Athol Fugard essays

Athol Fugard expositions At the point when I consider how I could be capable t identify with Master Harold and the young men by Athol Fugard, almost no appears to ring a bell. In my life I have not by and by encountered any of the bigot encounters that were shown in the play. At the point when I was youthful my folks imparted in me tolerating individuals for their own qualities and not their physical ones. With along these lines of reasoning I was careless in regards to bigotry for a decent segment of my life. In my life the main time I for one recollect prejudice influencing me, even in a roundabout way, was the point at which my Cub Scout sanctum was glancing around to see which Boy Scout troop we should join. My mom, conversing with the scout ace revealed to him that there were two white young men and two dark young men in her lair. After hearing this, the scout ace told my mom that he didn't need any monkeys in his troop and proceeded to affront their knowledge level. At the point when my mom grumbled to the authorities at the scout office about this episode she was informed that she would need to go to a meeting with the individual she was blaming and go up against him there. Regardless of how troublesome it was for my mom to go up against somebody she finished the arrangement and inside a couple months the troop was disbanded. Last on my companions and I joined the troop that I am as of now with which readily acknowledged them as individuals. From what I have realized in school about American history, prejudice in the nineteen fifties was normal spot in this nation. Isolation right now was spread through everything from water fountains and park seats to eateries and inns. Dark kids had to go to isolate schools of lower quality, even some lynching and cross burnings were occurring in specific towns. Notwithstanding various commitments to society, for example, developments and production of million dollar organizations, blacks were as yet rewarded as below average ... <!

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Jonathan Etra Teacher Eric Blanchard Worldwide Politics 13 February 2014 Word Count: 1331 Moving Paradigms: An Analysis of Conflict and Cooperation in International Politics When trying to comprehend the focal issues that on-screen characters face in worldwide legislative issues, there are no all inclusive apparatuses, including ideal models and levels of investigation, that singularly represent the worldwide situation. Be that as it may, by using these instruments, political specialists can examine circumstances freely and represent setting. Standards are explanations of the basic suppositions utilized by a school of examination, for example, authenticity, progressivism and constructivism (Nye and Welch, 62). The models frequently investigate levels of examination, which incorporate individual entertainers, states and the worldwide framework. Verifiably, while thinking about participation and strife in the global field, much accentuation has been put on pragmatist hypothesis. In any case, it appears that another time of mechanical development and quick globalization has brought forth new roads for progressivism to triumph. This change is best clarified through the viewpoint of constructivism. By investigating the shifting materialness of the ideal models introduced, one increases a more noteworthy comprehension of the ever-developing worldwide field. In the first place, it is critical to think about the anarchic arrangement of states, the present type of world legislative issues. In the revolutionary framework, states are unboundedly free and are neither committed to, nor ensured by worldwide law (Doyle, 114). In what is regularly alluded to as the Westphalian model, states are political substances that have territoriality and self-rule. Territoriality implies that a state’s authority stretches out over a characterized zone. Self-governance derives that outside demonstration... ... Be that as it may, the inexorably reliant nature of the worldwide framework has generously increased universal joint effort. While such participation can't guarantee harmony, it absolutely has made the expense of war a lot more noteworthy. Constructivism and progressivism, in contrast to the Hobbesian pragmatist point of view, consider moderating foundations while examining world request. They reason that self improvement hypothesis doesn't rule and fight that when a framework is increasingly social, laws, rules and standards assume a more noteworthy job. However, there are still circumstances in which the channels of mitigation don't exist and the pragmatist point of view despite everything rules. At last, while no all inclusive arrangement of investigation exists, by checking on struggle and participation through shifting focal points, to be specific authenticity, progressivism and constructivism, one can increase an impressive comprehension of universal legislative issues.

Cows, Cheese, and Myristic Acid, Oh My!

Cows, Cheese, and Myristic Acid, Oh My! Last summer, when I lived in East Campus  and these were my backyard     , my hallway looked like this     , this was my bathroom ceiling, and I ate a lot of these         (notice a pattern?), I also took an experimental, part-edX class called Creating Digital Learning Materials for Biology, 7.S390, through the [emailprotected] program, which allowed me to live in East Campus for free, bond with Ceri R. ‘16, who was also taking 7.S390, and learn how to make educational materials, including educational videos. At the time, I was thinking a lot about the foods I eat and their effect on my health. Specifically, I was curious about fat, which I simultaneously took pains to avoid (that skim milk) and ate a lot of (that pizza, steak, and cheese) and about which I had gotten many conflicting messages. Over the summer I read everything I could get my hands on about fat and nutrition and condensed what I learned into a nine-minute educational video. Here’s what I found out: Process It might look like I am sketching cows and cheeses live. In fact, I drew them in pencil, traced them in pen, scanned them in Hayden Library, and recorded my screen with Quicktime as I erased them line by line in Photoshop. Then I recorded myself reading my script in 18 pieces selected from 35 takes  (turns out reading out loud with consistent enthusiasm is difficult) into a fancy microphone, and painstakingly sped up snippets of the reversed erasing clips to match them up with my speech in (a free trial of) Final Cut Pro, which was the only video editing software I could find that allowed both reversing a video and speeding it up a lot. Here are my script, the competed sketches, and the eraser I used next to its happier twin:   Some Notes All that pizza is from Za, an amazing pizza restaurant in Kendall Square that you should all go to if you like pizza (and salad (and salad on your pizza (and other carbs on your carbs))). You should read Ceri R. ‘16’s (much more timely) blog post about 7.S390, look at her photos of the final presentation, and watch her educational videos, which answer another question you may or may not have pondered before but I bet now need to know the answer to: what color is your blood? You should also check out MIT+K12 (even if you are K12+), specifically the Science Out Loud series, which Anastassia B. ‘16 made an episode for and which Elizabeth C. ‘13 runs! They make all this look easy (and do amazing, amazing work).  Some important questions you can finally have answered: how do computers compute?  how do braces work?  what about invisibility cloaks? why do we have snot?  why do we fart?

Essay Smoking Tobacco Smoking - 811 Words

Stress as a Precursor of Health Problems of College Students STRESS AS A PRECURSOR OF HEALTH PROBLEMS OF COLLEGE STUDENTS Submitted by: Del Rosario, J. Anne Nicole D. Garcia, Jose Mari B. Yu, Mark Rainier C.S. 2 – BIO 6 September 26, 2011 Thesis Statement: College students who are exposed to extreme stress encounte Premium 2858 Words 12 Pages Factors that Contribute to the Incidence of Tobacco Smoking among the Students of Puntod National High School: A Basis for Preventative Measure To Deter Student from Smoking CHAPTER 1 The Problem Introduction The use of tobacco is not a recent phenomenon. It has been said that tobacco plants have grown in North and South America since 6,000 B.C.1. It was†¦show more content†¦She also dedicates this not Premium 8292 Words 34 Pages the Practice of Social Research The Practice of Social Research A Note from the Author riting is my joy, sociology my passion. I delight in putting words together in a way that makes people learn or laugh or both. Sociology shows up as a set of words, also. It represents our last, best hope for planet-training our race and Premium 332832 Words 1332 Pages Cigarette Smoking CHAPTER I: THE PROBLEM AND ITS BACKGROUND INTRODUCT ION Lung disease and cancer is threatening to kill our nations hopes. This is the present concern of health experts because of the alarmingly high number of Filipino youths addicted to smoking and other tobacco products. (Buenavista, 2001). Smo Premium 9375 Words 38 Pages Argumentative Essay on Cigarette Smoking â€Å"Cigarette smoking in the Philippines should be banned because it poses a great threat to the health of the family members† Argumentative essay I. Introduction A. It has been an increasing concern about the effects of smoking in the family. B. Cigarette smoking not only affects Premium 1802 Words 8 Pages Research Methods Mark Saunders Philip Lewis Adrian Thornhill Research Methods for BusinessShow MoreRelatedTobacco Smoking1372 Words   |  6 PagesSmoking is an activity that has been around for many years for people to use and adapt into their lifestyle. It is a tool that many people use to help reduce the stresses of life and put them in a comfortable position that enables them to cope with the hectic lifestyle they are living. However, smoking has been scientifically proven to cause many types of cancer, the most common being lung cancer resulting in numerous deaths across the United States. According to WHO (World Health Organization),Read MoreThe Dangers Of Smoking Tobacco Smoking1547 Words   |  7 PagesDISCUSSION Since you cannot tackle what you are unaware of, the first step in decreasing tobacco smoking is to identify who the smokers are. These could be potential or current users of tobacco and tobacco products or people who are affected by environmental smoke also known as secondhand smoke. Health care providers cannot stop or reduce usage in a patient if they do not know whether the patient is a beginner or a current user. In the health care system, the family physicians are usually the primaryRead MoreThe Dangers Of Smoking Tobacco Smoking Essay2296 Words   |  10 PagesYouth tobacco smoking has been associated with so many factors. To start with social and physical environments have been associated with this because of the way the mass media shows tobacco smoking as a normal thing and this has promoted tobacco use among the youths. Parental smoking has also contributed because their parents are role models and they always follow their steps. Secondly there are some genetic and biologi cal factors that contribute to this. This occurs where it is more difficult forRead MoreTobacco and Cigarette Smoking1030 Words   |  5 Pages One person dies every six seconds due to a tobacco related disease, which results in a shocking amount of ten deaths per minute. Tobacco is one of the most heavily used addictive products in the United States. Tobacco contains over 4,000 chemicals; approximately 250 are dangerously harmful to humans. Smoking is a major public health problem. All smokers face an increased risk of lung cancer, cardiovascular problems and many other disorders. Smoking should be banned due to the many health risksRead MoreTobacco Smoking And Its Effects1089 Words   |  5 Pages Tobacco [Name of the Writer] [Name of the Institution] Tobacco Introduction Tobacco smoking is the major preventable cause of illness and mortality in developed countries. Tobacco smoke is a combination of approximately 4,000 toxic chemicals and at least 42 components are associated with cancer. Tobacco Smoking is responsible for 30% of cancer deaths and 90% of deaths from lung cancer (Arnold, 2001). The other cancers related to cigarette use are mouth cancer, larynx, pharynx, esophagusRead MoreThe Dangers Of Smoking Tobacco1497 Words   |  6 PagesTobacco; one of the most profitable products in history, an addictive substance, and a deadly killer. Smoking tobacco used to be a thing that was endorsed in American society. Now, with the new medical advances and knowledge, society has seen the side effects of smoking and how fatal it actually is. Teenagers have been one of the largest age groups that have been affected by smoking. After analyzing all possible reasons as to why teenagers would smoke while knowing it can affect their health, threeRead MoreThe D emise Of The Tobacco Smoking1663 Words   |  7 Pagesare calling a new fad, may very well be the answer to the demise of the tobacco smoking epidemic. While it is not likely to happen any time soon, it definitely has the potential. Electronic cigarettes, also known as vaporizers, are the better alternative to smoking traditional tobacco cigarettes. They contain less harmful chemicals, are less expensive, and provide a smoother transition from smoking cigarettes to not smoking at all. It is difficult to comprehend why generation after generation ofRead MoreSmoking : A Ban On Tobacco990 Words   |  4 PagesA Ban on Tobacco Every day, millions of people walk through the line at the gas station, drop ten dollars off in exchange for cigarettes, get outside and light one up. Without any conscious thought of what that one cigarette is doing to their body, they smoke many more throughout the course of the day. People often times think and want to quit, but they can’t. They are so addicted to nicotine, and feel like it is an impossible habit to kick. Cigarettes create major health problems for most of theRead MoreThe Dangers Of Tobacco Smoking2505 Words   |  11 Pageshigh income countries but also in low and middle income countries. A major contributor to this is tobacco smoking (Valdes-Salgado, 2010). Tobacco smoking is a deadly habit that is undertaken for various reasons. These include social pressures, stress and also as the result of growing up in a smoking environment. Education and government intervention have been found to be a key factors in reducing smoking within populations, however these are the areas that are lacking in developing countries, resultingRead MoreThe Dangers Of Tobacco And Smoking1584 Words   |  7 Pagessurrounded by smoking day to day everywhere we go even if we don’t smoke it affects us. It has been in our society for generations. Families have grown up with family members that smoke or even smoking themselves. Smoking is a large part of our society spending billions while boosting the economy with sales and ads; in the midst of so much negativity surrounding smoking which is it good or bad? We hear the negatives all the time but upsides to smoking are never discussed. Tobacco and smoking were not

Kill Hamlet What Kill Bill and Hamlet Teach Us About Revenge

â€Å"Revenge is a dish best served cold.† The Sicilian proverb used as Kill Bill Vol. 2s tagline perfectly points out a tragic flaw shared by Shakespeares Hamlet and Quentin Tarentinos modern hero: Bill (from Kill Bill Vol. 1 and Kill Bill Vol. 2). In Kill Bill Beatrice is a killer belonging to a team of assassins lead by a man by the name of Bill. Beatrice and her master fall in love and one night while she is on a job, she discovers she is pregnant. She realizes the world of assassins is no place for a mother and makes the decision to leave the team and leave Bill. When Beatrice does not return to him, Bill searches everywhere for her, not willing to accept she may have been killed on the job. He finally finds her only to learn that she†¦show more content†¦Bill walks in himself and shoots Beatrice in the head. Obviously this cruelty is nothing like the madness Hamlet experienced after finding out the truth behind his fathers death. His became more of a depressed m ind. He would sulk around day after day saying outlandish things to people who tried to comfort him. It seemed that suicide was not far from his thoughts. Another thing his madness led him to do was to force himself upon the one he thought he loved: Ophelia. This flaw in Bill and Hamlets characters affected them in very different ways. However this is not surprising, for they were certainly very different people. The point is, these two men let these unfortunate happenings make them both forget their minds for a time. However rash these two men might be under the right circumstances, it is more in their nature to procrastinate. It just so happens that even with that direct shot to the head, Beatrice did not die. Bill has one of his assassins sneak into her hospital room, fully prepared to finish the job. However when the assassin informs him of his former lovers condition, he tells her to abort, saying, â€Å"Yall beat the hell out of that woman, but you didnt kill her. And I put a bullet in her head, but her heart just kept on beating. Weve done a lot of things to this lady. And if she ever wakes up, well do a whole lot more. But one thing we wont do, is sneak into her room in the night like a filthyShow MoreRelatedModern-Day Adaptations of Shakespearian Plays3263 Words   |  14 Pagesstory, it is saying new things. Two Shakespearian plays that have been adapted many times are A Midsummer Nights Dream and Hamlet. Both plays deal with the difference between reality and the semblance of reality and the madness that can occur if we confuse the two. While A Midsummer Nights Dream deals with the reality-distorting drug known as love, Hamlet is about accepting artifice for reality. Two interesting adaptations of A Midsummer Nights Dream are the 1999 film directed by MichaelRead MoreDeveloping Management Skills404131 Words   |  1617 Pagessolution for courses in Principles of Management, Human Resources, Strategy, and Organizational Behavior that helps you actively study and prepare material for class. Chapter-by-chapter activities, including built-in pretests and posttests, focus on what you need to learn and to review in order to succeed. Visit www.mymanagementlab.com to learn more. DEVELOPING MANAGEMENT SKILLS EIGHTH EDITION David A. Whetten BRIGHAM YOUNG UNIVERSITY Kim S. Cameron UNIVERSITY OF MICHIGAN PrenticeRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesISBN-10: 0-13-283487-1 1. Organizational behavior. I. Judge, Tim. II. Title. HD58.7.R62 2012 658.3—dc23 2011038674 10 9 8 7 6 5 4 3 2 1 ISBN 10: 0-13-283487-1 ISBN 13: 978-0-13-283487-2 Brief Contents Preface xxii 1 2 Introduction 1 What Is Organizational Behavior? 3 The Individual 2 3 4 5 6 7 8 Diversity in Organizations 39 Attitudes and Job Satisfaction 69 Emotions and Moods 97 Personality and Values 131 Perception and Individual Decision Making 165 Motivation Concepts 201 Motivation:

Organisational Behaviour Assignment Free Essays

Performance Review Report ————————————————- Cho Cho Phyu Company Limited Group – 2 â€Å"We can say that there can be a change situation, when the people are dissatisfied with the current status or current situation. † Kurt. W. We will write a custom essay sample on Organisational Behaviour Assignment or any similar topic only for you Order Now Lewin â€Å"Change can be happened when the people in the organization are open-minded and willing to change. † U Aye Kyaw(MHR) Acknowledgements We would like to express our sincere acknowledgements to all those who have helped us in preparation for this project. Initially, we would especially like to express my gratitude to our teachers- TakeruOhe, PhosyChanhming, and Yasushi Ishida who give the training of COBLAS Myanmar (Consulting Based On Learning Asean Small and Medium Enterprises). We are greatly in debt of gratitude to all of our Myanmar teachers for their encouragement, unflagging support and invaluable guidance throughout our project. We are very much grateful to Daw Phyu Phyu Seinn, Managing Director of Cho Cho Phyu Co. , Ltd (SPIKE Fashion Collection) who allows us to do the research in her company and gives us invaluable datas, information and help which is very important for our project. Furthermore, our special thanks are due to the employees in Cho Cho Phyu Co. , Ltd, for their contribution and help in our change process. Last, we would like to offer my thanks to the authors and publishers mentioned in the references for using their materials in preparing this project. Many thanks to everybody who gave us help and support throughout our project. Executive Summary People are talking about the powerful word called ‘Change’, which is really popular in the human society started from the not more than the past three decades. And yes, this will be happened continuously at every time and in every situation. This is also happened in our business environment. Many literatures say that the environment that the businesses operate is ‘rapidly and massively changing’. So, here are only two questions for all the businesses. Those questions are â€Å"kill? † or â€Å"be killed? †. For the business to be successful in the foreseeable future, it has to be killed the change before it is too late. So, the businesses must have aligned its internal arrangement with the demand of external changes. In this project, we focus on the aspect of ‘Starting up the Human Resource Department and introducing about Customer-led Culture’ at the company called â€Å"SPIKE Fashion Collection†, which is a successful fashion brand in Myanmar. ORGANIZATION PROFILE Cho Cho Phyu Company is started with a humble sole trader business structure in 1992, in the Third Capital City of Myanmar, Mandalay. And then, the business moves to Yangon in 2006 and formed as a private limited company. Also in 2006, Cho Cho Phyu company launched a fashion brand called ‘SPIKE’, which offers woman clothing to both business and consumer markets. Now, SPIKE is very popular brand for its local target markets of both Upper Lower and Lower Middle classes who live in suburb areas. Now Cho Cho Phyu hasTwoShow Rooms, in some downtown areas and TwoGarment Factories, which are operating very well. Business Canvas CUSTOMER SEGMENTS 1 Upper Lower Classes Lower Middle Classes VALUE PROPOSITION 2 ‘Spike’ is a fashion brand which is well established and has a good quality and reasonable price to its target market. the design is the main proposition for it, which is mostly emphasise on the comfort and confidence for its targets. CUSTOMER RELATIONSHIP 4 Personal Assistant, Email, Phone, Letters DISTRIBUTION CHANNELS 3 Indirect Channel Direct Channel Consignment KEY RESOURCES 6 Reasonable Market Experience KEY ACTIVITIES 7 Cutting, Making , Packaging, Selling and Distribution PARTNERS 8 COST STRUCTURE 9 Social / Environmental Costs Financial Risk Capital Investment REVENUE STREAMS 5 Business community Well established Brand Seven Colour Textile Co. ,Ltd Long Foung Laung Yee ‘Spike’ aims to generate small revenues from a large number of customer designed items. This represents a valuable addition to Spike Fashion Collection. SWOT Analysis Strengths Customer loyalty / relationships Production quality High production efficiency Skillful employees S W O T Weaknesses Poor Human Resource Management Lack of Plan Lack of clear mission, vision goals Opportunities Changing customer’s needs Technological advance Get offer from ASEAN free trade Fashion trend changes of different ages Threats Changing the taste and preferences of the customers. the direct investment of the foreign companies. Main Issues As Cho Cho Phyu Co. , Ltd is just transforming from Sole Trader business structure to Limited Liability Company (LLC), there are many problems associated with conventional or traditional management style. Many theorists say that most of the business owners are still getting lost in this change period, as they do reflect and remember their past behaviors, which are very well relevant for them in the past. In this firm, employee are dissatisfied with their job as they do not get the benefits and privileges that can get easily in the external market or in other companies. The Bureaucratic decision-making and less delegating also lead the whole organization to feel stifle and less important. Moreover, no Human Resource Department leads to become unstructured and unsystematic procedure in dealing with employee aspects. As a consequence, there are many unmatched job responsibilities and position. Employees do not know ‘what are their rights? ’ and â€Å"what are strictly forbidden/†. Initial Stage (prelude) We met with the Managing Director of Cho Cho Phyu Co. , Ltd and discussed about the matters that are currently arising within the Company. After discussing about the matters, we made an agreement with MD of Cho Cho Phyu Co. , Ltd and we sent TOR (Term of Reference) Letter to make the agreement. After due consideration of all aspects, our group started to work the following activities. Investigation methods Research Design Exploratory: After getting the permission from company’s board of director, we started to discuss what factors of Cho Cho Phyu Co. ,Ltd contribute to employee satisfaction. Because of time and budget constraints, we were unable to conduct focus groups or in depth interviews. By doing interview, we developed the research design. Descriptive: To gain a better un derstanding of the problem, and to clarify the research questions, we conducted secondary research to discover what experts say aboutemployee salary scales. This research allowed us to gain a solid understanding of the business. We clearly describe about the process of our research and data process through clear clarification in our ‘Employee Job Satisfaction Report’. Force Field Analysis For every change management, the most vital thing to consider is that whether this change is needed or not. To know the solution, we made investigations by using interviewing, questionnaire and scanning the environment. After being investigated the whole environment, we can suggest that the Cho Cho Phyu is needed to set the Human Resource Department. As the nature of organization comprises with human beings, there can be complexity of human emotions and psychological implications. People always feel threaten because of change. So in this situation, there is no doubt that this will be happened too. Then when we look at Lewis Force Field, there are two forces – the positive forces for change and obstacles of change. there will be change of the positive forces are greater than obstacles. Driving Forces * Demographic Changes In previous days, there are few places for all customers to buy products or whatever they want. After 1998, the demographic changes incur and customers now have habits to buy things at retail stores. Now, customers are very choosy, know they have a right to sue and knowledgeable. Moreover, every customer thinks they are paramount for every businesses. * Various Stakeholders Interests Stakeholders are those who are interested in the business activities and can be affected by the business operations. There is declined in organization’s profit level at those days. Poor customer management skills and overlooking the customers’ needs and expectations made the Cho Cho Phyu bad image. For Cho Cho Phyu, employees are the best valuable assets which cannot be copied or imitate. Also, there is a strong relationship between the Employee Job Satisfaction and Customer satisfaction. * Political Changes After changing government and political policies in 1989, the economic condition of Myanmar is gradually increasing. Changing from socialist economy to market economy gave the Myanmar economy to become more developments and beneficial returns. In 2015, there will be an AFTA (ASEAN Free Trade Agreement) issues. So, many SMEs and large scale businesses are starting to prepare for the unseen able future changes. * Competitors’ Reactions In Myanmar, there are same businesses like SPIKE Fashion Collection. The main rivalries for the SPIKE are D2, ,who are aggressively aiming to satisfy the customer requirements. * Economic Issues In Myanmar economy, there are too many uncertainties for every businesses. Also the implication of globalization of markets, organization must learn to break the limited mindset of national markets to compete on a worldwide basis (Ghoshal and Butler, 1992). Restraining Forces * Habits For every complexities, everybody rely on habits or programmed responses. People are difficult to change if they are naturally habited. * Security Even people at the high level can resist if the change is threatening to their feeling of safety. For staffs, there can be a sense of insecurity of being the nature of culture change due to the fear of unknown. Group Inertia Even if individual want to change, there can be resistances, which are constraint to the group norms. In Cho Cho Phyu Company Limited, there are many resistances – perceived habits of the shop floor workers, the current perceived culture of the worker, the status quo of the workers, and uncertainty of the desire situation. So, we m ade some assumptions that as this is a culturaland department change, the incremental change could be more appropriate forCho Cho Phyu Company in this development process. RESTRAINING FORCES (Obstacles for Change) Present State or Desired State DRIVING FORCES Positive Forces for Change) Lewin’s Force Field Analysis Excerpt from www. changemanagement-coach. com Impact Area Analysis Impact area analysis means analyzing the area which will have impacts because of the nature of effect of change. So, weanalyzed the whole organization and after the investigation, this change is mainly depended on the whole organization but the Top management has already been committed to set up the HR department. Then, the impact area was now clarified, our main aim is to change the perceived culture of the Middle and First Floor level of the organization. The Required Behaviours The required behavior for this change are as followed: The customers in Myanmar are now very educated, knowledgeable and very complaining. Not only about customer, also the competitive reactions are so intense. So, for retail chain like SHMT Home Mart, the required behavior will be as followed; * Lean and structured Organization * Well and systematic HR Department, HR Policies, Practices and Procedures * Rightful design of job * Better place to work. Prudence that We All need to Aware * This process is a ‘Change’ process. * Examine whether it needs to do or not. * We must have ‘Management’ it well, until it reaches the proper end. This is not an ‘Event’, this a â€Å"Journey†. * Many people give ‘Bloods and Lives’ during the Change Process. * ‘Resentments or conflicts’ can occur during the whole phase. * We cannot do it lightly, and when we dealt with it ‘there is no turning back’ * There is a Ã¢â‚¬Ë œTime Constraint’. Role of Change Sponsor or Leader In this change process, Ms. Phyu Phyu Seinn, MD, is the leader, an inspirational leader. Before she communicates about the new ‘Culture’, firstly, she must build the level of trust, which Stephen. P. Robbins means that there are dimensions of integrity, competence, consistence, loyalty and openness. As she is a leader, she must do the to minimize the possible employees’ resistance. The main task for the leader are as followed: * Know his employees. * Know his customers * Think about the desired results * Empower People * Create a Win–Win situation In this situation, Phyu Phyu Seinn acted as a ‘Transformational Leader’, that is, â€Å"Leaders who inspire followers to transcend their own self-interests for the good of the organization by clarifying role and task requirements. †, â€Å"Leaders who are also capable of having a profound and extraordinary effect on their follower. † Stephen P. Robbins. For Mr. Chan, changing the nature of ‘Customer unimportant Culture’ to ‘Customer-centric Culture’. Transforming the old believes to new opposite one. On the other hand, Phyu Phyu Seinn also acted as a ‘Sponsor’ who provides resources, authority, or reinforcement neededto accomplish change and has the authority to modify reward systems or otheraspects of organizational culture. Role of Change Agent Change Agent means that â€Å"Persons who act as catalysts assume the responsibility for managing change†Robbins et al 1994 Qualities of the Change Agent * Flexibility * Objectivity * Commitment Leadership and inspiration of others * Ability to handle uncertainty * Organizational Awareness * Sense of Humor Here are tasks for the Change Agent, which was identified by for SHMT Home Mart culture change process. The tasks of the change agent are: to get the commitment to the change from the impact groups, to set up and strengthen the change network , to disseminate the information about change, to help and support the groups in implementing change processes, to make involvement and educate others to participate in the change, to monitor the whole change process. The First Stage . We prepared an Employee Profile Form to know the length of services, knowledge, qualifications, and summary of the current position. The total workforce number is 46 in Head Quarter. We made the entire total workforce to fill up the employee profile to know the record of the employees. 2. Analyzed the detail aspects of the job by using interviewing methods. 3. Sent out the job satisfaction questionnaires to know the satisfaction rate of employee. 4. Redraft and rethink the old bloated and ineffective organizational chart to ensure that human resources are fit with the right job. . Sent out the new job description HR Manager post to set up the proper HR Department. * Posted in Institutes and in some Universities. * Advertised through internet * Linked with Employment Agency * Posted in internal Notice Board 6. Started to with Billion Forces Co. , Ltd to introduce the HRIS software. The Second Stage 1. Draft and prepared Job Descriptions and Person Specifications to know the detail of their tasks, duties and responsibilities. 2. Set HR Policies in line with Organization Strategy and Philosophy 3. Prepared HR Forms in accordance with HR policy and procedures to have a proper and systematic HR system. 4. Completed an Employee Handbook, both in English and Myanmar, which constitutes all the aspects of HR policies, Attendance and leaves, and some procedures. 5. Interviewed to all the applicants, to get the right person at the right job in the right place. 6. Redrew a New Organization Chart, which is more effective, and lean structure than ever. the Third Stage 1. Implement the new organizational structure andHR procedures and rules, and transferred all the necessary HR forms. 2. Set new salary scale level in accordance with secondary research data published by MRS (Myanmar Research Survey), 2011. 3. Held Human Resource Management Training to all the managerial and supervisor level, to know the importance of the Human Resource Management in the business organization. 4. Introduce the new figure print system to know the attendance of each and every employee. 5. Introduce the Employee Cards to record and improve the customer service and know the attendance of each and every employee. MD HR Manager Sr. Operation Manager Finance Manager Sale Marketing Executive Administrative Manager Sr. Designer HR Officer As. Production Manager As. Logistic Manager As. Procurement Manager Chief Accountant Accountant-1 Accountant-2 Stock Controller Cashier (Shop 1) Cashier (Shop 2) SCM Administrative Officer Sale Manager Mobile Team Leader Sale Staff (Shop-2) Sale Staff (Shop-1) Mobile Team member IMC Officer Jr. Designer Inbound L. Officer Production Supervisors Production Leaders SCM Outbound L. Officer Managing the People issues – Human Resource Management Strategy As organizationis comprising with people, there is more or less human resource factors for us to consider. Torrington and Hall (2008) defined ‘Human Resource Strategy’ as ‘a central philosophy that people in the organization are managed and transition of this into HR policies and practices, to become effective, policies and procedures need to be integrated with business or organizational strategy’. In here, we are needed to be considered is that the HR strategy must ‘Fit’ with business strategy which means ‘employees are seen as key in the implementation of the declared organizational strategy and human resource strategy is designed to fit with it. ’ Torrington and Hall (2008) The main aims of aligning the HRM with organizational strategy are to ensure the best utilization of Cho Cho Phyu Co. , Ltd employees to generate the organization performance and to reduce the level of risk by arranging and organizing the right people, in the right place, to the right job and in the right time. For human resource issues, we drew a plan, which is to cover most likely cases of Cho Cho Phyu Company people issues. Topics covered for Cho Cho Phyu Co. , Ltd are as followed: Motivating, Training and development, Reward System, managing Psychological issues and Appraisal systems. Motivating or Committing others to Change For every successful change management process, the motivation of the followers is one of the factors to consider. ‘For most changes, people’s past experience of change can affect the level of commitment and willingness to support further change’ John Hayes (2002). So, as this is the first time for Cho Cho Phyu, we have a responsibility t o win this change. To motivate the workforce, we set, firstly, a proper goal and linked with the non-financialreward system of Cho Cho Phyu Co. , Ltd. We also set MD and Human Resource Manager as a role model for this change by visiting stores for every weeks, dealing with customers and giving speeches to employees about the importance ‘customers’. * Training Program Another issue during the department start-up time, we need to think about the ‘training program’. This is a new culture, people will not be familiar with it. For the first step, they have to understand what the new culture means for them. As this is the new culture, most of the sale staffs and supervisors would require a certain specific training for their job purposes. Each and every individual employees will be tested to ensure that they do have qualifications, skills and experiences to work with the new culture. We empowered change agents (managers) to persuade the workforce to attend and commit to the new culture. * Reward and appraisal system Another aspect is the reward and appraisal system. Organizational rewards are powerful incentives for improving employee and work group performance. Based on ‘carrot and stick’ metaphor, we set both tangible and intangible rewards for workforce. We made variety of reward, which is linked, with the culture of the organization. Reward such as recognition, contests, games, financial rewards, incentives, employee of the month or year awards which are mainly to show the appreciation for employee effort. We also made the reward systems link to the needs and wants of the individual employees. We used House’s Path-goal theory to motivate the workforce. * Managing Psychological Issues As people are human beings, there was many resistances to the new culture. Many people feel they were defeated, threatened, coercive by the new culture. Some people feel demoralized, stressful and frustrated for the change. So, from human resource management view point, we have a responsibility to take care and manage the psychological issues of the affected employees. That is why, we have made an agreement with HR department to make employee assistance program (EAP), stress management program and work-life-balance program. During the culture changing process, there can be some degree of redundancy. So, for survivors from the cuts, there can be shock, bitterness, anger and also peer and group pressures. Survivors need information about ‘why action had to be taken’ and ‘what the future holds for them personally’. Compensation and Ethical Considerations During the change process, there can many be issues like layoffs and compensations for those who resist change. So, we made some financial and non-financial transition arrangements. we arranged transition stay bonus and outplacement programs for all the layoffs employees. As most of employees at Cho Cho Phyu are between twenty and twenty-eight, there are much potential for their whole life long. So, Ms. Aung arranged personal career counseling, resume preparation and typing services, interviewing workshops and referral assistance in the outplacement programs. Initiating and implementing the new ‘Customer-centric’ Culture â€Å"The change process goes through a series of stages that, in total, usually require a considerable length of time. Skipping stages creates only the illusion of speed and never produces a satisfying result. †John Kotter, Leading Change To implement the new organizational culture, we were followed the model described by Kurt Lewis (1951). This is one of the best change model that is combining the theories of sociology and psychology, developed a three stage model for large-scale system change. Unfreezing phase This is the establishing stage for Cho Cho Phyu Co. , Ltd, which is forced by the environment to implement the customer-centric culture as their competitors, or back off from this aggressive market. Unfreezing phase is first step of the Lewin’s change transition stages, where people are taken from the situation of being unready to change to the firststep of being able and willing to cha nge. Schein(1995) states that in order for change to occur, there must be a combination of both adding driving force and removing restraining forces. Creating a sense of crisis will bring the whole components in the company into one voice. As the main aim of this stage is to ‘let go’ the old culture of the organization, we, firstly, searched the bad points of the current culture and linked it with the issues and problems currently faced by the SHMT Home Mart. This step is the most important fundamental step for this whole change, we created a crisis – ‘burning platform’ to reduce the level of trust on the currently using culture. According to many researchers, most of the change processes are failed because of the unreliable vision and strategy. So, for second, we created a persuasive vision – ‘what we want to be? , then communicate it to the whole organization, to overcome the current crisis situation of the Cho Cho Phyu Co. , Ltd. By drawing a clear vision and strategy in how to achieve that vision, the employees will understand how the new system will benefit them and they will progressively change their effort to support the implementation of the new culture. We made change agentsto set clear vision of customer-centricculture in implementation process of Cho Cho Phyu Co. , Ltd. According to Lewin, this is a phase, which melt down the old beliefs, assumptions, and paradigm of organization. * Transition Phase this is a changing phase form the old undesired situation to the new desire situation. This is the hardest part for every individual to start. So, Ms. Aung, also made a pioneer team to facilitate the change situation. In this phase, the leader has to act like a king or role model. We made some form of coaching, counseling, reward, appraisal system, motivation and other psychological support for this phase. This phase get rid of anything which may vulnerablethe implementation plan of change process, including any unsuitable ideas, company structures, activities as well as existing beliefs which may potentially undermining or threatening the new culture implementation. Linking the reward and performance is very important for all change management process, and also with punitive actions. A sense of motivation is now needed for all employees to go to the goal of the organization. The project team also provided plenty of penalties of options for employee involvement in this change process. Giving opportunities to have delegation and empowerment can get the commitment of the employees. By announcing the short-term success also made the whole organization to generate motivation. * Refreezing phase At the end of our journey, the final goal is to ‘refreeze’ the situation. Making short-term wins made the whole change process to run smoothly. As this new culture is very beneficial for both organization and staffs, each and every employees are very enthusiastic with the change. But in every change, there can be a ‘Marathon Effect’ that is some people reached the aim while other people are still running from the start. Visionary and icon leadership supports, proper reward systems, and reliable feedback systems made the change process to get success. we also made the training and development sessions for all the impacted employees to get the desired and required results from change management. For every change, there can be a fall back to the old undesired stage. That is why we made ‘burning bridges’ to ensure that there is no way to go back by establishing proper rules, regulations and policies and rewarding the successful employees whose behavior are aligned with the desired behavior. Communication Strategy Communicating about the change throughout the whole organization is also the main point for all change champion, change leader and change agents to consider. Varey also said that ‘culture and communication cannot be separated’. People may feel shock, and deny in the first place, if the communication strategy is not well. So, we found out that we have to arrange it in the right timing during the transition process. We also used both formal and informal communication structure. In this strategy, we made people more rely on the formal communication system (that is – meetings, speeches, briefing, discussion, memo, notice etc. rather than informal (that is – rumors, gossips, conjectures and opinions). We planned the communication more focus on ‘what, when, who and how’, but there is no formula about the communication that can apply in all situation. In some circumstances, change agents may advocate a complete openness of about all the issues to the impact groups. Conclusion This change management is concerned not only for the employee job satisfactions and delights but also for the business organizations to get competitive advantage. In this changing environment, the environment that the businesses operate is rapidly and massively changing. Notable experience is that, in Myanmar, the demographic changes have hugely impact on the Myanmar Businesses. As it is a culture change for Cho Cho Phyu Co. , Ltd, we faced with many problems and it may take more than 1 year for the whole organization to accept and exercise the new culture. Although it is a new culture for the whole organization, it is very beneficial for both employees and employer. Because of that point, we can implement the whole change management in successful behavior. How to cite Organisational Behaviour Assignment, Papers Organisational Behaviour Assignment Free Essays Performance Review Report ————————————————- Cho Cho Phyu Company Limited Group – 2 â€Å"We can say that there can be a change situation, when the people are dissatisfied with the current status or current situation. † Kurt. W. We will write a custom essay sample on Organisational Behaviour Assignment or any similar topic only for you Order Now Lewin â€Å"Change can be happened when the people in the organization are open-minded and willing to change. † U Aye Kyaw(MHR) Acknowledgements We would like to express our sincere acknowledgements to all those who have helped us in preparation for this project. Initially, we would especially like to express my gratitude to our teachers- TakeruOhe, PhosyChanhming, and Yasushi Ishida who give the training of COBLAS Myanmar (Consulting Based On Learning Asean Small and Medium Enterprises). We are greatly in debt of gratitude to all of our Myanmar teachers for their encouragement, unflagging support and invaluable guidance throughout our project. We are very much grateful to Daw Phyu Phyu Seinn, Managing Director of Cho Cho Phyu Co. , Ltd (SPIKE Fashion Collection) who allows us to do the research in her company and gives us invaluable datas, information and help which is very important for our project. Furthermore, our special thanks are due to the employees in Cho Cho Phyu Co. , Ltd, for their contribution and help in our change process. Last, we would like to offer my thanks to the authors and publishers mentioned in the references for using their materials in preparing this project. Many thanks to everybody who gave us help and support throughout our project. Executive Summary People are talking about the powerful word called ‘Change’, which is really popular in the human society started from the not more than the past three decades. And yes, this will be happened continuously at every time and in every situation. This is also happened in our business environment. Many literatures say that the environment that the businesses operate is ‘rapidly and massively changing’. So, here are only two questions for all the businesses. Those questions are â€Å"kill? † or â€Å"be killed? †. For the business to be successful in the foreseeable future, it has to be killed the change before it is too late. So, the businesses must have aligned its internal arrangement with the demand of external changes. In this project, we focus on the aspect of ‘Starting up the Human Resource Department and introducing about Customer-led Culture’ at the company called â€Å"SPIKE Fashion Collection†, which is a successful fashion brand in Myanmar. ORGANIZATION PROFILE Cho Cho Phyu Company is started with a humble sole trader business structure in 1992, in the Third Capital City of Myanmar, Mandalay. And then, the business moves to Yangon in 2006 and formed as a private limited company. Also in 2006, Cho Cho Phyu company launched a fashion brand called ‘SPIKE’, which offers woman clothing to both business and consumer markets. Now, SPIKE is very popular brand for its local target markets of both Upper Lower and Lower Middle classes who live in suburb areas. Now Cho Cho Phyu hasTwoShow Rooms, in some downtown areas and TwoGarment Factories, which are operating very well. Business Canvas CUSTOMER SEGMENTS 1 Upper Lower Classes Lower Middle Classes VALUE PROPOSITION 2 ‘Spike’ is a fashion brand which is well established and has a good quality and reasonable price to its target market. the design is the main proposition for it, which is mostly emphasise on the comfort and confidence for its targets. CUSTOMER RELATIONSHIP 4 Personal Assistant, Email, Phone, Letters DISTRIBUTION CHANNELS 3 Indirect Channel Direct Channel Consignment KEY RESOURCES 6 Reasonable Market Experience KEY ACTIVITIES 7 Cutting, Making , Packaging, Selling and Distribution PARTNERS 8 COST STRUCTURE 9 Social / Environmental Costs Financial Risk Capital Investment REVENUE STREAMS 5 Business community Well established Brand Seven Colour Textile Co. ,Ltd Long Foung Laung Yee ‘Spike’ aims to generate small revenues from a large number of customer designed items. This represents a valuable addition to Spike Fashion Collection. SWOT Analysis Strengths Customer loyalty / relationships Production quality High production efficiency Skillful employees S W O T Weaknesses Poor Human Resource Management Lack of Plan Lack of clear mission, vision goals Opportunities Changing customer’s needs Technological advance Get offer from ASEAN free trade Fashion trend changes of different ages Threats Changing the taste and preferences of the customers. the direct investment of the foreign companies. Main Issues As Cho Cho Phyu Co. , Ltd is just transforming from Sole Trader business structure to Limited Liability Company (LLC), there are many problems associated with conventional or traditional management style. Many theorists say that most of the business owners are still getting lost in this change period, as they do reflect and remember their past behaviors, which are very well relevant for them in the past. In this firm, employee are dissatisfied with their job as they do not get the benefits and privileges that can get easily in the external market or in other companies. The Bureaucratic decision-making and less delegating also lead the whole organization to feel stifle and less important. Moreover, no Human Resource Department leads to become unstructured and unsystematic procedure in dealing with employee aspects. As a consequence, there are many unmatched job responsibilities and position. Employees do not know ‘what are their rights? ’ and â€Å"what are strictly forbidden/†. Initial Stage (prelude) We met with the Managing Director of Cho Cho Phyu Co. , Ltd and discussed about the matters that are currently arising within the Company. After discussing about the matters, we made an agreement with MD of Cho Cho Phyu Co. , Ltd and we sent TOR (Term of Reference) Letter to make the agreement. After due consideration of all aspects, our group started to work the following activities. Investigation methods Research Design Exploratory: After getting the permission from company’s board of director, we started to discuss what factors of Cho Cho Phyu Co. ,Ltd contribute to employee satisfaction. Because of time and budget constraints, we were unable to conduct focus groups or in depth interviews. By doing interview, we developed the research design. Descriptive: To gain a better un derstanding of the problem, and to clarify the research questions, we conducted secondary research to discover what experts say aboutemployee salary scales. This research allowed us to gain a solid understanding of the business. We clearly describe about the process of our research and data process through clear clarification in our ‘Employee Job Satisfaction Report’. Force Field Analysis For every change management, the most vital thing to consider is that whether this change is needed or not. To know the solution, we made investigations by using interviewing, questionnaire and scanning the environment. After being investigated the whole environment, we can suggest that the Cho Cho Phyu is needed to set the Human Resource Department. As the nature of organization comprises with human beings, there can be complexity of human emotions and psychological implications. People always feel threaten because of change. So in this situation, there is no doubt that this will be happened too. Then when we look at Lewis Force Field, there are two forces – the positive forces for change and obstacles of change. there will be change of the positive forces are greater than obstacles. Driving Forces * Demographic Changes In previous days, there are few places for all customers to buy products or whatever they want. After 1998, the demographic changes incur and customers now have habits to buy things at retail stores. Now, customers are very choosy, know they have a right to sue and knowledgeable. Moreover, every customer thinks they are paramount for every businesses. * Various Stakeholders Interests Stakeholders are those who are interested in the business activities and can be affected by the business operations. There is declined in organization’s profit level at those days. Poor customer management skills and overlooking the customers’ needs and expectations made the Cho Cho Phyu bad image. For Cho Cho Phyu, employees are the best valuable assets which cannot be copied or imitate. Also, there is a strong relationship between the Employee Job Satisfaction and Customer satisfaction. * Political Changes After changing government and political policies in 1989, the economic condition of Myanmar is gradually increasing. Changing from socialist economy to market economy gave the Myanmar economy to become more developments and beneficial returns. In 2015, there will be an AFTA (ASEAN Free Trade Agreement) issues. So, many SMEs and large scale businesses are starting to prepare for the unseen able future changes. * Competitors’ Reactions In Myanmar, there are same businesses like SPIKE Fashion Collection. The main rivalries for the SPIKE are D2, ,who are aggressively aiming to satisfy the customer requirements. * Economic Issues In Myanmar economy, there are too many uncertainties for every businesses. Also the implication of globalization of markets, organization must learn to break the limited mindset of national markets to compete on a worldwide basis (Ghoshal and Butler, 1992). Restraining Forces * Habits For every complexities, everybody rely on habits or programmed responses. People are difficult to change if they are naturally habited. * Security Even people at the high level can resist if the change is threatening to their feeling of safety. For staffs, there can be a sense of insecurity of being the nature of culture change due to the fear of unknown. Group Inertia Even if individual want to change, there can be resistances, which are constraint to the group norms. In Cho Cho Phyu Company Limited, there are many resistances – perceived habits of the shop floor workers, the current perceived culture of the worker, the status quo of the workers, and uncertainty of the desire situation. So, we m ade some assumptions that as this is a culturaland department change, the incremental change could be more appropriate forCho Cho Phyu Company in this development process. RESTRAINING FORCES (Obstacles for Change) Present State or Desired State DRIVING FORCES Positive Forces for Change) Lewin’s Force Field Analysis Excerpt from www. changemanagement-coach. com Impact Area Analysis Impact area analysis means analyzing the area which will have impacts because of the nature of effect of change. So, weanalyzed the whole organization and after the investigation, this change is mainly depended on the whole organization but the Top management has already been committed to set up the HR department. Then, the impact area was now clarified, our main aim is to change the perceived culture of the Middle and First Floor level of the organization. The Required Behaviours The required behavior for this change are as followed: The customers in Myanmar are now very educated, knowledgeable and very complaining. Not only about customer, also the competitive reactions are so intense. So, for retail chain like SHMT Home Mart, the required behavior will be as followed; * Lean and structured Organization * Well and systematic HR Department, HR Policies, Practices and Procedures * Rightful design of job * Better place to work. Prudence that We All need to Aware * This process is a ‘Change’ process. * Examine whether it needs to do or not. * We must have ‘Management’ it well, until it reaches the proper end. This is not an ‘Event’, this a â€Å"Journey†. * Many people give ‘Bloods and Lives’ during the Change Process. * ‘Resentments or conflicts’ can occur during the whole phase. * We cannot do it lightly, and when we dealt with it ‘there is no turning back’ * There is a Ã¢â‚¬Ë œTime Constraint’. Role of Change Sponsor or Leader In this change process, Ms. Phyu Phyu Seinn, MD, is the leader, an inspirational leader. Before she communicates about the new ‘Culture’, firstly, she must build the level of trust, which Stephen. P. Robbins means that there are dimensions of integrity, competence, consistence, loyalty and openness. As she is a leader, she must do the to minimize the possible employees’ resistance. The main task for the leader are as followed: * Know his employees. * Know his customers * Think about the desired results * Empower People * Create a Win–Win situation In this situation, Phyu Phyu Seinn acted as a ‘Transformational Leader’, that is, â€Å"Leaders who inspire followers to transcend their own self-interests for the good of the organization by clarifying role and task requirements. †, â€Å"Leaders who are also capable of having a profound and extraordinary effect on their follower. † Stephen P. Robbins. For Mr. Chan, changing the nature of ‘Customer unimportant Culture’ to ‘Customer-centric Culture’. Transforming the old believes to new opposite one. On the other hand, Phyu Phyu Seinn also acted as a ‘Sponsor’ who provides resources, authority, or reinforcement neededto accomplish change and has the authority to modify reward systems or otheraspects of organizational culture. Role of Change Agent Change Agent means that â€Å"Persons who act as catalysts assume the responsibility for managing change†Robbins et al 1994 Qualities of the Change Agent * Flexibility * Objectivity * Commitment Leadership and inspiration of others * Ability to handle uncertainty * Organizational Awareness * Sense of Humor Here are tasks for the Change Agent, which was identified by for SHMT Home Mart culture change process. The tasks of the change agent are: to get the commitment to the change from the impact groups, to set up and strengthen the change network , to disseminate the information about change, to help and support the groups in implementing change processes, to make involvement and educate others to participate in the change, to monitor the whole change process. The First Stage . We prepared an Employee Profile Form to know the length of services, knowledge, qualifications, and summary of the current position. The total workforce number is 46 in Head Quarter. We made the entire total workforce to fill up the employee profile to know the record of the employees. 2. Analyzed the detail aspects of the job by using interviewing methods. 3. Sent out the job satisfaction questionnaires to know the satisfaction rate of employee. 4. Redraft and rethink the old bloated and ineffective organizational chart to ensure that human resources are fit with the right job. . Sent out the new job description HR Manager post to set up the proper HR Department. * Posted in Institutes and in some Universities. * Advertised through internet * Linked with Employment Agency * Posted in internal Notice Board 6. Started to with Billion Forces Co. , Ltd to introduce the HRIS software. The Second Stage 1. Draft and prepared Job Descriptions and Person Specifications to know the detail of their tasks, duties and responsibilities. 2. Set HR Policies in line with Organization Strategy and Philosophy 3. Prepared HR Forms in accordance with HR policy and procedures to have a proper and systematic HR system. 4. Completed an Employee Handbook, both in English and Myanmar, which constitutes all the aspects of HR policies, Attendance and leaves, and some procedures. 5. Interviewed to all the applicants, to get the right person at the right job in the right place. 6. Redrew a New Organization Chart, which is more effective, and lean structure than ever. the Third Stage 1. Implement the new organizational structure andHR procedures and rules, and transferred all the necessary HR forms. 2. Set new salary scale level in accordance with secondary research data published by MRS (Myanmar Research Survey), 2011. 3. Held Human Resource Management Training to all the managerial and supervisor level, to know the importance of the Human Resource Management in the business organization. 4. Introduce the new figure print system to know the attendance of each and every employee. 5. Introduce the Employee Cards to record and improve the customer service and know the attendance of each and every employee. MD HR Manager Sr. Operation Manager Finance Manager Sale Marketing Executive Administrative Manager Sr. Designer HR Officer As. Production Manager As. Logistic Manager As. Procurement Manager Chief Accountant Accountant-1 Accountant-2 Stock Controller Cashier (Shop 1) Cashier (Shop 2) SCM Administrative Officer Sale Manager Mobile Team Leader Sale Staff (Shop-2) Sale Staff (Shop-1) Mobile Team member IMC Officer Jr. Designer Inbound L. Officer Production Supervisors Production Leaders SCM Outbound L. Officer Managing the People issues – Human Resource Management Strategy As organizationis comprising with people, there is more or less human resource factors for us to consider. Torrington and Hall (2008) defined ‘Human Resource Strategy’ as ‘a central philosophy that people in the organization are managed and transition of this into HR policies and practices, to become effective, policies and procedures need to be integrated with business or organizational strategy’. In here, we are needed to be considered is that the HR strategy must ‘Fit’ with business strategy which means ‘employees are seen as key in the implementation of the declared organizational strategy and human resource strategy is designed to fit with it. ’ Torrington and Hall (2008) The main aims of aligning the HRM with organizational strategy are to ensure the best utilization of Cho Cho Phyu Co. , Ltd employees to generate the organization performance and to reduce the level of risk by arranging and organizing the right people, in the right place, to the right job and in the right time. For human resource issues, we drew a plan, which is to cover most likely cases of Cho Cho Phyu Company people issues. Topics covered for Cho Cho Phyu Co. , Ltd are as followed: Motivating, Training and development, Reward System, managing Psychological issues and Appraisal systems. Motivating or Committing others to Change For every successful change management process, the motivation of the followers is one of the factors to consider. ‘For most changes, people’s past experience of change can affect the level of commitment and willingness to support further change’ John Hayes (2002). So, as this is the first time for Cho Cho Phyu, we have a responsibility t o win this change. To motivate the workforce, we set, firstly, a proper goal and linked with the non-financialreward system of Cho Cho Phyu Co. , Ltd. We also set MD and Human Resource Manager as a role model for this change by visiting stores for every weeks, dealing with customers and giving speeches to employees about the importance ‘customers’. * Training Program Another issue during the department start-up time, we need to think about the ‘training program’. This is a new culture, people will not be familiar with it. For the first step, they have to understand what the new culture means for them. As this is the new culture, most of the sale staffs and supervisors would require a certain specific training for their job purposes. Each and every individual employees will be tested to ensure that they do have qualifications, skills and experiences to work with the new culture. We empowered change agents (managers) to persuade the workforce to attend and commit to the new culture. * Reward and appraisal system Another aspect is the reward and appraisal system. Organizational rewards are powerful incentives for improving employee and work group performance. Based on ‘carrot and stick’ metaphor, we set both tangible and intangible rewards for workforce. We made variety of reward, which is linked, with the culture of the organization. Reward such as recognition, contests, games, financial rewards, incentives, employee of the month or year awards which are mainly to show the appreciation for employee effort. We also made the reward systems link to the needs and wants of the individual employees. We used House’s Path-goal theory to motivate the workforce. * Managing Psychological Issues As people are human beings, there was many resistances to the new culture. Many people feel they were defeated, threatened, coercive by the new culture. Some people feel demoralized, stressful and frustrated for the change. So, from human resource management view point, we have a responsibility to take care and manage the psychological issues of the affected employees. That is why, we have made an agreement with HR department to make employee assistance program (EAP), stress management program and work-life-balance program. During the culture changing process, there can be some degree of redundancy. So, for survivors from the cuts, there can be shock, bitterness, anger and also peer and group pressures. Survivors need information about ‘why action had to be taken’ and ‘what the future holds for them personally’. Compensation and Ethical Considerations During the change process, there can many be issues like layoffs and compensations for those who resist change. So, we made some financial and non-financial transition arrangements. we arranged transition stay bonus and outplacement programs for all the layoffs employees. As most of employees at Cho Cho Phyu are between twenty and twenty-eight, there are much potential for their whole life long. So, Ms. Aung arranged personal career counseling, resume preparation and typing services, interviewing workshops and referral assistance in the outplacement programs. Initiating and implementing the new ‘Customer-centric’ Culture â€Å"The change process goes through a series of stages that, in total, usually require a considerable length of time. Skipping stages creates only the illusion of speed and never produces a satisfying result. †John Kotter, Leading Change To implement the new organizational culture, we were followed the model described by Kurt Lewis (1951). This is one of the best change model that is combining the theories of sociology and psychology, developed a three stage model for large-scale system change. Unfreezing phase This is the establishing stage for Cho Cho Phyu Co. , Ltd, which is forced by the environment to implement the customer-centric culture as their competitors, or back off from this aggressive market. Unfreezing phase is first step of the Lewin’s change transition stages, where people are taken from the situation of being unready to change to the firststep of being able and willing to cha nge. Schein(1995) states that in order for change to occur, there must be a combination of both adding driving force and removing restraining forces. Creating a sense of crisis will bring the whole components in the company into one voice. As the main aim of this stage is to ‘let go’ the old culture of the organization, we, firstly, searched the bad points of the current culture and linked it with the issues and problems currently faced by the SHMT Home Mart. This step is the most important fundamental step for this whole change, we created a crisis – ‘burning platform’ to reduce the level of trust on the currently using culture. According to many researchers, most of the change processes are failed because of the unreliable vision and strategy. So, for second, we created a persuasive vision – ‘what we want to be? , then communicate it to the whole organization, to overcome the current crisis situation of the Cho Cho Phyu Co. , Ltd. By drawing a clear vision and strategy in how to achieve that vision, the employees will understand how the new system will benefit them and they will progressively change their effort to support the implementation of the new culture. We made change agentsto set clear vision of customer-centricculture in implementation process of Cho Cho Phyu Co. , Ltd. According to Lewin, this is a phase, which melt down the old beliefs, assumptions, and paradigm of organization. * Transition Phase this is a changing phase form the old undesired situation to the new desire situation. This is the hardest part for every individual to start. So, Ms. Aung, also made a pioneer team to facilitate the change situation. In this phase, the leader has to act like a king or role model. We made some form of coaching, counseling, reward, appraisal system, motivation and other psychological support for this phase. This phase get rid of anything which may vulnerablethe implementation plan of change process, including any unsuitable ideas, company structures, activities as well as existing beliefs which may potentially undermining or threatening the new culture implementation. Linking the reward and performance is very important for all change management process, and also with punitive actions. A sense of motivation is now needed for all employees to go to the goal of the organization. The project team also provided plenty of penalties of options for employee involvement in this change process. Giving opportunities to have delegation and empowerment can get the commitment of the employees. By announcing the short-term success also made the whole organization to generate motivation. * Refreezing phase At the end of our journey, the final goal is to ‘refreeze’ the situation. Making short-term wins made the whole change process to run smoothly. As this new culture is very beneficial for both organization and staffs, each and every employees are very enthusiastic with the change. But in every change, there can be a ‘Marathon Effect’ that is some people reached the aim while other people are still running from the start. Visionary and icon leadership supports, proper reward systems, and reliable feedback systems made the change process to get success. we also made the training and development sessions for all the impacted employees to get the desired and required results from change management. For every change, there can be a fall back to the old undesired stage. That is why we made ‘burning bridges’ to ensure that there is no way to go back by establishing proper rules, regulations and policies and rewarding the successful employees whose behavior are aligned with the desired behavior. Communication Strategy Communicating about the change throughout the whole organization is also the main point for all change champion, change leader and change agents to consider. Varey also said that ‘culture and communication cannot be separated’. People may feel shock, and deny in the first place, if the communication strategy is not well. So, we found out that we have to arrange it in the right timing during the transition process. We also used both formal and informal communication structure. In this strategy, we made people more rely on the formal communication system (that is – meetings, speeches, briefing, discussion, memo, notice etc. rather than informal (that is – rumors, gossips, conjectures and opinions). We planned the communication more focus on ‘what, when, who and how’, but there is no formula about the communication that can apply in all situation. In some circumstances, change agents may advocate a complete openness of about all the issues to the impact groups. Conclusion This change management is concerned not only for the employee job satisfactions and delights but also for the business organizations to get competitive advantage. In this changing environment, the environment that the businesses operate is rapidly and massively changing. Notable experience is that, in Myanmar, the demographic changes have hugely impact on the Myanmar Businesses. As it is a culture change for Cho Cho Phyu Co. , Ltd, we faced with many problems and it may take more than 1 year for the whole organization to accept and exercise the new culture. Although it is a new culture for the whole organization, it is very beneficial for both employees and employer. Because of that point, we can implement the whole change management in successful behavior. How to cite Organisational Behaviour Assignment, Essay examples

Martha Stewart free essay sample

Its headquarters is in New York and it employs approximately 760 people with annual turnover of $327. 9 million dollars (Martha-Stewart-Living-Omnimedia,-Inc. ). Martha Stewart achieved her fame because she was able to reach the masses. She managed it through her affordable product line along with lot of common sense. Her television shows gained popularity in the U. S. A. MSLO earned good revenues through her magazine sales. It appears that Americans took pride in having Stewart’s products whether they are for decorating the home or used in their yard. This demonstrates MSLO’s popularity in the U. S. A. Any company’s mission statement is reflected in its business culture. The mission statement of Martha Stewart’s MSLO is: â€Å"Martha Stewart Living enriches the everyday lives of women with a sense of pride, creativity, and how-to confidence. Our relationship is comprised of dreamers and doers those who aspire to a more beautiful life and those who are actively in pursuit of one, in ways big and small. We provide both the tools and inspiration they need to elevate their quality-of-life. Martha Stewart Living sharpens their senses to the world around them, trains them to see the potential of beauty in their surroundings, and helps them establish a distinctive signature style to enhance their world† (Martha Stewart Living Omnimedia, Inc. , 2010). It appears that MSLO’s culture is very vibrant and focuses on having a stylish and meaningful life. Martha Stewart’s values reflect on MSLO’s culture. Those are: †¢Pursue your purpose with passion. †¢Practice solid values. †¢Lead with your heart as well as your head. †¢Establish connected relationships. Unfortunately Martha Stewart, an American home decorator icon, was convicted of conspiracy, making false statements, and obstruction to an agency proceeding. On December 27, 2001, Sam Waksal, the key shareholder in ImClone, ordered his broker, Peter Bacanovic to sell all his stock in the company. Bacanovic was also Martha Stewarts broker and told his assistant to phone Stewart. The assistant left Stewart a message about Waksals sales (insider information), suggesting she might do the same. Martha Stewart called Bacanovic back and ordered him to sell her entire holding of ImClone’s 3,928 shares. The sale took place on December 27, 2001 (Fox News, Martha Stewart timeline, 2005). ImClone stock plummeted and Waksal was investigated. The SEC learned of Stewarts sale, and called Stewart to a formal interview. Before the interview, Stewart and Peter Bacanovic conspired. Rather than admitting that Bacanovic gave Stewart an inside tip, they invented a story of a standing sell order. Stewart gave this story to the government in formal interviews. After a lengthy investigation, Stewart was found guilty by the court on various charges on June 4, 2002, although not for insider trading. (AcaDemon term papers and essays). Obviously, Martha Stewart was engaged in this unethical and illegal behavior along with her broker Peter Bacanovic. Selling shares was just a onetime incident on December 27, 2001. â€Å"Martha Stewart was tried in U. S. District court. On June 4, 2003, James B. Comey the United States Attorney of the Southern District of New York, and Kevin P. Donovan, the Assistant Director in Charge of New York Office of the Federal Bureau of Investigation, announced the filing in Manhattan Federal court of indictment charging Martha Stewart, chief executive officer of Martha Stewart Living Omnimedia, Inc. and Peter Bacanovic, a former securities broker at Merrill Lynch Co. , Inc. , with conspiracy, obstruction of justice, and making false statements to federal agents. The indictment separately charged Stewart with securities fraud in connection with her artificial manipulation of the price of MSLO common stock† (Justice Government Press Release, 2003). The charges contained in the indictm ent are merely accusations, and the defendants are presumed innocent unless and until proven guilty (Custom edition for Indiana Wesleyan University. 2007. p. 230). The defendants filed a motion for a new trial, alleging that expert witness Lawrence F. Stewart, director of the Forensic Services Division of the United States Secret Service, had committed perjury in his testimony on behalf of the prosecution. Motion for new trial was denied by the court on the basis that defendants cannot escape the fact that the jury acquitted both defendants of making false statements relating to the existence of the $60 agreement, and the fact that ample evidence supports the charges (Custom edition for Indiana Wesleyan University. 2007. p. 42). Stewart did not enter into a plea bargaining agreement. A plea bargain is an agreement in which the accused admits to a lesser crime than charged. In return, the government agrees to impose a lesser sentence than might have been obtained had the case gone to trial. This saves costs, avoids risks of trial, and reduces the burden on the prisons (Custom edition for Indiana Wesleyan University. 2007. p. 231). Defendants Martha Stewart and Peter Bacanovic were both convicted of conspiracy, making false statements, and obstruction of an agency proceeding. A jury panel of eight women and four men found Stewart guilty on all four counts. Stewart did not appeal. The conviction came exactly one week after U. S. District Judge Miriam Goldman Cedarbaum threw out the most serious charge against Stewart, securities fraud which carried a maximum penalty of 10 years in prison and a $1 million fine (Kellman). STEWART’S CRIMINAL INTENT AND CRIMINAL ACT Martha Stewart had mens rea and actus reus. Mens rea is a criminal intent when an act was committed. Actus reus refers to the actual performance of an act. Stewart was charged with insider trading (Custom edition for Indiana Wesleyan University. 2007. pg. 227-228). She gave public statements saying she was not involved in such activity. Her intention may have been to defend herself and tell general public the truth. Government prosecutors became creative. They did not pursue their charge for insider trading but charged her with mens rea her criminal intent was to keep the MSLO stock price stable in the stock market. Later, Stewart corroborated the story that she already had a standing order with her broker to sell ImClone stock once it reached $60. She tried to falsify her trading records. Here she had actus reus. Brief time line of key trial events: On June 4, 2003, Stewart resigned as chairman and CEO of Martha Stewart Living Omnimedia Inc. hours after she was indicted on obstruction of justice charges. -On March 5, 2004, Stewart was found guilty of conspiracy, making false statements and obstruction of justice. The charges carried up to 20 years in prison. -On July 16, 2004, U. S. District Court Judge Miriam Goldman Cedarbaum sentenced Stew art to five months in prison, five months of home confinement and fined her $30,000. She was spared an immediate trip to federal prison as the judge stayed her sentence pending appeal. On October 8, 2004, Stewart slipped into Alderson Federal Womens’s prison in West Virginia in the early morning hours and began serving her five-month sentence. -On March 4, 2005, Stewart was released from Alderson in the early morning hours and arrived back at her multimillion dollar 153 acre New York estate to begin serving the five-month home detention portion of her sentence (Fox News, Martha Stewart timeline, 2005). CONSTITUTIONAL RIGHTS The Constitution protects the rights of the people from unreasonable search and seizure by the government (Custom edition for Indiana Wesleyan University. 2007. p. 241). Stewart was a criminal defendant. Sixth Amendment was her second option. These rights mainly give rights to confront the witnesses against accused and have a speedy trial. IMPACT ON AMERICAN PEOPLE Martha Stewart was a successful businesswoman. She not only influenced lot of American people but improved their quality of life. Americans were shocked to learn that Stewart was charged with criminal fraud. Her ImClone stock transaction saved her approximately $45,000. This is a small sum of money compared to multi-billion dollar white-collar crime cases, as well as in relation to her wealth (in the hundreds of millions). It is important to note that ordinary shareholders incurred sizeable losses by purchasing Stewart’s dumped stocks. Celebrities like Martha Stewart are always in the limelight. Illegal acts committed by them instantly become public news (Heminway). PSYCHOLOGY BEHIND STEWART’S ILLEGAL ACT Going back several years in Stewart’s life, one notices that she is a daughter of Polish immigrants. She worked as a stock broker in her earlier career. Whether Stewart’s decision to sell ImClone stocks was either an impulse decision or a calculated move to cut losses will be difficult to determine. Everyone makes mistakes in life but we avoid making blunders. Sometimes personal success, wealth, and ego make a person feel that he or she is invincible. Even though she was a multimillionaire, greed compelled her to commit an illegal act. Stewart has a very positive mindset. She is more of a leader than a manager. She believed that MSLO will prosper in the near future. She had courage to overcome challenging circumstances. Stewart had faith in her heart that success is not too far if she sticks with core business values and maintains the quality of MSLO’s products. ETHICS AND SOCIAL RESPONSIBILITY Ethics and social responsibility are an integral part of any individual’s life. They fit like a hand in a glove. They should be followed strictly not only by individuals but also by company personnel. Both of these terms are very subjective. Any activity is considered ethically correct or good when it is differentiated by incorrect or bad behavior or conduct. Milton Friedman strongly recommended that businesses should solely operate for profit. In my professional opinion, individuals as well as corporations owe their society. A corporation donating money to the local charity or church is an example of social responsibility. It adds value to mankind’s quality of life. Martha Stewart sold ImClone’s stocks based on inside information to reduce her losses; it was an unethical act. She conveniently ignored her social responsibility. She did not think of the other stock holders who suffered loss because of her action. It would be interesting to analyze Stewart’s act in light of three theories of ethics. These theories are: †¢Consequential theory †¢Deontological theory and †¢Humanist theory (Custom edition for Indiana Wesleyan University. 2007. p. 89). All of these theories revolve around good or bad behavior. Consequential theory, as its name suggests, is based on the consequences of the act in question. Deontological theory analyzes behavior based on set rules and principles which a citizen should follow. Humanist theory focuses on the good qualities and applying mind during instinctive behavior. Sadly, Stewart failed miserably if one applies these theories to her act of ‘sale of ImClone stocks’. She did not restrain herself from selling the stocks based on inside information. She neither applied the rules which are set in such a situation nor thought of the consequences of her action. In Stewart’s case, humanist theory applies to her unethical behavior most. Honesty is a very important virtue. She did not use self-restraint when she quickly made the decision to sell the stocks. She lied to the Federal Court. If she had told the truth upfront, she would have saved herself from all the embarrassment. Let me attempt to evaluate Stewart’s actions in terms of five schools of social responsibility. These are: 1. Profit-Oriented school Only goal is to make profit. 2. Managerial school Corporations deal with people at large. 3. Institutional school Deeds should help society. . Professional obligation school Top tier of the company owes to public welfare. 5. Regulation school Onus is on businesses to be responsible for actions. (Custom edition for Indiana Wesleyan University. 2007. p. 98). It is obvious from the above brief description that Martha Stewart is from the ‘Profit-Oriented’ school. She acted recklessly to reduce her losses to maintain the profits. MY OPINION Martha’s behavior is understandable. One should not forget that Stewart is a human being. A real life example will prove my point. Once in the middle of the night, a car was following me. I got scared and started speeding thinking he was a shady person. The driver turned out to be a police officer but did not give me a ticket when I explained my position. Stewart, although successfully defended her from insider trading charges, was prosecuted for other crimes. Considering Stewart’s reputation, she should have used her poise, status, and considered the impact of her actions on her and on the general public. Celebrities’ minor mistakes and blunders become news and it is usually blown out of proportion. Martha, being a smart woman, was most certainly aware of this. From this perspective, Stewart’s behavior is ifficult to understand. In my professional opinion the sentence is fair. Martha Stewart is characterized by egoism philosophy, where right or acceptable behavior is defined in terms of maximizing personal wealth. Martha’s actions were purely out of selfishness. She sold the stocks thinking it was fair and acceptable to avoid personal loss es. She did not bother to warn the shareholders about the upcoming losses. She bluntly did not care about the shareholders bearing losses as long as she was not losing. With this is mind, the sentence she received is not too harsh and fair enough to warn other greedy people. With this said, I also think and believe that Stewart acted on the information from her broker which she was not entitled to. One should not forget, however, that she did not ask for the information. Hence Stewart did engage in common business behavior. Attorneys should have stopped chasing her once they knew that they could not convict her for insider trading. In reality, I think she was simply a scapegoat. In business, a person has to be completely ethical. Ninety-nine good deeds are forgotten at the cost of one bad deed. That is human nature. To build one’s reputation again, one has to really work hard, with no guarantee that his or her image will be renewed in the public’s eyes. Martha is gaining popularity again. Recently she was on Donald Trump’s popular show, The Apprentice. Business leaders will surely think of Martha Stewart if they ever are tempted to sell stocks to avoid losses, especially since she went through a lot of unpleasant things, such as serving jail term, house arrest, and losing approximately 250 million dollars of her personal fortune. Martha Stewart’s case is really different from other criminal cases like WorldCom, Enron, or Tyco. Stewart’s wanting to sell the stock was a very personal decision and the US attorneys were successful in trapping her to make mistakes out of fear. In my opinion, this case will not provoke more government regulations and controls. Corporate whistle blowers are not an issue in this case. Bacanovic’s assistant, Douglas Faneuil who told Stewart of Waksal’s activity, reached a plea bargain with the government and became a witness (Custom edition for Indiana Wesleyan University. 2007. P. 229). I do not consider him to be a whistle blower. The first step to learn ethics and social responsibility is at home. Mistakes in life are acceptable; we learn from them and try our best not to commit those again. Blunders are so obvious that one can stay away from them and not commit them at all. In the business world, chances are higher that, when a blunder is committed, it is most probably illegal. Anything illegal has dire consequences. Illegal activity surfaces for sure. Until it comes to public knowledge, that person leaves in fear. So my recommendation is do noble things which are helpful to society. Make sure that you have a very clear conscious. Accept mistakes and be humble.