...investigating the components of fitness, training methods and the FITT principles. This report will evaluate the effectiveness of the training sessions conducted in class this term for biathlon in relation to improvement of my individual performance. THE COMPONENTS OF FITNESS RELATING TO BIATHLON The Biathlon was made up of a 200m swim followed by a 1km run. The components of fitness relating to this Biathlon were as follows: CARDIOVASCULAR / RESPIRATORY ENDURANCE Cardiovascular / Respiratory Endurance (CRE) is the ability of your body systems to gather, process and deliver oxygen to your muscles. Your cardiorespiratory system, which is made up of your heart, lungs and circulatory system, needs to work together efficiently. You need to have good CRE for aerobic exercise. The running and swimming legs of the biathlon are both aerobic exercises. The energy needed to do aerobic exercise is supplied aerobically which needs your heart and lung and blood system to supply oxygen to the working muscles throughout the biathlon. Since running and swimming in the biathlon are both aerobic activities, you have to have to have good CRE to succeed in the race. Especially to last the full 200m swim and then be able to continue on to do the 1km run. Having a high level of CRE delays the onset of fatigue aswell. This means that your work rate stays high so you can finish both the swimming and the running legs of the race without tiring out. 1. What training we did for this component? 2....
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...Change management - the systems and tools for managing change Scope of change management This tutorial provides a summary of each of the main areas for change management based on Prosci's research with more than 900 organizations in the last 7 years. The purpose of defining these change management areas is to ensure that there is a common understanding among readers. Tools or components of change management include: Change management process Readiness assessments Communication and communication planning Coaching and manager training for change management Training and employee training development Sponsor activities and sponsor roadmaps Resistance management Data collection, feedback analysis and corrective action Celebrating and recognizing success Change management process The change management process is the sequence of steps or activities that a change management team or project leader would follow to apply change management to a project or change. Based on Prosci's research of the most effective and commonly applied change, most change management processes contain the following three phases: Phase 1 - Preparing for change (Preparation, assessment and strategy development) Phase 2 - Managing change (Detailed planning and change management implementation) Phase 3 - Reinforcing change (Data gathering, corrective action and recognition) These phases result in the following approach as shown below in Figure 1. Figure 1 - Change Management Process...
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...Personal Investigation - Resistance training specific to the demands of fast bowling in cricket. SECTION A Introduction and definitions Professional cricket is a team sport played around the World. Cricket consists of three main formats; multiple-day cricket, which is played over three to five days, and one-day cricket played over 50 and 20 overs format. Motion Analysis has established that fast bowlers cover the most ground in all formats (Hulin et al, 2013). Compared to other positions in cricket, fast bowlers covered between 20 and 80% greater distance and exerted two to seven times greater high intensity, (more distance and less recovery time between high-intensity efforts), Peterson et al, (2010) cited in Hulin et al, (2013, p708). In addition to this fast bowlers are required to laterally flex, extend and rotate, whilst absorbing forces as high as eight times their body mass during their delivery stride, (Hulin et al, 2013). A full needs analysis of cricket suggests that elite players need a high aerobic and anaerobic capacity. In addition, there are a number of multi-directional powerful movements and repeated eccentric contractions involved that require a good degree of strength, speed and explosive power for elite performance and injury prevention, (Lee, N. n.d.) This investigation will take into account the demands of fast bowling throughout a county domestic season and evaluate the importance of a planned periodised training schedule to, not only, increase...
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...Is Resistance Training Therapy an Effective Treatment for Osteoarthritis? David C. Posey Greenville Technical College Abstract Osteoarthritis is a very common degenerative condition that affects tens of millions of Americans with treatment options varying from pain medicine management to surgical joint replacement. Because osteoarthritis is a chronic incurable disease, therapies using pharmacological methods are not always preferable due to side effects stemming from long term medicine use. Resistance training treatment is a potentially effective form of treatment, using resistance exercises to strengthen musculature surrounding the joint to alleviate stress on the joint. Several studies show significant improvement in pain management and...
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...widely known critical success factor for effective ERP or large IT projects is organizational change management. ERP implementations are not mere Technology Platform changes, but with cascading effects all across the Organization, including business process and organization Structure. This assignment will observe the needs of “change management” in correlation with ERP Implementation and how “change management” plays significant roles in developing an integrated Enterprise system. I focus the ERP implementation process of ABC Co., Ltd which is a market leader of electric household products manufacturing. This paper tends to explore the detail reflection of change management in ERP implementation together with challenges, overcoming resistance to change and change strategies of ABC Co., Ltd . Methodology This paper is a case study of ABC Co., Ltd from an inside-out perspective of change management process in ERP...
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...Lateral ankle sprains account for a vast majority of ankle injuries and said injury causes damage not only to the ligaments, but also the muscles, nerves, and mechanoreceptors that go across the lateral ankle. Chronic ankle instability (CAI) is generally the result of repetitive lateral ankle sprains and patients suffering from this condition often have deficits in functional proprioception, strength, and performance. One of the most essential parts of a rehab protocol for the ankle is strength training and this is mainly due to the fact that muscle weakness is associated with CAI. Since strength training is primarily used in participants with ankle instability to improve physical conditioning it is safe to assume that said training will work...
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...with 45% being under the age of 18. According to the CF trust (2010) the primary cause of death in individuals with CF is respiratory failure. CF is a progressive respiratory disease which results in an abnormal ventilator response to exercise for individuals with CF (Bradley and Moran, 2008). This contributes to dyspnoea which is a shortness of breath and is a major limiting factor to exercise tolerance in people with CF (O’ Neill, 1987). These exercise limits can add to compliance issues which will be discussed in further detail in later sections. Even though there is clear limiting factors to the benefits of exercise for the treatment of CF, Williams and Stevens (2013) report that rehabilitative exercise programmes form an important component of treatment and...
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...Management Managing Change and Innovation Geronimo L. Jamisola II MBE-TEP PLM Learning Objectives At the end of this presentation, you should be able to answer the following questions: • What factors create the need for change? • Is change a continual or occasional process ? • How do organizations manage change and resistance to change? • What are some current issues in managing change? • How to make change successful? • What is innovation and how does it occur in organizations? • How do organizations stimulate innovation? What is Organizational Change? • Organizational Change – Any alterations in the people, structure, or technology of an organization • Characteristics of Change – Is constant yet varies in degree and direction – Produces uncertainty yet is not completely unpredictable – Creates both threats and opportunities • Managing change is an integral part of every manager’s job Forces For Change • External forces – Changing consumer needs and wants – New Governmental laws and regulations – Changing Technology – Labour markets shifts – Economic and social changes • Internal Forces – New organizational strategy – Change in composition of Workforce – New equipment – Changing Employee attitudes – Compensation and benefits Two Views of the Change Process • The Calm Waters Metaphor – Kurt Lewin: Change is a break in the organization’s equilibrium state. 3 Step Change Process (see exhibit 1): • Unfreezing the status quo • Changing to a new state • Refreezing to make...
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...on “Five levers of organizational change management” by Prosci (1996-2011), Inc. “The discipline of change management has a set of tools that support the "people side" of change - regardless of the change that is being introduced.” The five tools are: communication, sponsor plan, coaching plan, training plan, and resistance management plan. In our competitive global economy, we can embrace change by enhancing organizational members’ performance and productivity by implementing these tools. OUTLINE I. Title Page II. Abstract III. Outline IV. Introduction Statement V. Communication a. Raise Awareness About Change b. Social Judgment Skills c. Communication and Organizational Frames VI. Sponsorship a. Stability b. Vision c. Influence VII. Coaching a. Components of a Coaching Plan b. Mentoring c. Group coaching VIII. Training a. Components of a Training Plan b. Training Method IX. Resistance a. Expecting Resistance b. Root of Resistance X. Closing Statement XI. Bibliography page XII. Discussion Questions Organizational change is all around us. From a wide range of small companies to Fortune 500 companies, evolution is ever changing. The economy, technological advances, or monetary restrictions...
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...Many of us do not like change due to the uncomfortable feeling of the unknown, we enjoy our routines, or lack of confidence in ourselves. Change is an inevitable force, and affects all people, creatures and things. Organizational development is one miniscule aspect of social, corporate change that I find quite fascinating. I never knew what it was founded upon. After reading Burnes and Cooke’s article on “The past, present, and future of organizational development: Taking the long view,” I learned that organizational development has such a variety of components to it, and didn’t realize the complexity that lied within the topic. There are so many layers that we must get through to fully understand the true meaning of organizational development. The most interesting to me were that training groups were the building blocks of organizational development, the criticisms it faced, and participative management that encompasses OD. Training groups were formed to focus on personal growth and self-development (Kaplan, 1986; Mirvis, 2006). It is quite helpful to organizations to use such groups because it’s much easier to observe a handful of people within the organization than the entirety of it. This could have been good for my current employer, Volt. Volt is currently undergoing a reorganizational change and there are many drastic changes that have been occurring. The “transformations” to be made should be aligned with our company’s vision, and they don’t seem to. Along with that, there...
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...change is essential to innovation of changes will prosper accordingly. Internal changes for administrative processes and procedures will support the initiative of implementing change throughout healthcare facilities. Implementing change will benefit patients and promote employee growth from training and education to conduct the proper standard to initiate changes. What is the manager’s role and responsibility in implementing change in the department? The manager’s role and responsibility in implementing changes within their assigned department consists of coordination that will ensure change will be successfully implemented. Managers must appropriately lead employees with a certain leadership style that will encourage employee engagement and adapt to changes. Managers must assist in the transition phases of change. Managers are responsible for providing employees with the tools that are needed to implement changes. Communication is essential to role and responsibility of managers to ensure information is properly communicated to construct changes into implementation. Managers communicate with stake holders and employees with presentation of information regarding change. Training plans...
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...Resistance to Change MGT 426 Laurence Saidman One of the many characteristics that add to the scarcity of change being implemented successfully within organizations is the resistance to change. Resistance to change is to be expected at some level in any organization, and can bring out a resilient reaction. The resistance may come in various forms and can be the main destroyer of vision and progress within many organizations. Resistance to change can poison the whole process of change (Palmer, Dunford & Akin, 2006). How can resistance be identified, and what can be done to overcome the resistance? Organizational Resistance Organizational resistance can come in many forms. There are seven symptoms that there is an active resistance in the workplace, and the symptoms may be passive or active in nature. The symptoms are “being critical, finding fault, ridiculing, appealing to fear, using facts selectively, blaming or accusing and sabotaging (Palmer, Dunford & Akin, 2006)”. Surprisingly according to a study done in 2005 the majority of resistance to change comes from the “leaders” in the company, mainly middle management (Rock 2008). The reasons management was resistant was because they were not personally aware of a need for a change, they thought that they would lose “power”, they were overloaded with responsibilities, they did not have proper training or education, and fears/doubts in general. Individual Resistance Individuals have many reasons for being...
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...3 Basic Types of Muscle * 1. Skeletal muscle – is voluntary muscle which allows movement of the skeleton and produces body heat. There are two types of skeletal muscle fiber. * Slow –twitch muscle fiber (type I) are oxygen-dependent , produces low force, are slow to fatigue and can contract for longer periods of time. * Fast-twitch muscle fiber (type II) –produces large amounts of force, contract rapidly, are not oxygen dependent but are fast to fatigue. * 2. Cardiac muscle tissue – involuntary muscle tissue which exists only in the heart and facilitates the pumping of the blood through the body. * 3. Smooth muscle tissue – involuntary muscle tissue that lines some of the internal organs, blood vessels and moves food through the stomach and intestines. Connective tissue * Tendons – Each skeletal muscle is surrounded by a sheet of connective tissue that draws together at the ends of the muscle forming tendons. Tendons attach muscles to bones. * Ligaments – Fibrous, connective tissue that connects bone to bone Muscle structure * Within each skeletal muscle there are individual muscle cells called muscle fibers which are connected in bundles. Each muscle fiber extends the length of the muscle. Within each muscle fiber are smaller units called myofibrils. Each myofibril consists of many sarcomeres. The sarcomeres contain proteins called actin and myosin. Sarcomeres are responsible for muscle contraction. The actin and myosin filaments...
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...Change in almost any aspect of a business enterprise’s operation can be met resistance. Nowadays, changing in business circumstances requires managers to take preventive action aimed at stabilizing the enterprise and resolve conflicts that may threaten the enterprise’s future. Managers will be acting as change agent and responsible for managing the organizational change process. Change agents can be a manager within the organization, but could be a non-manager such as outside consultant who has objective perspective when analyze enterprise’s lack. According to (Robbins and Coulter 2011, p.155) Managers will face three main types of change: structure, technology, and people. Changing structure driven by changes in the external environment or...
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...Week 8 Assignment 2 Clifton Bland Professor Hughes BUS 325 March 1, 2015 Introduction Human resource management refers to the exercise or function through which an organization will be able to maximize the productivity of its employees through set strategic objectives. Human resource management determines the motivation that employees of an organization have to work at the employing organization. This is because human resource management deals with all aspects that pertain to the workplace environment including salaries and wages. Therefore, it is important for an organization to perform quality human resource management right from the recruitment of an individual to the retirement of the individual. In the case that an organization mistreats its employees, the employees will not perform to their maximum potential thereby reducing the productivity of the organization and by extension, the organizations profit margins (Hurn, 2007). Human Resource Management as a Strategy Organizations use human resource management as a strategy to improve its productivity in terms of volumetric production as well as quality production. This is simply through the motivation of the employees to help improve the corporation’s productivity. In simple terms, happy employees contribute to the success of the company because of their motivation to work. Performance, productivity, quality, and specialization qualities will improve once they are happy. In addition, human resource management is...
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