces. He saw the need for compromise and realised it was in his best interest to do so. To a certain degree Louis successfully imposed more control on the government in the provinces using his absolute powers. The government in France in the seventeenth century had many government bodies. Examples of these are the provincial governors and the parlements. Traditional historian’s believed Louis tried to reduce the powers of these government bodies to show he was gaining the absolute power he needed to be an absolute monarch. To begin with Louis took various measures to lessen the power of the parlements. There were many steps which he took to do this. He firstly decided to cut their judicial wages by a third. Louis wanted to show the parlements he was the main leader in France and no one can question him. The wage cuts could also mean more money for Louis himself, to spend on his own interests. Being wealthy can show a person’s power in society even today, so by gaining more money it would be showing Louis absolute power over France is coming into effect. It would also come clear to the parlements that Louis is gaining absolute power over them and stopping him from doing so would lead to no good. Next Louis created a law that parlements could not remonstrate until a law which was to be put in place was passed. If an act of remonstration was to arise before the law was actually passed than in Louis words they â€Å"must be executed quickly and only once.† Again Louis is imposing his absolute control over the parlements. Louis made all the final decisions, were the parlements had really no say in the matter, if he was to pass a particular law. Louis was the main leader and everyone had to come to him first to pass any type of law. He was the main man. This shows his absolute control over the provinces and the whole of France was successfully being put in place. Louis could do anything without the consultation of others. He could control France in his own way if he wanted to as he made the final decisions over anything which was to be passed by government or even the clergy. Laws would also be passed by Louis that the parlements did not like. An example of this was when in 1714 Louis insisted a law was to be passed that allowed his bastards sons to take the throne if his legitimate family line ended. Many parlements did not like this law but were obliged to pass it as Louis would pass it any way as he is the final decision maker. Liberal historian’s believed Louis successfully imposed absolute control in the provinces. He was seen as an absolutist to them and his absolute powers were not always for good but in short term showed he was powerful. Louis made all final decisions and the government seemed to not have as much of a say as they may have liked too. The policies which he put in place to reduce the power of the parlements successfully showed him to be an absolute power over the government in the provinces. Louis did not just try to reduce power of parlement but he tried to control the provincial governors too. He wanted not just one group of the government to be changed but the whole government to be controlled in his way. Louis wanted to show his absolute control was in place to everyone in the provinces. The provincial governors were usually part of the nobility of sword with ancient land holding rights, privileges and held important status in the particular province they worked in. They traditionally were responsible for raising money through tax collection in the provinces and day to day decision making. Louis tried imposing his absolute control over them too. He made sure taxes were collected properly and to his standards. He needed the right amount of money for him to spend and if they didn’t collect it to a satisfactory standard he would have words and they may be punished in some way. This shows if you cross Louis you will be punished and you needed to keep on the right side of him. The provincial governors were nobility of the sword and were much easier to control. They had not bought their offices like the nobility of the robe. They needed to stay on his right side as they could be easily sacked. His absolute powers were shown through his banishment of Fouquet, who he thought was getting to big for his boots. He tried to disagree with Louis and was banished far away from the king in a rural area. Louis was showing his absolute control of his close companions too and his absolutism was coming through after this event. In some way he was successful in imposing his power over the provincial governors as they were less likely to disagree with him as they were allocated places in the government. The king was the ruler over everyone and to question his authority would be bad idea. One group of people in the provinces who could have helped him to gain absolute control were known as the intendants. They gathered information for the king and supervised the enforcement of his decisions. The intendants were given reports on their progress from the king. If they weren’t doing their job properly then the king would lay down what he wanted of them or else they may be gotten rid of. Louis shows here that he has control over the intendants as if they cross him they will not be part of his governing bodies which most people wanted to be part of. Furthermore the Intendants were only allowed to serve in a particular province for up to three years. Louis made sure they had no family or financial connection with these generalities. This helped Louis to gain absolute control over them. Making them only stay in a province for up to three years would allow Louis to stop the intendants from becoming attached to the province they are in. If the intendants were to stay in a province for too long they may become more lenient towards friends they may have made financial opportunities which could sway them from being loyal to the king. This allowed Louis to gain what he wanted out of the intendants such as they could spy on people in the provinces and see if they were being corrupt in any way. This allowed the king to control other people to as he would find out if a person is not obeying him first hand. Louis could then either punish them or give them are warning. Louis would issue the punishment showing his absolute power over the people and the government. The intendants would be more reliable if not in one place for too long allowing Louis to control them and the people in the provinces. No one would question Louis in the provinces and he made all decisions overall. This showed his absolute power over government in the provinces was successfully being imposed. On the other hand however to another degree Louis power was limited by certain factors. In many areas he compromised and negotiated with government in the provinces rather than imposing absolute control. Even though Louis may have tried to gain absolute control there was still a lot of corruption among the government bodies especially by the provincial governors. The provincial governors collected the taxes for the king from people in the provinces. This may have help Louis build up his empire but the provincial governors would pocket some of the money for themselves meaning not all the money went to Louis. This shows Louis was not successful in imposing absolute power over the provincial governors. If he had absolute control all the money which the provincial governors collected would go to him. Louis did not always keep an eye on the government bodies in the provinces as he would be occupied with doing his own thing. The provincial governors would also employ lesser nobles to collect the taxes for them to give to the king. Some were busy enjoying their own perfect lives using their position as part of government and friend to king. Nobles who were employed in the provinces would too pocket money from the taxes. The king would then receive less and less money. Louis absolutism was limited here as he would not always punish them for being corrupt but just let it go over his head. In his own mind Louis found it better to negotiate with the provincial governors of how much taxes he should receive. The provincial governors were not that much threat to Louis in terms of uprising but he needed to keep them on side in order to ensure continued revenue from provinces. Again it shows Louis did not successfully have absolute control over the provinces. He had to negotiate terms with the provincial governors and did not have full control over what they did in their own lives as part of the government. Louis could not just change what they did as there could be potential for rebellion. Even though it was unlikely it was possible. Consequently Louis powers over the parlements were not as absolutist as people may have thought. Yes he would not let the parlements remonstrate before the law was passed but more often than not he would discuss the law with the parlements first before he actually passed it. This shows he doesn’t have absolute power over the parlements. He did want other people’s opinions before he put a law out there meaning they could sway his decisions on the particular law. He did consult them on the law but he didn’t usually pass it without any discussions. His absolutism was limited as he shows he wants people to be on his side. If he was an absolutist he would not care about other people’s opinions on him. He did have the final say on laws but this was nothing new as forerunners took this on before him. Kings always have the right to formulate and pass laws. He was only doing what he was rightfully allowed. Next Louis was also limited in imposing his absolute power on the parlements as they could either be his biggest supporter or biggest threat. They were not located at Versailles but lived by themselves away from the king. This limited Louis from keeping an eye on them as each member of the parlement was scattered around France. Louis could not control what they did as much as he would have liked as they were far away from him. Also Louis wanted to stay on their good side and didn’t want to try and control them too much. There were still memories of the Fronde in Louis mind, when the parlements turned on his father and Mazarin. He did not want this to happen again as this would disrupt French society. Although Louis may have wanted to impose absolute power on the government in the provinces he could not go too far with his policies. He didn’t want any rebellions to happen among the parlements. He tried lessening the power so this would not happen during his reign. 2oth century historians say the extent to which Louis did have absolute power has anyway been exaggerated. Roger Mettam studied the provinces and it showed Louis ruled through cooperation. He didn’t take powers of parlements but made deals with them. The government bodies in the provinces may have been the main part of Louis limited absolutism but there were other factors which may have limited him. The geography of France was one of these. France was and still is a large country, communication can be very hard. This would have limited Louis from keeping an eye on the government powers in the provinces. He could not be in each province at any one time and during this time the provincial assemblies could have made decisions without his say so. Versailles was located on the other side of France to some provinces and government. This limited Louis from imposing his absolute control over the government in provinces as he was not in the middle of the discussions they may have as they are not located at Versailles with him. Communication between Louis and the government could limit him from knowing everything that that the government and the people in the provinces are doing. To be an absolutist Louis would have to know everything what was going on, so he can lay down the law to them. Similarly his economic position limited him from being successful in imposing his absolutism on the government. He didn’t have the money to do what he wanted. Therefore he needed to keep the church and the government on side. Louis needed money to be raised for him for his own pleasure and for France to run smoothly. Provincial governors raised money for him, do he needed to keep him on side to ensure his taxes were being collected to a good standard. If Louis had the money to be an absolutist he could have been but his financial difficulties limited him. The church needed to be kept on side as they were a big influence on his tax and money income. The divine right of kings could have influenced Louis to try to be an absolute monarch but this could have limited him too. It meant he needed to put the interest of the people of France before his own. Divine right of kings for Louis could mean cooperation with god so shouldn’t he cooperate with the people and government. On the contrary one might argue that it wasn’t Louis intention to impose absolute control in the provinces. He recognised the need for compromise and conciliation and realised it was not in his best interest to simply dictate his will. Louis saw the need to discuss decisions with the government bodies for the country to run in the way he wanted. Trust between him and the government bodies would be a high. He liked being friends with some of the parlements and provincial government. Dictating to them rules and regulations and being overbearing would not allow this.

Red Fort Essay

The fifth Mughal Emperor Shah Jahan shifted his Capital from Agra to Delhi and established ShahJahanabad. He built the Red Fort or the Lal Qila and it served as the capital of the Mughals till 1857 after which the last Mughal Emperor Bahadur Shah Zafar was exiled. Originally known as ‘Qila-i-Mubarak’, the Red Fort was built using red sandstone and is surrounded by a moat on all sides. It has two main gateways – The Lahori Gate and the Hathi Gate. The Chatta Chowk is located immediately after the Lahori Gate. It has arcaded apartments on either side that serve as shops. Back in Shah Jahan’s time, these shops provided the rich households with silk, brocades, velvets, gold, silver, gems and Jewelry. The Red Fort often imparts a sense of National pride. On the 15th of August, 1947, Pandit Jawaharlal Nehru, delivered his renowned speech â€Å"Tryst With Destiny† and hoisted the tricolour flag. Every Independence day, the incumbent Prime Minister delivers a speech from the Red Fort. Ever since, the Red Fort has come to symbolise India’s struggle for freedom. The Swatantra Sangram Museum located inside the Red Fort provides the visitors with a glimpse of our Independence struggle. Diwan-l-Aam literally translates into the ‘Hall Of Public Audience’. This was the place where emperor Shah Jahan recieved the general public and heard their grievances. It had a courtyard which was originally surrounded by arcaded apartments used by Umaras or chiefs on duty. In the centre of the eastern wall, stands a marble canopy under which was placed the emperor’s throne. Behind the canopy, the wall is decorated with beautiful panels nlaid with multicoloured stones said to have been executed by a Florentine Jeweller. The Hammam or the Royal Bath was the favourite resort of the Mughal Emperors. It consisted of three main apartments separated by corridors. The two rooms on either side are believed to have been used by the children. The apartment on the river side was a dressing room, containing two fountain basins with one for ‘rose water spray’. The western chamber was used for hot or steam bath. The baths consisted of a complex water system with miniature tanks sunk Into the wall with a series of pipes. Rang Mahal was the Palace Of Colours. It consisted of a large hall, originally painted on the Interior from which It derives Its name. Through the centre along Its length flowed the channel known as ‘ Nahr-l-Blhlsht’. Nahr-l-Blhlsht or the Canal of Paradise was an Important feature of the fort In providing a continuous supply of water distributed throughout the gardens and Interiors and served Ilke alr conditioners. Mumtaz Mahal Is named after Shah Jahan’s beloved Queen Mumtaz. It Is situated at the southern end of the row of royal palaces along the eastern wall with the Nahar-l- Blhlsht flowing through It. It was used as a military prison by the British after the revolt of 1857 owing to which Its original appearance has been altered. The Red Fort Imbibes the splrlt of the Mughal Era and Is a llvlng legacy of India’s Golden Times and serves as an embodiment of our enchanting heritage. The colossal fort combined with Its exquisite architecture manage to recreate the feel of the Mughal period. Even more than 300 years after Its construction, It continues to symbolise the seat of power. By Raghavi96 and established Shah]ahanabad. He built the Red Fort or the Lal Qila and it served as complex water system with miniature tanks sunk into the wall with a series of pipes. on the interior from which it derives its name. Through the centre along its length flowed the channel known as ‘ Nahr-i-Bihisht’. Nahr-i-Bihisht or the Canal of Paradise was an important feature of the fort in providing a continuous supply of water distributed throughout the gardens and interiors and served like air conditioners. Mumtaz Mahal is named after Shah Jahan’s beloved Queen Mumtaz. It is situated at the southern end of the row of royal palaces along the eastern wall with the Nahar-i- Bihisht flowing through it. It was used as a military prison by the British after the revolt of 1857 owing to which its original appearance has been altered. The Red Fort imbibes the spirit of the Mughal Era and is a living legacy of India’s Golden Times with its exquisite architecture manage to recreate the feel of the Mughal period.

Biblical narratives Coursework Example | Topics and Well Written Essays - 250 words

Biblical narratives - Coursework Example Narratives genre enables a clear understanding and even communicating the bible message that correspond a form of story and personal testimony which is sometimes characterized by holy script. This is, of course, fundamental modernity that allows communication among human beings. In fact the Old Testament presents a true story of salvation and powerful recital that gives substance of liturgy, catechesis and faith. In itself, the proclamation of any Christian kerygma amounts to absolutely telling of life, death and later resurrection of Jesus Christ (Fee, 2011, p. 106). According to Free and Stuart, this appears to be narrative in nature as the gospel accounts it. With respect to this narrative approach, it helps in distinguishing between analytical and theological reflection of everything that life has. The most of analyst methods which are proposed today begin from study of the ancient model of some narratives genre, while others base themselves on present day analogy in one way or another (Fee, 2011, p. 106). This is contrary to the scriptural interpretation which is aimed at reflecting the present, past and future scenarios that believers go through. Instead of reading the entire bible narrative in order to understand the major theme, purpose, flow and plot of the narrative, majority of us just read through to catch the drama, as well as the power of the story. We simply assume that we have seldom grown up with the old testament of gospel and we are familiar with everything. What has to be remembered is that, these biblical narratives were written by authors who were inspired with the Holy Spirit and should not just be interpreted as an ordinary story in its literal meaning. Since narratives do not only teach each doctrine directly, it does not necessarily mean that one must not learn some doctrine from biblical narratives. Rather than teaching

Freedom in Huck Finn Essay Example | Topics and Well Written Essays - 500 words

Freedom in Huck Finn - Essay Example Huck has his daily freedoms denied to him by the well meaning but suffocating Mrs. Watson. Huckleberry Finn, the young hero and narrator behind the book, feels like a prisoner in Mrs. Watson's house with her insistence that he conform to the expectations of society. These social expectations according to Mark Twain, is what takes away our freedom and joy in life. Huckleberry Finn Huck is also the prisoner of an alcoholic father who beats him and curses everyone, "Then the old man got to cussing and cussed everything and everybody he could think of, and then cussed them all over again to make sure he hadn't skipped any" (Ch 6) In other words, by virtue of being white, Huck's father who was a rotten drunk was free to do and say whatever he liked. (In sharp contrast to Jim the slave.) To escape the paradox Huck would seek refuge in nature and Tom's company, "Then I slipped down to the ground and crawled in among the trees, and, sure enough, there was Tom Sawyer waiting for me." (4) To Huck, Tom Sawyer is a symbol of freedom and adventure. He enjoys the time they spent freely expressing themselves. By contrast Jim, who is the first of a long line of runaway slaves, became a runaway to avoid being sold by his mistress to new owners in New Orleans.

Assignment Essay Example | Topics and Well Written Essays - 1250 words - 15

Assignment - Essay Example However, they have to learn that they cannot have a perfect plan (Honig, 265). They have to keep trying in order to succeed in the life of business. The secret of effectiveness in any field lies within one’s ability to keep trying until he or she meets success. The timid cannot be a leader or a manager for the sake of argument because he or she has to call the shots, and without confidence they cannot do their jobs. The company named as Apple became the status symbol of innovation in recent years, and the secret lied in the culture of the company. The late CEO of the organization, Steve Jobs introduced the flatter organizational structure for the first in the era of tall organizations with the setup of command and control. The featured corporate leader always believed in the power of innovation, and he struggled thoroughly in order to construct the organization that valued innovative thinking. The company innovated at a product level by introducing newness at an organizational one first. The company brought second order change, and the first order followed the regime on its own. The innovation at an organizational level gave the employees freedom to think creatively and the managers at the company stayed available for their employees so that they can share their thoughts in a free environment (Young and Simon, 168). The company stated openly that it considers its human resources as the most vit al assets of all. The company focused on development of an urge to become better in the employees, and it paid off the Apple in the long run, but the chain of innovation broke recently because the leadership changed, and they tried to undo the development of Jobs that they do not understand and comprehend. The new leadership changed the organization, and destroyed it beyond recognition, and as a result, the turnover rates grew in all

Substance requirement in global tax planning Research Paper

Substance requirement in global tax planning - Research Paper Example As tax planning possibilities increase for companies, particularly holding companies, the research paper agreed with Jourdan (2009) who found that â€Å"concerned states are eagerly trying to protect their tax base by developing anti-tax-avoidance legislation – often in ways that disregard the character of the activity conducted.† It is based on this recurring development that the research makes a very strong advocacy to companies to adapt radical means and measures of ensuring that the payment of taxes does not become a hitch to their financial growth. Part from the setting up of holding companies to be used in qualifying for tax exemptions, the research therefore concludes that companies could rather use re-basement of their assets. Some of the key findings made from the research paper on tax strategizing are given in the bullet points below: The key advantage associated with substance in international tax planning is that it helps the multinational company in better tracking its true financial assets with or without tax reliefs The use of claiming treaty benefit is one of the safest legal means of gaining legitimate reliefs from taxes.

Report on British Airways Case Study Example | Topics and Well Written Essays - 2000 words

Report on British Airways - Case Study Example The oneworld members work on bilateral basis. They have code sharing and marketing alliances (BA fact book 2007). They sell tickets of one another offering more destinations to their passengers. The group eventually grew to eight members and 23 affiliates by 2001, and collectively served more than 200 million passengers in 133 countries with 566 destinations. Besides, BA has two fully owned subsidiaries also. These are BA Cityflyer which flies from London city airport to all destinations in Europe and Openskies flies to Europe and New York BA is a public company with 43,501 employees and an employee growth of 12.9% annually. The sales in financial year ending in March 2007 was $16,663.0M with annual increase of 12.5% and net income was $596.5M showing a growth of 131.7%. Martin F. Broughton is currently the chairman and Willie Walsh is the chief executive. The finances of BA are managed by Air Cargo Services. (answers.com; britishairways.com ). BA, though made a public Limited Company in 1985 but its stocks were retained by the government till these could be offered to the public. The opposition to privatization was opposed on the grounds of its huge debts and also by British Caledonian stating BA too large to compete with. 1. The ability to carry out expansion plans successfully received a blow when chaos occurred at Heathrow terminal 5 opening. Hundreds of flights were cancelled and thousands of bags lost. The staff was not trained to handle the new baggage handling system and software too did not work well. Later Willie tried to compensate somewhat for the debacle by surrendering his bonus. Nevertheless, it exposed the shortcomings of the expansion plan or may be the haste. Though, there was an apology from Willie Walsh, BA passengers are not going to forget or forgive the debacle for quite sometime (Webster 2008). 1. Staff survey in 1992, rated BA as poor employer despite the HRM initiatives. The staff stated that BA attracts, retains and develops committed employees (Hofpl 1992; Lundy & Cowling 1996 as cited in McCourt & Eldridge 2003: 37). 2. In mid-1997 BA faced a damaging strike due to its attempt to impose new payscales without negotiations with the employees (Walich, 1997 as cited in McCourt & Eldridge 2003). 3. Recently, in 2007 nearly 4500 ground staff refused to accept the pension plan and went on strike. They stated disparity between ground staff and cabin crew options. (Guardian 2007). 4. The environmental issues are also getting bigger everyday with people vowing to cut down on air travel for environmental safety. There are campaigns by Greenpeace and other organisations that aviation companies are not considering enough for environmental protection. BA is likely to lose more on this ground than other UK airlines (Timesonline 2008). The environmental and noise pollution issues raised protests on expansion plans of Heathrow airport to increase its passenger capacity. The chairman replied to Greenpeace that upgradation is good for environment since the queuing up of planes would be reduced and so the climate change gas emission (BBC News Channel, 2007). The organisation constantly undergoes reorganisation and resizing to be flexible and adaptive to changing customer and the staff has to mould. To help staff adapt itself to change, the

Annotated Bibiliography 3 Assignment Example | Topics and Well Written Essays - 500 words

Annotated Bibiliography 3 - Assignment Example Such presentations include tests for students on their abilities to drive while texting: those who want to test their abilities have to navigate around set obstacles and answer seemingly easy questions. Penning says that even though the questions are easy, they distract teens a lot and does not allow them driving properly. Very often, both adults and teens believe that they are the only ones who can perform several tasks at a time. In reality, it is not so. About 90 percent of all collisions result from distracted driving, with the majority of cases resulting from texting while driving. The latter is more dangerous than talking on the phone or to passengers while at the wheel. As Pennings says, conversations tend to overshadow driving. Before cell phones, the problem of distraction while driving existed as drivers were talking to the passengers. Overall, when being engaged in a conversation, an average driver sees only a half of what appears in frony of him / her on the road. There is a wide range of no-texting apps for cell phones that send calls to voice mail, silence texts etc. when inside a moving vehicle; all of them can be downloaded from the Google Play or App Store. Pennings argues that these apps will not change the situation for the better because governments cannot make citizens use them. The author of the article refers to the experience of a person who is directly connected to the problem of texting while driving. Brian Pennings is an expert in his field, and his own ideas and statistical data he quotes make the source under consideration reliable and worth using in the research. In addition to this, the author of the article refers to Pennings’ ideas and discusses quite an interesting and, more importantly, innovative way of eliminating driving distractions in the form of cell phones, which is the use of apps for cell phones. This article may contribute

Criminal Law - newspaper articles Assignment Example | Topics and Well Written Essays - 2000 words

Criminal Law - newspaper articles - Assignment Example The overall purpose is to reach a conclusion on the accuracy of press reports that touch on legal matters while pointing out various reasons for inaccuracies that occur. Under the UK rules, fraud by false representation refers to a situation where a person makes a false representation either by intent or being dishonest in the process for personal gains. A representation is defined as being false if the person making it knows that it is true and misleading. In other case, fraud may be by a person failing to disclose information by intent through dishonest means for personal gains. The other part is fraud by abuse of position in which the person involved misuses his position for his personal gain. In the article, James Stevenson has pleaded guilty of an account of fraud in the IT firm where he worked by adding nectar points to his card which he later used to purchase things and access services. The judge also refers to him as having used his office to represent himself falsely. In the case that is presented in the article, James Stevens is guilty of one account of fraud namely fraud by abuse of position. Stevens used his position where he had access to all the activities that involve the use of cards, which was run by a third party, to benefit from services that were being offered by use of the card. This is evidenced by the amount of items that he purchased using the card despite his denial of the figures that have been presented in court. The reporting was not accurately done because in the article, an impression is created that Stevens was sent to jail because of having just added the amount of nectar points to his card. This scenario points out the inaccuracies in the reporting of legal affairs. PC Jamie Hillman who stole over  £70,000 from banks in loans to fund an extra marital affair walked out of court freely as the judge declared him of being emotionally fragile. The Bristol court

Business Strategy Essay Example | Topics and Well Written Essays - 2000 words - 1

Business Strategy - Essay Example Outsourcing and offshoring are some of the new business concepts contributed by globalization. These business strategies help the entrepreneurs to exploit overseas markets. Those who stick with the old business strategies may not take advantage of these revolutionary business concepts and may struggle to survive in the market. â€Å"Competition existed long before strategy. It began with life itself† (Henderson,1989, 139). Competition is becoming intense in every field of life and business is also not an exception. In order to stay in the market most of the organizations devises new strategies and approaches within and outside their organization. According to Markides (1999:6) â€Å"Behind every successful company there is a superior strategy; however there is little agreement on what strategy is or how to develop a good one†. This paper critically analyses the importance of strategy in business. Importance of strategy in business â€Å"There are two major types of str ategy: (1) corporate strategy, in which companies decide which line or lines of business to engage in; and (2) business or competitive strategy, which sets the framework for achieving success in a particular business†(Strategy formulation, n. d). Business strategy seems to be getting more attention than the corporate strategy because of the importance of it in determining future of the organization. ... For example, the recent financial crisis came quite unexpectedly and many big organizations struggled for survival. However, the negative effects of recession have not affected some organizations very much. For example, Apple Inc escaped from recession without much trouble whereas Lehman Brothers faced immense problems. This is because of the better business strategies of Apple Inc compared to that of Lehman Brothers. Negative entropy, Feedback and Steady state etc are some of the business strategies adopted by organizations. Negative entropy is a scenario in which organizations conserve something for the harder times. Apple Inc succeeded in conserving something for the harder times whereas Lehman Brother failed to do so. Feedback is another important business strategy through which an organization fine tunes its strategies. Negative feedback enables the organization to correct deviations or problems. For example, most of the new products developed by organizations will be tested in the market for a substantial period of time before the introduction of the final product. This is a business strategy adopted by organizations ensure the success of the new product in the market. Steady state refers to the balance to be maintained between inputs from the external environment and the outputs going back to it. In other words, â€Å"Companies should define their strategy not based on the product they are selling, but according to the underlying functionality of the product they are selling† (Markides, 1999, p.6). It is necessary to know the market requirement of a product before deciding about the amount of production. So the inputs from the market collected through various market research methods will help an organization decide about

How Global Issues Affect the Whole World Essay Example for Free

How Global Issues Affect the Whole World Essay Thematic Essay- How Global Issues Affect the Whole World BY codi5181 Global issues today cause tremendous problems to the whole world. Even today, issues such as terrorism, the environment, population, global migration, urbanization, and economic instability plague our world. The most crucial of these problems being religion-based terrorism, urbanization and population, and environmental pollution and destruction. Terrorism is mostly linked to differences in opinion between different sects ofa religion, an example being Muslim extremists. Muslim extremists in the Middle East have radical opinions on the details of their religion. The IRA in Ireland terrorizes anyone who goes against their ideals. Terrorism is caused when one group of radicals feels the necessity to attack another group. In addition, terrorism can be caused when one group feels that they are doing the right thing, when in the eyes of someone else, these same actions could be offensive and could cause unrest. Like the United States Christians who gave aid to the Christians in Ireland. The UN has ways to deal with unrest between countries, and has peacekeeping committees to try to stop terrorism before it starts. In order to stop errorism in the Middle East, there must be a clear separation of secular and state. The sharia in Muslim countries does not have laws that provide protection against modern day technology and advances in culture. The Middle Eastern countries that are ruled by religious laws have to start to regulate weapon usage and the availability of explosives and other dangerous chemicals. An increase in the global population greatly affects many aspects of everyday life for everyone in the world. Population increases causes a vicious cycle of urbanization. Urbanization is the movement of eople from rural areas to cities in search of employment opportunities and a education. Urbanization is caused by an increase need for employment. People who live in rural areas have a lesser availability of Jobs and resources, so moving to the city makes this easier on them. People quest for a better life, and education causing people to move into the cities too. Cities such as Beijing and cities in India and China are mostly affected by urbanization because of the massive amount of people who reside in these countries. Some countries have put in place different laws and olicies to counteract the massive population increase. Chinas one child policy is a supreme example. Countries should limit the amount of people who can move into a city each year. Also, companies can expand into the rural areas and sponsor schools to be set up in the rural areas too. Urbanization in the long run causes a severe increase in global pollution. This problem is caused by the increased need to produce energy. Producing energy usually involved burning fossil fuels. The air pollution causes the Green house effect, which causes the Earth to slowly heat up. Environmental problems like lack of medical cures and oxygen level decreases are caused by human deforestization. International committees are set up to limit what humans can do with natural resources. For example, factories must scrub the emissions free of toxins and people can no longer use CFCs. To solve the problem of global pollution, countries must find alternate ways to create energy, rather than interconnected. Everything that we do can be felt across the globe. International solutions to the problems that plague our world are a necessity. Problems such as pollution, over population, and terrorism can easily be solved.

Strategic approach to corporate sustainability Essay Example for Free

Strategic approach to corporate sustainability Essay Woolworths Limited is one of Australia’s largest retailers with a presence in food, liquor, hotels, gaming, general merchandise, hardware, consumer finance and electronics. The company has a 90 year history of growth and innovation and has had a record of social responsibility along the way demonstrated with its support of community and charity organisations. Further to this the company has adopted rigorous environmental standards and recognised its position as one of the largest companies in the Australian market. It has incorporated a system of environmental checks and balances, and used its powerful market position to ensure suppliers are also adhering to similar rigid environmental checks and balances. All the while the company has made sound and successful financial decisions which have seen it grow from humble beginnings to its place as a top 20 Australian company by capitalisation and top retailer in the Australian and New Zealand market place. Despite its proactive response to the environmental and social impacts of its business, Woolworths has come under considerable pressure from media and other stakeholder groups over its pressure on growers and suppliers. The company has also been criticised about its â€Å"predatory† industry practices which has seen many smaller local businesses out of business due to the very competitive nature of Woolworths and its rapid expansion. Woolworths has a sound CS policy and strategy in place, however it may benefit from a more focussed brand and reputation management strategy which may address some of these criticisms before decisions are made on the execution of such strategies. Table of Contents Woolworths’ Limited – Strategic and Operational Approaches to Corporate Sustainability1 Executive Summary1 Table of Contents2 Introduction3 Woolworths Strategic and Operational Approaches5 Conclusions9 References9 Introduction Woolworths is one of Australia’s largest retailing groups and one of the largest companies listed on the Australian stock exchange, making up around 4% of the total capitalisation of the ASX (StateStreet Global Investors). Woolworths has a total market capitalisation of approximately $43 billion and is diversified into retail sectors such as groceries and fresh food, electronics and consumer electronics, liquor and gaming, fuel, hardware, general merchandise and financial services. Woolworths began operations in Sydney in the 1920’s, and through innovative and competitive marketing, pricing and product it grew rapidly to have stores in every state. Woolworths diversified further by opening department stores and acquiring businesses in strategic markets. The company also diversified into hospitality and liquor retailing and furthered its portfolio by acquiring businesses in electronics and hardware, and strategic partnering with financial services and rewards programs in more recent times. As such, Woolworths claims to serve over 28 million customers each and every week, have more than 3,000 stores and employ over 195,000 people (www.woolworthslimited.com.au). Given the size and scope of Woolworths on the Australian economy, the organisation attracts a great deal of attention for its corporate, social, environmental and economic activities on a daily basis. As such, Woolworths has a strong charter around its corporate governance, releases statements on its Corporate Social Responsibility and has a strong Corporate Sustainability plan in place, including reputation management. This report will look into these areas and where Woolworths is succeeding, and may still find room for improvement. Corporate Sustainability, Corporate Social Responsibility and the Triple Bottom Line Corporate Sustainability (CS) is an approach to business operations, strategy and management that is driven towards the creation of long-term value through economic, environmental and social considerations to decision making (Benn Bolton, 2011). CS is the delivery of long term success of the business along with consideration of the natural environment in which humans co-habitat and that of the society in which humans interact. There are overlaps between CS and other similar theories such as Corporate Social Responsibility (CSR) and the Triple Bottom Line (TBL). The main difference is that CS involves the strategy and risk management approach of the organisation (Weber, 2008). Shareholders can no longer be considered the only stakeholder a company needs to consider in their decision making processes, nor the only stakeholder that will hold the company to account (Brooks Dunn, 2012 p.240). CSR requires, at a minimum, compliance with the law, good corporate citizenship and compliance codes and requirements, but is actually focused on company’s performing at an â€Å"elevated level of quality in all they do† (Sarre, 2002, pg 3). There is also growing expectation of transparency beyond the traditional financial disclosures required of governing authorities. Carroll (in Crane, Matten Spence,2007) argues that there are four key elements to Corporate Social Responsibility from the business perspective, namely economic, legal, ethical and philanthropic (p.62). Further to CSR is the concept of the â€Å"Triple Bottom Line† (TBL). This theory is concerned with how business operates in managing its economic sustainability, much like CS, however moves further into considerations of both environmental responsibilities and social responsibilities of the operations of the company (Elkington, 1999). Recent studies have linked the influence of TBL on business performance where it has been shown that addressing and working towards improved environmental outcomes can positively affect all three aspects of the TBL and improving social responsibility standards can improve environmental aspects greatly also (Gimenez, Sierra Rodon, 2012). In economic terms, CS is the long term-term survival and success of the company (Dunphy,D, 2002). Woolworths produced its first CSR Report in 2005 which focussed on its policies, commitments and CS related performance (Maseeha, Indu, Purkastha, 2008). The corporate  policy is made quite clear in the CEO’s statement where he (Grant O’Brien) outlines the fact the business desires to increase its market share and levels of growth. In taking CS into account he also addresses other related issues which are the enablers of CS, these being innovation, social responsibility and in the CS statement he talks about â€Å"earning trust†, â€Å"serving our community†, â€Å"using resources wisely† and â€Å"building the best retail team† (www.woolworthslimited.com.au). The four main types of CS Strategies as defined by Baumgartner and Ebner (2010, p. 78),are Extroverted, Introverted, Visionary and Conservative. Woolworths has elements of each in its strategy, which will be discussed in this paper, while looking at how these help the company meet its four goals of: extend leadership in food and liquor; maximise shareholder value in our portfolio; maintain our record of building new growth businesses; and put in place the enablers for a new era of growth. The blending of CS with CSR and TBL can be seen as the evolution of sustainable management principles and practices, and ultimately the goal is not of just economic growth, but that of a sustainable business which engages stakeholders and meets their needs through effective communication, action and results over time (Ricart, JE, Rodrà ­guez, Mà  Sà ¡nchez, P, 2005). Strategy, Business Models and Risk Management The Business Model and the Strategy of the business are terms that are often used interchangeably, however there is a distinct difference between the two. Osterwalder, Pigneur and Tucci (2005) describe the differences and relationship between the two concepts as related by the model being the blueprint for how the firm does business, the strategy the way it operates and brings the model to life. Business models can be further defined as the representation the core logic and strategic choices made to capture value along a value chain, but the model is not strategy (Shafer, SM, Smith, HJ Linder, JC, 2005). Strategy is further defined as the execution of the model and bringing the plans to life (Linder, JC Cantrell, S, 2001). The business model concept provides the basis for the management of the firm to analyse, implement and communicate strategic choices (Shafer, SM, Smith, HJ Linder, JC, 2005). A business model is an important tool in defining the actions of the firm, the mission and goals of its very core existence and how it delivers value for stakeholders through delivery of the TBL. The model defines the value proposition of the firm, the stakeholders involved and how they are engaged, the resources utilised and how they are used, the value chain and suppliers, human capital and how all these various aspects relate, along with external influences upon them, to deliver a sustainable business. Strategy is the implementation of the business model, it is how the plans and ideas are brought to life. The business strategy is often referred to as the way the model is brought to life and delivers value. It must be stated, however, that strategy is not the actual execution of the plans (Martin, R, 2010). Execution and strategy are different in that strategy is the intellectual concept and execution is the physical delivery of the plans to achieve goals (Martin, R, 2010). Where strategy is often seen to fail is that senior management may deliver the ideas without consultation and integration of front-line staff who are closer to stakeholders, customers, suppliers etc. (Martin, R, 2010). Risk Management overlays the concepts of both business model and strategy in that it is how the business anticipates, adapts and reacts to change. Risk is defined as an essential feature of decision making and accountability (Benn Bolton, 2011). McShane, Nair and Rustambekov (2011) state the reasons risk management is important include â€Å"value-increasing benefits of reduction in expected costs related to the following: tax payments, financial distress, underinvestment, asymmetric information, and diversifiable stakeholders† (pp 643). As such, the authors state that risk management is important in increasing the value of the firm. Newer theories on risk management have evolved into Enterprise Risk Management (ERM), and may be said to include eight elements essential for achieving strategic, operational, reporting and compliance goals (Arena, M, Arnaboldi, M, Azzone, G, 2010). These eight elements are 1. Internal environment and how  risks are seen by the firm; 2. Objective setting; 3. Event identification; 4. Risk assessment; 5. Risk response; 6. Control activities; 7. Information and communication; 8. Monitoring and ongoing management. More recently risk management has also begun to look at the importance of reputation management as a part of the risk management framework (Dowling, G, 2006). In the past risk management frameworks have only identified reputation management at the point of crisis and have often made it the responsibility of PR to address any events. Dowling (2006) states that an effective risk management framework should also incorporate the ongoing recognition of the importance of reputation management and this should be addressed by the board and included in the formal agenda of the board. Woolworths has identified its strategy in its annual reports and also has a defined risk management strategy. Woolworths also has a rigid business model across the wider group as well as individual business units. The remainder of this report will identify key areas where Woolworths sets out a strategy to obtain its CSR obligations to its stakeholders as well as obtain its financial goals. The discussion will also discuss how Woolworths may further its CSR and CS strategies towards reaching all goals and managing key risks along the way. Woolworths Strategic and Operational Approaches Woolworths sets out a four point strategy in its 2012 Annual Report, these being: 1. Extend our lead in food and liquor 2. Act on our promise to maximise shareholder value 3. Maintain our record of building new growth 4. Put in place enablers of a new era of growth The following analysis of Woolworths will discuss key areas of the business along with the strength and opportunity, along with a discussion on how the CS of Woolworths may be further enhanced for each area. Woolworths has set out an ambitious plan to not only be the biggest retailer of food and liquor in the Australian market, but also to continue to increase its market share. This is done by an expansion in the number of  outlets it has, and in 2012 alone, 126 new outlets were opened throughout Australia across the various brands the organisation operates (www.woolworthslimited.com.au). This growth is one of the quickest expansions Woolworths has reported, and is partly driven by the firm’s recent strategic move into hardware retailing. Woolworths plans to rapidly increase its presence in the hardware market with 150 new stores in the pipeline over the next five years. Supply Chain Control and Environmental Responsibility Ricart, J, Rodrà ­guez, M Sà ¡nchez, P 2005, ‘Sustainability in the boardroom’, Corporate Governance, vol. 5, no. 3, pp. 24-41 Sarre, R, 2002, Re-thinking corporate practice and corporate governance in light of recent corporate collapses: Some evaluative questions and agenda items. Viewed 16 April 2013: http://www.evaluationcanada.ca/distribution/20021030_sarre_rick.pdf Shafer, S, Smith, H, Linder, J, 2005, ‘The power of business models’, Business Horizons, vol.48, no. 3, pp. 199-207 Siromon, D, Hitt, M, Ireland, R.D., 2007, Managing Firm Resources in Dynamic Environments to Create Value: Looking Inside the Black Box, Academy of Management Review, Vol. 32, No. 1, 273–292. SMH, Heinz Cans Coles, Woolies, as viewed on 15 May 2013 at http://www.smh.com.au/business/heinz-cans-coles-woolworths-20110829-1jid6.html StateStreet Global Investors viewed 18 April 2013: http://www.spdrs.com.au/etf/fund/fund_holdings_SFY.html Weber, M 2008, ‘The business case for corporate social responsibility: A company-level measurement approach for CSR’, European Management Journal,

Kirkpatricks Four-Level Training Evaluation Model Applied

Kirkpatricks Four-Level Training Evaluation Model Applied Case Scenario Sunshine Supermarket is an upcoming supermarket in Singapore. It first opened its door for business in the year 2014 at Jurong East. Sunshine Supermarkets primary aim is to serve the customer. Keeping existing customers happy is important, as they are more likely to return. This is more cost effective for the business than acquiring new ones. Sunshine Supermarkets original product range of grocery and general merchandise has diversified to include home appliances, electrical goods as well as telephone equipment. In the past two year Sunshine Supermarkets growth has been massive mainly due to its excellent customer service and quality of products. Sunshine Supermarkets market expansion strategy is to penetrate further in the Singapore market by opening the second store in Punggol. Sunshine Supermarket would be recruiting 10 more retails staffs, three for the current branch and seven for the new branch. The new recruits would be foreign nationals with no prior retail experience. They would have to be trained in customer service, merchandising, stock taking and other functions. All employees have a varied style of learning. Three retails staffs who have been exemplary employees in the first branch will be promoted to the role of Store Manager, Purchase Manager and Supervisor respectively. Currently they lack leadership skills which may impede their performance in the new store. Growth Prospects: Sunshine Supermarket is currently pursuing the market development strategy to expand its operations and they are planning to enter into UK market in 2017. Before explaining Kirkpatricks four levels of Training Evaluation it is important to understand why such evaluation is done. There are various types of evaluations techniques to understand and Kirkpatricks for levels of Training Evaluation is just one of the thousand methods of training method that is used by training organizations to determine their training program effectiveness. The reason for a new recruit, promoted employee or anyone who is sincere enough to hold a job position that they are not trained would feel he/she wants to be trained before taking up that particular responsibility that their organization is assigning them. Each person have a different thinking e.g. I want be trained because I want to be accepted by my company, I want to be trained because I want to be trusted by my company, I want my company and my fellow managers to understand that they need me, and etc (Selvaraj, 2016). On the other hand the company will also feel confident that the person who has undergo the training program will be on his/her 100% in performing the job title given, as they are trained professionally on how to handle. There will be lots of changes in the management of the company e.g. senior management listening to whatever advice you might given for the company, the company promoting you faster because of the sincere you might be showing, you will be of course given more control since you are trained, and importantly they know that your quality of work will improve (Selvaraj, 2016). Lastly and most importantlyin order for both parties above, person undergoing the course and company to be satisfied, the training organizations training programmes MUST be easily knowledgeable for anyone taking up the course to understand so that they can perform the right work performance in the companys work environment. And in order for any training organization that wants to meet their objective have to evaluate their training programmes. But there is three main reasons for a training organization to evaluate their training programmes and it is for deciding on whether to continue or discontinue a training program if its too disliked by many, and to gain information on how they can improve their training programmes for their future training programs, and lastly and importantly if the budget and training received contributes to their organizations objective and goals (Selvaraj, 2016). Apart from main reasons but common reasons for training evaluations are often known to determine the effectiveness of a program and ways in which it can be improved, usually the training programmes continue as of how they were going but minor feedbacks are also taken for consideration at times to keep up the standard of their owns training organizations, they are often know to the following below (Selvaraj, 2016): Is the trainer the best one qualified to teach? Are the schedules appropriate for the trainees? Are the facilities beyond satisfactory? Was the coordination of the program up or beyond satisfactory? What can be done to improve the program? Is the trainer providing effective methods for maintaining interest and teach the desired attitudes, knowledge, and skills? In overall training organizations do evaluation for improving future programs and at times this evaluation is the only way they can decide upon to continue or drop a programme if unsatisfied by many (Source, Google: http://www.kirkpatrickpartners.com/portals/0/Images/Optmized%20Photos/chain%20(2).jpg) If you provide training for your team or your organization, then you certainly should know how essential it is to determine its efficiency. Besides, you dont want to waste time or funds on training that does not give a good turnover (Mindtools, 2016). Here is when Kirkpatricks Four-Level Training Evaluation Model can assist you in determining the efficiency and force of your training, so that you can improve it in the future, there is four levels that represent the sequence of ways to evaluate the training program (Mindtools, 2016). Level 1 Reaction Level 2 Learning Level 3 Behaviour Level 4 Results Level 1 Reaction: As the phrase reaction implies, evaluation on this level measures how those who participate in the program respond to it. It can be also known as the measure of customer (stakeholder) satisfaction. Evaluation reaction is known to be the same thing as measuring customer satisfaction (Mindtools, 2016). If training is going to be useful, it is important that trainees respond well to it. Otherwise they will not be motivated to be trained. Also, they will tell others of their reactions. Several trainers call the forms that are used for the evaluation of reaction happiness sheets (Selvaraj, 2016). The importance of Measuring Reaction at Level 1: It gives the training organization important feedback that helps them to evaluate the program with them as well as comments and suggestions for improving future programs (Trainingindustry, 2016). The reason of this is to tell the trainees that the trainers are there to help them do their job better and that they need that feedback from them to conclude the efficiency of the program (Trainingindustry, 2016). Reaction sheets can provide quantitative information that they can give to managers and others concerned with the particular program, furthermore the, Reaction sheets can provide trainers with quantitative information that can be used to establish standards of performance for future programs (Trainingindustry, 2016). Level 2 Learning: At this level the training organization must determine what the trainees have learned. The three things that an instructor can teach the trainees are knowledge, skills, and attitudes so it is important for the training organization to determine on what knowledge was learned? What skills were developed or improved? And what attitudes were changed in them? So it is important that training organizations measure the trainees learning because no change in behaviour can be expected unless one or more of those learning objectives have been accomplished in their training programmers (Mindtools, 2016). Level 3 Behaviour: At this level the training organization have to evaluate their trainees behaviour based on the training they received, in other words this helps trainers understand how their trainees manage to apply that information they learn in the training programme. The training organization must understand this because the behaviour can only change if the conditions are favourable in the programme, for example if the training organization has skipped the first two Kirkpatricks levels, and by looking at the trainees group behaviour, they determine that no behaviour change had taken place. Perhaps they might have assumed that the trainees have not learned anything and the training was ineffective (Mindtools, 2016). On the other hand its not just about evaluating behaviour changes. Its not right to judge just based on behaviour at all times, because the trainees boss might not have let them apply any new knowledge. And maybe the trainees have actually learned everything from the training programme but they have no desire in apply that knowledge themselves, so its hard to judge because we are dealing with human beings not machine (Mindtools, 2016). Level 4 Results: At this level the training organization have to analyze the final results of their training in the programme. This also includes the findings of the trainer, the training organization have determined for good of the business, employees, and for everyone, eventually the training organization can use this result for future reference or etc (Selvaraj, 2016). Thats the end of explanation on Kirkpatricks Four Level of Training Evaluation. There are different types of training evaluation methods that can be used to evaluate any possible outcomes of different scenarios people face e.g. training evaluation, learning, and etc. But Kirkpatricks four level of training evaluation actually covers all expertise of needed data in an evaluation. NTUC Learning Hub was the training organization that trained Sunshine Supermarkets new recruits and promoted employees based on their training needs. They trained their new recruits based on their problems that were initiated by their company, Sunshine Supermarket. They actually had 10 new recruits but they were all of foreign national and with no retail experience. Sunshine Supermarket wanted all of the 10 recruits to be trained upon Basic English even before they attend courses that were related to their job. Sunshine Supermarket wanted all 10 recruits to be trained on merchandising, customer servicing, stock taking, and also with other retail related function. NTUC Learning Hub conducted all needed training on their new recruits based on Sunshine Supermarkets request. On the other hand, Sunshine Supermarket had 3 promoted employees in their first branch who were promoted to be a Store Manager, Purchase Manager, and Supervisor respectively. Sunshine Supermarket planned to deploy this three promoted employees in their new store, but before they actually take up their job position, they felt its a necessity for them to attend leadership trainings before taking up their job roles. NTUC Learning Hub trained all the three promoted employees based on Sunshine Supermarkets request. NTUC Learning Hub (Training Organization) MUST use the Kirkpatricks Four Level of Training Evaluation Model to evaluate their training on Sunshine Supermarkets (Trained Company) new recruits and promoted employees (Companys Personnel Who are Trained). It is important to understand Kirkpatricks Four Levels of Training Evaluation is just a method of evaluate. Identifying how to use will vary case to case basis. This evaluation method is an ART NOT a SCIENCE. As for Sunshine Supermarket, it will be the training organization evaluating the first two levels (level 1 level 2). The other two levels (level 3 level 4) will be evaluated by the trainees company since its them who sponsored the trainees to the training programme which in this case is Sunshine Supermarket. Level 1 of Training Evaluation on New Recruits and Promoted Employees: NTUC Learning Hub has to measure their trainees reaction at the level. But there are a couple of factors that they will have to evaluate at this point and they are known to the following below: They will have to find out if their training was worth the trainees time and was it successful in the end (Mindtools, 2016)? At which point did the new recruits or promoted employees face the most tough and easy time in their training and where was their biggest strength and weakness throughout the programme (Mindtools, 2016)? Was NTUC Learning Hubs venue suitable for learning (Mindtools, 2016)? Did this learning personally created any CHANGE in their personal life style (Mindtools, 2016)?

My Teaching Philosophy :: Essays Papers

My Teaching Philosophy Why do you want to be a teacher?This is a question I am frequently asked by rich relatives considering my choice from a monetary perspective; by my grandparents who both taught in the Bronx for 30 years; and most frequently by myself.Why do I want to teach?Why have I decided on history and social studies? In all honesty there have been many different answers to that question and the answer has changed three times since the start of this paragraph.I suppose part of being young is inconsistency.I am no different.But understanding these differences and understanding people is the key.I think I have a gift to see inside people and to help them see inside themselves.Right now there are three main reasons why I have chosen teaching history to by my life long profession, or at least until I have a mid-life crisis.These reasons are as follows: passion, ability and, no matter how clichà ©, the desire to make a difference. Since I was a child I have always been fascinated with history.I could watch the History and Discovery channels for hours. I had read the complete works of Jane Austin by the end of middle school.I used to go to the local museum and wander around for hours.In the second grade we took a field trip to see the Bill of Rights, which was on tour for its 200th birthday.Honestly, I remember very little of the actual document itself, but I will never forget the feeling.I knew it was important, because my teacher told so, and I know the awe it inspired in people.I think that is where this passion began.I received the Civil War documentary by Ken Burns on my tenth birthday and went to the Tower of London on my thirteenth.What started as awe has become my passion. What will this passion mean to my students you may ask?My father is a Roman Catholic from the Netherlands.My mother is a Jewish girl from Brooklyn.They met in a sheep field in Israel.I am a child of divorce and have a crease in my nose.The point is that I have a story.This story is more important than I can say.To know my story is know where I come from.This story, the story of my students, history is my passion.We are living it and breathing it.We are history.In my classroom I want to teach my students to care about who they are and where they come from.

Health Matters :: Healthy Lifestyle Essay

Health Matters In 1991, fewer than one percent of Americans felt that health care was an important issue. Just two years later, President Clinton urged Congress to help him fix a health care system that "is badly broken" (Collins 78). Is the health care system badly broken? The health care reform debate has captured the attention of all Americans. What brought health care reform into the public spotlight? Although our medical care in this country is of the highest quality, our access to that care is waning due to higher and higher costs. Our health care system needs fundamental reform. Currently, there are dozens of reform packages in Congress, yet three packages offer significant recommendations toward health care reform: President Clinton's Health Security Act, Representative Jim Cooper's Managed Competition Act, and Senator John Chaffee's Health Equity and Reform Access Today Act. The final health care reform package must include the choice aspects of all three of these proposals. One aspect which must be included in health care reform is the elimination of insurance bias. Too many Americans are uninsured because of pre-existing conditions. Insurance providers should no longer be allowed to cover only the healthiest persons. Never again should an employer feel the need to fire a worker because of an illness which raises health insurance premiums. There are two important steps toward eliminating insurance bias. The first step is making portability of insurance a reality. Right now in this country, 28% of working Americans are unable to change jobs because they would lose their coverage and be denied coverage with another company due to pre-existing conditions (U.S. Health 56). For example, Marcia and Mark Callendar both had good jobs with good benefits. They thought their family was well-protected by the insurance provided by Mark's employer. Then their son, Matthew, got sick. Mark lost his job, and the Callendars lost their insurance. When they tried to apply for coverage through Marcia's job, they were turned down because of Matthew's pre-existing condition. Matthew finally qualified for coverage through disability, but Mark had to take a lower-paying job to be eligible for coverage (Health Security 6). Hence, increasing portability of policies is fundamental to reform. No longer should an individual lose health insurance coverage with the loss of employment. Secondly, insurance providers must stop cherry-picking individuals. People should not be denied health care coverage because they have been sick. Denial of insurance coverage only forces these patients to use expensive emergency room services rather than obtaining regular treatment.

See Father He is Big and Strong :: essays research papers fc

Has anyone ever deliberately left you? Left you alone, feeling deserted, isolated, and by yourself? Imagine you were abandoned by those who were supposed to love you from the day you were born until this present day. How would that make you feel? In Toni Morrison’s first novel, The Bluest Eye, she examines the causes, effects, and consequences of abandonment through one character, Cholly Breedlove. As well as the ways he eventually destroys himself and also those around him. Even before his birth, Cholly Breedlove has felt the vicious sting of loneliness. Cholly Breedlove was born to a young mother who, after four days of life, discarded him in "the rim of a tire under a soft black Georgia sky" (133). His father decided to leave his mother even before Cholly was born. Fortunately, he was rescued by his Great Aunt Jimmy, who raised him thereafter. He grew an intense love for his Aunt Jimmy, but her death marked the first of many episodes that began a downward spiral of his adolescent life. At Aunt Jimmy’s funeral, Cholly is placed into a traumatic world of racism when two white hunters interrupt him having clumsy sexual intercourse with a young girl, Darlene. He immediately transfers his angry energy to Darlene because he realizes that hating two white men would not be the smartest thing to do in a segregated racist world. â€Å"Never did he once consider directing his hatred toward the hunters. Such an emotion would have destroyed him†¦--that hating them would have consumed him, burned him up like a piece of soft coal, leaving only flakes of as and a question mark of smoke† (119). The white men are out of his reach, and Cholly grows to hate and kill white men. His masculinity was revoked when those two men forced him to continue having sex while they hilariously watched. Cholly abandoned Darlene when he found out she might be pregnant; most likely because he was abandoned by his father as a child. "He had to get away. Never mind the fact that he was leaving that very day†¦Cholly knew it was wrong to run out on a pregnant girl, and recalled, with sympathy, that his father had done just that to him. Now he understood. He knew then what he must do--find his father. His father would understand" (120). After being â€Å"abandoned in a junk heap by his mother, rejected for a crap game by his father, there was nothing more to lose† with Cholly Breedlove.

How does an organization create customer value Essay

Marketing experts Don Peppers and Martha Rogers said: â€Å"Without customers, you don’t have a business.† It is such a simple, nevertheless, a scary thought. We live in a world of consumerism, in which the customer’s wants and desires greatly exceed their basic needs. Even though many see this concept as a threat to modern world society, it has created the extremely competitive marketplace for businesses. The companies are competing everyday to win over as many customers as possible by offering products that create irreplaceable value and benefit to those customers. Many companies will succeed in getting the customers to buy into their value and benefit however, the true success of a business is not linked only to getting new customers. It is considerably linked with keeping those customers around and winning over the customers from their competition. Companies work hard to develop creative marketing schemes for their products so that the company is recognized a nd perceived as valuable and beneficial to the customer. However, I believe that all strong companies start from the same point: listening to the customer. The extraordinary merits of information technology, such as the internet, cell phones, social media, television, radio, etc. have made the world we live in a global village. Thanks to the information technology, distance has never been less of an obstacle to communication amongst people. Technology has made information essentially accessible to everyone, everywhere, at any time making consumers, â€Å"more educated and informed than ever. They have the tools to verify companies’ claims and seek out superior alternatives† (Kotler & Keller, 2009, p.121). Consumerism and technology have made it possible for the customer to be heard. They can share interests, as well as positive and negative reviews for others to see. Companies follow and act upon those interests and reviews. They analyze all the information and seek to create a product that will satisfy the consumer’s interests and minimize the negative reviews. The creation of a quality product or a service that satisfies a great number of the customer’s needs and wants will create competitive advantage in the marketplace for the company and will make the product or service valuable to the customer. Ultimately, it will create an valuable experience. Positive experiences create loyalty towards that product and, â€Å"deeply held commitment to rebuy or repatronize a preferred product or service in the future despite  situational influences and marketing efforts having the potential to cause switching behavior† ( Kotler & Keller, 2009, p.123). Negative experiences on the other hand can cause dissatisfaction with the product and cause a customer to defect and go to the competitor. When defection happens companies seek other ways to retain current customers, gain new ones, or even stop dissatisfied customers from defecting. Som e of the other ways companies make themselves valuable to the customer are: speed of service, discounts and rebates, warranties, loyalty programs, gifts, etc. Sale!Sale!Sale! 20-70% off entire store! 2 for 1! All these marketing schemes, discounts, and rebates are used to promote value in the eyes of the customer. Customers like to use phrases like: †I want more for my money†, or, â€Å"getting more for less†. One of the best ways that companies show they are valuable to customers is lowering the price of their products. The value created for the customer is satisfaction and a feeling of success. Meeting customer needs with a product is great, but the real measure of success cannot be measured by the product made, but by the feeling that the customer gets after purchasing it. That feeling of satisfaction or dissatisfaction after purchasing the product will affect the customer retention base, customer loyalty, company’s image, and ultimately the bottom line. Many companies today compete on price and try to create value for the customer by giving them more for less. No matter how good the product or service is, mistakes will happen and the customers will complain. Many people don’t like to hear complaints, but when there is money involved there will be complaining. The first step in making the company valuable to the customer is by making complaints easier and more accessible. By doing this the company makes it personable, consequently creating the value of importance for the customer instead of making them just a number. Benjamin Franklin said, â€Å"Well done is better than well said†. Companies might say they will make it personal and resolve the issue, but then you are put on hold for thirty minutes when you call in for a complaint, or your car might have to stay in the shop two days longer than anticipated. When inconveniencing the customer in moments like these, any effort to help the customer resolve the issue thereafter may be futile. That may very well be the last time the company will deal with that particular customer. The second step in creating value for the customer is the speed at which the issue will be resolved. It  might sound clichà ©, but time is money, and an attorney that has to be on hold for thirty minutes might have lost the opportunity to earn two hundred dollars. He might take it personal and go to your competitor. Acc ording to Kotler & Keller (2009), â€Å"Of the customers who register a complaint, between 54% and 70% will do business with the organization again if their complaint is resolved. The figure goes up to a staggering 95% if the customer feels the complaint was resolved quickly† (p.129). Therefore, it is not just resolving the issue that makes the customer value your company, it is the speed at which that issue or complaint is resolved. The desire of each marketing person and each company, per se, is building a strong and loyal customer base. Quality products and services create satisfied customers, and that satisfaction creates a relationship between the customer and a brand. If the customer is repeatedly content with the benefits from the particular product or service, it starts building loyalty. Once loyalty is established companies continue creating value for the customer thru development of loyalty programs that provide customers with extra rewards and benefits, making them feel more valuable since they are not getting those benefits anywhere else. The company has created ultimate value for both customer and themselves when their customers become their clients. According to Kotler & Keller (2009), â€Å"Customers may be nameless to the institution; clients cann ot be nameless. Customers are served as part of the mass or as part of the large segments; clients are served on an individual basis. Customers are served by anyone who happens to be available; clients are served by the professional assigned to them† (p.140). Companies create competitive advantage in the market by putting the customer’s wants and needs ahead of everything, understanding that without their customers they would not exist. In today’s world of consumerism and information, every company is capable of creating a valuable experience for their customers. However, the difference between the leaders in the market and others is that the leaders are constantly making their customer’s feel valued. Leading companies listen to their customers, they resolve their customer’s complaints and concerns in a fast and effective manner. They make customers feel valuable by building personal relationships thru numerous loyalty programs, and ultimately deepe n that relationship by making their customers into clients.

Managing Change in Organisations †Improved HR onboarding process Essay

The chief(prenominal) culture of this alter gap is to reform the pecuniary results of the comp each(prenominal) by modify the engagement and functioning of the bracing HR employees at vitiate, Inc. Its aimed to be deliver the goodsd by introducing a red-hot, glob completelyy adjust, best-in-class 1-year-long elicitation suffice with fetch upureing in any carapacels and information crimsonts. The target meeting of untested HR associates1 includes those who joined HR at mar slight than 12 month ago, either from extern tout ensembley (from early(a) union) or ingrainedly (from opposite department).As Mars,Inc. is a large family-geted condescension with oer 100 years of history and glob whollyy nearly known brands. It has unique and arise teleph superstarr culture which is sweatn by its 5 principles tone of voice, Responsibility, Mutuality, Effectiveness and Freedom. These principles jab the deportment of the employees at completely aim of the hier archy and commence been shaping the characteristics of the disposal. Mars, Inc. fits well to polish of coordinate phase (Granier 1972) of the memorial tabletal life-cycle the company is guide by a team of headmaster passenger cars and is real a lot decentralised with a small headquarter. The byplay units of the countries wherefore lie with a lot of freedom and indebtedness to drive the carryical anaesthetic military control effectively.This feeler ricochets too in the port they solve the exploites at heart the company the global operation standards be mainly just loosely particularised with limited (if any) written bet oning to the highest degree them, which lets the topical anaesthetic teams shape it and economic consumption it as best fits to their carrys. As it has the avail to allow tailor-made solutions to best promote local note objectives, it in addition has disadvantages.It is non uncommon that special local visions be ingested to s hape the attend to, and when the mental process has multifariousnessd too much, it be takes difficult to comp are the practices and results of divergent units. It in addition often gos that local units come up with in truth similar best practices by and bywards investing signifi brush offt resources locally in process breeding, which resources could have been curved if globally or at least regionally few single would have co-ordinated these study initiatives.As part of the company culture, Mars, Inc. refers to employees as associates, thitherfore in my paper I depart usage both terms to reflect the same concept.Realising the potence divergence of this kind of centralization conduct the stock loss attracters to background signal up global part subject centres of expertise, standardized the Mars University (Mars U) is for teaching and development within Mars, Inc. The Mars U is responsible for scheming and deploying initiative culture programs, which e nable the force building of employees, so they depose reach out their up castigate potential in bestow to the product line to secure its goals.It has matrix structure and its smaller teams are set up by functions (named Colleges of HR, finance, supply, etc.), regions (they coordinate the deployment of functional development programs in a region) and special make up ones spiriting and development related parts ( desire learning technology). Mars U therefore faces the quarrel of match between centralisation and decentralisation by providing centrally defined and globally aligned learning solutions in a matrix government with decentralised pass a trendership.That is the same challenge in causative agency of the red-hot-fashioned summoning process initiative. In the near ago an introductory training program existed for new HR employees, which was similar in all the regions, notwithstanding inconsistent in content, so it gave a lot of space for local solutions to fl ower. Moving from this decentralised blast to a much centralised one whitethorn ca utilise push backs from the associates in these local units, thus careful alteration attention is essential.Nature of adjustmentBy assessing the character of depart based on the definition above, this depart net be categorised with the terms of Ackerman (1997) as musical passageal as the intention is to achieve () a desire state by setting up a globally aligned world-class generality process for new HR associates, which is a signifi sackt difference from the flow decentralised tone-beginning. One can consider whether it is not defined as transformational qualify as it can result a difference in an organisational process and lurch over in the culture, scarce as it wont pitch primitively uncomplete areas, the definition of transitional adjustment fits punter in this case.To give a full picture somewhat the nature of heighten, it strike to be emphasised that after complete th is particular change create out, the change itself entrust not apprehension, it leave continue as developmental change by infinitely improving the set up induction process.From another sentiment, employ the categories of Mintzberg and Waters (1985) this change initiative can be place as determined or lowly change as the goal, that need to be achieved, is authorisely set, as well as the process how to get there. It does not mean though, that emergent changes depart not come up during the acoustic shake offion, as it may happen that a locally designed induction process which works well will have an improving effect on the globally designed process and tools to discover the execution of instrument of the best possible practices.Drivers of the changeThis change initiative has mainly internal triggers. First and foremost, improve the productivity of all new HR associates by providing them all the essential companionship, competencies and network they need in their new portion. Improving their engagement level is in addition an grave trigger, as pursue associates have usually crack(p) exertion and they less deally to leave the business (Buckingham and Coffman, 2005). In case of HR department, make get out military operation of associates, among other things, could triad to recrudesce internal and external client bliss or decrease of costs by effective ways of working, while change retention cut the costs and season invested in recruitment and training of a new employee.Although the internal triggers are more relevant in this case, the external drivers as well need to be mentioned. Mars, Inc. had several(prenominal) acquisitions in the last few years which take to an incoherent culture in the contrastive business segments. To enable exchange big businessman of humans resources and best practices, setting up centrally aligned processes is a angle. Also, considering that Mars, Inc. operates in a quickly changing market (FMCG), c osmos innovative and best-in-class in its processes could go out matched advantage and retention of employees. Nonetheless, the change ineluctably to be done in a global environment fitting to the expectations of different cultures in different regions.Key StakeholdersAs in case of most study changes in an organisation, winning the support of top level caution is essential. In this case the charge means the Global HR Leadership Team of Mars, Inc. who in any case romps the billet of sponsor of the fore define and pass judgment to play a key constituent by being role deterrent example in utilise the new induction process. Their wreak is truly high as they could stop or change this initiative any time. Their insure toward the change to be expected very lordly, still, contracting with them is critical as many priority projects are currently going on in the business so need to warrant proper(ip) concentrate.Driving the change process requires change agents to ensur e smooth instruction execution the Mars U associates in the regions and other (local) learning or talent development specialists. As the project aligns well with their general objective of their roles to improve associates capabilities, their placement is expected to be positive. As they will play the role of connecting the project attractions with associates in their regions or units, their influence is in any case very high, merely mainly only(prenominal) in their area of tariff.The communication and deployment of the change will digest mainly on the HR managers as they will be the most affect by the change, as they need to change their ways of working the most. Thus, 5their attitude can be either positive or negative depending how valuable the new process seems to them. Their influence can be high in the area of their responsibility so the more senior the manager is the higher is the influence.Also of the essence(p) stakeholders, exclusively less influential, are the new HR associates. The new process is all about them, but from change management perspective they play a smaller role, as their attitude to be expected very positive. In any case, careful communication toward them involve to be mean to ensure their full involvement in the process and gain feedback from them to identify potential areas for forward motions. in that location are in addition some other key stakeholders, like the trainers of the courses, whose contribution to the conquest can be very important, but as they are interchangeable in the roles, their influence on the process can be categorised as moderate. Furthermore, there are some other exposed matter experts (e.g. learning technology or global communication specialists), who will be involved during the design and communication phases, but their influence is rather small and their attitude is expected to be supportive.Management objectivesTo tally the main objective, the goal is to implement in all business segm ents and units of Mars, Inc. a freshly designed, globally aligned, efficient and engaging functional induction process with its funding tools (guides and learning modules) for any new HR employees, which supports their development in the first 12 months after joining in their new role and covers the essential Mars specific knowledge and provides network necessary for achieving high performance. The new process and tools should be personad by mid of 2013 in all business units.Task 2For a no-hit change project its not only important to see where we would like to go, but to be able to define how we will get there, we need a careful and expound analysis on where we are at the moment. Besides a general process overview in the organisation (e.g. by the support of toughies like McKinsey 7S (Waterman et al. 1980) or Burke-Litwin Causal model (Burke & Litwin, 1992)), we also need to understand why do we have the trouble in our organisation. For this we may use line analysis models , like the Fishbone plot or the 5 Whys? (Taiichi 1988) model.Input-Transformation-Output modelTo better understand the functional induction process, by the Input-Transformation-Output model (RDI, 2012a) the main elements can be summarised visuallyThis model can support the readiness process in several ways. It is easier for the change leaders to identify the key stakeholders (see the detailed stakeholder analysis above), to keep objectives forever and a day in mind and focus on the processes which need to be changed in baseball club to be able to achieve the want output. Furthermore, it gives a great overview about who shall be involved in reviewing and developing the process by providing feedback before, during and after the change. Nonetheless, it is essential to be clear on both the change and transforming resources required for thewhole process to avoid amazeance due to the lack of them.Cause-and-Effect psychoanalysisAfter having a broader overview of the issue, before pickings any actions, a primitive problem analysis is a must. Even though having an initial idea about what can improve the current spatial relation, in a complex organisation with a ample overall impact of the topic, the change leader need to ensure addressing the right issues and providing the right solutions based on that. In defining all the relevant causes of a problem can help the Cause-and-Effect Analysis (Ishikawa, 1968) or Fishbone diagram. In case of our expound example, the model looks like thisAfter defining the list of important causes, the major ones to be selected by the analysing team thusly the potential actions can be patternned. When its presented to the management team, their concern is then to decide on which topics to focus on the actions.In this example case, a globally aligned process with supporting tools and metrics are very much missing. When its designed and ready to be deployed, then these should be available to all HR managers to be able to driv e the induction processes locally and rhythm their own faculty.Plan the changeAfter the parking lot light of the management team concerning the project initiative, can start the proper, detailed planning the development of the change strategy, in which the craved outcome, key actions, milestones, action owners and resources needs are defined. Winning the commitment of the key stakeholders also need to be carefully planned with a supporting communication plan. As unexpected situations are likely to disturb the planned flow of actions, to minimise the potential disturbance, a peril analysis in advance of doing actions can help the project management team to prepare for these scenarios or totally avoid them. Also, a unbroken review of the change project is exceedingly recommended to ensure the project executionis on track to achieve the project goal (see the 8potential feedback sources in the Input-Output model) this also can be part of the change strategy plan. The next step i s then to execute the plan. When unexpected situations happen, continuous adjustments of the plan may be required to ensure proper procession and keep the make headway to achieve the final goal. After all planned actions are executed, the project leader should control that the project goal has been achieved as defined. If no, the project still continues. If yes, the project shall be formally closed with the involvement of the project sponsors and the success should be feed back to the key stakeholders.Task 3 melodic line Process TransformationAlthough Mars, Inc. in this situation chose to go on with a change project concentrating on only one function (HR) to improve its induction process, using the personal line of credit Process Transformation (BPT), i.e. Business Process Re-engineering model could have led to better results. By talking more often than not about the BPT model, one can allege that improving the guest engagement and groovy the operational costs by improving an d simplifying processes (cross-functional) within the company, is in the heart of this tone-beginning (Hammer 1990).Let use the definition of re-engineering by Hammer and Champy (1993) to furnish the key characteristics of this model the fundamental rethinking and radical redesign of business processes to achieve dramatic betterments in critical contemporary modern measures of performance, such as cost, whole step, service, and speed. This approach is one of the favourites currently in change management, as it promises dramatic improvements in business performance and customer satisfaction, even though it has its own challenges.The most important is that it requires a holistic view from the business leaders to face the issues within an organisation. It needs broad perspective to be able to come out of functional silos and to view the process as a whole, from the very beginning till the very end. If the change project happens only within a single function, there is high chance of missing some important opportunities of improvement. By using the example of Mars, a cross-functional approach could lead to a different, although very thorough solution like implementing a standardised, world-class induction experience in every part of the company, during which the new employees can learn the most important functional and business knowledge to best support the customer focused processes.Based on its holistic view, the BPT approach requires more complexity from change management perspective as well as total alignment and drive from the top management team. The process improvement strategy should be aligned with the vision, missionary post and business strategy of the company, while the desire behaviours and key performance indicators should be also clearly defined and communicated to support the process and the measure of success (RDI 2012b). The process improvement initiative should start with a company-wide analysis of the current situation, keeping in mind not only how the processes can be simplified, but also what could be the benefits for the customers by the change initiative.The analysis then will be followed by the definition of the detailed plan to where and how the company would like to get. To achieve great improvement in company results, increasing the amount of invested efforts and resources and high risk winning is unavoidable although most credibly in mid- and long-term the investment of these extra resources will pay.All these mentioned characteristics of the model lead to the fact that this model cant be used without a knockout top down and centralised approach due to its holistic nature and complexity. starting line a process improvement initiative from any other level of the organisation without the full support and involvement of the company top leaders can lead to only a temporary and dependent (to a region or function) solution.Managing the implementation of the change at Mars, Inc. Although the change project defined by Mars also intends to improve the measures mentioned in the re-engineering definition, the main difference lies in the adjectives used by the authors dramatic, fundamental and radical. So in this case we cant really talk about BPT approach, as it would rather mean taking the whole on-boarding and induction process in all functions of the company and use that to work on, even though it could be very beneficial for the company.Also, without winning the top management support for a holistic change approach, the project leader of this initiative better use a general limiting management (RDI 2012c), or preferably, the Total Quality Management (TQM) 2 methodology with using some holistic OD models like the Burke-Litwin model (Burke & Litwin 1992) or the McKinsey 7S model (Waterman et al. 1980) for analysing the potential areas of change interventions.Definition of TQM by Kanji (1990) TQM is the way of life of an organization committed to customer satisfaction by dint of cont inuous improvement. This way of life varies from organisation to organisation and from one country to another but has accepted principles which can be implemented to desex market share, increase profits and reduce costs.The principles of the TQM approach fits well to the culture of Mars, Inc. by focusing on continuous improvement opportunities, on customer needs and motive employees at all level of the organisation to take part of this and drive innovations. It also reflects in all of the 5 principles of the company3. The management style also resonates well with the principles of TQM, as it engages the collaborative company culture with empowering and prompt the employees to drive continuous improvement for achieving better eccentric in everything within the business. Although a lot of things fit well to use this model for the change case at Mars, to fully benefit of the TQM methodology, the project leader and the participants shall be skilled to use all its principles to achi eve the best possible result, which is currently not yet the case.Task 4 euphony of Success ProcessesThere are certain elements of the change process, which we can check-out procedure and measure during and after the project to pronounce the success. Firstly, it is inevitable to set with involvement and communicate to the key stakeholders a clear vision, a well defined S.M.A.R.T. objective (Doran, 1981) and some key performance indicators regarding the desired end result of the change initiative. Additionally, it is also important element of the second success factor, which is the level of commitment to the change of the key stakeholders.During the implementation phase, the success of the process can be thrifty at the key milestones whether they were achieved on time by providing good quality results within the allocated resource limits. In this phase, the ability of flexible to any disturbance and opportunities through the process is also essential, to keep or even improve the result quality of the change, or to use less resources to achieve the original goal. It may be measured by reaction the quickness of the solution or the amount of extra resources needed to keep the good progress. In tie-up to this, reviewing the key challenges and capturing the lessons learnt for the future also shows the efficiency of the process. Last, but not least, a clear project closure can also indicate how well the project went.Measure of Success OutcomesIf we have a nearer look on the change initiative of Mars, Inc., the desired outcome which we wish to measure lies in the main objective4. The companys main goal is to improve the efficiency andQuality, Mutuality, Responsibility, Effectiveness and Freedom For details see the Management Objective paragraph performance of the new HR employees. As HR is a support department with less direct impact on financial results and the quality of end products than other areas in the business, measuring these goals may be difficult, peculiarly if we need to focus on only the new employee. So its certified to define other measures, like the one-on-one performance or future calling potential of the new employee, which can be measured by the company globally standardized performance military rating system. Although the change employee performance is difficult to be described with exact figures, we can also use historical data to compare the past(a) and the present, and measure factors which can influence performance (e.g. the Line Managers evaluation of the performance or the engagement level of the new associate).Besides the employee performance, the efficiency of the new process shall be measured as well (e.g. could we involve everybody we intended to use the new process). Furthermore, as in case of all change projects, defining the parry on investment can show the level of success. For example the cost of resource investment of the change project may be compared with the amount of money were protected by better retention of the new associates. By measuring the outcome of a new process we also need to investigate the resource needs of sustaining the process efficiently on long term.1ReferencesAckerman, L., 1997, organic evolution, transition or transformation the question of change in organisations. In Van Eynde, D., Hoy, J and Van Eynde, D (eds) Organisation Development Classics. San Francisco, Jossey Bass.Buckingham, M. and Coffman, C., 2005. First, Break All The Rules What the Worlds Great Managers Do Differently. Simon & Schuster.Burke, W. W. and Litwin, G. H., 1992. A causal model of organizational performance and change. ledger of Management, 18 (3), 523-545.Doran, G. T., 1981. Theres a S.M.A.R.T. way to write managements goals and objectives. Management Review, Volume 70, Issue 11, pp. 35-36.