Vaccines And Its Effects On Children - 1339 Words

Nowadays, there are many vaccines invented by different scientists. Vaccines are so much in demand that even a simple flu has a certain vaccine. They have been invented to protect us. Its main function is to build our immune system and allow it to work against different kinds of bacteria. However instead of helping us fight against infection and certain diseases, vaccines can be the main cause of infection and diseases. Because of its live-attenuated organism, which means the pathogens were partially killed to lessen the harmful effects, it can still trigger an infection particularly with those who has a very weak immune system. Thus, vaccines should not be given to young infants because of their high risk of acquiring an infection that could eventually cause them long term effects. Rather, vaccinations should be delayed until the infant is a toddler (18 months to 3 years), and he has fully stabilized his immune system. Vaccines started since the ancient times. However, none was being recorded during that time. A practicing naturopath, osteopath and accupuncturist Leon Chaitow claim in his book Vaccination and Immunization that the first recorded vaccine was invented by Edward Jenner, who is the father of immunology. He developed the first vaccine, which is the smallpox vaccine, by exposing the person to the cowpox bacteria. Jenner discovered that the body could develop its own protection from the disease once it is exposed to the little amount of the microorganism. ThisShow MoreRelatedVaccines And Its Effects On Children1404 Words   |  6 Pagesadverse reactions from the vaccines? Today, there are many vaccines, they are in such high demand that even a simple flu has a vaccine. Vaccines are created to protect us. The main function of vaccines it to build our immune system and fight against many bacterias. However, adverse reactions have become severe over the last couple of years, leaving some parents with no child. Therefore, parents shouldn’t be punished for not vaccinating their children because, vaccines can cause many adverse reactionsRead MoreVaccines And Its Effects On Children1503 Words   |  7 Pagesawful diseases, while that is the last thing on most of the world’s minds now. Vaccines have transformed human life. Parents should vaccinate their children because it saves lives, the vaccines are safe, and the risks of not vaccinating can harm children more than the vaccines themselves. Vaccines were created in 1796 by Edward Jenner, an English scientist. Edward Jenner formed the Royal Jennerian Institute when vaccines became more popular, but experienced some opposition towards it because of peopleRead MoreVaccines And Its Effects On Children1010 Words   |  5 PagesVaccines Debates have risen lately whether or not to vaccinate children. Although vaccines potentially cause negative side effects, they are a common procedure for most families each year. Over time, several case studies have developed highlighting these side effects and raised concern about whether or not to accept vaccines. However, many people are not familiar with the typical vaccine and what it actually does once inside the body. â€Å"A vaccine is consisted of killed or weakened versions of aRead MoreVaccines And Its Effects On Children1325 Words   |  6 Pages Vaccines are essential to a person’s everyday life and well-being. A person who sneezed in their hand just touched the same door handle that everyone else does. Most people don’t worry that they touched the same item or breathe the same air as someone else because the risk of them contracting a disease such as polio, or diphtheria are extremely low because most people are vaccinated against such diseases. Without the creation of vaccines the population of the world could be completely eliminatedRead MoreVaccines And Its Effects On Children1400 Words   |  6 Pages Vaccines have changed the life of children with making some illnesses obsolete. The majority of parents are making sure that their children get vaccinated against potentially serious diseases. The parents that get their children vaccinated are trying to prevent the reoccurrence of these deadly illnesses. The problem arises when you have these children that have not been vaccinated around children not of age to get the vaccine for a particular disease. The older children get the disease and giveRead MoreVaccines And Its Effects On Children1463 Words   |  6 Pagesnot until 1796 when Edward Jenner revolutionized medical technology, with the first record of vaccines. Vaccines have diminished these diseases going from very common to little or none. Setting requirements on vaccines will not assist the reduction or eliminate them, but will also protect our youth from the wide-spread variety of deadly diseases. Multiple individuals do not truly understand what vaccines are and their true benefits and advantages of receiving them. When an individual gets ill,Read MoreVaccines And Its Effects On Children914 Words   |  4 PagesVaccines have saved millions of lives since they were first invented hundreds of years ago. But, they continue be a much debated topic among doctors and parents. Their benefits are often disputed because of so-called dangers related to their administration. Although vaccines are extremely effective, parents still have the power to decide if their children will receive them or not. As a result of parents choosing to not vaccinate their children, others may become ill and government spending increasesRead MoreVaccines And Its Effects On Children992 Words   |  4 Pages Vaccines, while known as the painful occurrence at the physicians visits of your childhood, are responsible for eradicating many of the deathly diseases of the past. While no child likes being stuck wi th a needle, guaranteed immunity to certain life altering diseases is worth the slight prick. Recent movements regarding vaccines has shed a negative light on vaccines, and if they continue to grow attention, may bring back some of the diseases that were the initial issue. Vaccines are a very helpfulRead MoreThe Importance Of Vaccines And Its Effect On Children915 Words   |  4 PagesThe Importance of Vaccines Having a baby utterly changes the perspective of the parent. They no longer are self- involved, but now have this new life they brought into the world. Nothing else can give a person the same joy that being a parent can bring. A parent would do anything for their child to protect them and give them the best life imaginable. A parent would never wish an illness upon their child and would do everything in their power to prevent their child from getting sick. With havingRead MoreChildhood Vaccines And Its Effects On Children1528 Words   |  7 Pagesdiscussed and debated about whether or not people should vaccinate their children. â€Å"Childhood vaccines offer protection from serious or potentially fatal diseases† (The Mayo Clinic, 2014)†. Vaccinations prevent diseases that can affect a child with symptoms of a cold or in some cases, the disease can be much more serious and can cause disability and death. The problem is that parents are choosing not to vaccinate their children against them. With choosing against vaccinating a child becoming a common

Racial Discrimination In Society - Free Essay Example

Sample details Pages: 2 Words: 581 Downloads: 8 Date added: 2019/04/01 Category Society Essay Level High school Tags: Discrimination Essay Did you like this example? Can anyone imagine what it feels like when we are constantly watched or being judged simply by the way you look? Racial discrimination has taken many different forms whether being verbal or nonverbal. As the outcome for this, it can cause a negative impact that apply both physical and psychological. Im sure that many of us would perceive racial discrimination to be very disturbing, annoying, and overall utter nonsense. However, there are some issues that I would address about this insidious practice: 1) It has occurred throughout history; 2) Happens everywhere, and 3) currently still being used, as we speak. Don’t waste time! Our writers will create an original "Racial Discrimination In Society" essay for you Create order For this topic, I will not only explain the issue but also gathering up solution to benefit you from taking a huge damage. Finally, I will like to address on how we as West Valley College student, express our point of view towards this act. I. We need to know how and where racial discrimination comes from? A. I am sure we all know that but to revised this: It starts out as stereotype or bias but once it reaches to the assumption stage, it becomes an out of the line boundary. B. Most offenders usually used the complex of superiority and inferiority, which they believe to be better than another group. To connect the dots, once this complex belief is used, it can go through other negative sensations such as jealously, hatred, and/or even violence. C. Other cases could be noticed that there are some offenders are afraid of different which can cause a huge discomfort. It is pretty much the same principle as getting out of your comfort zone. This fear is known as xenophobia which means the fear of foreign or strange things. Transition I: Now that understanding where the problem came from has been addressed, let us know dive deep into understanding the solutions. II. There are few different kinds of solution that does benefit you, some can even make you better person. A. According to Elizabeth Brondolo from the American Psychological Association Article, joining an anti-racial organization such as International Movement Against All Forms of Discrimination and Racism (IMADR) or The United Nations Educational, Scientific and Cultural Organization (UNESCO) B. Many have perceived and applied to report offenders as the best solution which I can easily concur about, but what if these offenders arent intimidated or does learn from their lesson. C. Ignoring offenders is another great choice since we all know that main objectives is to provoke and allow us to break mentally and emotionally. If we let them have their ways, we would only give them what they want. Sometimes, ignoring offenders can show anyone who the better person in this story, really is. Transition II: I hope that this solution enhances your options, now I would like to address and included the most vital part of this speech: you, the audiences perspective. A. According to my questionnaire survey that I presented to my fellow peers, I find that many are opposed to racial discrimination. B. Some had been labeled isolated or even disregarded through either community or society, despite this, many did received assistance which in the end, they were able to overcome the issues. Conclusion: There will always be someone display cruelty just because you are different, and we cannot change their minds. However, there are also other people who do not judge others based on what they are or who they are. Those are the type of people should truly matter to us.

Role of the City in Poe’s Murders in the Rue Morgue and...

Role of the City in Poe’s Murders in the Rue Morgue and Hoffmann’s Mademoiselle de Scudery Professor’s comment: This student perceptively examines the role of the city as a setting and frame for detective fiction. Focusing on two early examples, Poe’s â€Å"Murders in the Rue Morgue† and Hoffmann’s â€Å"Mademoiselle de Scudery,† both set in Paris, his sophisticated essay illuminates the â€Å"cityness† or framed constraint that renders the city a backdrop conducive to murder—such as the city’s crowded, constricted nature, promoting vertical rather than outward movement and increasing hostility and the fact that so much urban life occurs at night, a reversal of the natural order and facilitating illicit activity. He compels us to look in new ways†¦show more content†¦Yet the thrust of Augustine’s attempt to discern the city, to arrive at a fundamental notion of the city and how the city functions, is perpetuated in the way authors deal with the city and the role of the city in works of literature. The purpose of this essay will be to examine how the city functions in two works of detective fiction: Poe’s Murders in the Rue Morgue and Hoffman’s Mademoiselle de Scudery. It is, I believe, important not to regard the city as a backdrop or a stage but, rather, as a frame which structures the action within (and narrative of) the texts themselves. The aim of this analysis, then, is twofold: on the one hand, to reflect on the specific framing quality of the city—the textual condition of â€Å"cityness†Ã¢â‚¬â€itself; and on the other hand, to analyze how this quality comes to manifest itself in each of the two works under discussion. It is, above all, the unique manner in which Paris is elucidated throughout the texts, which underscores the essential role the city occupies in structuring the very genre of detective fiction itself. St. Augustine’s vision of the city as a place in which people come together to work toward a common goal is the most fundamental and useful starting point for our examination of Paris in the two works under examination. The narrator of â€Å"Murders in the Rue Morgue†

Communication Strategies Team Assignment Free Essays

The team at Health and Wellness America will develop a 4-point communication model to reach and effectively convey information to the four major generations. Our company will use four primary tools: coherence, consistency, continuity, and complimentary, along with the understanding the importance of connecting with the target audience. We will also provide Phoenix Health Systems with multiple examples of successful industries that have been able to leverage transparency, along with a plan to apply those transparencies to your strategy. We will write a custom essay sample on Communication Strategies Team Assignment or any similar topic only for you Order Now Communication Strategies for Different Generations Determining the target audience and what information we are trying to convey IS essential to communicating effectively. Once the target audience is identified, the method of communication can be established. The target audience for new diabetes clinic within a hospital will be anyone who suffers from diabetes or has family and friends with diabetes. Different methods of communication will be imperative because of the wide range of people diabetes affects. Diabetes can strike anyone from any background, ethnicity, age, gender, and socioeconomic status. Health education and social arresting are the two major types of communication that will have the largest impact on such a large and unspecified audience. Education is an essential component of action to promote health and prevent disease. Campaigns, to promote healthy lifestyles and preventative health services, have been a fundamental tool since the sass’s (Nutmeat, 2000). Promotions are appealing to the older generations, such as the baby boomers, who still investigate reading materials such as pamphlets and medical literature in the waiting areas of their primary care providers. Understanding differences teen the generations is fundamental in building a communication model that is not only effective, but efficient (United Nations Joint Staff Pension Fund, 2014). For each generation, there are particular experiences that mold specific preferences, expectations, and beliefs (Sloshes, 2012). Traditionalists: are indirect communicators, and respect a more traditional approach and often do not respond well to the jargon used to attract other generations. Communicating with this generation may require some probing and will need some written communication to aid them. This generation will also require some face-to-face approaches to help gain their trust, loyalty, and understanding. It is important to make traditionalist feel comfortable by communicating in a formal manner that is respectful and serious (Sloshes, 2012). They do not respond well to sales pitches. The use of newspapers, television, radio, community mailers and other written communication will be a beneficial when communicating a message to large groups of traditionalist. Baby Boomers: This generation has some characteristics of the traditionalist generation; however, they possess ample knowledge Of tech oenology but would refer a more personal style of communication over an impersonal approach. Baby boomers do not like feeling like they are being told what to do; they would rather have detailed information to help them make the decision on their own (Sloshes, 2012). Baby boomers tend to need both traditional and non-traditional forms of communication to communicate information effectively. Generation X: This generation prefers online forms of communication and interaction. E-mail is the preferred medium. Generation X will also want to ask questions so using electronic forums, blobs, tutorials, ND other online tools, this will be an excellent strategy for communicating (Sloshes, 2012). Generation Y: This generation is very high tech and responds well to social media (Sloshes, 2012). Illusionist about every form of electronic communication tool will be a useful asset when addressing Generation Y. This generation does not accept just one main source of information, they prefer to do research and establish facts through other outlets. We can also expand our education via social media and networking sites such as WebMD and other online medical journals. Interactive communication such as lately eating demonstrations and health and fitness expos in the community will appeal to the younger generation while also allowing the target audience to be more proactive about the treatment and maintenance of diabetes. Reaching Targeted Audiences Our company will use four primary tools: coherence, consistency, continuity, and complimentary, along with understanding the importance of connecting with the target audience. Coherence: Media is the logical thought when trying to spread the word about the clinic opening and why patient should seek treatment for diabetes. When targeting the traditionalist and baby boomer enervation’ social media will not be the main form of communication. While their loved ones from the X and Y Generation rely heavily on the use social media as their primary form of communication. Older generations tend to respond positively to television advertisements, pamphlets, and print ads. When using those forms of communication it will be important to show risks, concerns, complications, statistics, and what sets the new facility apart from other diabetes clinics. Younger audiences will respond more positively to information displayed on social media. The message to younger generations ill need to place an emphasis on cost, signs and symptoms, and treatment increasing quality of life. It will also be important that other relatable electronic resources are provided, so the more tech savvy audiences can conduct research and ask relevant questions. Consistency: It is crucial to be consistent when delivering the hospital’s mission and vision through multiple communication channels. Continuity: Conveying a message of continuity will give the targeted audience reassurance and confidence in the services being provided. Complimentary: using the different avenues across multiple littorals of social media, print, and television advertisements will help grow a wider audience. Hosting community events and wellness checks will also promote brand recognition and trust among the community. Leveraging Transparency Today’s healthcare is complex; it involves leveraging population health programs to make a greater impact on the community health issues (EACH, 2013). Some healthcare industries have launched diabetes program successfully with a push towards transparency. Examples of such industries or organizations include: Gosling Diabetes Center, Inc. , Good Samaritan Hospital, Northwestern Memorial Hospital, the American Association of Diabetes Educators, Leapfrog Group, Health Consumer Powerhouse, the University of Miami and Vanderbilt University. Northwest Memorial Hospital: Northwest Memorial is committed to meeting the health needs of Chicago, as well as the community surrounding it for 150 years. Northwest Memorial Hospital has also partnered with community healthcare organization for the last 40 years. Teamwork has aided the successful tackling of the health needs of the community including chronic diseases such as diabetes, helping to munch the Diabetes Collaborative Program. This comprehensive program initially started with 200 patients in 2006, through a collaborative effort of Northwestern Memorial, the School of Medicine at Northwestern University Fingers, as well as the Near North Health Services Corp. (NM, 2012). The goal of the program is to identify and educate adult type two diabetic patients about disease management. The program currently tracks over 4,000 diabetics currently engaged in routine examinations and care. It provided materials for health education in English as well as Spanish. The materials re designed to increase patients’ understanding regarding the disease, proper eating habits, diet, as well as the significance of routine checkups (NM, 2012). Vanderbilt University: Vanderbilt program aims to improve chronic disease management, high-risk transition, care coordination as well as high- cost patients, who have diabetes, hypertension, and congestive heart failure. Most of the patients are Medicaid and Medicare beneficiaries who live in 18 urban and rural counties in Kentucky and Tennessee. It is funded with $1 8,846,090 and the estimated savings within three years is $27,269,705. To improve the management of disease, Vanderbilt has built inter-professional health teams as well as improved health information technology (HIT) which includes disease registries and clinical workflow involving an evidence-based decision support. This has increased communication and care planning. The resulting outcome has been; improved coordination of care, reduced hospital admissions, as well as readmission and emergency room calls and visits (SMS, n. Applying Transparency There are five simple steps to apply transparency successfully in the new diabetes program much like other organizations have. The first step is to increase staff knowledge and confidence. The second step is to provide physicians and nurses with guidelines for diabetes management. The third step is to improve education and clinical management for inpatient and outpatient clients. The fourth step is to establish interdisciplinary teams. The team’s specific activities include the establishment of diabetes care goals, clinical staff education, and quality improvement activities designed to evaluate diabetes management. The final step is to develop a marketing team to communicate the clinics services and healthcare opportunities. Conclusion The process of successfully launching a new diabetes clinic will continue long after the clinic open and fully functional. Communication strategies will need to be in place for many different circumstances. Over the course of roughly 12-18 months, Phoenix Health Systems will be aided by Health and Wellness of America to institute the 4-point communication model to reach and effectively convey information to the four major generations. The use of coherence, consistency, continuity, and complimentary communication strategies will help deliver information to the masses in the most efficient and reentrant way possible. 2 nt Needs. NTfneeds How to cite Communication Strategies Team Assignment, Papers

Human Resource Management for Culture - MyAssignmenthelp.com

Question: Discuss about theHuman Resource Management for American Culture. Answer: Introduction The Royal Thai Hotel is a 5-star hotel in Bangkok, Thailand, which was started by a local consortium of investors almost 15 years ago. The hotel was being managed by a Thai General Manager and was one of the prestigious hotels in Bangkok. The hotel had a workforce of almost 700 employees who were happy in being associated with such a reputed organisation. The employees received a number of welfare benefits, above market rate salary, job security, etc. along with a bonus that was equivalent to their four months salary at the end of every year, irrespective of the performance during the year. Thing at The Royal Thai Hotel started experiencing a great deal of changes once it was bought by a large American hotel chain that wanted to expand its operations in Thailand. After the acquisition, the Thai Manager took an early retirement and an American manager was employed by the new owners to look after the management of the hotel. The new manager bought some major changes in the organisation that did not go well and resulted in a decline in the market reputation of the company. Therefore, this report has been aimed at discussing the symptoms which indicated that some significant problems were prevailing in the company and diagnosing the problems from a human resource management perspective to recommend solutions that would help in dealing with the problem. Symptoms Indicating Workplace Problems Symptoms, in simple words, can be defined as the signals or symbols that indicate the existence of a problem in an individual, department or an entire organisation. The Royal Thai Hotel has been facing a number of issues, which can be clearly identified from the symptoms that are prevailing in the hotel. Some symptoms indicating workplace problems are discussed below: First of all, the stress levels amongst the employees were constantly on the rise. Ever since the new owners from America took over the Royal Thai Hotel and a change in the managerial position was bought, the employees started feeling uncomfortable and couldnt accept the workplace change in a positive way. Their inability to deal with the changes was bringing about a rapid increase in the employee stress levels. Due to an increase in employee stress levels and decreasing employee morale, the employees started losing their confidence and started blaming each other in order to avoid taking responsibilities for any problems or issues. Secondly, the labour turnover rates in the hotel have also started to mount. The strong relationships that the previous management had been able to establish with the workers of the hotel were strained and the employees started to leave the hotel as the management and the employees were no longer supportive of each other. Due to absence of positive working conditions, the employees started feeling dissatisfied with their jobs and the absenteeism rates due to sickness were also increasing in the organisation. Thirdly, the number of guest complaints were also reached an all-time high. In the past, the number of guest complaints had been minimum but after the new manager took over the management of the Royal Thai Hotel, the customer started feeling issues with the hotel services and started raising complaints while some guests also pointed at some employees for not being able to provide them satisfactory services. Further, even the employees had started to make greater number of mistakes as compared to the past. Lastly, another important symptom that pointed at some problems in the organisation was that the senior level managers were experiencing more calls from their juniors for consultation. Some employees started approaching their seniors even for petty issues. As a result, the seniors had to spend most of their time in solving the issues that their juniors had been experiencing. Problems Leading to the Observed Symptoms The problems leading to the observed symptoms are discussed below: Workplace Changes Workplace changes are a major source of organisational conflicts and issues. Improperly managed workplace changes have already resulted in heavy losses for some famous companies in the past and will continue to do so. Workplace changes are bound to take place whenever there are changes in the leadership positions, which also happened in the case of the Royal Thai Hotel (change-management-coach.com, n.d.). After being acquired by an American company, the manager of the Royal Thai Hotel took an early retirement and a new American manager was bought in by the new owner to look after the management of the company. The previous manager had been working with the workforce since the very beginning of the hotel and had a clear understanding about the culture of the organisation. After his retirement Brett Williamsons, the new manager, started looking after the management of the hotel and had a strong believe in empowerment. The new manager started providing empowerment to the hotel staff as soon as he took over. The concept of empowerment did not sit well with them. The employees were informed that the new management had empowered them to deal with minor issues themselves so that they could offer better services to the customers. It was also decided that for minor issues, it was no more required for the front line employees to consult their seniors while for major issues, they had to seek for their seniors advices. The new manager did not follow a planned approach to implement the change in the hotel and the hotel staff was least prepared in accepting the change, even if they did not resist it (Gleeson, 2016). The new manager never clearly differentiated between minor issues and major issues, which lead the employees into a confusion. The employees were never able to make a clear decision in certain cases as they couldnt decide whether the issue in front of them was major or minor (KUIPERS, et al., 2014 ). Cultural Misfit Culture differences are defined as the difference in individual thought processes, values, ethics, religion, cuisines, etc. that govern their social behaviour and conduct. Cultural differences play an important role in the business world, especially when business organisation from one part of the world tries to expand its business operations in a different part of the world. For business organisations that are trying to enter into the global market, it is important to take note of these cultural differences and planning their strategies accordingly so that they can increase their chances of success (Knutson, et al., 2003). The American company that acquired the Royal Thai Hotel failed to realise the importance of cultural differences between Thailand and America and appointed an American manager to look after the operations of the hotel (Bhatt, 2014). A major cultural difference between America and Thailand is that the Thai teachers and managers have a habit of emphasising rule abidance. Thai managers effectively monitor the behaviour of their juniors and the juniors abide by the rules set up by their managers. On the other hand, America is more of a loose society i.e. the American managers tend to motivate their juniors or followers to explore new possibilities by empowering them (Anon., 2013). The new manager of The Royal Thai Hotel failed to understand that there are certain cultural differences between America and Thailand and the concept of empowerment might not sit well amongst the Thai employees as compared to the American employees. Thus, the failure of the new manager and of the new owners in understanding the culture of Thailand also resulted in the above symptoms. Bureaucracy Bureaucracy is an organisational system where most of the important decisions related to the work are taken by the seniors or people at the managerial level positions (businessdictionary, n.d.). In a bureaucratic environment, there is clear hierarchy of authority and the rules are completely inflexible. In the case of The Royal Thai Hotel, the existence of bureaucracy in the workplace was another reasons that was giving rise to the discussed symptoms (Woods, 2012). When the new manager at The Royal Thai Hotel started implementing the concept of empowerment in the workplace, some managers were in support of the decision while some others wanted to resist the decision because they thought that empowering their juniors to take some important decisions will reduce their power or say in the organisation. The fear of their authority being undermined fostered a negative behaviour in the mind of certain employees who did not support the decision and did nothing to make the concept successful. Solutions to Overcome Problems It is important for the hotel owners to realize the problems that the hotel is facing and the consequences that such problems can have on the business. The management can use the following recommendations to improve the workplace condition and in dealing with the problems: First of all, the management needs to understand the important of managing change programs effectively using change management theories, such as Kotters change management theory or Kurt Lewins change management theory. The new management should adopt a planned approach towards change management and should deal with the root causes of resistance to organisational change rather than blaming everything on the workforce (Robert Half Management, 2014). The management can adopt the change management theory proposed by Kurt Lewin and can follow a 3 step change model i.e. unfreeze, change and freeze. Such a strategy will help in minimising the possibilities of organisational resistance to change and ensuring higher employee involvement in the change program (Hayes, 2014). Secondly, the management should understand the importance of aligning the American and Thai culture. There are a significant number of cultural differences between the Thai and the American culture and an American manager with no prior experience with a Thai workforce can prove to be a disaster at managing the human resources, which has already happened in the case of the Royal Thai Hotel. The new hotel management should replace the new manager with a manager who has an understanding of the Thai culture and also has knowledge about the cultural values of Thai workforce (Dholakiya, n.d.). Only a manager with sufficient knowledge about the Thai culture will be able to help the company in rising out of the problems that it is currently facing (Thomas Peterson, 2014). Thirdly, the new owners of the hotel should also arrange for training and development programs that will be aimed at increasing the overall competencies of the employees. If the new manager wants to bring about some changes in the workplace, it is important that the employees are sufficiently trained and developed to cope up with the changing environment. The new manager should have designed and implemented a training program that would have helped the employees in gaining more knowledge about the different kind of issues in hospitality industry and how to classify them as a major and a minor issue (Biech, 2016). If they had been competent enough to distinguish between major and minor issues, it would have been easier for the employees to take decisions themselves rather than consulting their seniors even for minor issues. Further, training and development programs would also have been helpful in building employee confidence and they would have accepted empowerment in a better way (A guinis Kraiger, 2009). Fourthly, the new management also needs to foster a positive work environment in the workplace that is free of bureaucracy and pressure. It is important for the senior level employees to understand the role that concepts like empowerment can play in keeping the employees motivated and optimising their performance levels. The senior level managers should always empower their employees and should motivate them to take their own decisions so that they can feel responsible and can perform better. The new management should also increase socialisation in the workplace because the employees are not demonstrating a team oriented approach towards work. The employees are mostly stressed and due to their failure in performing up to the expectations of the management, they are always blaming each other for the lacking performance. The management needs to foster a team oriented environment in the workplace so that the workforce can collectively contribute towards the achievement of organisational goals and objectives. Providing better work conditions to the employees will ensure that they employees show less absenteeism and will also help the management in strengthening the employee-employer relations (Brunot, n.d.). A positive work environment will also ensure high engagement levels amongst the employees and will also help the company in bringing down the high employee turnover ratios that are prevailing in the hotel staff. Conclusion The Royal Thai Hotel has been one of the top hotels in Thailand since the past 15 years and has been considered as one of the most prestigious hotels. The hotel has been performing quite well in the past but started experiencing a decline in employee performance levels once the hotel was acquired by an American company. The new management of the hotel was unable to manage the human resources of the hotel in an efficient manner due to a number of reasons and the inability of the management to provide a positive work environment to the hotel staff lead to higher customer complaints, higher employee turnover ratios and a fall in the hotel performance levels. To ensure high performance levels and to revive its market reputation, the new hotel management needs to look into the problems prevailing in the hotel and implement some of the above stated recommendations as soon as possible. References Anon., 2013. Thai Culture vs American Culture!. [Online] Available at: https://culturalconflict.wordpress.com/2013/11/11/thai-culture-vs-american-culture/ [Accessed 13 May 2017]. Knutson, T. J., Komolsevin, R., Chatiketu, P. Smith, V. R., 2003. A cross-cultural comparison of Thai and US American rhetorical sensitivity: implications for intercultural communication effectiveness. International Journal of Intercultural Relations, February.27(1). change-management-coach.com, n.d. Definition Of Change Management. [Online] Available at: https://www.change-management-coach.com/definition-of-change-management.html [Accessed 13 May 2017]. KUIPERS, B. S. et al., 2014. THE MANAGEMENT OF CHANGE IN PUBLIC ORGANIZATIONS: A LITERATURE REVIEW. Public Administration, March.92(1). businessdictionary, n.d. bureaucracy. [Online] Available at: https://www.businessdictionary.com/definition/bureaucracy.html[Accessed 13 May 2017]. Hayes, J., 2014. The Theory and Practice of Change Management. s.l.:Palgrave Macmillan. Thomas, D. C. Peterson, M. F., 2014. Cross-Cultural Management: Essential Concepts. s.l.:Sage Publications. Gleeson, B., 2016. Leading Change: 6 Reasons Change Management Strategies Fail. [Online] Available at: https://www.forbes.com/sites/brentgleeson/2016/12/07/leading-change-6-reasons-change-management-strategies-fail/#56ec4e525d9e[Accessed May 2017]. Bhatt, K. T., 2014. Cross-Cultural Challenges In the International Business Management. [Online] Available at: https://www.linkedin.com/pulse/cross-cultural-challenges-international-business-management-bhatt[Accessed May 2017]. Woods, L., 2012. Workplace Bureaucracy Learn to Break Through the Red Tape!. [Online] Available at: https://www.managingamericans.com/BlogFeed/Operations/Workplace-Bureaucracy-Learn-to-Break-Through-the-Red-Tape.htm[Accessed May 2017]. Robert Half Management, 2014. Change Management: Tips for Success. [Online] Available at: https://www.roberthalf.com/management-resources/blog/change-management-tips-for-success[Accessed May 2017]. Dholakiya, P., n.d. 3 Tips for Managing a Cross-Cultural Workforce. [Online] Available at: https://www.entrepreneur.com/article/288796[Accessed May 2017]. Aguinis, H. Kraiger, K., 2009. Benefits of Training and Development for Individuals and Teams, Organizations, and Society. Annual Review of Psychology, Volume 60. Biech, E., 2016. Why Is Change Management Training Important?. [Online] Available at: https://www.td.org/Publications/Newsletters/Links/2016/07/Why-Is-Change-Management-Training-Important[Accessed May 2017]. Brunot, T., n.d. The Importance of a Positive Environment in the Workplace. [Online] Available at: https://work.chron.com/importance-positive-environment-workplace-3008.html[Accessed May 2017].

Role of Culture in Change Management

Executive Summary Culture refers to â€Å"a people’s way of life†. In the business context, the values and norms of an organization or company form the organization’s culture. Enhanced technology together with the increase in the number of products in the global market has led to a turbulent and dynamic business environment.Advertising We will write a custom report sample on Role of Culture in Change Management specifically for you for only $16.05 $11/page Learn More For companies to remain afloat in the competitive environment, they must always be ready embrace change. Every organization in the 21st century is aware the change scenario, the only challenge lies in the manner in which the change strategy is implemented (Cameron and Quinn 2006). A company’s culture is lies in mission and vision. This paper looks at the role of the role of organization culture in managing change. In understanding the impact of a company’s culture on change management, the â€Å"integrated cultural framework† is used as a measuring tool (Krastchmer 2005). This takes into account the ability to influence, need to maintain the status quo, need to achieve, time and space as parameters of measurement. The paper also looks at the different organization cultures and how each of them affects change management in the organization. The Scope of Organizational Change The working environment in any company is faced by four types of change. These are classified under process, power, culture and functions. In the process dimension, companies are forced to adapt new working processes as they seek to align to changes brought about by technology. Recurrent innovations are yielding new and better ways of transacting businesses, making the old models obsolete and unprofitable. For any company or industry to survive in this scenario, it must put its operation processes on top and be ready to welcome new innovations every time. Fu nctional change entails possible changes that can be effected from time to time in the company’s organization structure. These changes are both vertical and horizontal. Most organizations in the current business era are finding reason to shift their management styles from bureaucratic models to open and network based models.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Another model that has been in use in most organizations is the leader-follower model. The model develops an enhanced leader, follower relationship that results in a stable â€Å"internal locus of control† (Krastchmer 2005). Power change is about sharing of power as concerns decision making in the organization. This type of change dimension revolves around the formation of dominant centers of power that direct the rest of the actors in the company. The power change has been cited as the most difficult to app ly, and is often met by a lot of challenges in organizations. Formation of team coalitions in an organization helps in achieving effective and functional workforce as opposed to having a single centre of power (Cameron and Quinn 2006). The single centre of power is often responsible for formation of rebellious forces in the organization, which aim at countering the authority. The cultural change, which is the main part of this paper focuses on the values and norms of the people in the organization. Every organization has norms and values which are either productive or counterproductive to the organization’s set objectives. It is the duty of the leaders in the organization to weed out the unproductive norms and retain the ones that are aligned to good production. An organization can only succeed on changing the culture by ensuring total commitment to change by both the management and employees. There are three main steps to eliminate cultural resistance in an organization. The first step is to ensure every member of the organization feels worthy to be in the organization during the period of change. When members perceive the change as being directed to the benefit of the organization, and them being part of it, they commit themselves to the change. The second step is for the management to allow employees to take up the task of implementing the change. Employees should play the role as agents of change so that it is not perceived to be a forced idea on them from the management. The third step is to ensure respect of the leadership decision right from below. Leadership teams often encounter problems implementing change decisions because their decisions are not respected. The final step in eliminating cultural resistance is to â€Å"practice leadership through leaning† (Krastchmer 2005).Advertising We will write a custom report sample on Role of Culture in Change Management specifically for you for only $16.05 $11/page Lea rn More Leadership is a learning process, every time a leader makes a decision, he or she learns lessons from the impact that the decision has on the organization. The learnt lessons should also be shared with the members of the organization to provide them a similar learning opportunity. Change Management Approaches There are two main approaches used in change management; they are planned and emergent approach. The planned approach is based on the assumption that what determines change can be planned for in advance. The approach also takes into account technology as an integral part of change management. In this approach, the organization managers are charged with the responsibility of directing the change process. This approach is slowly being replaced by the emergent approach due to high failure rates in its application occasioned by the complex nature of organizations in the current era (Cameron and Quinn 2006). The approach also puts more emphasis on technology as a component of the change process at the expense of other socio-cultural factors. The emergent approach takes into account the current behavior aspects of the organization in the change process. The approach does not vest all the responsibilities of directing change process to the senior management, all actors are encouraged to implement the change process in the organization. The approach looks at change as a continuous process in the organization thus helping the actors to understand the influence of culture on the change process. The Effect of Culture in Managing Organizational Change There is a concerted effort in every organization directed towards elimination of old cultural modes to more current business oriented modes. This involves a consistent â€Å"shift from cultural conformity† to a mode that is open to new ideas on ways of doing things (Cameron and Quinn 2006). Cameron and Quinn (2006, p. 35) note that there is a record number of failures in change management at organizati onal level, suggesting a fresh approach to â€Å"thinking and perceiving change†. Culture affects an organizations change management in a number of ways as will be described below. Strict Organization Management This is a culture where the management makes decisions in a dictatorial manner without consulting the staff. This could be seen in the manner in which the management decides to sideline the views of the junior staff in making decisions concerning buying of company equipment or machines and other resources.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Without consulting the actual user of the machine for example, the management can buy wrong equipment or even obsolete ones. In some cases, the management restricts the staff to using only certain types of technology platforms, and as a result impede on the productivity of the staff. The management in such cases aims at saving on the cost of training staff on the new processes or buying sophisticated machines. This culture tunes the mind of employees to work according to the orders without question the authority. It is difficult to effect and manage new changes in such organizations as workers are not usually part of the decisions body. Organization management needs to invest in research and development all the time to ensure they fully understand the effect of the changes effected in the organization. The Centralization Culture There are organizations in which core services to employees are centralized in one place. Such services could include; ICT support, staff welfare and human resource benefits. A centralized culture is quite cumbersome especially in large organizations where employees have to go through a lot of bureaucracy to get services (Schein 2010). A lot of time is wasted as one tries to go through a bureaucratic chain to get service. For example, in a large higher learning institution with several campuses operating in a centralized mode, services such as printing, course admission and examinations department would have to be coordinated from one place. This mode of operation leads to lose of time, results and poor performance (Krastchmer 2005). Centralization only helps in achieving uniformity in terms of the service provided by the organization. Proponents of this type of approach associate it with efficiency and low cost on facility maintenance (Cameron and Quinn 2006). The system however reduces the freedom of employees to carry out their duties, and also hampers knowledge creation in the organization. For organizations that apply knowledge fo r operation like schools, it’s not just enough to look at every operation in terms of efficiency and profitability. It matters also to look at how knowledge is created and shared across the organization. Employees need to have freedom to create knowledge that helps the organization to grow its network. Cameron and Quinn (2006, p. 52) note that some of the excellent organizations in the world have learnt to create small teams within the organization and setting them upon each other in a completion that is all geared towards the same goal. Changes in such an organization may proof difficult to effect as everything has to follow a long chain of bureaucracy causing a waste of time. Disregarding the Views of Employee’s In some organizations, the management does not consider the views of the employees especially on matters that regard their welfare. Before embarking on any change initiative, the management must seek to find out the effect the proposed change will have on the production of the workers. It’s important that they consider the views of the employees before phasing out or introducing any program so as to align the changes to the needs and aspirations of the workers. By locking out the views of the workers, the management propagates the status quo, which creates resistance to the change that could be suggested by employees (Schein 2010). Organizations need to invest in properly qualified workers whose ability and opinion they can trust. If a management team is in-charge of lowly qualified staff, they tend to make every decision without considering their â€Å"substandard† opinion. This often happens when an organization transits from small to large enterprise. It’s common for small organizations to hire employees with low qualifications, whose opinions can ignore (Alvesson and Sveningsson 2007). Such organizations develop the culture of disregarding the opinion of the workers. Organizations are now moving to appreciating and looking at employees as an important asset of the organization, who should be consulted in every decision. Schein (2010, p. 46) points out that appreciating employees’ opinion makes them feel part of the organization and gives them a feeling of ownership. Resistance to Change Research indicates that employees tend to resist changes that require further learning to acquire the necessary skills (Alvesson and Sveningsson 2007). A change involving new computer software in an organization may require that the intended users attend training to acquire new relevant skills to use the software. The old generation employees are often on the forefront to reject such changes; they instead prefer processes that they are used to. Organization Support Culture Support to employees by organization creates a sense of emotional belonging to the organization. This is especially when a staff member is in critical situations such as; sickness or grieving the loss of a loved one. It’s im portant for an organization to show support to employees who find themselves in such situations by standing with them during the period of the problem (Schein 2010). Most organizations have welfare committees that cater for the welfare of their staff by providing moral support in times of sickness of death of close ones. Besides support during difficult moments, organizations also need to develop a support culture to members who come with innovative ideas. Members of staff are more likely to come up new ideas mostly in their fields of specialization, which can help the organization grow. If the management fails to show support and even recognize such workers, other workers with similar ideas in future may shy away from presenting them to the organization. Members of staff can sacrifice and spend time to research and bring useful ideas to the organization, if they are assured of the organization’s support in the implementation of the idea. Collaborative Culture Organizations m ust seek to foster â€Å"a participative culture† in the organization. Organizations that fail to foster â€Å"a participative culture† often end up with employees who are always unwilling to take part in voluntary projects in an organization (Alvesson and Sveningsson 2007). An organization may want to take part in a voluntary activity such as tree planting or a charity walk, but if the employees have not developed a participative culture, only a few may take part. This attitude affects employees’ willingness to take part in free trainings or seminars organized by the organization. Alvesson and Sveningsson (2007, p. 89) claim that in the case of learning institutions, students and teachers may refuse to take on extra lessons or even participate in extracurricular activities. Sharing Knowledge in an Organization Knowledge grows when it’s shared, knowledge based organizations such as schools, colleges and universities have a duty to grow a culture of knowle dge creation and dissemination. University professors must make contributions in academic journals in their areas of specialization in order to attain certain qualifications. Academic institutions peg promotions to the number of publications a professor has on his or her account in various academic journals. This attitude breeds a habit of concealing ideas from the public in order to be the first to publish just to have an edge over the rest (Schein 2010). Organizations that organize the need of knowledge sharing organize forums that bring together both internal and external participants to share knowledge on various topics. If this is developed as a culture in an organization, more staff members can be willing to research and share information with their colleagues various issues. In the current era, where technology has taken the centre stage in every process, the internet is becoming an important platform for knowledge sharing. Blogs and social media such as facebook and twitter are gaining popularity in providing a forum for information sharing. Company or organization websites are also used as points of getting sharing information in between the organization and the public. This can be in form of a database containing information of employee and organization’s achievements and services offered by the organization (Schein 2010). This besides acting as a marketing tool, it provides a cheap and easier way for organizations to communicate with the workers. Most organizations do not provide forum for employees to engage the management especially on matters affecting their welfare. This is because the fear that employees can use the forum to send attacking messages to the management or to incite other workers. The Learning Culture Because of the dynamic nature of the business environment today, organizations must provide their employees with opportunities to learn and expand their skills in line with the core business of the organization. Learning opport unities include; part time classes, short skills training courses, conferences and seminars that are relevant to the core business of the organization. An organization can also develop a learning culture by providing fee subsidies or scholarships to members that are willing to pursue studies at higher levels (Alvesson and Sveningsson 2007). Through the information gained from the learning sessions, the staff members gain vital information to deal with change in the organization. Most of the current changes in business organizations require new skill sets that can only be acquired through learning. The Mentorship Culture Organizations should develop a mentorship and skills transfer program where senior and experienced members of staff transfer their skills and knowledge to new members. The senior members need to co-opt junior members of staff and walk them through the various operations processes of the organization. In this regard, the junior staffs learn from the seniors through sk ills transfer process. Though the junior members of staff have little working experience, they may be well informed in emerging issues especially in areas of technology, which may be of great help to the organization (Cameron and Quinn 2006). Mentorship culture also helps in maintaining the culture of the institution, by allowing senior staff members to pass on the values and norms of the company to new entrants in the organization. It also offers guidelines to the junior staffs to manage change as they transit either from college to work or one organization to another. Conclusion This paper demonstrates the extent to which organizational culture can impact on change management in an organization. Its proposition is that the changes that come along in the course of operation should be anchored on the culture of the organization. The organization management should take a participatory approach in implementing changes in the organization. The paper also shows that cultures of strict f irm control, centralization and ignoring workers’ opinion is detrimental to realizing change management in an organization. The management is responsible for the formation of cooperative teams in the organization that support change implementation. The teams should be empowered and to encourage every member in the organization feel part of the â€Å"family† in the organization. Reference List Alvesson, M and Sveningsson, S 2007, Changing Organizational Culture: Cultural Change Work in Progress, Routledge, New York. Cameron, S and Quinn, E 2006, Diagnosing and Changing Organizational Culture: Based on Competing Values Framework, John Wiley and Sons, New York. Krastchmer, P 2005, Organizational Culture is highly resistant to Change- Discuss, Books on Demand, Nordestedt. Schein, H 2010, Organizational Culture and Leadership, John Willey and Sons, New York. This report on Role of Culture in Change Management was written and submitted by user Averie W. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Motor Insurance Essays

Motor Insurance Essays Motor Insurance Essay Motor Insurance Essay Vehicle insurance Vehicle insurance ( besides known as car insurance. GAP insurance. auto insurance. or motor insurance ) is insurance purchased for autos. trucks. bikes. and other route vehicles. Its primary usage is to supply fiscal protection against physical harm and/or bodily injury ensuing from traffic hits and against liability that could besides originate therefrom. The specific footings of vehicle insurance vary with legal ordinances in each part. To a lesser grade vehicle insurance may to boot offer fiscal protection against larceny of the vehicle and perchance damage to the vehicle. sustained from things other than traffic hits. Vehicle insurance. in exchange for a premium. will pay valid claims originating out of traffic hits such as the above. India A Sample Vehicle Insurance Certificate in India Car Insurance in India trades with the insurance covers for the loss or harm caused to the car or its parts due to natural and semisynthetic catastrophes. It provides accident screen for single proprietors of the vehicle while driving and besides for riders and 3rd party legal liability. There are certain general insurance companies who besides offer on-line insurance service for the vehicle. Auto Insurance in India is a mandatory demand for all new vehicles used whether for commercial or personal usage. The insurance companies have affiliations with taking car makers. They offer their clients instant car quotation marks. Auto premium is determined by a figure of factors and the sum of premium additions with the rise in the monetary value of the vehicle. The claims of the Auto Insurance in India can be inadvertent. larceny claims or 3rd party claims. Certain paperss are required for claiming Auto Insurance in India. like duly signed claim signifier. RC transcript of the vehicle. Driving license transcript. FIR transcript. Original estimation and policy transcript. There are different types of Auto Insurance in India: Private Car Insurance – In the Auto Insurance in India. Private Car Insurance is the fastest turning sector as it is mandatory for all the new autos. The sum of premium depends on the brand and value of the auto. province where the auto is registered and the twelvemonth of industry. Two Wheeler Insurance – The Two Wheeler Insurance under the Auto Insurance in India screens inadvertent insurance for the drivers of the vehicle. The sum of premium depends on the current salesroom monetary value multiplied by the depreciation rate fixed by the Tariff Advisory Committee at the clip of the beginning of policy period. Commercial Vehicle Insurance – Commercial Vehicle Insurance under the Auto Insurance in India provides screen for all the vehicles which are non used for personal intents. like the Trucks and HMVs. The sum of premium depends on the salesroom monetary value of the vehicle at the beginning of the insurance period. brand of the vehicle and the topographic point of enrollment of the vehicle. The car insurance by and large includes: Loss or harm by accident. fire. lightning. self ignition. external detonation. burglary. break-in or larceny. malicious act. Liability for 3rd party injury/death. 3rd party belongings and liability to paid driver On payment of appropriate extra premium. loss/damage to electrical/electronic accoutrements The car insurance does non include: Consequential loss. depreciation. mechanical and electrical dislocation. failure or breakage When vehicle is used outside the geographical country War or atomic hazards and drunken drive