Summary of Monster by Sanyika Shakur Essay -- Sanyika Shakur Monster G

Summary of Monster by Sanyika Shakur Growing up in a world of gangs, death, and suffering Kody Scott, also known as Monster Kody, grew up in a life of struggle. From eleven years old Kody knew what he wanted a to be, a gangster. Nothing could stop him from becoming one of the most feared gang member of the late 1970?s and early 80?s except maybe his own conscience. Kody Scott goes through an evolution, from a child to Monster Kody to finally Sanyika Shakur, his Muslim name. Sanyika Shakur is a true survivor, considering everything that has taken place in his life he has managed to make something of himself from nothing. Kody Scott was born into the gang life weither he liked it or not. Born on 1963 in South Central Los Angeles Kody?s life would be affected by the growing number of gangs inevitably. Kody knew he had a choice to be made, be a gang member or be a pedestrian. He viewed pedestrians as spineless nerds who were always victims of someone?s ridicule or physical violence, who never responded to an affront of any type. He himself had a taste of pedestrian life in grade school were he was picked on and had his lunch money taken from him. ?Early on I saw and felt both sides of the game being played where I lived. It was during my time in elementary school that I chose to never be a victim again, if I could help it?(Shakur 100). Being in a gang gave Kody a feeling of security in a city of violence. ?I felt very different, older, more attached than any of...

Explore the ways in which writers present strong feelings to interest the reader or audience

Various techniques are used by writers to present strong feelings which evoke emotion from the reader or audience. Literary techniques are used in great lengths to both emphasise strong feelings in a literary piece and to also evoke strong feelings from an audience. The techniques embody language, structure and form. The experimentation of structure and poetic techniques used by writers create strong feelings within both the contemporary and present audience, ensuring audiences were and always will be interested in the literary piece.In the prologue of the play ‘Romeo and Juliet’ the audience learn that two dignified households in the city of Verona hold an ‘’ancient grudge’’ towards each other, which remains a source of the violent conflict which is central to the play. It can be suggested that hatred has grown stronger over a long period of time. Similarly, the structure of the poem undermined traditional Elizabethan sonnets which were tradit ionally love poems. Shakespeare’s, however, changed this form to show hatred, violence, conflict and death to foreshadow the ending of ‘Romeo and Juliet’.An Elizabethan audience would have recognised this, creating a feeling of excitement and curiosity within them. Likewise in ‘sonnet 43’ Browning has also undermined the traditional form of a sonnet to create religious imagery to describe her lover. Browning’s sonnet discusses and compares her strong feelings for her lover and as her description develops she illustrates that she loves him with the emotions of an entire life from childhood right through to death. ‘’I love thee with the breath, smiles, tears, of all my life!– And, if God choose, I shall love thee better after death’’. She worships her lover with all her heart and respects him much more than she does her religion. He touches all aspects of her life and gives meaning to her whole existence. The au dience would be shocked as during the Victorian era religion was paramount in the lives of the people. However, it is not just love for one person that is described but the feeling of love itself. Similarly, as Romeo and Juliet become innocent victims of an atrocious ‘‘strife’’ between their families when they ‘’take their lives’’.Considerably, the poet evokes strong feelings towards the emotion of love when Browning is describing the intensity of religion and the link between death and love, as Shakespeare does when he links the idea of love and death in the prologue, allowing both the audience and the reader to openly question the content without profanity. In the play ‘Romeo and Juliet’ segregated from society is a dominant feeling and a reoccurring theme. Romeo and Juliet go to extreme lengths to preserve their love together.They did this as according to Elizabethan society it was nor their ‘Fate’ nor ‘Destiny’ to ever be together. Therefore by choosing to be together consequences to them both mocking society. Juliet was Romeos second love which is ironic and therefore mocks society because Elizabethans believed in fate and destiny and that you could only ever love one person. If you loved again you weren’t really in love or you previous relationship wasn’t love but lust. Romeo’s feelings power his actions contradicting the Elizabethan norm which would undoubtedly evoke strong feelings such as disgust and shock from the audience.Alternatively in the poem ‘My last duchess’ the writer evokes strong feelings from the reader by focusing on the dominance and control of the Duke towards his wife. The audience in this case is this the ambassador acting on behalf of Ferdinand referred to in the poem as ‘The Count, your master’ but in reality it is the reader. This makes the reader feel rebellious as they are ‘eavesdroppin g’ on an interesting conversation. This completely contrasts to Romeos relationship with Juliet. They respect and accept each other as equals whereas the Duke doesn’t respect his wife or even acknowledge her.The duke refers to his wife, not by her name, by ‘she’. A contemporary reader would accept this as men were the dominant spouse. ‘’Half flushed that dies along the throat’’. This is ironic as it is said that the duke killed or had his wife killed, we could interpret that he beheaded or had her beheaded. This would surprise the reader as the duke earlier in the poem he compliments his wife, calling her a ‘wonder’. Although his words and actions are brutal the duke would have been accepted by society as men were believed to be higher than women.Romeo and Juliet’s love was not accepted by an Elizabethan society but they choose to ignore their friends and family, therefore appalling their audiences and mocking their entire beliefs. In the play Romeo and Juliet confusion, doubt and uncertainty are common emotions. During the balcony scene Juliet is speaking her mind unaware that Romeo had been listening. ‘’Be sworn my love, and I shall no longer be a Capulet’’. She would disown her family to be with Romeo, someone whom she had just met. This would have stunned an Elizabethan audience as she came from a rich, well respected family.There is more confusion when Juliet’s feelings change, ‘’ it is too rash, too unadvised, too sudden’’. Shakespeare uses the ‘rule of three’ to emphasise on the word ‘too’. He does this to show how strong Juliet’s doubt towards Romeo is. An Elizabethan audience would be confused as to how she could change her mind as they believed in love at first sight and this was going against that belief. Shakespeare mocks his entire society though his characters by showing them that fate and destiny is not written in the stars but is decided by you.Equally, in the poem ‘The Laboratory’ there is a lot of confusion between the character and the reader. The woman in the poem is searching for the perfect poison to commit a murder. She cannot seem to decide what poison she would like and is distracted by the â€Å"exquisite blue† colours of the poisons. ‘’Yonder soft phial†¦ sure to taste sweetly, – is that poison too? ’’. Her actions are very child-like and due to her frequent change of mind the reader will begin to doubt her motive and seriousness.The reader feels confused at her motives and could assume the poem is comic and not serious. By using a question mark, the poet emphasises the protagonists confused mind. This confusion is further highlighted by the â€Å"-â€Å"which separates the question from the rest of the stanza and draws it to the attention of the reader. Clearly, Shakespeare and Mr and Mrs Browning all convey strong emotion to the audience and readers whether it is through language, structure or form. This is one of the main reasons why their literature has lasted and is greatly treasured.

Background of Peter Drucker - Free Essay Example

Sample details Pages: 8 Words: 2309 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Narrative essay Did you like this example? INTRODUCTION Background of Peter Drucker Peter Ferdinand Drucker is the real name for Peter Drucker and he was an Austrian-born American. He was known as a management consultant, educator and author that had contributed to the philosophy and practical foundations of the modern business organization. He was born on 19 November 1909 at Vienna, Austria. At that time, his mother was a medicine student while his father was a lawyer and high-civil servant. His mother is Caroline Bondi and his father is Adolf Drucker. After graduates from DÃÆ' ¶bling Gymnasium, Drucker moved to Hamburg, Germany and working as an apprentice at an established cotton trading firm. That was his first working experience. Then, he moved to Frankfurt and worked as a journalist at the Daily Frankfurter General-Anzeiger. With the organization, Drucker had written for the Der ÃÆ'–sterreichische Volkswirt (The Austrian Economist). In 1931, he got a doctorate in international law and public law from the University of Frankfurt. Two years after that, Drucker worked for an insurance company in London in 1933 before he worked as the chief economist at a private bank. Then, he got married with his wife on 1934, which is a year after that. After got married, both of them stayed at United States and Drucker was a university professor as well as a freelance writer and business consultant. Drucker got the authority to be the citizen of United States on 1934. At that time, he was a professor of politics and philosophy at Bennington College until 1949. From 1950 until 1971, Drucker had working as the Professor of Management for twenty-two years at New York University. Drucker was the developer of one of the countryà ¢Ã¢â€š ¬Ã¢â€ž ¢s that offered MBA programs for working professionals at Claremont Graduate University when he was at the California in 1971. From 1971, he was the Clarke Professor of Social Science and Management at Claremont until he dies. Claremon t Graduate Universityà ¢Ã¢â€š ¬Ã¢â€ž ¢s Management School was known as the Peter F. Drucker Graduate School of Management before it was changed. Then, it was renamed again as Peter F. Drucker and Masatoshi Ito Graduate School of Management. In 1999, at Claremont Graduate University, Drucker has established the Drucker archives, and it became the Archives Drucker Institute after seven years, in 2006. Drucker taught his last class in 2002 at age 92 but he still active as a consultant to businesses and non-profit organizations. At the age of 95 years old, on 11 November 2005, he died in Claremont, California due to natural causes. Well-known strategy: Management by objectives(MBO) Management by objectives(MBO) is the theory by Peter Drucker. The term management by objectives was first popularized byPeter Druckerin his bookThe Practice of Management, 1954. Management by Objectives(MBO) also known asManagement by Results(MBR). According to Drucker, it is the procedure of settin g objectives and monitoring progress towards them should permeate the entire organization. In the other way, it is a process of defining objectiveswithin an organization so thatmanagement and employees agree to the objectives and understand what they need to do in the organization in order to achieve them. Behind the principle of Management by Objectives (MBO), employees must have a clear understanding of the roles and responsibilities expected of them. Then they can understand how their activities relate to the achievement of the organizations goal and the importance on fulfilling the personal goals of each employee. The features of Management by Objectives (MBO) are superior-subordinate participation, joint goal setting and support from superiors. Superior-subordinate participation means management and subordinates need to understand that in Management by Objectives (MBO), they must work together to come up with goals and objectives. They must jointly agree on exactly how the job duties should be handled in order to attain those goals. For the joint goal setting, the cooperation level is required in the Management by Objectives (MBO) process. All sides must realize that the goals that are being set should be tangible, verifiable and measurable. In order it to be a successful venture, management and subordinates need to agree on objectives that are realistic and attainable. That is relating with the previous duties from both superior-subordinate participation that have to come out with the goals that are achievable by the organization. The third features is, superiors should have to make he available to the employee in term of giving them full of support. Superiors should offer advice and guidance to every individual that is working towards the organizational goals that have been set. This is exactly how Management by Objectives (MBO) works in maintaining a high level of communication and cooperation between management and employees. Managem ent by Objectives (MBO) consists of five steps which are goal setting, manager-subordinate involvement, matching goals and resources, implementation of plan and review and appraisal of performance. The first step is goal setting. The organizational objectives have to be crystal clear before any other steps can be considered. These are usually decided upon by top executives after consulting with the entire management team and the final decisions are them passed on to the rest of the organization, with the main focus on Key Result Areas (KRA). Key Result Areas are the targets or goals set by an entity in their strategic plan. It is used in many areas of business including customer service and human resources for examples are the duties and responsibilities of a person are to carry out in their job and their performance on each one. Second step is manager-subordinate involvement. Once the bigger organizational details have been decided, management and subordinates get to work on setting individual goals, with everyone within the organization involved. This joint consultation is important because people become highly motivated in achieving objectives that were set by them to start with. The goals of subordinates are specific and short range in order easier for subordinateà ¢Ã¢â€š ¬Ã¢â€ž ¢s unit to achieve within the specific period of time that already had been decided. Matching goals and resources is the next step. It is means nothing if not matching goals and resources. At this point, management must look at providing their people with all the tools and materials they need to meet those goals. If the goals are precisely set, then the resources requirement can also be precisely measured thus making the resources allocation easier. The allocation of resources should be done in consultation with the subordinates. Once all the objectives have been decided and resources put in place, the employees can start their work and responsibility according to the plan. They can call on management at any time if they need further assistance. As long as it is within the frame work of organizational policies, there should be minimum interference by management. This is the fourth step, which is the implementation of plan. The last step is review and appraisal of performance. It is important that managers and subordinates meet regularly to evaluate performance and progress. The same fair and measurable standards should be used during this process as they were in the planning stage. By review and appraisal of employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s performance, it can improve the morale of subordinates since the manager shows an active interest in the subordinateà ¢Ã¢â€š ¬Ã¢â€ž ¢s work and progress. It will attract and motivate employee to do their work better and getting better after that. There have some of the advantages of Management by Objectives (MBO). Firstly is motivation which means involving employees in the whole process of goal setting and increasing employee empowerment. Motivation in the workplace is obviously very important. Creating a motivating environment at the workplace produces happy employees, low staff turnover and absenteeism, enhanced productivity, satisfied customers and better financial performance. At the same time, this will increases employee job satisfaction and commitment towards their works. Another advantage is better communication and coordination. Frequent reviews and interactions between superiors and subordinates help to maintain harmonious relationships within the organization and also to solve many problems. Through this, it will avoid any miscommunication and any information will be sent clearly, thus will produce effective and productive staffs. The barriers or gap between the top management and lower management team will be reducing and there is an existing tight bond of relationships within the organization. For Management by Objectives (MBO) to be effective, individual managers m ust understand the specific objectives of their job and how those objectives fit with the overall company objectives set by the board of directors and it is linked to the organizations objectives. The managers of the various units or sub-units, or sections of an organization should know not only the objectives of their unit but should also actively participate in setting these objectives and make responsibility for them. The limitation means something that bounds, restrains, or confines. There are several limitations to the assumptive base underlying the impact of Management by Objectives (MBO) which are time consuming, develop conflicting objectives and lack of appreciation. Time consuming problem might occur in this theory. Management of Objectives (MBO) is incredibly effective, but it takes time to show the progress. The process of setting objectives is not something that tends to happen quickly and easy. It needs regular meeting in order to assess just how well the system is working and the progress from time to time. Another limitation in Management by Objectives (MBO) is develops conflicting objectives. The goals and objectives of each individual within the organization may not be the same with the other employees, which are particularly happening when there are multiple departments. Each department will have their own ideas of success, which they may feel is different from the rest, all of which creates conflict and at the end it will give bad impact and the objectives cannot be achieved by the organization successfully. Besides, Management of Objectives (MBO) will have the lack of appreciation as the limitation. The purpose of Management of Objectives (MBO) is to involve everyone in the goal setting of the organization, but it can still fail if the goals are not properly managed. It can also be a limitation if management do not delegate properly or motivate accordingly. There have some criticism for Management by Objectives (MBO) for exa mple W. Edwards Deming said, Management by Objectives (MBO) is a barrier to quality improvement. He make this when United States having industrial problem due to Japanese dramatic creation of quality product at low cost after World War II, through à ¢Ã¢â€š ¬Ã…“Eliminate Management by Objectivesà ¢Ã¢â€š ¬Ã‚ . There is no clear understanding of Management by Objectives (MBO) in relation to strategic management (Dale Krueger, 2004). Management by Objectives (MBO) does not provide full and complete strategic management and it can only be accomplished on a group basis but not the staffing and external environment. Here are some strategies to make Management by Objectives (MBO) an effective which are by support from all, training of managers and allocation of adequate time and resources. Support from all means executives may only implement a Management by Objectives (MBO) into the organization, but it will only work if every member of management is on board with the plan and wo rk together in order to achieve the goals. It is not only management that has to buy in, though, with every single employee need to understand what is needed to make it work and then co-operating every step of the way. They really have to feel that Management by Objectives (MBO) is a program that benefits to all. Training of managers is the next strategies should be implementing to make Management by Objectives (MBO) effectives. Since Management by Objectives (MBO) differs from any other management style, existing bosses must be brought up to date with the philosophy of Management by Objectives (MBO). They need to understand how the principles of Management by Objectives (MBO) can be implementing into the current company philosophy. This training is a crucial part of the process, especially since it is the manager and employees that are going to be responsible for setting the majority of goals and objectives. Another strategy should be implement is allocation of adequate time and resources, even the best planned Management by Objectives (MBO) program requires a minimum three to five years before it will give the positive results. Managers and employees should not employ Management by Objectives (MBO) thinking that it will be a quick fix solution and it will be settle in a short time. CONCLUSION Peter Druckerà ¢Ã¢â€š ¬Ã¢â€ž ¢s idea and concept of Management by Objectives (MBO) is still stay in this 21st century. Nowadays, the economy is rapidly growth in technology development. Employees are more preferred for freedom and active participation in management. Implementation of Management by Objectives (MBO) will help the employees to have the sense of full satisfaction and motivation as it enable them in the decision making and management process actively. Management by Objectives (MBO) is suitable practicing within the management in knowledge-based organizations such as software development companies that need all their workers or employees getting involve in the management and always come out with the new ideas that are never being introduced before. The employees are given sufficient responsibility and authority to achieve their individual objectives. Accomplishment of individual objectives eventually contributes to achieving organizational goals. References Peter Drucker. (n.d.). In Wikipedia. Retrieved Mac 23, 2014, from https://en.wikipedia.org/wiki/Peter_Drucker Management by Objective. (n.d.). In Wikipedia. Retrieved Mac 23, 2014, from https://en.wikipedia.org/wiki/Management_by_objectives The Drucker Institute. (2014). Peter Druckerà ¢Ã¢â€š ¬Ã¢â€ž ¢s Life and Legacy. Retrieved Mac 22, 2014, from https://www.druckerinstitute.com/ Management by Objectives. (2012). Advantages of Goals and Objectives Management. Retrived Mac 22, 2014, from https://managementbyobjectives.com/advantages-of-goals-and-objectives-management/ Management by Objectives. (2012). Limitations of Management by Objectives. Retrieved Mac 22, 2014, from https://managementbyobjectives.com/limitations-of-management-by-objectives/ Management by Objectives. (2012). How To Make Management by Objectives Effective? Retrieved Mac 22, 2014, from https://managementbyobjectives.com/how-to-make-management-by-objectives-effective/ Bob Krone, PhD. (2005). Management by Objectives. A Controversial Classic. Retrieved Mac 23, 2014, from https://artwork.net/ks/asq711/quality5a.htm Dale Krueger, Ph.D. Strategic management and management by objectives, 2004, pp 1-8. Don’t waste time! Our writers will create an original "Background of Peter Drucker" essay for you Create order

An Analysis Of Susan Glaspell s A Heavy Conscience

A Heavy Conscience Trifles by Susan Glaspell is a short play built around the murder of John Wright. One might say that this play is dull and boring. However, that is far from the case. There are numerous entwined themes and ideas throughout the play. With closer examination of Glaspell’s work it is clear that there is a far greater plot in action. Mrs. Minnie Wright has been arrested for the murder of her husband while the investigation is active. Interestingly enough the murder is not the focused of this play. The focus is how two wives Mrs. Hale and Mrs. Peters identify with the accused. Throughout the play the wives uncover several seemingly insignificant clues which provide insight on the daily life Mrs. Wright before the death of her husband. Although both women ultimately end up identifying themselves with Mrs. Wright, Mrs. Hale appeared to only aid Mrs. Wright due to the overwhelming guilt and shame she feels after learning of the circumstances Mrs. Wright lived in. Mrs. Hale feels guilt and shame for not noticing the confinement and isolation of Mrs. Wright’s life. Mrs. Hale knew Mrs. Wright before she was married back when she was Minnie Foster, so Mrs. Hale feels as though she should have been able to help her. Periodically throughout the play Mrs. Hale reminisces over the former Minnie Foster. She recalls enjoyable and happy memories of Minnie when she was full of life. She goes on and states, â€Å"She used to wear pretty clothes and be lively, when she wasShow MoreRelatedAn Analysis Of Susan Glaspell s A Heavy Conscience Essay984 Words   |  4 Pages A Heavy Conscience Trifles by Susan Glaspell is a short play built around the murder of John Wright. One might say that this play is dull and boring. However, that is far from the case. There are numerous entwined themes and ideas throughout the play. With closer examination of Glaspell’s work it is clear that there is a far greater plot in action. Mrs. Minnie Wright has been arrested for the murder of her husband while the investigation is active. Interestingly enough the murder is not the focused

Superstition in Huck Finn Essay - 1232 Words

Superstitious Times Some say that superstition is an impractical way of looking at life but the characters in Mark Twain’s, The Adventures of Huckleberry Finn beg to differ. Examples of superstition are abundant throughout the novel. Allowing characters in a novel to have superstitions makes their lives more realistic and the reading more enjoyable. Huck and Jim’s superstitions cause them grief, help them get through, and sometimes get them into trouble in their lengthy runaway journey. Although both of these characters tend to be quite rational, they quickly become irrational when anything remotely superstitious happens to them. Superstition plays a dual role: it shows that Huck and Jim are child-like in spite of their otherwise†¦show more content†¦He listened closely â€Å"me-yow! me-yow!†(6), this was, sure enough Tom’s call to him. Huck jumps down to meet his friend. This superstition gives the reader a first insight to Huck. 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Analysis of Manage Organizational Change

Questions: 1. Identify strategic change needed through an analysis of strategic plans, Review existing policies and practices working against strategic objectives, Monitor trends in external environment to identify risks to organisations objectives. 2. Identify major operational/performance gaps/opp or threats/ decisions, Review and prioritise change requirements, Undertake a cost benefit analysis. 3. Undertake risk analysis + Identify and respond to barriers to change. 4.Consultant internal managers experts, Consult with individuals and relevant groups. 5.Develop a change management plan and project timetable, Obtain approval for change management plan, Assign resources to the project. 6.Develop comm. education plans for relevant staff,Develop comm. plans to promote benefits minimise loss, Arrange activities to deliver communication. 7.Activate strategies for embedding change,Conduct regular evaluations and reviews. Answers: Introduction A business needs several changes in its lifetime. Change may take place due to several reasons like, to improve the production quality, to improve the service quality, to modernize the businesss structure etc. To do any change the organization must manage the whole situation. Change management is a systematic way to transitioning any kind of change to an expected future situation. Discussion of the needs and change objectives Accoridng to Ardichvili (2012), that a company needs strategic changes when it faces any kind of difficulties during implementation of strategies to achieve the objectives. Here, in this particular study, the needs for strategic changes in the company i.e. Australia Post has stated below: Objectives Objectives of Australia Post (i) The main objectives of Australia post is to deliver innovative and easy-to use products and services to the people. (ii) It is also an objective of the company is to provide friendly services through knowledgeable staffs. (iii) Another objective of Australia Post that is very important is to build an efficient and effective network to provide services to the people within the required timeframe. (iv)The objective for the employees or for the staffs is to rewarding their excellent performance and providing job satisfactions to the employees. (v) Another objective is to encourage all the members of the company to participate efficiently to make the business successful (Brown, 2006). Necessity of change these objectives However, Australia Post has the above business objectives but the current strategies taken by them are become unsuccessful to meet those objectives due to some loopholes in the current strategies. As opined by Gill (2012) that the loopholes in the company are lack of knowledgeable staffs to provide excellent services to the people, lack of friendly attitude in the staff members of the company, lack of sincerity within the employees to provide timely services, lack of motivational activities within the company. Hence, existence of these all loopholes needs some strategic changes within the company (Kossek, 2007). A review of chosen organisational strategic objectives The current policies of Australia Post and the limitations (i) policy of Australia Post Enterprise Agreement, 2013. It is taken to rewarding the employees but this is not implemented in a right manner. Hence, the employees do not get expected reward for their performances. (ii) Another policy is Assignment of Postcodes. It is made to allocate the postcodes to various geographical areas and to the localities but due to lack of proper training, the staffs are not able to allocate the Postcodes timely. (iii) The next is Refund Policy. As explained by Smart and Pontifex (2003) that this policy is to guide the clients or customers to refund the products and request for any kind of exchange and repair but in actual situation, the employees do not properly give this guidance. Hence, the customers face many problems for that. (iv) Policy to maintain ethics is the next one. This policy is to guide all the members of the company to perform their job in an ethical and integrated manner but due to lack of proper communication system this is not happening actually. However, these policies are failed to meet objectives of the company and so, the change is required. Necessity of proposed change Political At present, the political focus is increasing on the postal services industry in Australia. This means the government is thinking about this industry for betterment, which is indicating good opportunity of the company Australia Post (Gashi, 2013). Economic The reduction in customers net income due to the economic crisis is creating pressure on the postal industry of Australia, which will results in the growth of this industry. That means, Australia Post is benefited during this changed situation. Social The demand for innovative postal products and services are increasing in Australia at present and it is one of the main plus points for Australia Post (Graham and Bennett, 2008). Technological The current technological changes is creating new scope for business for this postal industry in terms of new and innovative products and services and it is the great opportunity for Australia Post. Legal The present internet evolution has stretched the legal boundaries for the postal industry, which has resulted more customer demand in case of their right in getting postal services. Environment The growing environmental awareness has provided the scope to the postal industry in Australia to produce and deliver the innovative eco-friendly products. It is another big scope for Australia Post to introduce attractive eco-friendly products and services as mentioned by Hersey and Blanchard (2012). Performance gaps the main performance gap in Australia post is not delivering the products and services in time. This is happening due to the lack of sincerity in the staffs of the company; another gap is not satisfying the employees needs. This is the performance gap of the managers; they are not successful to communicate the employees properly; the next is providing standard services to the customers. This is taking place due to the gap in knowledge of the employees (Martocchio, 2004). Business opportunities and threats The main opportunities for Australia post is the growing environmental awareness among the Australian public, advanced technological changes, increased social demand for innovative products and services (Tracey, 2004). On the other hand, the threats for Australia post are the increased legal restrictions, introduction of new companies, which have strong capital and technological base. Management decisions the management of the company made several policies but they are failed to take appropriate decisions to implement those policies and they have also took decisions of not providing all the relevant holidays to the employees which became the main barrier for non-achievement of objectives (Tracey, 2004). However, these above performance gaps, management decisions, threats and the opportunities has caused for the needs to strategic changes. Resource availability to enable change The biggest opportunity for which the organization requires strategic change is the increased demand of the innovative eco-friendly products. For this the production manager needs to change the production strategy that is the strategy for change in the types of raw materials, machinery etc as opined by Gashi (2013). Another opportunity is the development in the internet services. For this, the marketing manager needs to change the present strategy to provide better services through online. The next change is required is the change in the strategy to provide training to the employees and this is the responsibility of human resource manager. Proper training and guidance will make the employees able to provide better services and increasing the market share (Smart and Pontifex, 2003). Barriers to changes: The main barriers to changes in Australia Post are (i) shortage of required money for making the infrastructural changes and starting the training and development program. (ii) Lack of appropriate personnel to provide the training. (iii) Lack of employees sincerity to adopt the required change. (iv) proper internal environment is not present in the organization. (v) Absence of proper communication system within the organization (Smart and Pontifex, 2003). Agreed and mitigation strategies: The agreed and mitigation strategies of Australia Post are (i) strategy for communicating all the employees at each time when any change takes place. (ii) Strict notice by the management to implement the changes. (iii) Strategy for starting training and development program. (iv) Strategy to source the new kind of raw materials before the requirements takes place (Gashi, 2013). Description of selected approach to change To introduce the changes in the organization at first a change management team must be appoint in the organization. The employees of the organization and the personnel from the outside can be included in the team. In the second step the plans of the company have to analyzed properly to see the suitability of the plans. The next step is to make a communication plan within the organization to inform all the members about the changed plans or strategies (Kossek, 2007). The fourth step is to create a suitable timeline that will require during the change management process. Fifth step is detection of those problems, which may arise during the change process. The sixth step is preparation of a report including all the information of change to present it to the senior management. The last step is discussing with the local management team about the future changes that will happen (Kossek, 2007). Ensure approval to implement change management strategy After completing the planning, the employees need to take the approval from the appropriate authority. For example: To doing any changes in the production department the approval must be taken from the production managers, CEO and the Managing Director of the company. For any change in the human resource department the approval have to take from the human resource manager, and from the Managing Director. Therefore, for any kind of change the approvals have to take so that the change meets the legal requirements and everything goes in a systematic manner (Brown, 2006). After taking the approval from the appropriate authorities, the local managers have to take care to allocating the required resources to the changed plans. For examples: if Australia Post requires any changes in the human resource department that is requirement of training and development the manager of the human resource department needs to source the appropriate authority who will give the training. With that the manager have to identify the employees who need training program and then the manager need to apply for the required money to the senior or appropriate authorities (Smart and Pontifex, 2003). On the other hand to change the type of products the production manager needs to identify the raw materials that is required to produce the new type i.e. eco-friendly products. After that the managers have to inform the human resource department to give training to the workers or employees, if required. At last the production manager will apply to the appropriate authority that is the finance department to provide the required finance or money for implementing the change. Cost benefit analysis: Action Plan The cost-benefit analysis is as follows: Change requirement and opportunities Costs Benefits Increasing demand for eco-friendly products The knowledge limitations in the workers of the production department change in production system, huge initial cost. Increase in customer base, increase in sales and profitability and positive movement o brand image. Advancement of technology Lack of proper knowledge within the employees, sacrificing jobs of some employees New and innovative products and services Training and development program for employees Huge initial costs Trained staff members, delivering better services to the customers Table1: Cost benefit analysis Risk analysis Job analysis and preparation of organisational structure: This is a significant task for Australia Post in establishing where the core experience and knowledge is situated and among which key workers or individuals or areas this is vested. It the change objective proposes to adopt new business practices and processes targeted at providing the firm with enhanced business performance, then carrying out a job analysis across the entire spectrum or strategic organisational roles and responsibilities also need to be undertaken at the earliest. To accomplish the mission, vision and objectives, any company must aim at realising the full potential of all its employees (Hersey and Blanchard, 2012). Be valuing its staffs, a company can increase its innovativeness and ability to adapt to change, thereby improving its overall performance. Constant employee involvement and consultation will assist in assuring employees of the significance of the organisational changes, the ways in which they can be involved and how they can support the alterations to the business. Possible barriers to change Barriers to the change that is taking place in Australia Post: Lack of knowledge in the employees Lack monetary base for the required changes Lack of appropriate communication system Lack of personnel to provide the training Lack of appropriate infrastructure for implementing the change Acknowledgement of relevant authorities The researcher has thanked to the higher authority of the company because of their helpful approaches. The higher authority of the company has helped the researcher to analyse the data in proper manner. The manager of the company has provided all kind of information that helps the researcher to conduct the research in proper manner. Discussion of stakeholders: The stakeholders of the company are managers, shareholders and supplier, employees and customers of the company. The stakeholders are played their effective role in developing the performance of the organisation in the market. Though the company has faced some of major problems therefore, the stakeholders are allowed to provide necessary idea to the company to overcome its barriers and get benefit from it accordingly. Communication plan The Company Australia Post is responding to the changes by initiating training programme in the market. The manager of the company that is Australia Post has to create a strong communication network to communicate the employees and their customers (Hersey and Blanchard, 2012). The management needs to announce about all kind of changes that will take place in the near future. Another thing that the management have to do is arrange the required money to implement the change in the organization. Strategies of embedding change within the organisation The development of communication or education plan to promote the benefits of the change to the firm and to reduce loss include three steps namely, organisational pre-positioning, change management plan implementation and ongoing support and consolidation. Organisational pre positioning this phase focuses on the preparations for change through communication with staff and stakeholders. In also comprises of initial job analysis including preparing of job descriptions for introduction of a novel organisational structure and the deliverance of general change management awareness training to employees. This particular phase is targeted at preparing the organisation for change and managing associated risks and benefits (Smart and Pontifex, 2003). Change management plan implementation The focus in this phase is on the implementation of the changes against the decided plans and business objectives. The progress of application should be regularly informed to senior managers stakeholders and staff. Ongoing support and consolidation This particular phase concentrates on provision of continual support and enhancements as the alterations are incorporated within the firm and are considered as the new work culture of the company. A fundamental feature of facilitating a change process throughout the application phase will be development of an initial awareness and comprehending at an early stage, regarding why change management process is necessary and the benefits to be gained at team, individual and organisational performance levels (Kossek, 2007). Prepositioning is essential for shaping and successful delivery of required knowledge to advance the firm from its current business mode of operation to accomplish a higher stage of business performance. From a practical perspective, at no stage of the communications cycle should the change management application timeframe be delivered in anything except the most realistic terms. Otherwise, it may severely hamper the degree of employee commitment as well as the credibility of programme and transformation (Smart and Pontifex, 2003). General awareness training and analysis: The primary step of designing a concentrated and relevant training and learning plan is to ensure that the activities are targeted at raising the awareness of suitable skills and knowledge of the staff of Australia Post. All managers will be required to provide data on individuals by using a framework of competencies for each job profile. Apart from this, the business objectives and strategy will also determine key areas where the planned changes have to be delivered to enhance organisational processes (Graham and Bennett, 2008). Project timetable: Gantt chart Activities 1st month 2nd month 3rd month Informing the employees about the future changes Initiating the training program Continuing the training program Communicating all the members in the organization Arranging the money Completion of change program Table 2: Gantt chart Conclusion: It can be concluded that Australia Post initiates several training programs for the growth of the employee. This will directly give strong impact on the growth of the company itself. This is recommended for the managers to judge the growth. Reference List: Books: Gashi, R. (2013). Strategic Human Resources Management: Human Resources or Human Capital. Academic Journal of Interdisciplinary Studies. Graham, H. and Bennett, R. (2008). Human resources management. London: Pitman. Hersey, P. and Blanchard, K. (2012). Management of organizational behavior. Englewood Cliffs, N.J.: Prentice-Hall. Martocchio, J. (2004). Research in personnel and human resources management. Amsterdam: Elsevier JAI. Tracey, W. (2004). Human resources management development handbook. New York: amacom. Journals: Ardichvili, A. (2012). Knowledge Management, Human Resource Development, and Internet Technology. Advances in Developing Human Resources, 4(4), pp.451-463. Brown, A. (2006). Quality Management: Issues for Human Resource Management. Asia Pacific Journal of Human Resources, 33(3), pp.117-129. Gill, R. (2012). Change management--or change leadership?. Journal of Change Management, 3(4), pp.307-318. Kossek, E. (2007). Human Resources Management Innovation. Human Resource Management, 26(1), pp.71-92. Smart, J. and Pontifex, M. (2003). Human Resources Management and the Australian Human Resources Institute: The Profession and Its Professional Body. Asia Pacific Journal of Human Resources, 31(1), pp.1-19.

The Ice Stom And Scence And Sensibility Essays - Emotions

The Ice Stom And Scence And Sensibility The Ice Storm and Scene and Sensibility Ang Lee Merritt McMullen Ang Lee directed both Ice Storm and Scene and Sensibility; these are stories of dysfunction families that have to deal with the variety of problems that occur. Even with the known fact that one story takes place in modern day while the other occurs in Elizabethan times; there are a number of similarities. As characters search for stability, long for lust or love, and keep their feelings locked inside; their downfall soon follows, but as they return from silence they will find happiness. Mikey seeks stability in his life of chaos and troubles. He yearns for this stability because he lacks a secure family lifestyle. The Dashwood sisters are much like Mikey in the since that they too yearn for a steady lifestyle with one man. They are in a constant search for a husband that would give them the stable life that they long for. As for both Mikey and the sisters this stability causes death. Mikey is fascinated with molecules and the cleanliness; he believed the molecules had stopped when they were frozen. Everything being frozen is a symbol of stability, but this is an illusion because the ice will soon melt and therefore no longer be stabile. Immediately after Mikey sits down and finds his solid base death follows. He is completely drawn into the wires and flashing lights; these wires portray a snake. This snake is a symbol for the temptation for sex within his family, so in a since his families obsession for sex kills him. The Dashwood sisters yearn for a husband, but as they become quite close, their loved ones then escape for London. As the ice appeared solid, so did the two couples love, but just as the ice melted, so does the love. The sisters feel pain and sorrow; so much that their hearts in a since almost die. In the Ice Storm, a modern day movie, the characters desire sex and lust for one another. In Scene and Sensibility, set in the past, the characters desire love and a husband, not once did they show a couple even kiss. Agg Lee shows how people in the past had different morals and standards then we do today. But the longing for sex and affairs are equal to the longing for love, in the past. The key parties in a since are equal to London, they both symbolize the breaking of relationships. The key parties are the official rock bottom in a couple's relationship; true love which should be the basis in the relationship is not being valued. Similar to this in London is where all the truth is reveled and the couples officially breakup; at this point the sister's have also hit rock bottom within their lives. The social classes keep lovers away from happiness, true love and stability; just as the key parties keep the family distant from happiness and a stable life. Silence from withholding emotion causes further problem within the family relationships. In the final scene of the Ice Storm the family gets in the car and a silence reigns over them as the father begins to sob. To me this silence stands for despair. In the previous scenes when something went wrong and the parents both knew it occurred they would say to be silent or we are going to ruin everything. And this final scene is parallel to all those previous moments. The whole family knew something terribly wrong had occurred with both the death and the sexual affairs, so in result there is just a long silence in which they are covering up their problems instead of facing them and in the end the father can no longer handle all the hidden emotions and begins to cry. The young girl Margaret in Sense and Sensibility realizes her family never talks about their problems as they occur. This is awarkward because she, in the beginning, hid from any problem or change her tree house or under a table . Miss Dashwood (the oldest sister) would hold back all her emotions toward Edward Farris; she would not share her feelings for him with even her sister. Along with