Intelligence Testing for Special Education

Knowledge Testing for Special Education Individualized knowledge tests are typically part of the battery of tests a school analyst will use to assess understudies when alluded for assessment. Insight Testing The two most regularly utilized are the WISC (Wechsler Intelligence Scale for Children) and the Stanford-Binet. For a long time the WISC has been viewed as the most substantial proportion of insight since it had both language and image based things and execution based things. The WISC likewise gave analytic data, in light of the fact that the verbal piece of the test could be contrasted with the exhibition things, to show a uniqueness among language and spatial knowledge. The Stanford Binet-Intelligence Scale, initially the Binet-Simon Test, was intended to recognize understudies with intellectual incapacities. The scales center around language limited the meaning of knowledge, which has been somewhat expanded in the latest structure, the SB5. Both the Stanford-Binet and WISC are normed, looking at tests from each age gathering. In the two cases, we have seen knowledge scores going up. Research shows the mean expanding somewhere close to 3 and 5 percent a decade.  It is accepted the way that the manner in which guidance is intervened is legitimately identified with how insight is measured. We dont essentially instruct to the test to such an extent as structure data that way the test scores. It additionally implies that kids with serious apraxia or language challenges on account of chemical imbalance may score ineffectively on the Standford-Binet due to its emphasis on language. They may have mentally crippled or hindered in their analysis, while, in all actuality, they may truly be Intellectually extraordinary, since their insight isn't really being assessed. The Reynolds Intellectual Assessment Scales, or RAIS, takes 35 minutes to manage and covers 2 verbal knowledge records, 2 non-verbal lists and a thorough insight list, which estimates thinking capacity and the capacity to learn, among other subjective aptitudes. Most popular Intelligence Test The most popular result of Intelligence testing is the IQ, or Intelligence Quotient. An IQ score of 100 is intended to mirror the normal (mean) score for youngsters a similar age as the kid being tried. A score more than 100 suggests superior to average knowledge, and scores underneath 100 (really, 90) infers some degree of subjective contrast. Gathering Tests Gathering Tests want to charge themselves as capacity as opposed to knowledge tests and are typically used to recognize kids for skilled programs. These are commonly utilized for screening to distinguish youngsters with either high or low intelligence. Children who are distinguished for talented projects or IEPs are regularly re-tried with an individual test, either the WISC or Standford Binet insight tests, to have a more clear image of a childs challenges or gifts.â The CogAT or Cognitive Abilities Test comprises of a few meetings, from 30 minutes (kindergarten) to an hour (more significant levels.) The MAB or Multidimensional Aptitude Battery comprises of 10 subtests scores and can be gathered in verbal and execution zones. The MAB can be regulated to people, gatherings, or on the PC. It yields standard scores, percentiles or IQs. With the accentuation on state evaluations and accomplishment, scarcely any areas are normally managing bunch tests. Therapists for the most part incline toward one of the individual trial of knowledge to distinguish youngsters for a specialized curriculum administrations.

Best Answers Questions Writing Tips

Best Answers Questions Writing Tips Answers for Essay Questions: Best Tips Home›Education Posts›Answers for Essay Questions: Best Tips Education PostsThe task that requires the students give answers for essay questions is regarded as one of the most challenging assignments provided by their teachers or professors at colleges or universities. It should be noted that such a type of assignment plays an essential role in evaluating the students’ understanding of the semester or term material given in classes or lectures. The following task requires that the students make thorough analysis and give answers for essay questions, develop clear arguments, provide corroborative evidence, and present concrete examples within the time limit set by their professor or teacher.In addition to our helpful writing hints and tips, you can always visit our website in order to have a close look at an essay question answer example on whatever topic or field of science. It should be noted that all examples presented on our website can be viewed free of charge. Unlike other online writing companies, we offer a unique Question Answer Service. If you buy questions answers from us you will be satisfied with the result provided by our highly experienced professionals. Then you can easily make a decision whether you are going to cooperate with our online custom writing company in the future.Below you can find our practical writing hints on how to give answers for essay questionsPractice Previous PapersIt is proven that in order to improve your writing skills, you should constantly look through all the previously written papers of yours. If you do this on a regular basis, you will be able to see and understand all your mistakes made. You can clearly comprehend how to give an answer to the question set, what approach is preferable, how to structure and present your answer in the best way possible, and what features your teacher or professor pays close attention to. Finding out all the needed information and making an an alysis of it enables you to write a high-quality piece of writing.Read Each of the Questions Set Very CarefullyWhen you are provided with a specific task, you can get worried or stressed, and thus, you can misread or misinterpret the questions given from the very beginning. By doing this, you can commence completing your answer and then suddenly realize that you committed a tremendous mistake, thus wasting your precious time. Even if you feel that you will fail to give answers for all the questions, do not panic and calm down. The best way for you in this situation is carefully to read through all the questions and choose those that you are 100% sure that you will be able to handle. Always keep in mind that quantity does not always imply quality. If you give detailed and outstanding answers to five questions out of ten, your teacher or professor will evaluate your efforts and the level of knowledge in a decent way.Manage the Time Set WiselyWhatever task you are working on, the time management is of great significance. Once you determine that you have a time limit for every question, you must strictly follow your plan. If you fail to follow your time management plan, you will not cope with all the questions and thus your assignment on time.It is recommended to leave some time to check or look through your answers and make corrections in case there is a need. Sometimes it may happen that the final correction can influence your mark or score.Structure Each of the AnswersAfter you have read the question, avoid immediately writing an answer to it. It is recommended to spend a few minutes on planning the structure of your future essay. By doing so, you will be able to save some time when you delve deeply into other complicated parts. Always follow the topic set or chosen; avoid jumping from one argument or point of view to the other one.All the written assignments have the same structure, which comprises three essential components, such as the introduction with a th esis statement, the main body, and the conclusion. Some students think that the conclusion is the most significant component that can guarantee the highest grade in case it is well written. It should be noted that each structural component is of great importance. The teachers or professors take into account the whole essay structure and not a single component only. %Want to order such type of writing? Our price starts at $11.99/page ORDER NOW Look into All the Sides of the Argument or ViewpointPresenting your arguments or points of view in the main body of your paper will provide the credibility of your opinion. It is advised that it is better to investigate all the sides of each argument or point of view and then clearly state your consideration in your piece of writing.In the majority of cases, your teachers or professors expect to see a well-structured essay and not just simple and direct answers. Avoid providing a one-sided viewpoint. Do your best to look into all possibilities and remember that the more you know, the better result can be.Review Each Answer Very ThoroughlyAccording to the statistics provided, many students simply hand in their works without checking them thoroughly. You should avoid making such a mistake. Always proofread and edit your work and try to correct either grammar or spelling mistakes where it is possible. You can also add some comments that you consider are worth stressing.Keep in mind that checking your work in a few last minutes can be of great significance and can contribute to your grade or score.Be Calm and FocusedWhenever you have to complete any written assignment, try to stay calm and concentrated. Always have only pleasant thoughts and convince yourself that you do know all the material and will cope with your task successfully.Give Only Clear AnswersWhatever the question you should answer, do this in an organized and clear way. Pay close attention to a thesis statement in the introductory part of your essay as it shoul d clearly state the goal of your work. Each paragraph in the main body should have an original topic sentence, which is to explain to your readers the key point that you are going to present in the paragraph. Always try finding a balance between each piece of evidence and argument provided in your writing assignment.Be as Concrete as Only PossibleIn order to provide clear and concrete answers for essay questions, you should attend all the classes and lectures. Secondly, you should study or look through all the sources or references provided by your teachers or professors. Last but not least, always try to search for novel information or material yourself to make a good impression on your teachers. Self-education and self-development will be paid attention to and highly be cherished by your professors or teachers.Answers-Questions Help OnlineOur online custom and academic writing company and our experienced professional writers have completed the list of the practical tips that the s tudents can refer to if they want to pass their written assignments without any mistakes and gain the highest score or grade.If you are unsure how to answer essay question or do not know how to cope with such a task, you have got to the right place. Here you can always find necessary assistance, helpful and practical guidance, and needed support. 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Managing change and overcoming fear of change - Free Essay Example

1.0 Introduction The phenomenon of resistance to change is the bane of all Algerian bakeries that convey ideas for change. For the same one who proposed the change, the resistances are usually synonymous with hostility, intrigue deadlines, polarization, conflict, and impatience, many problems which are likely to frustrate and undermine the success of his bakery. Basically, resistance to change is built up from many sources; internal and external. Overcoming resistance to change requires first the identification of those sources. Therefore, the owner of the bakery El-Bahdja is looking for an expert or professional advice in the field to help managing change effectively. Hence, as this topic is part of the international business and management studies, the owner asked me to do some research on this matter. Ultimately, this research is divided into two major chapters, first; the literature part that discusses the main topic theoretically, it starts off by mentioning the general sources that fuels the resistance to change, then it goes on with hofdstedes point of view on resistance of change based on cultural differences and it concludes by describing the steps of managing change effectively and it concludes with. The second major chapter is the analysis of the findings from the primary data that have been collected through interviews with owners and employees from the bakery El-Bahdja and owners from other bakeries. Finally this paper is closed by recommendations for the owner of the bakery El-Bahdja on how to overcome resistance to change and how to manage change. 1.1 Research objective Many companies in North Africa particularly in Algeria are making loss and could not improve the quality of their business due to the habit of following common procedures and the high consideration of sunk costs invested in the status quo and fear of new ideas. Lack of adequate information fuels rumors and gossip and adds to anxiety generally associated with change. This fear creates resistance to change in the Algerian bakery industry Therefore, this research focuses on finding the elements that fuel the resistance to change in the Algerian bakeries and specifically the bakery El Bahdja that produces and delivers all kind of bread and pastries. The owner of the Algerian Bakery El-Bahdja is an old man and has been in the business since 1967. The owner is facing the closing down due to lack of managing change skills in the bakery and the high resistance from the employees to change. The main objective of this research is to provide the owner of the bakery El-Bahdja with guidance to effectively managing change when it is in the process of the implementation. 1.2 Research questions To provide guidance on how to manage changes for the owner of the bakery El-Bahdja it is essential first to find answers to the following research questions. Does Algerian culture welcome changes Why most Algerian employers and employees resist changing? What are the external factors that prevent Algerian employers and employees from changing? How do Algerian employers and employees manage change when applying the new ideas? 1.3 Methodology This study is based on both primary and secondary data that help in understanding the causes of resistance to change from both the Algerian owners and their employees: Secondary data collection: this method studies the previous cases that have already been written about and find the similarities between the cases. This method is very helpful in collection data from different cultures that share the same fact which is fear of new ideas that have direct effect on their traditional way of doing business. Therefore, the resources of the secondary data collection are mainly from books, journals, and internet. Primary data: a very crucial data and plays a big role in making final decision. The primary data which is better called direct communication or field research, on other word; facing people and have them interviewed. The objective of this method is to collect factual data that helps in answering the research questions of this study and this after interviewing people from the same field on the main topic. Reflection on the research methodology: the methods followed for collecting data are linked together. The secondary data helps understand the theoretical concepts that have been concluded from previous cases and compare them to the new facts. In this method; the 7s model of McKinsey, the theory versus the real world by Jeff Hiatt and Arab identity by Halim Barakat are used as starting point for facing organizational change in Algeria. The primary data is basically the tangible evidence for decision makers, observing and interviewing people are the major tools to be used in collecting data for this study. Reliability and validity of data are the essential axes of this method. Therefore, the interviews take place specifically with owners of bakeries and their employees in Algeria and in the Netherlands for comparison to see whether culture differences is a matter for resisting changing. 2.1 Why managing change? Change is believed to happen Changes are fact and every person is subject to these changes. People faces changes regularly in their life or in their workplace, part of them deal with these changes successfully and the other part fail to adjust to change. In the life, for instance a family with children; parents believe that children are subject to changes and may change to better or to the opposite that parents plan for them, however these changes would not affect the family as a whole but the person himself. Nevertheless, in a business changes there are two ways and no third, successfully manage change or failure. In organization whether you are an executive, supervisor, coach, consultant, project team leader or manager of any type where your job is to manage people, you likely have experienced resistance to change from employees. However you may not recognize the role that you can play in preventing that resistance and leading change. Many managers do not make this connection until they have personally experience failure in an important change project (Jeff Hiat, Timothy J. Creasey 2003) When asking people after this failure what would you do differently if you had the chance to do it again? The common response would be using an effective and planned change management program. The question to be risen here is whether this program is sufficient enough to prevent resistance to change from happening in the first place and deal with people emotions and pursue them to change. The real barrier to success is a lack of change management and not management program. Some people do not lack of vision or an understanding of the marketplace but they feel simply short when managing the people side of change. In other words, things did not go exactly as planned. The unexpected happened. Not managing the people side of change impacts the success and introduces risk into the business (Jeff Hiat, Timothy J. Creasey 2003) Change management skills have shown that is not only mitigates these business risks, but also can avoid them entirely. Business leaders have change management skills to not only manage resistance once it appears, but to prevent it from occurring. 2.2 Change and the manager Change needs to be portrayed in positive terms, a necessity to ensure long term survival (Robert A Poton, James McCalman, 2008) Organizations and their managers must recognize change, in itself, is not necessarily a problem. The problem more often than not is a less than competent management o the change situation (Rob Paton, James McCalman, 2008). Managers must realize that one cannot separate strategic change management from organizational strategy; both must work in tandem. The importance of the human side of change cannot be underestimated, one must identify and manage the potential sources and causes of potential resistance and ensure that motivators are built into new processes and structures (Forlaron, 2005). i) Change competency: Change is part of the businesss philosophy The successful organization is the organization that understand change will occur, expect it and support the change during implementation (Jeff Hiat, 2003) An organization that faces constant demands to change and uses effective management over and over with each new initiative may experience a fundamental shift in its operations and the behavior of its employees. Sponsors begin to repeat activities that made last change successful. Managers develop skills to support employees through the change. Employees see part of their job as navigating these new changes. Each level in the organization will have internalized its role in change and developed the skills and knowledge necessary to react to constant change. The organization has become ready and able to embrace change; it has developed change competency (Jeff Hiat, Timothy J. Creasey, 2003). However, building change competency is not paved with flowers; it requires a belief that change is now an ever-present feature of organizational life (Burnes, 2004). Change competency is similar to change management, but there are several key distinction. First, change management is ultimately the use of specific activities like communication, coaching, sponsorship and training; to realize successful outcomes with business changes. Change competency is not a specific activity; it is an organizations ability to react to change over and over again Second, while change management can be taught and learned, change competency requires a fundamental shift in culture and values. It must be simply part of day-to-day operations and cannot be simply demonstrated in training or instructional material. Third, change competency must penetrate every facet and level of the organization. This distinction especially relates to the front-line employee. An organization may have expertise in change management in its sponsors, consultants and change management. However, the front-line employees are the ones whose day-to-day activities are changing. To build change competency into the organization, you can take the first step by ensuring that solid change management practices are applied consistently for each change initiative. The second step is to begin building the following competencies into your organization (Jeff Hiat, Timothy J. Creasey, 2003) ii) Change and Human Resource Technology has played a major role in ensuring that a coherent business approach and managerial performance can be maintained from a reduce resource base. The key success in such moves has been the mobilization of the human resource (Pettigrew and Whipp, 1993). 2.3 Managing resistance once it appears Believing in changes to be happening is a key principle to reducing resistance to change People are often afraid of new ideas. They may feel threatened by new ideas and fear that they will not be able to cope with a change in working patterns that is demanded of them or that they will not understand how to use a new technology; example of that many older people are afraid of materials that they are not able to handle and may make them calling the technician every moment (Tony proctor 2005). The fear of new ideas is a natural feeling; people live with this fear and it not a bad manner. Fear of new ideas becomes negative when is surrounded with sources that increase the tension of fear that leads to high level of resistance and consequently aggravation of the failure of any project. Change more often than not produces suspicions and resistance. To many it implies a move from familiar ways-mastered over long periods of time- to an unknown and threatening environment. In order to deal effectively with resistance to change, people must understand its causes (Jack Rabin, Marcia B. Steinhauer, 1988). Lawrence and Greiner 1970, identify the main sources that feed the resistance of change. Fear of the unknown, lack of information, threats of status, fear of failure, and lack of perceived benefits. Regarding the first group of sources of resistance, change starts with the perception of its need, so a wrong initial perception is the first barrier to change. This first group is called distorted perception, interpretation barriers and vague strategic priorities (Pardo del Val, Manuela Martnez Fuentes). It includes: (a) Inability of the company to look into the future with clarity (Barr et al., 1992; Krger, 1996; Rumelt, 1995); (b) Denial or refusal to accept any information that is not expected or desired (Barr et al., 1992; Rumelt, 1995; Starbuck et al., 1978); (c) Perpetuation of ideas, meaning the tendency to go on with the present thoughts although the situation has changed (Barr et al., 1992; Krger, 1996; Rumelt, 1995; Zeffane, 1996); (d) Implicit assumptions, which are not discussed due to its implicit character and therefore distort reality (Starbuck, Greve and Hedberg, 1978); (e) Communication barriers, that leads to information distortion or misinterpretations (Hutt et al., 1995); (f) Organizational silence, which limits the information flow with individuals who do not express their thoughts, meaning that decisions are made without all the necessary information (Morrison and Milliken, 2000; Nemeth, 1997). The second main group of sources of resistance deals with a low motivation for change. Five fundamental sources: (a) Direct costs of change (Rumelt, 1995); (b) cannibalization costs, that is to say, change that brings success to a product but at the same time brings losses to others, so it requires some sort of sacrifice (Rumelt, 1995); (c) Cross subsidy comforts, because the need for a change is compensated through the high rents obtained without change with another different factor, so that there is no real motivation for change (Rumelt, 1995); (d) Past failures, which leave a pessimistic image for future changes (Lorenzo, 2000); and (e) Different interests among employees and management, or lack of motivation of employees who value change results less than managers value them (Waddell and Sohal, 1998). The lack of a creative response is the third set of sources of resistance. There are three main reasons that diminish the creativeness in the search for appropriate change strategies: (a) Fast and complex environmental changes, which do not allow a proper situation analysis (Ansoff, 1990; Rumelt, 1995); b) Reactive mind-set, resignation, or tendency to believe that obstacles are inevitable (Rumelt, 1995); and (c) Inadequate strategic vision or lack of clear commitment of top management to changes (Rumelt, 1995; Waddell and Sohal, 1998). Taking into consideration all those sources of resistance mentioned above can reverse the situation into preventing resistance in the first place. Cultural web: Cultures differ from each other in their resistance to change. The strongest resistance to change characterizes of high power distance, low individualism, and high uncertainty avoidance. Among these cultures are most Latin American countries, Portugal and Korea, followed by Japan, France, Spain, Greece, Turkey, and Arab countries. Cultures with low levels of resistance to change are low on power distance, high on individualism, and low on uncertainty avoidance. This category includes the Anglo countries, Nordic countries, and the Netherlands, followed by Singapore, Hong Kong, and South Africa (Harzig and Hofdestede, 1996 2.4 Making sense of change management 7S model of McKinsey: The Mckinsey 7S model defines the seven components that encompass an organization and that by changing any one of the S components there is impact on the other S components. This model is such a conceptual aid by acting as good checklist for those setting out to make organizational change, laying out which parts of the system need to adapt, and the effects of these changes in other parts of the system (Mike Green, 2007) The 7s categories are: Staff important categories of people within the organization, the mix, the diversity, retention, the development and the maximizing of their potential. This component helps to determine how committed resources to make it all work? Skills distinctive capabilities, knowledge and experience of key people. The role of this component is to identify how ready and competent are the staff based on where the organization is heading? Systems processes, IT systems, HR systems, knowledge management systems. In other words, what are the suitable systems to be used to support the transition? Style management style and culture. How we are getting from here to there? Shared values guiding principles that make the organization what it is. Strategy organizational goals and plan, use of resources. Briefly is where are we transitioning to? Structure the organization chart and how roles, responsibilities and accountabilities are distributed in furtherance of the strategy. The Mckinsey 7S model provides an effective framework for analyzing an organization and its activities that determine whether an organization is strong enough to adjust to any changes. Furthermore, this model helps in avoiding some of the sources that feed resistance to change in the first place 2.5 Five steps for effective change process (Thomas and Christopher, 2008) Step 1:Motivating change: Moving from the known to the unknown Organizational change involves moving from the known to the unknown. The future is uncertain and may adversely affect peoples competencies, worth, and coping abilities. Organization members generally do not support change unless compelling reasons convince them to do so. A key issue in planning for action is how to motivate commitment to organizational change. This requires attention to two related tasks: creating readiness for change and overcoming resistance to change. Creating Readiness for change: peoples readiness for change depends on creating a felt need for change. This involves making people so dissatisfied with the status quo that they are motivated to try new work processes, technologies, or ways of behaving. Generally people and organization need to experience deep levels of hurt before they will seriously undertake meaningful change. The following three methods can help generate sufficient dissatisfaction to produce change: Sensitize organizations to pressures for change. Modern organizations face unprecedented environmental pressures to change themselves, including heavy foreign competition, rapidly changing technology, and the draw of global markets. Internal pressures to change include new leadership, poor product quality, high production costs, and excessive employee absenteeism and turnover. Organizations can make themselves more sensitive to pressures for change by encouraging leadership to surround themselves with devils advocate; for instance by cultivating external networks that comprise people or organizations with different perspectives and views; by visiting other organizations to gain exposure to new ideas and methods. Reveal discrepancies between current and desired states. Significant discrepancies between actual and ideal states can motivate organization members to initiate corrective changes, particularly when members are committed to achieving those ideas. A major diagnosis is to provide members with feedback about current organizational functioning so that the information can be compared with goals or desired future states. Convey credible positive expectations for the change. When organization members expect success, they are likely to develop greater commitment to the change process and to direct more energy into the constructive behaviors needed to implement it. The key success to achieving these positive effects if to communicate realistic, positive expectations about the organizational changes*. Research suggests that information about why the change is occurring, how it will benefit the organization, and how people will be involved in the design and implementation of the change was most helpful.* Overcoming Resistance to change: At the organization level, resistance to change can come from three sources. Technical resistance comes from the habit of following common procedures and the consideration of sunk costs invested in the status quo. Political resistance can arise when organizational changes threaten powerful stakeholders, such as top executive or staff personnel, or call into question the past decisions of leaders. Finally, culture resistance takes the form of systems and procedures that reinforce the status quo, promoting conformity to existing values, norms, and assumptions about how things should operate. Empathy and support. A first step in overcoming resistance is learning how people are experiencing change. This strategy identifies people who are having trouble accepting the changes, the nature of their resistance, and possible ways to overcome it. Communication. People resist change when they are uncertain about its consequences. Lack of adequate information fuels rumors and gossip and adds to anxiety generally associated with change. Effective communication about changes and their likely results can reduce this speculation and allay unfounded fears. Participation and innovation. Involvement in planning the change increases the likelihood that members interests and needs will be accounted for during the intervention. Consequently, participants will be committed to implementing the changes. They also can identify pitfalls and barriers to implementations. STEP 2: CREATING A VISION The second activity in leading and managing change involves creating a vision of what members want the organization to look like or become. Generally, a vision describes the core values and purpose that guide the organization as well as an envisioned future toward which change is directed. It provides a valued direction for designing, implementing, and assessing organizational changes. The vision also can energize commitment to change by providing members with a common goal and a compelling rationale for why change is necessary and worth the effort. Research suggests that compelling visions are composed of two parts: (1) a relatively stable core ideology that describes the organizations core values and purpose, and (2) an envisioned future with bold goals and a vivid description of the desired future state that reflects the specific change under consideration Step 3: DEVELOPING POLITICAL SUPPORT Managing the political dynamics of change includes the following activities: Assessing Change Agent Power. Greiner and Schein 1988, indentified three key sources of personal power in organizations (in addition to ones formal position); knowledge, personality, and others support. Knowledge bases of power include having expertise that is valued by others and controlling important information. For example, leaders in organizational units undergoing change can call on their informal networks for resources and support, and encourage subordinates to exercise power in support of the change. Identifying Key Stakeholders. This can start with simple question. who stands to gain or to lose from the changes? Once stakeholders are identified, creating a map of their influence may be useful. Consequently, provides change agents with information about which people groups need to be influenced to accept and support the changes. Influencing Stakeholders. There are three major strategies for using power to influence others in organization development; First strategy is playing straight; this strategy involves determining of particular stakeholders and presenting information about how the changes can benefit them. The success of this strategy relies heavily on the change agents knowledge base. He or she must have the expertise and information to persuade stakeholders that the changes are a logical way to meet their needs. The second strategy is using social network; in this strategy change agents attempt to use their social relationships to gain support for changes. This social networking might include, for example, meeting with other powerful groups and forming alliances to support specific changes. This strategy also might include using informal contacts to discover key roadblocks to change and to gain access to major decision makers who need to sanction the changes. The third strategy is going around the formal system; the change agents charisma, reputations, or professional credibility lend legitimacy to going around the system and can reduce the likelihood of negative reprisals. For example, managers with reputations as winners often can bend the rules to implement organizational changes. However, this power strategy is relatively easy to abuse. Therefore; the OD practitioners should consider carefully the ethical issues and possible unintended consequences of circumventing formal policies and practices. Step 4: MANAGING THE TRANSITION Implementing organizational change involves moving from the existing organization state to the desired future state. There are three major activities and structure to facilitate organizational transition: activity planning, commitment planning, and change-management structures. Activity Planning This involves making a road map for change, citing specific activities and events that must occur if the transition is to be successful. Activity planning should clearly identify, temporally orient, and integrate discrete change tasks and should link these tasks to the organizations change goals and priorities. Commitment planning this activity involves identifying key people and groups whose commitment is needed for change to occur and formulating a strategy for gaining their support. Change-Management Structures Because organizational transitions tend to be ambiguous and to need direction, special structures for managing the change process need to be created. These management structures should include people who have the power to mobilize resources to promote change, the respect of the existing leadership and change advocates, and the interpersonal and political skills to guide the change process. Step 5: SUSTAINING MOMENTUM Once organization changes are under way, explicit attention must be directed to sustaining energy and commitment for implementing them. A strong tendency exists always among organization members to return to old behaviors and well-known processes unless they receive sustained support and reinforcement for carrying the changes through to completion. The following five activities can help to sustain momentum for carrying change through to completion: Providing resources for change. Additional financial and human resources are required for implementing organization change, particularly if the organization continues day-to-day operations while trying to change itself. Extra sources are always helpful to provide a buffer as performance drops during the transition period. Building a support system for change agents. Organization change can be difficult and filled with tension, not only for participants but for change agents as well. A support system typically consists of a network of people with whom the change agent has close personal relationships people who can give emotional support, serve as sounding board for ideas and problems, and challenge untested assumptions. Developing new competencies and skills, reinforcing new behaviors, and staying the course. In organizations people generally do things that bring them rewards. Consequently, one of the most effective ways to sustain momentum for change is to reinforce the kinds of behaviors needed to implement the changes through for instance informal recognition, encouragement, and praise. Staying the course. If the organization changes again too quickly or abandons the changes before it is fully implemented, the desired results may never materialize. There are two primary reasons that managers do not keep a steady focus on change implementation. First, many managers fail to anticipate the decline in performance, productivity, or satisfaction as change is implemented. Organization members need time to practice, develop, and learn new behaviors; they do not abandon old ways of doing things and adopt a new set of behaviors overnight. Second, many managers do not keep focused on a change because they want to implement the next big idea that comes along. Successful organizational change requires persistent leadership that does not waver unnecessarily. References Books and articles Ansoff, I.H. (1990), Implanting Strategic Management Prentice Hall International, Ltd. London Cynthia D. Scott, Dennis T. Jaffe. (2003), Managing change at work: leading people through organizational transitions, edit 3 Greiner, L.E. (1972), Evolution and revolution as organizations grow Harvard Business Review, pp. 37-46. Greiner, L E and Schein, V E. (1988), Power and Organization Development: Mobilizing power to change, Reading, MA: Addison Wesley Halim Barakat. (1993), The Arab world: society, culture, and state Berkeley, Calif.: University of California Press, Hutt, M.D., Walker, B.A. and Frankwick, G.L. (1995) Hurdle the Cross-Functional Barriers to Strategic Change Sloan Management Review, 36 (3), pp. 22-30. Jack Rabin, Marcia B. Steinhauer. (1988), Handbook on human services administration Public Administration and Public Policy/34, pp. 305 Krger, W. (1996), Implementation: The Core Task of Change Management CEMS Business Review, 1, pp. 77-96. Lawrence, P.R. (1954), How to Deal with Resistance to Change Harvard Business Review, (May/June), pp. 49-57. Mike Green. (2007), Change management masterclass: a step by step guide to successful change. Tony Proctor. (2005), Creative problem solving for managers: developing skills for decision making. Edition 2, pp. 241 Pardo Del Val, Manuela Martnez Fuentes RESISTANCE TO CHANGE: A LITERATURE REVIEW AND EMPIRICAL, p. 5-7 Rob Paton, James McCalman. (2008), Change Management: A Guide to Effective Implementation, edition 3, pp. 39-54 Rumelt, R.P. (1995), Inertia and transformation, in Montgomery, C.A., Resource-Based and Evolutionary Theories of the Firm, Kluwer Academic Publishers, Massachusetts, pp. 101-132. Rusell Tobin. (1999), Overcoming resistance to change, Second Edition, pp. 142 Starbuck, W., Greve, A. and Hedberg, B.L.T. (1978) Responding to crisis, Journal of Business Administration, 9 (2), pp. 111-137. Thomas G. Cummings, Christopher G. Worley. (2008), Organization development change, Edition 9, pp. 165-182 Waddell, D. and Sohal, A.S. (1998), Resistance: a constructive tool for change management, Management Decision, 36 (8), pp. 543-548. Zeffane, R. (1996), Dynamics of strategic change: critical issues in fostering positive organizational change, Leadership Organization Development Journal, 17, pp. 36-43. Websites: https://www.explorehr.org/articles/Organization_Analysis/Five_Steps_for_Effective_Change_Process.html Appendices Appendix A: Company history Company name: Bakery El-Bahdja Owner: Mohamed Mezioud Address: 11 Humeg Idir 5 maisons El Mohammadia Algiers, Algeria The bakery El-Bahdja was founded in 1967. It delivers bread and pastries to many unites in Algiers. The traditional way of producing bread is still dominating the bakery. Appendix B: Name and addresses of the people interviewed Appendix C: Questions of the interviews Questions for the employees: Do you want the bakery to be changed? If no why you want the bakery to remain as it is But new machines will facilitate the work Questions for the owners: Why you do not change the bakery style? Is it a problem for you to have new sophisticated machines?

Grapes of Wrath Essay Steinbecks Powerful Style - 965 Words

The Powerful Style of The Grapes of Wrath When Steinbeck wrote The Grapes of Wrath, our country was just starting to recover from The Great Depression. The novel he wrote, though fiction, was not an uncommon tale in many lives. When this book was first published, the majority of those reading it understood where it was coming from-they had lived it. But now very few people understand the horrors of what went on in that time. The style in which Steinbeck chose to write The Grapes of Wrath helps get across the books message. Early in the 1930s Steinbeck wrote, The trees and the muscled mountains are the world-but not the world apart from man-the world and man-the one inseparable unit man and his environment. Why†¦show more content†¦He is charged with exposing our many grievous faults and failures, with dredging up to the light our dark and dangerous dreams for the purpose of improvement. He strove to fulfill this commission with a passion. Steinbeck indicates his social concerns directly in his corollary chapters, where he explains how these events are history repeating itself. And the great owners, who must lose their land in an upheaval, the great owners with access to history, with eyes to read history and to know the great fact: when property accumulates in too few hands it is taken away. And that companion fact: when a majority of the people are hungry and cold they will take by force what they need. And the little screaming fact that sounds through all history: repression works only to strengthen and knit the repressed. The great owners ignored the three cries of history. The land fell into fewer hands, the number of the dispossessed increased, and every effort of the great owners was directed at repression. The money was spent for arms, for gas to protect the great holdings, and spies were sent to catch the murmuring of revolt so that it might be stamped out. The changing economy was ignored, plans for the ch ange ignored; and only means to destroy revolt were considered, while the causes of revolt went on. (Steinbeck 262) Steinbeck describes how whenever there is a mass migration of people, there will be pity and fear from thoseShow MoreRelated Of Mice and Men by John Steinbeck Essay example9610 Words   |  39 Pageswide reputation. Steinbeck enjoyed even greater success with the full-length novel The Grapes of Wrath (1939), which won him the Pulitzer Prize in 1940. He wrote a number of other novels such as Cannery Row and In Dubious Battle, as well as Short Stories such as The Red Pony and The Pearl. The latter two stories are frequently studied as school texts. However, most critics agree that Steinbecks later works dont quite match up to his earlier efforts. Nevertheless, he was awarded the Read MoreModern History.Hsc.2012 Essay25799 Words   |  104 Pageslong since been discarded by British Empire and French commanders because of the large loss of li USA – 1930’s Industrialisation in the 1930s – an incomplete scaffold... more detail needed; but probably enough to write a paragraph or two in an essay on industrialisation between 1919 and 1941... The nature of industrialisation in the 1930s The nature of industrialisation changed in the 1930s. In the 1920s industrialisation had occurred because of free enterprise and big business. But with the

Children s Cognitive Development At 9 Months Old Essay

Does Reading to Infants Benefit their Cognitive Development at 9-months-old? An Investigation Using a Large Birth Cohort Survey, authored by Aisling Murray and Suzanne M. Egan, evaluates the extent to which reading affects a child’s cognitive development. The article referred to a study used to assess how often the child was read to, and the affects it had both long-term and short-term. Overall, the authors agreed that reading to children affects their cognitive development in many different aspects before this study took place. Murray and Egan also observed whether talking to the child frequently and showing the child pictures affected cognitive development. The study this article uses as the basis for research is the Growing Up in Ireland (GUI) study. According to the article, â€Å"This research involved a nationally representative sample of 9-month-old infants and their parents who responded to a battery of measures used to investigate the factors that might influence development during childhood† (Murray Egan, 2014). The study used a random sample of 11,134 infants that were 10 months old at the time of the interview (Murray Egan, 2014). Statistics of the sample show that the study was parallel with the demographic percentages of the population, such as the percentage of non-married mothers, gender, and where the parents were born. The study was conducted for an infant with both available parents, but one-parent homes were still interviewed, so the actual sample sizeShow MoreRelatedThe Sids And Its Effects On The Infant Of An Infant Who Is Younger Than 1 Year Old756 Words   |  4 Pagesan infant who is younger than 1 year old. It s a frightening prospect because it can strike without warning, usually in seemingly healthy babies. 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The Importance Of Religious Freedom - 1256 Words

The Importance of Religious Freedom Over a thousand years ago, a small Catholic parish waited nervously. There were at least a hundred among them. They were openly Christian, Catholic individuals. They waited in the bottom of a Roman stadium, prevented from entering the main ring by a metal gate. On the other side of this gate lurked various vicious animals and gladiators. These Catholic individuals were about to be slaughtered for their faith. They were indeed anxious—loved ones said their final good byes, friends gave one another their final farewells. However anxious, they were ready. They were prepared to unite their suffering to the cross of Jesus Christ. An old man walked up to a young adult who only just converted to Christianity, who then found himself corralled with the veterans who had been Christian for much longer than he. The young adult—still a boy in most respects—was very scared. The old man approached, greeted the young man, and kissed him on each cheek, saying â€Å"Peace be with you, my son.† The young man was caught off-guard, and astonished by this simple act of love. It steeled him for what was to come. The old man continued to go around doing this to the others who looked especially anxious, and the young man followed suit. Soon, all of the congregation were offering this sign of peace with each other, and in doing so, set a precedent that would be followed for two thousand years. They had prepared each other collectively for martyrdom.Show MoreRelatedThe Importance Of Religious Freedom703 Words   |  3 PagesThe Importance of Religious Freedom in America What does it mean to be free? The Oxford English Dictionary says, â€Å"The power or right to act, speak, or think as one wants.† Remember it says we can ACT, SPEAK, and THINK as we want. Now, what does Religious Freedom mean? According to dictionary.com â€Å"The right to choose a religion (or no religion) without interference by the government.† At first glance, these two definitions may seem to have next to nothing in common, but upon closer examination theseRead MoreImportance Of Army Religious Accommodations : Freedom For All1081 Words   |  5 PagesArmy Religious Accommodations: Freedom for All This paper begins by examines the Religious Accommodations currently addressed within the ranks of the United States Army. Jewish Orthodox Jews and Sikhs are chosen to illustrate the bounds being made to accommodate Soldiers in the armed forces nevertheless maintaining standards, structure and discipline. 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Essay On Health Care Cost - 942 Words

Healthcare Costs Balancing the budget in government, while attempting to keep costs down by way of the healthcare delivery system makes for shrewd business practices. I will also examine the burden of health care costs on the government and businesses, also at what extent will Americans be able to afford needed care. Today, we are consistently bombarded with the angst to repeal and replace Obamacare the cost for certain diseases still rank high due to the therapeutic dosage of medication that helps to maintain life. Being efficient in the delivery of health care can wound up being costly if people with pre-existing conditions will not be entitled to health insurance without paying too much money. This project will describe trends in the†¦show more content†¦(Federal Government, as an employer, pays the employer portion of the Medicare hospital insurance tax for Federal employees. These payments remain in the Federal sector.)† (1990). Not much has changed except for the newly proposed h ealth care plan wants to put the burden solely on the individual. If so, how much would a person be able to pay for their health care if they’re faced with having an organ transplant, diabetes, or heart disease if they have middle to lower class incomes. Let’s look at organ transplantation, the cost for therapeutic sustainability can be astronomical over time, so this is a cost-effective decision. After three years of having said transplant, the costs will decrease, as long as the recipient maintains the regimented therapies. The trend in costs includes the following: 30 days pre-transplant, procurement, hospital transplant admission, physical during transplant, 180 days post-transplant discharge, OP immunosuppressants and other medications. The total could differ from $29,000 to $1,600,000 depending on the organ being transplanted. Medicare covers the cost up to three years post, after that the recipient is left to their own devices, often resulting in another organ failure because they can no longer afford the immunosuppressants and other medications or sometimes even the doctors visit. The trend of kidney transplants is 16,438 in 2010, 16,313 inShow MoreRelatedEssay On Health Care Cost1270 Words   |  6 PagesThe everyday American is faced with the cost of health care which covers, treats, and prevents illness. Health care costs include and extend into vast areas such as; insurance, medication, procedures, co-pays, medical testing, and more. Currently, the United States is facing sky rocketing health costs, a decline in quality of services, and minimal access to quality and cost-efficient care. 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