Health Promotion and Health Education Essay Example | Topics and Well Written Essays - 1000 words

Health Promotion and Health Education - Essay Example Obese children also are at increased risk for dyslipidemia, both increased low-density lipoprotein levels and decreased high-density lipoprotein levels (Leung & Robson, 1990). Longitudinal data from the Bogolusa Heart Study indicates a significant risk for developing type 2 diabetes for obese adolescents (Srinivasan, Bao, Wattigney, & Berenson, 1996). Among those who were obese as adolescents, 2.4% had developed type 2 diabetes by the age of 30 compared to none in the non-obese population. The detrimental health effects of obesity are pervasive and enduring. Strauss (1999) reported that being an obese adolescent predicted early mortality even more consistently than obesity in adulthood. The complications related to obesity in youths are not limited to physical health. Obesity in adolescents also has been associated with fewer years of education, higher poverty, lower marriage rates and lower family income (Dietz, 1997; Maffeis & Tato, 2001). However, evidence for an association between overweight and obesity and low self-esteem are inconsistent. Some studies have found no significant relationship (e.g., Gortmaker, 1993; Renman, Engstrom, Silfverdal, & Aman, 1999), while others find that those children and adolescents who are obese exhibit significantly lower self-esteem than their peers (French, Story, & Perry, 1995). Israel and Ivanova (2002) posit that severity of obesity is related to self-esteem with those more severely obese experiencing the most damage to their self-esteem. This hypothesis has been validated in the findings among clinical populations where self-esteem has been significantly related to obesity status (Rumpel & Harris, 1994). The most consisten tly replicated psychosocial outcomes for obesity relate to negative body image (Israel & Ivanvova, 2002). In addition, clinically significant problems with memory functioning and learning abilities have been found among overweight children. These deficits are seemingly the result of sleep apnea, which has been reported at rates as high as 94% among samples of obese children (Brenner, Kelly, Wenger, Brich, & Morrow, 2001). 5.2 Overview of the proposed program In light of the pressing and prevalent problems posed by obesity, the researcher has proposed a cardiovascular risk reduction program which aims at assessing the health behaviors of elementary school children and impacting changes on both a school level and individual level. On the school level, the program aims to decrease the fat and sodium content of the lunch received by elementary students during the course of the school day while simultaneously increasing the level of physical activity among those students. On an individual level, the proposed program aims to first and foremost decrease the level of cholesterol in the blood of the students while secondarily impacting psychosocial changes through mandatory self-reporting as well as behavior modification for aversive health maintenance behavior. Essentially, this proposed program examines the efficacy of school and home-based interventions in impacting changes in children's behavior and promotes a lifestyle that will reduce their risk of heart disease. This program will target both the

Human Resources - Pay Plans Essay Example | Topics and Well Written Essays - 750 words

Human Resources - Pay Plans - Essay Example Hence, reward system in organization can be defined as â€Å"The degree to which reward allocations (i.e., salary increase, promotions) are based on employee performance criteria in contrast to seniority, favoritism and so on.† However, reward systems are more than bonus and stock options. As Steve Jobs says â€Å"The journey is reward†; often rewards include both of these incentives, they can also include other recognition such as reassignment, non-monetary like vacations. Abraham Maslow’s theory of needs hierarchy explains the needs of human beings into five hierarchical categories namely physiological, safety, social, esteem, and need for self-actualisation.   On the contrary, Victor Vroom’s expectancy theory explains why employees act the way they do, in light of their aspirations and their expectation of reaching those goals. These two theories are renowned frameworks that are used to create effective reward systems in organisations. Intrinsic rewards are intangible, i.e., feeling of accomplishment and a sense of achievement. These rewards are those that produce non-quantifiable, personal satisfaction and a feeling that the work of employee is appreciated. On the other hand, extrinsic rewards are tangible outcome such as monetary, promotion, bonuses and sales prizes. Such employees are thought to be motivated to work hard to produce quality results when extrinsic rewards are offered. In research paper of â€Å"Management implication of the interaction between intrinsic motivation and extrinsic rewards† by David Beswick of University of Melbourne, when employee is intrinsically motivated, they are more aware of wide range of phenomena while giving more attention to complexities, inconsistencies and unexpected possibilities. Such employees need time and independence to make choices, to collect and process information, and to get applauded for well

Uptian Sinclair And Socialism Essay -- essays research papers

Upton Sinclair and Socialism   Ã‚  Ã‚  Ã‚  Ã‚  Socialism has always been hard for me to understand. I never really grasped the concept of it until I read the book The Jungle and began to research for this paper. Before I begin I would like to go through a condensed version of the history of Socialism. It was founded in 1901 in Indianapolis, Indiana. Two groups came together to form the Socialists, the Social Democratic Party and the â€Å"Kangaroo† wing of the older Socialist Labor Party. These parties contained mostly immigrant workers from big cities (Jurgis from The Jungle was one such fictional worker). The new party expanded and included every type of extremist. They stood on the motto of â€Å"reform vs. revolution† and focused mainly on the labor union’s, â€Å"this included the concepts of revolution by education and of ‘building the new society within the shell of it’s old.’   Ã‚  Ã‚  Ã‚  Ã‚  In 1912 they had elected two members of Congress and more than seventy mayors. The most members it every attained at this time was 100,000 and even had a presidential candidate, Eugene Debs, who received almost a million votes. However soon the party began to have internal problems due to diverse ideologies. During the war half did not believe in the war and half believed in Stalin and his Communist ways, therefore, the party split.   Ã‚  Ã‚  Ã‚  Ã‚  The party had become weak and did not enter a political candidate for the presidential election. However, once the Great Depression began the Socialist party took a turn back to full tilt and gained strength. It ran Norman Thomas as their Presidential Candidate. He never won but continued to run, loosing votes every time he ran. Finally in 1948 with only 80,000 votes Thomas declared, â€Å"a Socialist presidential race was a futile effort and an utter waste of the party’s resources.†   Ã‚  Ã‚  Ã‚  Ã‚  This warning was pushed aside and the party ran Darlington Hoopes in 1952. He received merely 20,203 votes and in the next election he received only a woeful 2,126 votes in the race of 1956. The Socialist Party in this nation had come to a crashing final end in terms of elections. It now only had an underdeveloped 2,000 members nationwide. In 1960, the first time since 1924 the Socialist party did not enter a presidential candidate on the ballot.   Ã‚  Ã‚  Ã‚  Ã‚  It was at th... ...d writer believed in the power of Socialism during the times on the late 1800’s to the mid 1970’s. It was felt that it was the only true way to end the â€Å" army of the unemployed†.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Sinclair may have not been a great writer in terms of structure or the use of symbolism . He was more interested in politics rather than the inner reaches of a man’s mind. His character’s lacked development beyond a static figure. He had no formal education as a writer and except for The Jungle he is hardly remembered at all and has no bearing on modern writers. He simply attempted to make literature functional and express his ideals concerning Socialism and perhaps persuade a few younger members to join. He seemingly failed to grasp the concept of literature in a whole â€Å"reveals life as complex and difficult to fathom†. He merely wanted to simplify it. In spite of all this, he remains a mystery, an enigma to critics the world round. â€Å"Even within a larger realization of his literary weaknesses and intellectual ambivalences, and taking into account even his blindness to racial oppression, Sinclairs’s commitment to social justice commands respect.† Uptian Sinclair And Socialism Essay -- essays research papers Upton Sinclair and Socialism   Ã‚  Ã‚  Ã‚  Ã‚  Socialism has always been hard for me to understand. I never really grasped the concept of it until I read the book The Jungle and began to research for this paper. Before I begin I would like to go through a condensed version of the history of Socialism. It was founded in 1901 in Indianapolis, Indiana. Two groups came together to form the Socialists, the Social Democratic Party and the â€Å"Kangaroo† wing of the older Socialist Labor Party. These parties contained mostly immigrant workers from big cities (Jurgis from The Jungle was one such fictional worker). The new party expanded and included every type of extremist. They stood on the motto of â€Å"reform vs. revolution† and focused mainly on the labor union’s, â€Å"this included the concepts of revolution by education and of ‘building the new society within the shell of it’s old.’   Ã‚  Ã‚  Ã‚  Ã‚  In 1912 they had elected two members of Congress and more than seventy mayors. The most members it every attained at this time was 100,000 and even had a presidential candidate, Eugene Debs, who received almost a million votes. However soon the party began to have internal problems due to diverse ideologies. During the war half did not believe in the war and half believed in Stalin and his Communist ways, therefore, the party split.   Ã‚  Ã‚  Ã‚  Ã‚  The party had become weak and did not enter a political candidate for the presidential election. However, once the Great Depression began the Socialist party took a turn back to full tilt and gained strength. It ran Norman Thomas as their Presidential Candidate. He never won but continued to run, loosing votes every time he ran. Finally in 1948 with only 80,000 votes Thomas declared, â€Å"a Socialist presidential race was a futile effort and an utter waste of the party’s resources.†   Ã‚  Ã‚  Ã‚  Ã‚  This warning was pushed aside and the party ran Darlington Hoopes in 1952. He received merely 20,203 votes and in the next election he received only a woeful 2,126 votes in the race of 1956. The Socialist Party in this nation had come to a crashing final end in terms of elections. It now only had an underdeveloped 2,000 members nationwide. In 1960, the first time since 1924 the Socialist party did not enter a presidential candidate on the ballot.   Ã‚  Ã‚  Ã‚  Ã‚  It was at th... ...d writer believed in the power of Socialism during the times on the late 1800’s to the mid 1970’s. It was felt that it was the only true way to end the â€Å" army of the unemployed†.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Sinclair may have not been a great writer in terms of structure or the use of symbolism . He was more interested in politics rather than the inner reaches of a man’s mind. His character’s lacked development beyond a static figure. He had no formal education as a writer and except for The Jungle he is hardly remembered at all and has no bearing on modern writers. He simply attempted to make literature functional and express his ideals concerning Socialism and perhaps persuade a few younger members to join. He seemingly failed to grasp the concept of literature in a whole â€Å"reveals life as complex and difficult to fathom†. He merely wanted to simplify it. In spite of all this, he remains a mystery, an enigma to critics the world round. â€Å"Even within a larger realization of his literary weaknesses and intellectual ambivalences, and taking into account even his blindness to racial oppression, Sinclairs’s commitment to social justice commands respect.†

Managing Change in Organisations †Improved HR onboarding process Essay

The main goal of this change initiative is to improve the financial results of the company by improving the engagement and performance of the new HR employees at Mars, Inc. It’s aimed to be achieved by introducing a new, globally aligned, best-in-class 1-year-long induction process with supporting tools and learning events. The target group of new HR associates1 includes those who joined HR at Mars less than 12 month ago, either from externally (from other company) or internally (from other department). As Mars,Inc. is a large family-owned business with over 100 years of history and globally well known brands. It has unique and mature company culture which is driven by its 5 principles: Quality, Responsibility, Mutuality, Effectiveness and Freedom. These principles drive the behaviour of the employees at all level of the hierarchy and have been shaping the characteristics of the organisation. Mars, Inc. fits well to ‘elaboration of structure phase’ (Granier 1972) of the organisational life-cycle: the company is led by a team of professional managers and is very much decentralised with a small headquarter. The business units of the countries therefore enjoy a lot of freedom and responsibility to drive the local business effectively. This approach reflects also in the way they shape the processes within the company: the global process standards are mainly just broadly defined with limited (if any) written documentation about them, which lets the local teams shape it and use it as best fits to their needs. As it has the advantage to allow tailor-made solutions to best assist local business objectives, it also has disadvantages. It is not uncommon that extra local resources are needed to shape the process, and when the process has changed too much, it becomes difficult to compare the practices and results of different units. It also often happens that local units come up with very similar best practices after investing significant resources locally in process development, which resources could have been reduced if globally – or at least regionally – someone would have co-ordinated these development initiatives. As part of the company culture, Mars, Inc. refers to employees as associates, therefore in my paper I will use both terms to reflect the same concept. Realising the potential of this kind of centralisation led the business leaders to setting up global functional centres of expertise, like the Mars University (Mars U) is for learning and development within Mars, Inc. The Mars U is responsible for designing and deploying world-class learning programs, which enable the competency building of employees, so they can achieve their full potential in contributing to the business to achieve its goals. It has matrix structure and its smaller teams are set up by functions (named â€Å"Colleges† of HR, finance, supply, etc.), regions (they coordinate the deployment of functional development programs in a region) and special learning and development related areas (like learning technology). Mars U therefore faces the challenge of balancing between centralisation and decentralisation by providing centrally defined and globally aligned learning solutions in a matrix organisation with decentralised leadership. That is the same challenge in case of the new induction process initiative. In the near past an introductory training program existed for new HR employees, which was similar in all the regions, but inconsistent in content, so it gave a lot of space for local solutions to flower. Moving from this decentralised approach to a more centralised one may cause push backs from the associates in these local units, thus careful change management is essential. Nature of change By assessing the nature of change based on the description above, this change can be categorised with the terms of Ackerman (1997) as ‘transitional’ as the intention is to â€Å"achieve (†¦) a desired state† by setting up a globally aligned world-class induction process for new HR associates, which is a significant difference from the current decentralised approach. One can argue whether it is not defined as ‘transformational change’ as it can result a difference in an organisational process and change in the culture, but as it won’t change fundamentally neither areas, the definition of ‘transitional change’ fits better in this case. To give a full picture about the nature of change, it need to be emphasised that after finishing this particular change project, the change itself will not stop, it will continue as ‘developmental change’ by continuously improving the set up induction process. From another perspective, using the categories of Mintzberg and Waters (1985) this change initiative can be identified as ‘determined’ or planned change as the goal, that need to be achieved, is clearly set, as well as the process how to get there. It does not mean though, that ‘emergent’ changes will not come up during the project, as it may happen that a locally designed induction process which works well will have an improving effect on the globally designed process and tools to ensure the implementation of the best possible practices. Drivers of the change This change initiative has mainly internal triggers. First and foremost, improve the productivity of every new HR associates by providing them all the essential knowledge, competencies and network they need in their new role. Improving their engagement level is also an important trigger, as engaged associates have usually better performance and they less likely to leave the business (Buckingham and Coffman, 2005). In case of HR department, better performance of associates, among other things, could lead to better internal and external customer satisfaction or decrease of costs by effective ways of working, while improved retention cut the costs and time invested in recruitment and training of a new employee. Although the internal triggers are more relevant in this case, the external drivers also need to be mentioned. Mars, Inc. had several acquisitions in the last few years which led to an incoherent culture in the different business segments. To enable exchangeability of human resources and best practices, setting up centrally aligned processes is a key. Also, considering that Mars, Inc. operates in a quickly changing market (FMCG), being innovative and best-in-class in its processes could ensure competitive advantage and retention of employees. Nonetheless, the change needs to be done in a global environment fitting to the expectations of different cultures in different regions. Key Stakeholders As in case of most major changes in an organisation, winning the support of top level management is essential. In this case the management means the Global HR Leadership Team of Mars, Inc. who also plays the role of sponsor of the project and expected to play a key role by being role model in using the new induction process. Their influence is very high as they could stop or change this initiative any time. Their attitude toward the change to be expected very positive, still, contracting with them is critical as many priority projects are currently going on in the business so need to ensure proper focus. Driving the change process requires change agents to ensure smooth implementation: the Mars U associates in the regions and other (local) learning or talent development specialists. As the project aligns well with their general purpose of their roles – to improve associates capabilities, – their attitude is expected to be positive. As they will play the role of connecting the project leaders with associates in their regions or units, their influence is also very high, but mainly only in their area of responsibility. The communication and deployment of the change will focus mainly on the HR managers as they will be the most affected by the change, as they need to change their ways of working the most. Thus, 5 their attitude can be either positive or negative depending how valuable the new process seems to them. Their influence can be high in the area of their responsibility – so the more senior the manager is the higher is the influence. Also important stakeholders, but less influential, are the new HR associates. The new process is all about them, but from change management perspective they play a smaller role, as their attitude to be expected very positive. In any case, careful communication toward them needs to be planned to ensure their full involvement in the process and gain feedback from them to identify potential areas for improvements. There are also some other key stakeholders, like the trainers of the courses, whose contribution to the success can be very important, but as they are interchangeable in the roles, their influence on the process can be categorised as moderate. Furthermore, there are some other subject matter experts (e.g. learning technology or global communication specialists), who will be involved during the design and communication phases, but their influence is rather small and their attitude is expected to be supportive. Management objectives To summarise the main objective, the goal is to implement in all business segments and units of Mars, Inc. a newly designed, globally aligned, efficient and engaging functional induction process with its supporting tools (guides and learning modules) for every new HR employees, which supports their development in the first 12 months after joining in their new role and covers the essential Mars specific knowledge and provides network needed for achieving high performance. The new process and tools should be used by mid of 2013 in all business units. Task 2 For a successful change project it’s not only important to see where we would like to go, but to be able to define how we will get there, we need a careful and detailed analysis on where we are at the moment. Besides a general process overview in the organisation (e.g. by the support of models like ‘McKinsey 7S’ (Waterman et al. 1980) or ‘Burke-Litwin Causal model’ (Burke & Litwin, 1992)), we also need to understand why do we have the problem in our organisation. For this we may use problem analysis models, like the ‘Fishbone diagram’ or the ‘5 Whys?’ (Taiichi 1988) model. Input-Transformation-Output model To better understand the functional induction process, by the ‘Input-Transformation-Output model’ (RDI, 2012a) the main elements can be summarised visually: This model can support the planning process in several ways. It is easier for the change leaders to identify the key stakeholders (see the detailed stakeholder analysis above), to keep objectives always in mind and focus on the processes which need to be changed in order to be able to achieve the desired output. Furthermore, it gives a great overview about who shall be involved in reviewing and developing the process by providing feedback before, during and after the change. Nonetheless, it is essential to be clear on both the transformed and transforming resources required for the whole process to avoid disturbance due to the lack of them. Cause-and-Effect Analysis After having a broader overview of the issue, before taking any actions, a thorough problem analysis is a must. Even though having an initial idea about what can improve the current situation, in a complex organisation with a huge overall impact of the topic, the change leader need to ensure addressing the right issues and providing the right solutions based on that. In defining all the relevant causes of a problem can help the Cause-and-Effect Analysis (Ishikawa, 1968) or Fishbone diagram. In case of our described example, the model looks like this: After defining the list of important causes, the major ones to be selected by the analysing team then the potential actions can be planned. When it’s presented to the management team, their duty is then to decide on which topics to focus on the actions. In this example case, a globally aligned process with supporting tools and metrics are very much missing. When it’s designed and ready to be deployed, then these should be available to all HR managers to be able to drive the induction processes locally and measure their own efficiency. Plan the change After the green light of the management team concerning the project initiative, can start the proper, detailed planning: the development of the change strategy, in which the desired outcome, key actions, milestones, action owners and resources needs are defined. Winning the commitment of the key stakeholders also need to be carefully planned with a supporting communication plan. As unexpected situations are likely to disturb the planned flow of actions, to minimise the potential disturbance, a risk analysis in advance of doing actions can help the project management team to prepare for these scenarios or totally avoid them. Also, a continuous review of the change project is highly recommended to ensure the project execution is on track to achieve the project goal (see the 8 potential feedback sources in the Input-Output model) – this also can be part of the change strategy plan. The next step is then to execute the plan. When unexpected situations happen, continuous adjustments of the plan may be required to ensure proper improvement and keep the progress to achieve the final goal. After all planned actions are executed, the project leader should control that the project goal has been achieved as defined. If no, the project still continues. If yes, the project shall be formally closed with the involvement of the project sponsors and the success should be feed back to the key stakeholders. Task 3 Business Process Transformation Although Mars, Inc. in this situation chose to go on with a change project concentrating on only one function (HR) to improve its induction process, using the Business Process Transformation (BPT), i.e. Business Process Re-engineering model could have led to better results. By talking generally about the BPT model, one can say that improving the customer engagement and cutting the operational costs by improving and simplifying processes (cross-functional) within the company, is in the heart of this approach (Hammer 1990). Let use the definition of re-engineering by Hammer and Champy (1993) to show the key characteristics of this model: â€Å"†¦ the fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical contemporary modern measures of performance, such as cost, quality, service, and speed.† This approach is one of the favourites currently in change management, as it promises â€Å"dramatic improvements† in business performance and customer satisfaction, even though it has its own challenges. The most important is that it requires a holistic view from the business leaders to face the issues within an organisation. It needs broad perspective to be able to come out of functional silos and to view the process as a whole, from the very beginning till the very end. If the change project happens only within a single function, there is high probability of missing some important opportunities of improvement. By using the example of Mars, a cross-functional approach could lead to a different, although very thorough solution – like implementing a standardised, world-class induction experience in every part of the company, during which the new employees can learn the most important functional and business knowledge to best support the customer focused processes. Based on its holistic view, the BPT approach requires more complexity from change management perspective as well as total alignment and drive from the top management team. The process improvement strategy should be aligned with the vision, mission and business strategy of the company, while the desired behaviours and key performance indicators should be also clearly defined and communicated to support the process and the measure of success (RDI 2012b). The process improvement initiative should start with a company-wide analysis of the current situation, keeping in mind not only how the processes can be simplified, but also what could be the benefits for the customers by the change initiative. The analysis then will be followed by the definition of the detailed plan: to where and how the company would like to get. To achieve great improvement in company results, increasing the amount of invested efforts and resources and high risk taking is unavoidable – although most probably in mid- and long-term the investment of these extra resources will pay. All these mentioned characteristics of the model lead to the fact that this model can’t be used without a heavy top down and centralised approach due to its holistic nature and complexity. Starting a process improvement initiative from any other level of the organisation without the full support and involvement of the company top leaders can lead to only a temporary and restricted (to a region or function) solution. Managing the implementation of the change at Mars, Inc. Although the change project defined by Mars also intends to improve the measures mentioned in the re-engineering definition, the main difference lies in the adjectives used by the authors: dramatic, fundamental and radical. So in this case we can’t really talk about BPT approach, as it would rather mean taking the whole on-boarding and induction process in all functions of the company and use that to work on, even though it could be very beneficial for the company. Also, without winning the top management support for a holistic change approach, the project leader of this initiative better use a general Change management (RDI 2012c), or preferably, the Total Quality Management (TQM) 2 methodology with using some holistic OD models – like the ‘Burke-Litwin model’ (Burke & Litwin 1992) or the ‘McKinsey 7S model’ (Waterman et al. 1980) – for analysing the potential areas of change interventions. Definition of TQM by Kanji (1990): â€Å"TQM is the way of life of an organization committed to customer satisfaction through continuous improvement. This way of life varies from organisation to organisation and from one country to another but has certain principles which can be implemented to secure market share, increase profits and reduce costs.† The principles of the TQM approach fits well to the culture of Mars, Inc. by focusing on continuous improvement opportunities, on customer needs and motivating employees at all level of the organisation to take part of this and drive innovations. It also reflects in all of the 5 principles of the company3. The management style also resonates well with the principles of TQM, as it engages the collaborative company culture with empowering and motivating the employees to drive continuous improvement for achieving better quality in everything within the business. Although a lot of things fit well to use this model for the change case at Mars, to fully benefit of the TQM methodology, the project leader and the participants shall be skilled to use all its principles to achieve the best possible result, which is currently not yet the case. Task 4 Measure of Success – Processes There are certain elements of the change process, which we can check and measure during and after the project to evaluate the success. Firstly, it is inevitable to set with involvement and communicate to the key stakeholders a clear vision, a well defined ‘S.M.A.R.T. objective’ (Doran, 1981) and some key performance indicators regarding the desired end result of the change initiative. Additionally, it is also important element of the second success factor, which is the level of commitment to the change of the key stakeholders. During the implementation phase, the success of the process can be measured at the key milestones: whether they were achieved on time by providing good quality results within the allocated resource limits. In this phase, the ability of flexible to any disturbance and opportunities through the process is also essential, to keep or even improve the result quality of the change, or to use less resources to achieve the original goal. It may be measured by reaction the quickness of the response or the amount of extra resources needed to keep the good progress. In connection to this, reviewing the key challenges and capturing the lessons learnt for the future also shows the efficiency of the process. Last, but not least, a clear project closure can also indicate how well the project went. Measure of Success – Outcomes If we have a closer look on the change initiative of Mars, Inc., the desired outcome which we wish to measure lies in the main objective4. The company’s main goal is to improve the efficiency and Quality, Mutuality, Responsibility, Effectiveness and Freedom For details see the Management Objective paragraph performance of the new HR employees. As HR is a support department with less direct impact on financial results and the quality of end products than other areas in the business, measuring these goals may be difficult, especially if we need to focus on only the new employee. So it’s advised to define other measures, like the individual performance or future career potential of the new employee, which can be measured by the company globally standardized performance evaluation system. Although the improved employee performance is difficult to be described with exact figures, we can also use historical data to compare the past and the present, and measure factors which can influence performance (e.g. the Line Manager’s evaluation of the performance or the engagement level of the new associate). Besides the employee performance, the efficiency of the new process shall be measured as well (e.g. could we involve everybody we intended to use the new process). Furthermore, as in case of all change projects, defining the return on investment can show the level of success. For example the cost of resource investment of the change project may be compared with the amount of money were saved by better retention of the new associates. By measuring the outcome of a new process we also need to investigate the resource needs of sustaining the process efficiently on long term. 1References: Ackerman, L., 1997, Development, transition or transformation: the question of change in organisations. In: Van Eynde, D., Hoy, J and Van Eynde, D (eds) Organisation Development Classics. San Francisco, Jossey Bass. Buckingham, M. and Coffman, C., 2005. First, Break All The Rules: What the World’s Great Managers Do Differently. Simon & Schuster. Burke, W. W. and Litwin, G. H., 1992. A causal model of organizational performance and change. Journal of Management, 18 (3), 523-545. Doran, G. T., 1981. There’s a S.M.A.R.T. way to write management’s goals and objectives. Management Review, Volume 70, Issue 11, pp. 35-36.

Protista Kingdom - Definition, Characteristics, and Examples

The Kite Runner An Afghanistan Story - Free Essay Example

Sample details Pages: 3 Words: 834 Downloads: 6 Date added: 2019/06/14 Category Literature Essay Level High school Topics: The Kite Runner Essay Did you like this example? This story begins with a flash back. Since the starting, by the novel style, clarifies that critical occasions occurred in the protagonistrs past; which is presently causing issues down the road for him. The writer utilizes some quotes in the piece to portend and indication to the peruser about what might come later. The book, set out of sight of Afghanistan, spins around the kinship of two individuals, Amir and Hassan. Amir is conceived in a Muslim family. Then again, Hassan has a place with the Hazara clan which is aggrieved in Afghanistan for its Shiite religious introduction. Added to this religious disgrace is his family history with a dad who is a worthless person and a mother who is seen in the public arena as a lady of simple ideals. Don’t waste time! Our writers will create an original "The Kite Runner: An Afghanistan Story" essay for you Create order Amir the main character, and Hassan his servant/brother. In the beginning Hassan and Amirrs relationship was one of brotherly love despite the fact that Hassan was a Hazara and Amir a Pashtun. Back in the 1970rs race and religion played a big part in Kabul and these two races were not suppose to have relationships unless it was owner (Pashtun) and servant (Hazara). Baba Amirrs father had an affair with Hassanrs mother, but it was kept a secret until one day Rahim Khan letrs Amir know the whole truth. Hassan a loving, and loyal servant to Amir sacrifices himself many times for Amir, while Amir was disloyal, and cruel. Thus, he winds up selling out him by and by and got precisely what he needed: Hassan and his dad gone from his home. In this manner, existence with Baba was not what he had trusted as he wound up feeling surprisingly more terrible. Encourage in the novel, they moved to the U.S to have a new beginning. This was because of the Talibans ascent to control; something that definitely changed Afghan culture, for the more regrettable. In the wake of building up another life in the U.S., Amir is all of a sudden looked with a call from an old friend, Rahim Khan. At that point, he goes to Pakistan, where his friend offers him an opportunity to present appropriate reparations in light of his past: I need you to go to Kabul. This statement has a great deal meaning. To begin with, infers that Amir returns to where he was brought up, which he choose to go to the United States. Additionally, it was Rahim Khan instructing him to go spare Sohrab from a halfway house in Kabul and after that convey him to Pakistan. Amir immediately felt this demand was a risk to soundness he was getting a charge out of after an existence of progress and he was reconstituting existence with another spouse and another family and vocation that he specified in a statement. Amir was unmistakably apprehensive, however the reason he quits talking is on account of he realizes that he needs to spare Sohrab in light of the fact that he was truly his half nephew. In the opportunity that he have, Amir went to Kabul. There, he saw the Taliban out of the blue and went to the orphanage to get Sohrab. Turns out, the kid had been taken by the Taliban multi month sooner. So Amir was very mad tha went to the Taliban chief home. He went inside and sat tight for the leader. In the wake of talking for some time, the Taliban stunned AmirWhat did you think? That youd put on a fake beard and I wouldnt recognize you? Here, Amir realized that he was in a problem because the taliban leader was Assef, his all time enemy. Additionally he also know that he is a very big problem because Assef is a vengeful person, along these lines, there was no chance he would get away from that house safe. While getting totally beaten by Assef, Amir began to laugh because of the fact that after such a long time, he at long last felt free; this is on account of he had gotten the discipline he deserved. The author presents yet another issue on Amits path. There was no orphanage with an American couple in Pakistan as Rahim Khan had promised. So, he knew he could mot leave his half-nephew there to live a horrible life. Amir tried to take him to the United States, but was told by a man at the US embassy in Pakistan that it was not realistic: Your petition to adopt tis young fellow Give it up. Thats my advice to you days later, he promised Sohrab that there was a way he could come with him to the United States. Stay in a Pakistani orphanage for a while until they could get him out of the country. Sohrab was so traumatized by the sexual abuses and temple live conditions he had experienced that he tried to commit suicide in the bathroom, Amir finally took him to America mission and had been completed.

A Separate Peace - 1959 Words

In John Knowles’ novel A Separate Peace, it begins with the protagonist, Gene Forrester coming back to his alma mater the Devon School in New Hampshire. Wandering through the campus, Gene makes his way to a tall tree by the river; the reason for his return. From here he takes the reader back to the year 1942 during World War II when he was in high school. During the summer session of 1942, he becomes close friends with his daredevil roommate Finny. Finny is able to convince Gene into making a dangerous jump out of a tree into a river, and the two start a secret society based on this ritual. Gene slowly begins to envy Finny’s athletic capabilities and his innocence, and thinks that Finny envies him in return. Gene finally realizes†¦show more content†¦A more obvious way of seeing his leadership is the way that he is described as â€Å"the hub of the class† (87). Hub is a synonym for the center of something, or the heart and core. If someone is descr ibed as the hub of the class, then it means that they are the person that keeps the class together. The final way I was able to see Brinker’s leadership was towards the end of the book. Even though he had transformed to a more rebellious way, there was still a sign of his authority when he had arranged the trial in the Assembly Hall. His wanting to know the truth that was hidden from him drove him to hold the meeting in order to find it. Gene is definitely a dynamic and round character unlike Brinker who is a static and flat character. Gene changes very significantly in the story. He struggled a lot with finding himself and his identity, so much that he believes that he is a part of Phineas. Oddly enough, this sort of makes sense. One way to think about it is the guilt – Gene was so disgusted with himself for having caused Finnys accident that he cant bear to be himself, so he becomes someone else: Phineas. Another explanation is that because the struggle to define him is so difficult, he’s simply borrowed someone elses identity instead of creating one for himself. But once Finny is gone, Gene has to rely on himself to make decisions and make up his own rules. At the end of the novel as Gene is reflecting fifteen years later, he says that â€Å"[his warShow MoreRelatedEssay On A Separate Peace1916 Words   |  8 PagesA Separate Peace Honors English Essay By Devin E. Price From juvenility to maturity, A Separate Peace combines classic American Literature with a thoughtful plot-line that is developed to affect the readers’ mind and heart. The author, John Knowles of Fairmont, West Virginia, had one clear purpose for writing this book. This purpose was to show the disastrous mental and physical problems which arise as the result of war, specifically the repercussions they have on the home front. A goodRead More A Separate Peace Essay753 Words   |  4 Pages A Separate Peace Dealing with enemies has been a problem since the beginning of time. â€Å"I never killed anybody,† Gene had commented later in his life, â€Å"And I never developed an intense level of hatred for the enemy. Because my war ended before I ever put on a uniform, I was on active duty all my time at Devon; I killed my enemy there.† In A Separate Peace, by John Knowles, the value of dealing with enemies is shown by Gene, who was dealing with few human enemies, but his emotions created far greaterRead MoreSummary Of A Separate Peace1859 Words   |  8 PagesJoseph Post Mrs. Weber    English 9 Honors, Period 2    Oct 10, 2017 Chapter 7, A Separate Peace Summary  Ã‚  Ã‚   In chapter 7 of the novel, A Separate Peace, written by John Knowles, Gene gets to know Brinker a little more, making him come out of his shell that he was in because of the absence of Phineas. He and Brinker like to joke around a lot, and one day, Gene feels like it was too serious. One day, they went down to the butt room, because they felt like a smoke, and while Brinker was fooling aroundRead MoreA Separate Peace Essay examples1290 Words   |  6 PagesBrittany Schafer September 21, 2012 Period 4 A Separate Peace Final Draft In the novel A Separate Peace by John Knowles, it relates to a complicated friendship of two young boys Gene and Phineas. Gene is jealous of Phineas’ achievements and lets his anger destroy their relationship. The boys at Devon in the summer of 1942 have to deal with the fear World War II brings. Each time the boys feel safe and peaceful, reality sets in and reminds them of the warfare around them. The boy’s mentalRead MoreA Separate Peace, by John Knowles1079 Words   |  5 Pagesaggressive nature of the people often cause it to proceed without justification. In A Separate Peace, wars such as these are seen between the characters and within the characters of Gene and Phineas. These wars can be thought of as figments of imagination, founded on irrational assumptions, fears of the unknown, and nonexistent threats. Regardless of their origin, the enemy is always daunting. John Knowles’ A Separate Peace reveals Gene’s perceived war with Phineas and Phineas ’ internal conflict with WorldRead MoreA Separate Peace By John Knowles1078 Words   |  5 PagesStephen King once said, â€Å"Books and movies are like apples and oranges. They both are fruit, but taste completely different.† John Knowles’ novel A Separate Peace which is also a movie by Peter Yates, both have the same theme and plot, however, there are minor adaptations that are made to the movie which fail to capture the nature of the characters. A Separate Peace is set at a boys’ boarding school in New Hampshire during World War II. It is the story of Gene Forrester, and his confused feelings of admirationRead MoreA Separate Peace: Three Symbols716 Words   |  3 PagesA Separate Peace: Three Symbols The three dichotomous symbols in A Separate Peace by John Knowles reinforce the innocence and evil of the main characters, Finny and Gene. Beside the Devon School flow two rivers on opposite sides of the school, the Naguamsett and the Devon. The Devon provides entertainment and happiness for Gene and Finny as they jump from the tree into the river and hold initiations into the Super Suicide Society of the Summer Session. Finny, Gene, and their friends use theRead MoreA Separate Peace By John Knowles1529 Words   |  7 Pagesand violence. Whether one is directly involved in the battlefield or waiting to see the outcome, war has the capacity to affect all people. It can harden one beyond their years and force them to grow, seeing conflicting sides of good and evil. A Separate Peace by John Knowles narrates the story of young boys growing up with World War II as the backdrop. The war impacts them dramatically and is constantly thought about as they are coming of the age since they will soon be enlisted. However, not onlyRead More A Separate Peace Essay example1149 Words   |  5 Pages A Separate Peace: by John Knowles nbsp;nbsp;nbsp;nbsp;nbsp;During World War II in the struggle for peace among nations comes a smaller, but still significant struggle, in a prep school boy becoming a man and waking up to reality. nbsp;nbsp;nbsp;nbsp;nbsp;In the book A Separate Peace, the author John Knowles, creates the image of two sixteen-year old boys struggling to keep what little sense of peace they know, even though there is a war going on all around them. Gene Forrester, theRead MoreA Separate Peace By John Knowles1148 Words   |  5 PagesA Separate Peace by John Knowles: Boys to Men The boys at the Devon school, in the novel A Separate Peace, written by John Knowles, are World War II influenced by making them mature and grow up more quickly than they would have had there not been a war. The war makes some boys stronger and more ready for whatever life would bring, while in others it disables them to the point that they cannot handle the demands of life. This novel shows a â€Å"coming-of age† story, especially with three boys. Gene starts