...There are various Key Issues in the field of Development and one in particular is Continuous versus Discontinuous Change. In Continuous, the change is gradual and achievements at one level build on previous level. While in Discontinuous, it occurs in distinct steps or stages, and behavior and processes are qualitatively different at different stages. I will give examples of two life events in my life comparing the two. In August 2004, I graduated from TSTC with an Associate’s Degree and my daughter was born the week before graduation, and for about a year I worked in the Valley until I was presented with a job offer in Kingsville. I relocated my family and worked in a chemical lab for a year until I was laid off. Being laid off, brought sudden change to our lives, financially and emotionally. In 2006, I was offered a job position in Houston with higher pay and benefits. I relocated my family and from 2006-2009 we were finally financially stable and our marriage better than ever, until another life event would change it. In 2009, my wife and I were having marital problems, by the end of 2009 we separated and she eventually moved herself and my daughter back to the Rio Grande Valley. We tried to make it work but the distance was just too much. Our divorce was finalized in 2011 and that put a strain in all our lives, financially and emotionally. My daughter wasn’t the same happy child as she was when we were together and I was depressed for a period of time, thinking, what I...
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...journalist with Chief of the Malaysian Army (TD) during recent Langkawi International Maritime and Aerospace exhibition (LIMA). The topic discussed during the interview is on TD transformation planned. The transformation of TD is based on “ARMY 2 10 Plus 10” planned which started in 2004 and will continue until 2020 and beyond. The focus of this transformation planned is strategic transformation on the changes of equipment to cope up with current environment; the changes in threat and technological advancement on military hardware act as driving force for TD transformation. The transformation focuses on training and operational equipment together. However this transformation planned is not definite because of uncertain financial budget. TD could not decide on the equipment early on and must wait for the approve budget. Other than uncertain budget, Army also faces with the problem of underperforming contractors which resulted in delay in delivery and cancellation of project. Issues The transformation planning is not details enough since the type of equipment that going to be change or procure could not be decided earlier due to uncertain financial allocation that will be provided by the government. The loose planning may spell disaster in the process of transformation. The underperforming contractors also raised the eyebrows; where contract had been terminated which cause valuable time and money. Discussion The type of transformation is strategic in nature because the...
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... Introduction. Motivational Interviewing is a collaborative, goal oriented style of communication with particular attention to the language of change, It is designed to strengthen personal motivation for and commitment to a specific goal by eliciting and exploring the person’s own reasons for change within an atmosphere of acceptance and compassion.’ Miller & Rollnick (2013 p. 29) The main idea of motivational interviewing is to purposefully create a conversation around change, without attempting to convince the person of the need to change or instructing them about how to change. Motivational interviewing (MI) is a therapeutic approach that was originally developed in the alcohol and other drug field by William Miller and Stephen Rollnick (Miller 1983 Miller & Rollnick, 1991). This approach was influenced by the principles and practices of a client-centred counselling to encourage the client to move through the stages of change and to make personal choices along the way. Definition: Motivational interviewing is a directive, client-cantered counselling style for eliciting behaviour change by helping clients to explore and resolve ambivalence. Compared with nondirective counselling, it is more focused and goal-directed. The...
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...The events that we experience in our lives influence how we develop and change in each stage of our lives. Life pushes us through changes at particular point. These periods of change are all transition points which can be little unsettling. They are usually counterbalanced by periods of clam and stability. These changes may make us feel awkward or even be painful but they are necessary because life does not stand still. A life event can change the direction of our lives, affecting our personal development. Some major changes in life can be predicted and even chosen, while others may be unpredicted. Predictable life events, such as starting school, going through puberty and retiring from work, often mark a transition from one stage of life to another, acting as milestones in our personal development. Unpredictable life events, such as sudden illness or injury, redundancy or the death of a friend or relative, occur unexpectedly and are often associated with loss, but may also lead to positive change in our lives. Predictable life events tend to happen at particular points of our lives and these events are expected. We can already consider some of the physical changes that occur or we undergo through the lifespan like if are already an adult puberty is an example and a child would expect as well to undergo this process where lots of physical changes will happen and there will be emotional changes like higher level of sense of self-esteem and peer pressure but some might or...
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...The Ways Nestle Managed Its Environment Over Time Nestle used different ways to manage its environment. It did this through expansion of the product offering, expansion of the customer base, and by developing lower-cost ways to make and sell products. Early on, Nestle managed its environment by expanding into new markets, in both developing and emerging nations. As trade barriers fell, the CEO of Nestle Barbeck-Latmathe seized the opportunity and decided it’s the right time for Nestle to expand geographically into the developed and emerging markets such as those in Eastern Europe, India and Asia. By doing this, Barbeck drove Nestle’s performance dramatically, taking into consideration the massive number of potential customers in these regions and the enlargement in Nestle’s customer’s base. In the 1990’s; Nestle managed its environment by acquiring other companies. The companies which Neslte acquired at that time included U.S. food companies Carnation, Buitoni Pasta, Ralston Purina, Dreyer’s ice cream and Chef America, the British chocolate maker Rowntree, the French bottled water company Perrier, and the Mexican food maker Ortega. It is noticeable that Neslte regards acquisitions and efforts at diversification as logical ways to supplement their business. Nestle only acquires food making companies, the business it has special knowledge and expertise in. After all, Barbeck’s intentions were to customize these products to suit the tastes of customers in different countries...
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...A Raisin in the Sun Act III-A Lesson Learned In the final scene in “A raisin in the Sun,” some very important and much needed lessons are learned. Life changing decisions are made and for the better. In the last scene, Walter calls Lindner over to agree to take payment in lieu of moving into the all white neighborhood. Walter, as usual, can only think of money, and in his mind believes the large payoff from Lindner will be well worth selling out his family’s pride and honor. Lena decides, as Walter’s mother, to force his son Travis to stay to witness this life changing moral decision, in hopes that Walter will come to his senses; to everyone’s surprise he does. Walter looks into his son’s eyes and can’t sell his family short with his son watching. He decides to do what is best for the family’s morale rather than do what will put money in his pocket. That one decision shows the enormous lesson learned by Walter and how he changed. Character: The characters are well illustrated for us by the way they speak, their actions, and reactions to things. It is clear that Lena (Mama) has very little education and comes from a different time than the others. Ruth and Walter, the next generation, are slightly better spoken but still lack the educated speech that Beneatha and Travis, even younger, display with their current educations. Mama (Lena) is described as a big, strong woman, which is shown by how she reacts to the other characters, steering them the way she wants and mothering...
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...is based on constant teaching and learning and the required power of empathy, which bring an increase level of sensitivity to signals changing. The main idea here is to identify change and its associated opportunities in order to become the competitive one and the only one. I am very much agreeing with change and how one can change the rules and not compete head-on. We have to take a look at case by case models of change and understand the quantifiable rate of production. Let’s take for example: the smart car or electric car. If we all agree, it makes sense for the environment to accept a smaller “smart car”, and we achieve 100% adoption as consumers, what happens to the tracking industry and the delivery of our consumptive goods? Are we now willing to transport goods because we have to transport them into smaller containers with less power? Can you imagine a smart car next to a diesel 18 wheeler? Are we willing to sacrifice the safety of our families for the cost of the maintenance of the environment? People are fundamentally selfish and will not voluntarily create a sea change unless they are forced to do so or unless there is no choice. Companies can identify the need to change with the associated opportunities to become the only competition but without government intervention to drive the change at a local global effort, the results are depressing. Blue Ocean is a fantastic way to look at familiar environments in a new way to find competitive edge. Unfortunately, companies...
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...after intervention completion january 2013. Intermediate 18 months after intervention completion july 2014 Long term 3 years after intervention completion january 2016.) The intervention will incorporate each of Kotter's (2007: 99) eight steps to leading change. The first step is to establish a sense of urgency. We will examine the market and discuss with the client the reality of their competition in order to get them to reprioritize. There are many major opportunities and potential crises that HDMC needs to be aware of but without motivation and commitment of the organizational managers the effort will go nowhere. The next step is to form a powerful guiding coalation team. Our cunsulting team will find the right number of people with good energy, level of trust, and strong authority to lead the change effort. This group will be trained to understand and not underestimate the difficulties of producing change and to also work together as a team. The following step is to create a clear vision and express it simply. This step will need to be acomplished by creating a vision that motivates people in the right direction. The vision needs to be easy to communicte and also inspire not only the people participating in the actual changes but also the stakeholders. Communicating the vision is our next step. This is where the team pulls together and communicates what needs to be done simply and honest. The fifth step is to empower others to act on the vision. HDMC...
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...Running head: SCOTT MORTGAGE Scott Mortgage James Jones Organizational Behavior 14 June 2010 Abstract This paper discusses the nature of change in a mortgage lending firm. It takes a look at the reaction to change from the employee and organizational view points. The characteristics of Ethical Intensity are reviewed as pertaining to the decision making process. It identifies the Decision Making Model and Approach to Change that Scout Mortgage used in revamping its human capital structure. Nature of Change The 21th Century has ushered in several factors that have been the catalyst for a dynamically transforming environment. Scout Mortgage, a loan mortgage broker since 1999 (Hellriegel & Slocum, 2009) has experienced the bullish and the bearish economic environment. In a work environment, the typical factors of change are driven by technological advancements which enable global-market-reach or globalization. With the increase of information technology and global communications, the world is communitively smaller. Any situation that affects a local market can be transformed into a national or international issue. The domestic housing sector economic downturn along with other Wall Street unethical and irresponsible actions have not only lead to a national but international recession and market collapse. In the case of Scout Mortgage, the technological advances have changed the way the company’s Loan Officers conducts business. Technology has automated a lot of task...
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...In 2006 I was face with making a major decision in my family’s life and changing it as they knew it. Like in the reading this week I had to go through the decision making of what I had to do to make changes and if they are what is best for me and my family. My wife and I have been working in the family business for 14 years and we were working 7 days a week, was this what I wanted for the rest of my life or my family’s life…No, that being said, I identified and diagnosed the problem I was facing. I worked on many alternative solutions, like hiring more help at my passion, changing hours, and lastly a different profession. But after evaluating the alternatives there was no way that I could change the hours, also there was no way that addition people could not be hired, which left the changing in professions. This is when I made the choice to look for a new job, but they were hard to come by in my rural area. I would start looking for a job in my area and also out of the state. I found a position in Atlanta GA and then the big part of this decision was moving my family away from the only life they ever knew. My wife and children have never left Pennsylvania for more than a week in there whole life. We packed and moved 800 miles and after 6 years and looking back it was one of the best decisions that I have...
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...He wants to look for alternatives that benefit the company. He is willing to contact and look into information that could help the company grow. Rob has demonstrated large amounts of optimism. He has a new vision for the company. He wants to take HEI from being a low-tech bed and metal furniture manufacturer that is going downhill to becoming a high tech medical equipment manufacturer. Rob has hope that he can complete his vision. He is taking the necessary steps to set his plan in motion. Even through his finance and operations people disagree with him, he is not giving up. He knows that the company board is set in their ways. The change has to start from within the company. He wants Ashley, whom works in the HR department, to help formulate a program to help get the finance and operations people to be more positive and optimistic about the changes he is trying implement. These assessments show how dedicated Rob is to the company. I believe the company will prosper with Rob taking the lead. 2. What’s your reaction to the finance manager’s pessimism? What about the market manager’s optimism? What implications does this have for Rob and the company? I am quite shocked by the finance managers’ pessimism. The finance manager can clearly see that the company is under financial strain. The company is under a cash flow strain because of decreasing revenues from their existing product line. It is very clear that the company has to make some...
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...diversify with new products. Situation during early 90’s: The recession of the early 1990’s has significantly changed the market environment. Cutbacks in production have decreased the demand for standard machine tools and customers are asking for new products. Upper management has recognized the need for a new strategy but lower level management shows no flexibility to change. Situation during mid 90’s: By 1995 the recession has been over for a couple of years but nothing has changed within William’s organization and product line. Revenues and sales are decreasing rapidly. By 1996 the company was sold to Crock Engineering. Crock replaces all of the Williams senior managers when the company shows losses. Crock announces than Williams would become a specialty machine tool manufacturer as demand for specialty products have increased threefold. Situation during late 90’s: The upper management tries to change the company culture through project management, concurrent engineering and total quality management. Unfortunately long term employees are not on the same page as upper management and they still resist change. A project management consultant is hired from 1996 – 2001. End of the Williams Division As the project management system matures, after 6 years, the company shows a profitable quarter in March, 2002. In May 2002, the Williams Division was sold and more than 80% of employees lost their jobs. Williams Machine Tools Company – A case study Identification of Problems...
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...Strategy case study: Starbucks-sacrificing dividends for growth Starbucks has grown a lot since it's opening in Seattle in 1985. It went from 17 stores, to over 15.000 stores all around the world in 2010. But they are changing their strategy, and purpose. They started closing down shops, and refocused on the Starbucks experience, which would increase customer's willingness to pay and also increase profitability. They even payed their first dividend 2010. That ment a huge change of purpose. But is growth bad ? It has it's benefits and dangers. Warren Buffet states, that ‘Growth benefits investors only when the business in point can invest at incremental returns that are enticing – in other words, only when each dollar used to finance the growth creates over a dollar of long term market value.’ We can say that it worked for Starbucks in the beginning, when growth also meant growth of the share price, and even though no dividends were paid, the company was still profitable over the years, but with the emerging of new competition (ex. McDonalds coffee shops,…), and the loss of some of the Starbucks Experience, in 2008 the company didn’t see any share price growth, and still hasn’t paid out any dividends. From this, we can see focusing strongly on growth is not always a good idea, and while it can bring the company market share in the beginning and can even prove the be more profitable in the long term, it should not be the only purpose of the company. And when Starbucks reached...
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...The two new members in Mr Hung’s group are Minh and Hoa. Because of their strongly opposed characteristics, they are always in conflict with each other in work. Minh is an extrovert, energetic and friendly person so he might adapt to a new environment quickly. Moreover, through his enthusiastic and active attitude, he might be very good at collaborative skills and he can connect people in group by promoting spiritual people. Because Minh is sociable and funny, all people in the group have fun to work together and have higher productivity work. With these characteristics, Minh can work as a product marketing or teller. In contract, Hoa is an introvert and independent person. He can access and complete his work by himself while the others need to support by their manager. It can not be denied that he is an experience people, active in work but he does not have teamwork skills. Although Hoa is intelligent, creative and confident in working, but he might not develop to remote sales group as Mr Hung expected because of his poor collaborative skills. Hoa always does not get along with their partners and does not build his own opinion, this will make lower productivity. Since the company makes new policies which include higher sales targets for each employees to achieve, from which Minh and Hoa common argument. Minh and Hoa are at the sixs and sevens. The problem between them is they have an argument over the best sales methods for older people. Hoa is increasingly absent from work...
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...soon as possible to deal with one hour. Next recall all products back to factory. Start advertising for new products. Make some changes to the product by changing color, labels, and scent. Also we go to take the blame for what we did and proved medical compensation. Last hire scientists to help with research and testing. First we are going to deal with one hour. We going to let them know that there has been a recall products and we are testing them as soon as possible. Also we take blame for the misunderstanding with the products. We are giving medical compensation to the one that misused any of our products. We also are trying different resources to make our products out of so this misusing the products will not happen again. Soy- DRI is hiring a new scientist’s crew to make sure everything is tested before leaving our factory. As the vice president of sales marketing I going to make sure that advertising am met. For example, no rushing from the products to be tested to meet a deadline. Make sure everything is tested and all of the marketing crew is on one page. If these things are met in this department then more products will be sold and sales are going to go up. Last we decided to make a few changes to our products. First changing the color of the baby- dri to pink for babies so that it will not be confused with the soy-dri. Next change the label of the baby – dri to have a picture of a baby so that it is not confused with the soy- dri. We going to give the baby-...
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