Mabel McKay Weaving the Dream Essay Example | Topics and Well Written Essays - 500 words

Mabel McKay Weaving the Dream - Essay Example Mabel was an exceptionally tranquil and attentive youngster. She generally gazed about the things. She was frail to the point that Sarah needed to advised to the individuals who said the young lady seemed as though she was starving to death. At the point when she started to talk an abnormal thing happened that she began eager evenings and she started to make statements those shouldn't be known by her. She discussed her progression - mother the enormous woman. Each one was astounded that how could she has referred to anything about that as she was a newborn child kid at that point. Sarah considered her uncommon kid with exceptional characteristics. At the point when the Mabel was at twelve years old years, her mom Daisy returned back and attempted to handover her to an old Colusa man. Sarah needed to move Mabel McKay to Mrs. Spencer’s house who was an extremely pleasant woman and for the most part recruited the Indian to cut the grapes at each fall. There were numerous ways by which the neighborhood occupants following the indigenous practices and perspectives. They communicated their perspectives and followed conventional traditions in distinctive social affair and celebrations. For instance when Sarah went to see her sister Belle, both â€Å"sat on the floor, in the old style, despite the fact that Belle had another table with four completely agreeable wooden seats. Also, when they got sluggish, they stayed outdoors in that spot, collapsing up their cloaks for a pillows† (Sarris, 16). The life in valley till was exceptionally straightforward however hardly any things were changed. There were Roads all over the place. where. Additionally the huge oak tree along the Creek looked dry and along the water where sweet clover developed all year, there was only, dusty earth, and dairy animals fertilizer (Sarris, 17). Following were the regular ways by which the individuals follow the indigenous practices and perspectives.

Perinatal Depression In Black Women Health And Social Care Essay Free Essays

Perinatal sorrow is characterized as misery which has either begun during incubation or one twelvemonth station kid birth. [ 1 ] The general predominance of perinatal gloom is evaluated to be 14.5 % per centum of the considerable number of incubations in the United States. We will compose a custom article test on Perinatal Depression In Black Women Health And Social Care Essay or on the other hand any comparable theme just for you Request Now [ 2 ] The assessed commonness of perinatal wretchedness in African American grown-up females is higher than white grown-up females. [ 3 ] Perinatal melancholy is multi factorial. Significant risk factors for perinatal wretchedness are undiscovered sadness in the pre-birth period, bing significant burdensome furious, previous history of development with post pregnancy anxiety. The main danger factors theorized are low financial position, cultural segregation, expanded predominance of comrade life partner power, expanded figure of undesirable incubations, expanded religionism, social factors, for example, disgrace related with looking for mental health administrations, inadequacy of cultural help and cultural separation, expanded high peril conduct, for example, smoke, liquor enslavement and medication abuse during development, expanded commonness of HIV/AIDS and self saw bias. Surveies show that African American grown-up females from inside city nations have GED guidance and a couple of grown-up females have a school grade. Undesirable incubation in young, inadequacy of course to exigency preventives, and decreased utilization of premature birth administrations are the reasons for higher paces of secondary school dropouts in these grown-up females. Food, housing and occupation frailties are all the more much of the time found in grown-up females from inside city. Odd work hours, lack of protection or under protection, high strain occupations effectsly affect the health of the female parent. Hazardous regions and inadequacy of markets can limit the dish to new foods grown from the ground. Most grown-up females rely upon supplement throws for their month to month food markets. Low SES Unforeseen weakness, Depression Social segregation detailed by grown-up females with perinatal gloom. Studies show that most grown-up females are singular female guardians without any colleagues or hubbies. Absence of cultural help and cultural separation are other cultural boundaries experienced by these grown-up females. Absence of cognizance on child rearing, nourishment, prophylactic strategy during incubation, administrations accessible through plans like Healthy Start, WIC and how to journey through these frameworks for wellbeing consideration are the significant nations where bolster administrations are either losing or non simple accessible. Numerous African American grown-up females are either casualties of physical, passionate, sexual or more than one signifier of associate life partner power. Assault and inbreeding are actually regularly detailed signifiers of sexual abuse. Cozy companion power can follow in low self image respect and do grown-up females progressively inclined to despondency during incubation. Also, guilty parties are bound to be sedate maltreaters and may compellingly uncover the grown-up females to drugs. The neglected interest for exigency preventive in African American grown-up females is higher than white grown-up females. The pace of chose premature births in African American grown-up females is lower than white grown-up females. The obstructions to exigency preventive are cost, lack of data about the planning of exigency preventive utilization, social boundaries, for example, blame and disgrace. It is evaluated that the commonness of undesirable growth in the United States is 50 % . The mean time of maternity in African American grown-up females is in mid 20s versus late 20s and mid 30s for white grown-up females. Other than of all the uninsured or underinsured female guardians, mass are African American. Surveies recommend that African American grown-up females favor psychotherapeutics contrasted with pharmacotherapy. Dark grown-up females are bound to go to chapel than white grown-up females and they approach profound pioneers in the congregation for help. Expanded religionism is one of the drive reason for diminished and less continuous premature births in African American grown-up females and expanded figure of undesirable incubations. Numerous Orthodox Catholic places of worship do non favor preventive use in any signifier and advance avoid only techniques for preventative strategy. Some surveies propose that utilizing mental health is seen as a cultural disgrace in African American grown-up females especially among Haitians. High peril practices, for example, smoke and using road drugs during incubation are all the more overarching in African American grown-up females. These grown-up females are bound to hold previous history of commitment in tranquilize dealing and many have pending removal or open assistance company cuts. It is difficult to badger out whether despondency caused the use of medications or the use of medications caused melancholy. General Health sway Intricacies of perinatal gloom are placental abnormalcies, self-created premature births and preeclampsia. Discouraged female guardians have hapless female parent to youngster affectionate respect and chest provender less regularly. Perinatal gloom augmentations maternal dismalness and diminishes by and large great being by doing everyday life harm. Discouraged female guardians have expanded pre term birth related with high paces of low births. The children of down female guardians have higher commonness of perinatal birth complexities and increasingly visit NICU permissions. Some surveies propose that these children may stand up to formative issues and may non go to permit percentile for age. As down female guardians feed their children less frequently, there can be an expanded danger of diarrhoeas because of container provenders. Discouraged female parent Wiped out angel Solid Start Initiative is a government undertaking to gracefully mental wellbeing administrations for low salary African American grown-up females. hapless referral and utilization of mental health administrations Government degree Counting bolster administrations for mental health Intercession The obstructions experienced by the African American grown-up females can be auxiliary, information based and attitudinal. The basic boundaries can run from lack of inclusion by protection, failure to pay, deficient child consideration, travel inconveniences and separation to go to facility. The regularly observed discernment boundaries are lack of clasp, non cognizing whom to reach, how to set up and task, non cognizing what intercession may be simply the best. The attitudinal boundaries incorporate stressing what others would accept, worries about strong guide one can gain, insufficiency of family unit support for getting the intercession and inconvenience in going roused to look for mediation. Issue work trip guidance Medication is ephemeral Aptitudes can be utilized over life cut Negative life occasions can follow up on mental wellbeing Case executives can play the capacity of employment work trip guidance Organization of BECK preliminary. Mellow to seat wretchedness can be qualified for the activity work trip guidance. Serious melancholy can be furnished with commitment meeting to help journey through mental wellbeing administration Depict work trip guidance Depict fight meet 0-3-6 Center gatherings case chiefs, grown-up females having work trip guidance, commitment meet Socially worthy, increasingly loosened finished Gives something to everyone Diminishes the heap on network mental wellbeing Centers Can better the utilization of mental wellbeing administrations Bosom taking care of care groups Social care group Approach degree backing to build up the example chiefs Church based exercises Training on prophylactic strategy Breastfeeding, fetus removal bolster gatherings Feeble employment work excursion achievements and life occupations make an individual increasingly inclined to discouragement. There is other than rearward causing, as misery augmentations, the capacity to place and work out occupation lessenings. Issue work trip achievements will approve the grown-up females to hold a feeling of control on their employments and use them in the great beyond to thwart misery. Issue work trip treatment will help grown-up females place their employments and happen sensible answers for them. It will other than flexibly grown-up females with a precise critical thinking plan. A ; acirc ; ˆ?Engagement meet is an individualized, psychosocial mediation, in light of a coordinating of rules and procedures of ethnographic talking ( EI ) and inspirational talking ( MI ) . A ; acirc ; ˆA? This methodological examination can go to social hindrances experienced by low pay grown-up females and offer a therapeudic plan to arraign grown-up females in mental wellbeing administrations. The meeting depends on loosened finished requests strategy and is conveyed more than 45 to 60 proceedingss to run into the particular requests of the customer. The persuasive constituents address working with ambivalency. Ethnographic guidelines on the different manus help to explore in a non critical mode the qualities and encounters of the customers. Acknowledgments Rosie Munoz-Lopez Xandra Negron Emily Fineberg Barbara Gottlieb 1. Gaynes BN, G.N. , Meltzer-Brody S, Lohr KN, Swinson T, Gartlehner G, Brody S, and M. WC. , Perinatal discouragement: predominance, testing truth, and testing results. Evid Rep Technol Assess ( Summ ) , 2005 Feb. 119: p. 1-8. 2. Sit DK, F.C. , Svidergol D, White J, Wimer M, Bish B, Wisner KL, Best examples: a rising best example hypothetical record for perinatal sadness consideration. Psychiatr Serv. , 2009 Nov. 60 ( 11 ) : p. 1429-31. 3. O’Mahen, H.A. also, H.A. Flynn, Preferences and saw hindrances to mediation for discouragement during the perinatal period. J Womens Health ( Larchmt ) , 2008. 17 ( 8 ) : p. 1301-9. The most effective method to refer to Perinatal Depression In Black Women Health And Social Care Essay, Essay models

The Use of Self-Report Data in Psychology

The Use of Self-Report Data in Psychology Basics Print The Use of Self-Report Data in Psychology By Kristalyn Salters-Pedneault, PhD Kristalyn Salters-Pedneault, PhD, is a clinical psychologist and associate professor of psychology at Eastern Connecticut State University. Learn about our editorial policy Kristalyn Salters-Pedneault, PhD Medically reviewed by Medically reviewed by Steven Gans, MD on June 23, 2015 Steven Gans, MD is board-certified in psychiatry and is an active supervisor, teacher, and mentor at Massachusetts General Hospital. Learn about our Medical Review Board Steven Gans, MD Updated on January 08, 2020 murat sarica/E/Getty Images More in Psychology Basics Psychotherapy Student Resources History and Biographies Theories Phobias Emotions Sleep and Dreaming In psychology, a self-report is any test, measure, or survey that relies on the individuals own report of ones own symptoms, behaviors, beliefs, or attitudes. Self-report data is gathered typically from paper-and-pencil or electronic format, or sometimes through an interview.?? Self-reports are commonly used in psychological studies largely because much valuable and diagnostic information about a person is revealed to a researcher or a clinician based on a person’s report on himself or herself. One of the most commonly used self-report tools  is the  Minnesota Multiphasic Personality Inventory (MMPI) for personality testing.?? Advantages of Self-Report Data One of the primary advantages of self-report data is that it can be easy to obtain. It is also the main way that clinicians diagnose their patientsâ€"by asking questions. Those making the self-report are usually familiar with filling out questionnaires. For research, it is an inexpensive tool that can reach many more test subjects than could be analyzed by observation or other methods. It can be performed relatively quickly so a researcher can obtain results in days or weeks rather than observing a population over the course of longer time frames. The self-reports can be made in private and can be anonymized to protect sensitive information and perhaps promote truthful responses. Disadvantages of Self-Report Data Collecting information through a self-report, however, has its limitations. People are often biased when they report on their own experiences.?? For example, many individuals are either consciously or unconsciously influenced by social desirability: that is, they are more likely to report experiences that are considered to be socially acceptable or preferred. Self-reports are subject to these biases and limitations: Honesty: Subjects may make the more socially acceptable answer rather than being truthful.Introspective Ability: The subjects may not be able to assess themselves accurately.Interpretation of the Questions: The wording of the questions may be confusing or have different meanings to different subjects.Rating Scales: Rating something yes or no can be too restrictive, but numerical scales also can be inexact and subject to individual inclination to give an extreme or middle response to all questions.Response Bias: Questions are subject to all of the biases of what the previous responses were, whether they relate to recent or significant experience and other factors.Sampling Bias: The people who complete the questionnaire are the sort of people who will complete a questionnaire. Are they representative of the population you wish to study? How Cognitive Biases Influence How You Think and Act Why Self-Report Info Is Best Used in Conjunction With Other Data Most experts in psychological research and diagnosis suggest that self-report data should not be used alone as it tends to be biased. Research is best done when combining self-report data with other information, such as an individual’s behavior or physiological data. This “multi-modal” or “multi-method” assessment provides a more global and therefore likely more accurate picture of the subject. The questionnaires used in research should be checked to see if they produce consistent results over time. They also should be validated?? by another data method demonstrating that responses measure what they claim they measure. Questionnaires and responses should be easy to discriminate between controls and the test group.

Vaccines And Autism A Tale Of Shifting Hypotheses

There is no doubt that the number of vaccines recommended by health care professionals and government agencies has increased rapidly since 1980. Furthermore, vaccines have also changed in how they are made, which is unknown or poorly understood by the general public. While reviewing the literature, this was shown in the article, â€Å"Vaccines and Autism: A Tale of Shifting Hypotheses†, by Gerber Offit (2009), where they discuss how vaccines have changed overtime. The authors state that today a single vaccine use uses less than 200 bacterial and viral proteins or polysaccharides compared to over 3000 immunological components used in 1980. In addition, the amount of protein chemistry and recombinant DNA has also increased. This helps cut back on vaccine-related reactions, because the vaccine only resembles a microbe and doesn’t function on one. Understanding Human’s Immunological Capabilities The human immune system having far greater capabilities than what it is often believed to have been was a common theme throughout the literature review. This was especially prevenient in two of these studies; first being in Gerber and Offit’s paper where they explain just how capable people are at responding against a vaccine. They state that studies have shown that a child’s immune system is capable of responding to a thousand vaccines simultaneously without any adverse effects. In addition, children are infected by up to 6 microbes daily, which far exceeds the 36 shots given over aShow MoreRelatedA Research Study On My Annual Flu Vaccination1042 Words   |  5 Pageseffects these vaccines could have on their children. This lead me to my quest on finding whether or not vaccines hurt society more than they helped. The first step I took in my expedition was increasing my understanding of vaccines and how they functioned. Luckily, since my major is microbiology, I have taken some courses that have given me a foundation to understanding vaccines. By simply googling how vaccines work, I found the CDC’s article thoroughly explaining the fundamentals of vaccines. BasicallyRead MoreVaccines And Autism : Do Vaccines Cause Autism?1231 Words   |  5 PagesPseudoscience? I. Vaccines Autism Do Vaccines cause Autism? II. Abstract Do vaccines cause autism is a question that has been bouncing around for over twenty years. The increase in the number of diagnosed cases of Autism Spectrum Disorder has increased significantly and due to the impact this has in people’s lives several studies have been done in an effort to determine the cause. More specifically the MMR, Measles, Mumps, and Rubella, vaccination has been accused of being the cause of autism. This accusationRead MorePros And Cons Of Vaccinations1285 Words   |  6 Pages Vaccinations are a heavily debated topic in society today. Vaccinations have long been defined as a successful health measure, but the safety of vaccines raise concerns among many parents. According to Glanz et al., â€Å"The issue of vaccine hesitancy can be examined from several different angles, many of which point to the delicate balance between personal liberty and public health† (2). Personal rights and public health concerns, collide on this subject. Many parents wa nt to decide if their childrenRead MoreChildhood Vaccinations And The Dangers1226 Words   |  5 Pages(in fear of their acquiring autism), and health professionals fearful that the population percentage of people acquiring measles, mumps, or rubella (for it was the M.M.R. vaccination that the parents feared in particular) would rise to a number which would lead to a mass risk of disease. Despite Wakefields’ study, the truth persists in all types of experiments related to vaccination. Whether being tested in a replication of Wakefields’ study or in any other, vaccines have been proven to work at preventingRead MoreVaccines And Its Effects On Society1485 Words   |  6 Pagesvaccinated early in life for diseases such as rubella, measles, and tetanus. Vaccines have been perfected to shield and protect our body from seriously life threatening diseases that could have the potential to wipe out large populations. Most of America and a lot of western countries see vaccines as beneficial and a common necessity for their children and themselves. However, this view has not always been accepted. In fact, vaccines were only first widely considered to be helpful for diseases when a man

The Role of Career Development in Improving Organizational...

The Role of Career Development in Improving Organizational Effectiveness and Employee Development Robert C. Merchant, Jr. Abstract Todays employees are more career conscious then ever. They are demanding more in terms of personal growth and development. Organizations that fail to allow employees to meet their individual needs will be losing valued employees. This paper will examine the role and importance of Career Development Programs in developing and retaining employees. A Career Development Program seeks to match to needs of the employee with those of the organization with the major components being counseling and training. Counseling provides employees with the opportunity to define career goals and to create plans within the context†¦show more content†¦It is apparent this can be accomplished by implementing a Career Development Program in the workplace. This will enhance organizational loyalty among employees, result in higher levels of job satisfaction, lower employee turnover, and fewer employee complaints (Werther Davis, 1992). Purpose Over the past several ye ars, a number of highly-skilled and trained police officers have left the Altamonte Springs Police Department; it was not known whether these employees left for greater opportunities elsewhere or concerns about no where to go. Information was gathered on former employees in hopes of identifying the reasons why they left. The data was analyzed and it was learned that a majority cited personal reasons or obtained employment with other police agencies. It was interesting to note that a high percentage of these officers had three years or less experience. This writer decided to examine the merits of a Career Development Program for the Altamonte Springs Police Department, not only to address the employee retention issue, but also to provide a framework for current and future employees to follow throughout their career with this agency. This research will examine the career development process and focus on those methods and techniques that have been successfully used by organizations in establishing Career Development Programs. This will also provide a framework from which aShow MoreRelatedCareer Development And Performance Of Succession Planning Essay1650 Words   |  7 PagesCareer Development and Performance Succession planning selects and develops future company leaders, but it is also an important opportunity an organization can use to develop employees for non-management roles. Succession planning concentrates on high-potential employees that the organization considers promising for higher-level manager positions (Noe, 2016). 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Is Puppy Mills A Product Of Consumerism - 1280 Words

Puppy mills are a product of consumerism, a trait that is central in American life, which is the cause for many individual’s â€Å"shopping for animals†, be it because they want a puppy, which is cute, though the youth is short lived, or be it because they’re seeking a specific breed of animal- regardless, these central issues are the life-blood of â€Å"puppy mills† or essentially human trafficking, minus the humans. When buying from these mills, society is only supporting the deplorable conditions and their poor quality of care; furthermore, the â€Å"need† for purebred dogs is only perpetuating the problem. As Americans we must stop this humanitarian issue, one method of doing so is by adopting from animal shelters. To begin let’s look at the problem: puppy mills, they produce mass amounts of puppies in poor conditions, the only concern being quantity of life, not quality of life. The life of a mill dog is one of intense suffering, â€Å"The Federal Animal Welfare Act (AWA) passed in 1966 does not see these dogs as pets, but as livestock. Under the AWA, it is legal to keep a dog in a cage only 6 inches longer than the dog in each direction, with a wire floor, stacked on top of another cage† (A Closer Look). Forced to live in the squalor of their own feces their lives are bleak and hopeless. Most of us would never leave our animals out in the cold, snow, rain or the sweltering heat we have. These poor animals live caged in these harsh elements with little to no shelter. This type ofShow MoreRelatedStrategic Marketing Management337596 Words   |  1351 Pagestechniques Demographic segmentation Behavioural segmentation Psychographic and lifestyle segmentation Approaches to segmentin g industrial markets Market targeting Deciding on the breadth of market coverage Product positioning Summary 9 The formulation of strategy – 1: analysing the product portfolio 9.1 9.2 9.3 9.4 9.5 9.6 9.7 10 Learning objectives Introduction The development of strategic perspectives Models of portfolio analysis Market attractiveness and business position assessment Criticisms

Governance Long Term Operating Performance - MyAssignmenthelp.com

Question: Discuss about the Governance Long-Term Operating Performance. Answer: Company description Mobile Embrace operates in Australia as the mobile marketing and mobile payment company. It operates mainly through 2 segments, they are Convey and 4th Screen Advertising Australia. The 4th Screen segment provides the services related to mobile media development and design. It also offers solutions related to mobile advertising or marketing, infrastructure for m-payments and engages customers through tablets and mobiles. On the other hand, Convey segment provides m-commerce platform and trading desk for mobile media. The company is based in East Sydney of Australia (Mobile Embrace 2017). Ownership governance structure Substantial shareholders Greater than 20% of shares no shareholder is there who is holding greater than 20% of shares Greater than 5% of shares Waughdoc Pty Ltd holding 22,176,639 shares that is 5.01% of shares. Name of key persons Chairman Drew Kelton Board members apart from chairman and CEO the board members are David Andrew Haines Christopher Thorpe CEO Neil Wiles It is recognised that none of the key persons are holding more than 20% or 5% of shares and therefore will not be considered as substantial shareholders. Key ratios of Mobile Embrace Return on assets (ROA) = (NPAT / Total Assets) Return on Equity (ROE) = (Net profit after tax / Ordinary equity) Ratio Formula 2017 2016 2015 2014 Return on assets NAPT / Total asset 0.026 0.072 0.095 0.130 Return on equity NPAT / Ordinary equity 0.038 0.123 0.135 0.148 Debt ratio = Total liabilities / Total assets Ratio Formula 2017 2016 2015 2014 Debt ratio Total liabilities / Total assets 0.305 0.418 0.295 0.120 EBIT/TA * NPAT/EBIT * TA/OE = NPAT/OE EBIT/TA * NPAT/EBIT * TA/OE = 10,35,812/603,65,057 * 15,95,677/10,35,812 * 603,65,057/419,77,943 = 0.038 NPAT/OE = 15,95,677 / 419,77,943 = 0.038 Hence, from above calculation it can be proved that EBIT/TA * NPAT/EBIT * TA/OE = NPAT/OE Phenomenon of TA/OE variable It equation stands for the total assets of the company against its owners equity. It is based on various factors like the industry status, economic status and revenue earning capacity of the company. If the total asset goes up it will reduce the return on asset. On the contrary when the total asset goes down it will increase the companys return on the asset (Halili, Saleh and Zeitun 2015). There is no ideal average for the total asset to owners equity ratio. However, the high ratio states that the company is stable and will be considered sustainable for long term. Reasons for higher ROE as compared to ROA ROE or return on equity is net income that is returned as the percentage of the owners equity. It measures the profitability of the company through revealing the amount of profit the company generates with shareholders invested money. On the other hand, ROA or the return on assets indicates the profitability of the company as compared to the total assets. It gives the idea regarding the efficiency of the management to use its assets for generating earnings. It is calculated by dividing the net income of the company by its total assets and is shown in percentage form. ROE higher than ROA represents that the total asset of the company is more than the shareholders equity. When the debt portion of the capital structure increases, the equity portion is decreased, which in turn increases the ROE as the equity is put in denominator while calculating the ROE (Baos-Caballero, Garca-Teruel and Martnez-Solano 2014). Further, if the company raise additional fund through borrowing the ROE will i ncrease if compared with ROA ASX Information Monthly stock movement Mobile Embrace Limited - Mobile Embrace Limited Date Adj Close Changes 31-12-2015 0.3 31-01-2016 0.31 0.033 29-02-2016 0.315 0.016 31-03-2016 0.35 0.111 30-04-2016 0.335 -0.043 31-05-2016 0.305 -0.090 30-06-2016 0.35 0.148 31-07-2016 0.32 -0.086 31-08-2016 0.295 -0.078 30-09-2016 0.27 -0.085 31-10-2016 0.13 -0.519 30-11-2016 0.12 -0.077 31-12-2016 0.14 0.167 31-01-2017 0.061 -0.564 28-02-2017 0.057 -0.066 31-03-2017 0.055 -0.035 30-04-2017 0.047 -0.145 31-05-2017 0.05 0.064 30-06-2017 0.084 0.680 31-07-2017 0.075 -0.107 31-08-2017 0.059 -0.213 30-09-2017 0.052 -0.119 31-10-2017 0.055 0.058 30-11-2017 0.047 -0.145 All Ordinary Index - All Ordinary Index Date Adj Close Changes 31-12-2015 5005.5 31-01-2016 4880.899902 -0.025 29-02-2016 5082.799805 0.041 31-03-2016 5252.200195 0.033 30-04-2016 5378.600098 0.024 31-05-2016 5233.399902 -0.027 30-06-2016 5562.299805 0.063 31-07-2016 5433 -0.023 31-08-2016 5435.899902 0.001 30-09-2016 5317.700195 -0.022 31-10-2016 5440.5 0.023 30-11-2016 5665.799805 0.041 31-12-2016 5620.899902 -0.008 31-01-2017 5712.200195 0.016 28-02-2017 5864.899902 0.027 31-03-2017 5924.100098 0.010 30-04-2017 5724.600098 -0.034 31-05-2017 5721.5 -0.001 30-06-2017 5720.600098 0.000 31-07-2017 5714.5 -0.001 31-08-2017 5681.600098 -0.006 30-09-2017 5909 0.040 31-10-2017 5969.899902 0.010 30-11-2017 6065.100098 0.016 Report on movement of above stocks The report on stock movement reveals the information related to closing and opening rate of the stock on particular dates. This is used for tracking the movement of stock over the period of time. It is recognised from above graphs that the stock of Mobile Embrace is downward moving and the value f their fell significantly in last 2 years. On the other hand, stock of All Ordinary Index has been moved upward moderately during last 2 years period (Heikal, Khaddafi and Ummah 2014). It was further found that the stock of Mobile Embrace is more volatile as compared to All Ordinary Index. Further, the correlation among 2 stocks comes to 0.834. Therefore, the stocks are negatively correlated. Recent announcement Name change - The company changed its name from Mobile Embrace to Impelus Limited Board composition Chris Thorpe, the non-executive director of the company has decided to step down from board for pursuing other interests. Acquisition of C2B Solutions the company acquired C2B Solution for strengthening the marketing business for digital performance Litigation the company settled the ongoing litigation with the GBD Ventures Pty Limited under which the company was sued for $ 3.537 million. Increase of shareholding the company increased its shareholding in the Award Winning Clipp App, which is a leading smart phone app for mobile payment and loyalty. Stock field Calculated beta of the company is 2.42 Risk free rate = Rf = 4%, Market risk premium = Rm = 6% Therefore, required rate of return of the companys share = R = Rf + ( Rm Rf ) R = 4% + 2.42* (6% 4%) = 8.84% Conservative investment The investment made in lower risk securities and regular payments are known as conservative investment. This method of investment is the one that is exposed to preserving the purchasing power of the investor with lower possible risk (Lara, Osma and Penalva 2016). Under the conservative investment the investor selects less fluctuating stocks for investment. This is the wise strategy for investment when the money from investment is required in short term period or when the economy is going through significant downturn. Though the conservative investment protects the investor against inflation, the investor misses out the considerable growth during economic prosperity. The conservative investor must decide the return with the acceptability level of risk (Eisdorfer, Giaccotto and White 2013). However, it has been found that the beta of the company is 2.42, which is considered as quite high. Further, for the last 2 years the company did not pay any dividend to its shareholder (He and Kris hnamurthy 2013). Therefore, it will not be considered as a conservative investment. WACC (weighted average cost of capital) Computation of WACC WACC = E/V * Re +D/V * Rd * (1-Tc), Where, E/V = Equity percentage in the capital structure = 88% D/V = Debt percentage in the capital structure = 12% Re = Cost of equity = 8.84% Rd = Rate of debt = 1.02% Tc = corporate tax rate = 30% The given information for computation of WACC are as follows Amount in $'000 Amount of Debt 59,94,380.00 Amount of Equity 419,77,943.00 Total 479,72,323.00 Percentage of debt 12% Percentage of equity 88% Thus, WACC = 88*8.84% + 12*1.02% (1- 0.30) = 7.78 + 0.09 = 7.86% The implication of higher WACC WACC or the weighted average cost of capital is average of minimum after-tax requirement for rate of return that the firm must be able to earn for its shareholders. The WACC is measured through finding the cast of each capital component and then multiplied it by its percentage to total capital and finally summing up all the cost (Arsov, Shanahan and Williams 2013). It is an important tool as it analyses whether the particular project is able to increase shareholders wealth or not. Higher WACC represents that the company is highly leveraged and associated with higher level of capital risk. Therefore, the management shall raise additional fund through cheaper source of capital that is the fund with lower level of risk and cost (Zabarankin, Pavlikov and Uryasev 2014). Optimal debt structure Optimal structure for capital Debt ratio Total liabilities / Total assets Year 2017 = 0.305 Year 2016 = 0.418 It is the structure at which the value of the company can be maximised. It is the structure under which the firm determines best mix for equity and debt financing for using in its expansions and operations. The debt ratio around 0.40 or less than that is considered as optimal debt ratio. It is found from the above table that the debt ratio of the company for 2016 is 0.42 and it further improved in 2017 as the debt ratio for 2017 is 0.31. Therefore, the company is maintaining optimal structure (Akeem et al. 2014). Gearing ratio Gearing ratio is the general segregation that explains the financial ratio and compares the form of shareholders equity as against the borrowed funds of the company (Amba 2014). It is the measurement of companys financial leverage that demonstrates the level to which the activities of the company are sourced from the owners capital as against the funds of creditors. It measures the owners equity against the debt. The higher level of gearing ratio of any company indicates that it is exposed to higher leverage risk and is susceptible to the economic downturns (Master and Hao 2014). The reason behind this is that the company with higher level of leverage will have higher debt as compared to equity. It can be seen that the capital structure of the company is composed of 88% equity and only 12% of debt. Therefore, for adjusting the gearing ratio it increased its borrowing from $ 56,26,666 to $ 59,94,380 over the year from 2016 to 2017. However, the directors report mentioned nothing for s uch adjustment. Dividend policy The dividend policy is guidelines set that any company uses for deciding how much of the net income it can pay to the shareholders. Generally the investors are not concerned regarding the dividend policy of the company as they always have the option to sell the equity portion if they prefer cash (Levy 2015). It is identified from the annual report of Mobile Embrace that no dividend has been paid by the company for the year 2016 as well as for the year 2017. Further, the directors did not recommend any dividend payment for financial year ended 30th June 2017. The company did not pay any dividend to keep the amount available for other investment (Renneboog and Szilagyi 2015). Recommendation Generally, before considering the stock for investment, the investor takes into consideration various factors like required return, expected return, associated risks, purchase costs, stability and sustainability of the company. Risk of the stock plays major role in selection of the portfolio as the risk taking approaches of different investors are different. It is suggested based on the above analysis that if the client is looking for stable return and lower risk investment then the stock of Mobile Embrace shall not be included in his portfolio. However, if the other factors are taken into consideration that is the net income, ROA and debt ratio, the company can be considered as stable and sustainable for long term period. Therefore, the client shall include the stock in his portfolio. Reference Akeem, L.B., Terer, E.K., Kiyanjui, M.W. and Kayode, A.M., 2014. Effects of capital structure on firms performance: Empirical study of manufacturing companies in Nigeria.Journal of Finance and Investment Analysis,3(4), pp.39-57. Amba, S.M., 2014. Corporate governance and firms' financial performance.Journal of Academic and Business Ethics,8, p.1. Arsov, I., Shanahan, B. and Williams, T., 2013. Funding the Australian resources investment boom.RBA Bulletin, March, pp.51-61. Baos-Caballero, S., Garca-Teruel, P.J. and Martnez-Solano, P., 2014. Working capital management, corporate performance, and financial constraints.Journal of Business Research,67(3), pp.332-338. Eisdorfer, A., Giaccotto, C. and White, R., 2013. Capital structure, executive compensation, and investment efficiency.Journal of Banking Finance,37(2), pp.549-562. Halili, E, Saleh, A and Zeitun, R., 2015. 'Governance and Long-Term Operating Performance of Family and Non-Family Firms in Australia', Studies in Economics and Finance, vol.32, no.4, pp.398-421. He, Z. and Krishnamurthy, A., 2013. Intermediary asset pricing.The American Economic Review,103(2), pp.732-770. Heikal, M., Khaddafi, M. and Ummah, A., 2014. Influence analysis of return on assets (ROA), return on equity (ROE), net profit margin (NPM), debt to equity ratio (DER), and current ratio (CR), against corporate profit growth in automotive in Indonesia stock exchange.International Journal of Academic Research in Business and Social Sciences,4(12), p.101. Lara, J.M.G., Osma, B.G. and Penalva, F., 2016. Accounting conservatism and firm investment efficiency.Journal of Accounting and Economics,61(1), pp.221-238. Levy, H., 2015.Stochastic dominance: Investment decision making under uncertainty. Springer. Master, X.X. and Hao, Y., 2014. An Empirical Study of the Relationship between Capital Structure and Financial Performance--Based on Neural Network Analysis.International Journal of Business and Social Science,5(4). Mobile Embrace., 2017. Home Mobile Embrace. [online] Available at: https://mobileembrace.com/ [Accessed 26 Jan. 2018]. Renneboog, L. and Szilagyi, P.G., 2015. How relevant is dividend policy under low shareholder protection?.Journal of International Financial Markets, Institutions and Money. Zabarankin, M., Pavlikov, K. and Uryasev, S., 2014. Capital asset pricing model (CAPM) with drawdown measure.European Journal of Operational Research,234(2), pp.508-517.

The Science Of Superstitions Essay Example For Students

The Science Of Superstitions Essay a href=http://www.geocities.com/vaksam/Sam Vaknins Psychology, Philosophy, Economics and Foreign Affairs Web SitesThe debate between realism and anti-realism is, at least, a century old. Does Science describe the real world or are its theories true only within a certain conceptual framework? Is science only instrumental or empirically adequate or is there more to it than that? Jose Ortega y Gasset said (in an unrelated exchange) that all ideas stem from pre-rational beliefs. William James concurred by saying that accepting a truth often requires an act of will which goes beyond facts and into the realm of feelings. Maybe so, but is there is little doubt today that beliefs are somehow involved in the formation of many scientific ideas, if not of the very endeavour of Science. After all, Science is a human activity and humans always believe that things exist (=are true) or could be true. We will write a custom essay on The Science Of Superstitions specifically for you for only $16.38 $13.9/page Order now A distinction is traditionally made between believing in somethings existence, truth, value of appropriateness (this is the way that it ought to be) and believing that something. The latter is a propositional attitude: we think that something, we wish that something, we feel that something and we believe that something. Believing in A and believing that A are different. It is reasonable to assume that belief is a limited affair. Few of us would tend to believe in contradictions and falsehoods. Catholic theologians talk about explicit belief (in something which is known to the believer to be true) versus implicit one (in the known consequences of something whose truth cannot be known). Truly, we believe in the probability of something (we, thus, express an opinion) or in its certain existence (truth). All humans believe in the existence of connections or relationships between things. This is not something which can be proven or proven false (to use Poppers test). That things consistently follow each other does not prove they are related in any objective, real, manner except in our minds. This belief in some order (if we define order as permanent relations between separate physical or abstract entities) permeates both Science and Superstition. They both believe that there must be and is a connection between things out there. Science limits itself and believes that only certain entities inter-relate within well defined conceptual frames (called theories). Not everything has the potential to connect to everything else. Entities are discriminated, differentiated, classified and assimilated in worldviews in accordance with the types of connections that they forge with each other. Moreover, Science believes that it has a set of very effective tools to diagnose, distinguish, observe and describe these relationships. It proves its point by issuing highly accurate predictions based on the relationships discerned through the use of said tools. Science (mostly) claims that these connections are true in the sense that they are certain not probable. The cycle of formulation, prediction and falsification (or proof) is the core of the human scientific activity. Alleged connections that cannot be captured in these nets of reasoning are cast out either as hypothetical or as false. In other words : Science defines relations between entities as relations between entities which have been established and tested using the scientific apparatus and arsenal of tools. This, admittedly, is a very cyclical argument, as close to tautology as it gets. Superstition is a much simpler matter: everything is connected to everything in ways unbeknown to us. We can only witness the results of these subterranean currents and deduce the existence of such currents from the observable flotsam. The planets influence our lives, dry coffee sediments contain information about the future, black cats portend disasters, certain dates are propitious, certain numbers are to be avoided. The world is unsafe because it can never be fathomed. But the fact that we limited as we are cannot learn about a hidden connection should not imply that it does not exist. Science believes in two categories of relationships between entities (physical and abstract alike). .uf30250748eb17b9ad61cda258e5a8840 , .uf30250748eb17b9ad61cda258e5a8840 .postImageUrl , .uf30250748eb17b9ad61cda258e5a8840 .centered-text-area { min-height: 80px; position: relative; } .uf30250748eb17b9ad61cda258e5a8840 , .uf30250748eb17b9ad61cda258e5a8840:hover , .uf30250748eb17b9ad61cda258e5a8840:visited , .uf30250748eb17b9ad61cda258e5a8840:active { border:0!important; } .uf30250748eb17b9ad61cda258e5a8840 .clearfix:after { content: ""; display: table; clear: both; } .uf30250748eb17b9ad61cda258e5a8840 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uf30250748eb17b9ad61cda258e5a8840:active , .uf30250748eb17b9ad61cda258e5a8840:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uf30250748eb17b9ad61cda258e5a8840 .centered-text-area { width: 100%; position: relative ; } .uf30250748eb17b9ad61cda258e5a8840 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uf30250748eb17b9ad61cda258e5a8840 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uf30250748eb17b9ad61cda258e5a8840 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uf30250748eb17b9ad61cda258e5a8840:hover .ctaButton { background-color: #34495E!important; } .uf30250748eb17b9ad61cda258e5a8840 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uf30250748eb17b9ad61cda258e5a8840 .uf30250748eb17b9ad61cda258e5a8840-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uf30250748eb17b9ad61cda258e5a8840:after { content: ""; display: block; clear: both; } READ: Sigmund Freud Psychosexual Theory Essay The one is the category of direct links the other that of links through a third entity. In the first case, A and B are seen to be directly related. In the second case, there is no apparent link between A and B, but a third entity, C could well provide such a connection (for instance, if A and B are parts of C or are separately, but concurrently somehow influenced by it). Each of these two categories is divided to three subcategories : causal relationships, functional relationships and correlative relationship. A and B will be said to be causally related if A precedes B, B never occurs if A does not precede it and always occurs after A occurs. To the discerning eye, this would seem to be a relationship of correlation (whenever A happens B happens) and this is true. Causation is subsumed by a the 1.0 correlation relationship category. In other words : it is a private case of the more general case of correlation. A and B are functionally related if B can be predicted by assuming A but we have no way of establishing the truth value of A. The latter is a postulate or axiom. The time dependent Schrodinger Equation is a postulate (cannot be derived, it is only reasonable). Still, it is the dynamic laws underlying wave mechanics, an integral part of quantum mechanics, the most accurate scientific theory that we have. An unproven, non-derivable equation is related functionally to a host of exceedingly precise statements about the real world (observed experimental results). A and B are correlated if A explains a considerable part of the existence or the nature of B. It is then clear that A and B are related. Evolution has equipped us with highly developed correlation mechanisms because they are efficient in insuring survival. To see a tiger and to associate the awesome sight with a sound is very useful. Still, we cannot state with any modicum of certainty that we possess all the conceivable tools for the detection, description, analysis and utilization of relations between entities. Put differently: we cannot say that there are no connections that escape the tight nets that we cast in order to capture them. We cannot, for instance, say with any degree of certainty that there are no hyper-structures which would provide new, surprising insights into the interconnectedness of objects in the real world or in our mind. We cannot even say that the epistemological structures with which we were endowed are final or satisfactory. We do not know enough about knowing. Consider the cases of Non-Aristotelian logic formalisms, Non-Euclidean geometries, Newtonian Mechanics and non classical physical theories (the relativity theories and, more so, quantum mechanics and its various interpretations). All of them revealed to us connections which we could not have imagined prior to their appearance. All of them created new tools for the capture of interconnectivity and inter-relatedness. All of them suggested one kind or the other of mental hyper-structures in which new links between entities (hitherto considered disparate) could be established. So far, so good for superstitions. Todays superstition could well become tomorrows Science given the right theoretical developments. The source of the clash lies elsewhere, in the insistence of superstitions upon a causal relation. The general structure of a superstition is: A is caused by B. The causation propagates through unknown (one or more) mechanisms. These mechanisms are unidentified (empirically) or unidentifiable (in principle). For instance, al the mechanisms of causal propagation which are somehow connected to divine powers can never, in principle, be understood (because the true nature of divinity is sealed to human understanding). Thus, superstitions incorporate mechanisms of action which are, either, unknown to Science or are impossible, as far as Science goes. All the action-at-a-distance mechanisms are of the latter type. Parapsychological mechanisms are more of the first kind. The philosophical argument behind superstitions is pretty straightforward and appealing. Perhaps this is the source of their appeal. It goes as follows: There is nothing that can be thought of that is impossible (in all the Universes) There is nothing impossible (in all the Universes) that can be thought of. .ubf8c569d3b69f48bb385e2d783f62e5c , .ubf8c569d3b69f48bb385e2d783f62e5c .postImageUrl , .ubf8c569d3b69f48bb385e2d783f62e5c .centered-text-area { min-height: 80px; position: relative; } .ubf8c569d3b69f48bb385e2d783f62e5c , .ubf8c569d3b69f48bb385e2d783f62e5c:hover , .ubf8c569d3b69f48bb385e2d783f62e5c:visited , .ubf8c569d3b69f48bb385e2d783f62e5c:active { border:0!important; } .ubf8c569d3b69f48bb385e2d783f62e5c .clearfix:after { content: ""; display: table; clear: both; } .ubf8c569d3b69f48bb385e2d783f62e5c { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ubf8c569d3b69f48bb385e2d783f62e5c:active , .ubf8c569d3b69f48bb385e2d783f62e5c:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ubf8c569d3b69f48bb385e2d783f62e5c .centered-text-area { width: 100%; position: relative ; } .ubf8c569d3b69f48bb385e2d783f62e5c .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ubf8c569d3b69f48bb385e2d783f62e5c .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ubf8c569d3b69f48bb385e2d783f62e5c .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ubf8c569d3b69f48bb385e2d783f62e5c:hover .ctaButton { background-color: #34495E!important; } .ubf8c569d3b69f48bb385e2d783f62e5c .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ubf8c569d3b69f48bb385e2d783f62e5c .ubf8c569d3b69f48bb385e2d783f62e5c-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ubf8c569d3b69f48bb385e2d783f62e5c:after { content: ""; display: block; clear: both; } READ: Personal Observations - At Coopers Rock Essay Everything that can be thought about is, therefore, possible (somewhere in the Universes) Everything that is possible exists (somewhere in the Universes) If something can be thought of (=is possible) and is not known (=proven or observed) yet it is most probably due to the shortcomings of Science and not because it does not exist. Some of these propositions can be easily attacked. For instance: we can think about contradictions and falsehoods but (apart from a form of mental representation) no one will claim that they exist in reality or that they are possible. These statements, though, apply very well to entities, the existe nce of which has yet to be disproved (=not known as false, or whose truth value is uncertain) and to improbable (though possible) things. It is in these formal logical niches that superstition thrives.

House Un-American Activities Committee

House Un-American Activities Committee The House Un-American Activities Committee was empowered for more than three decades to investigate subversive activity in American society. The committee began operating in 1938, but its greatest impact came following World War II, when it engaged in a highly publicized crusade against suspected communists. The committee exerted  a far-reaching impact on society, to the extent that phrases such as naming names became part of the language, along with Are you now or have you ever been a member of the Communist Party? A subpoena to testify before the committee, commonly known as HUAC, could derail someones career. And some Americans essentially had their lives destroyed by the committees actions. Many names called to testify before the committee during its most influential period, in the late 1940s and 1950s, are familiar, and include actor Gary Cooper, animator and producer Walt Disney, folksinger Pete Seeger, and future politician Ronald Reagan. Others called to testify are far less familiar today, in part because their popularity was brought to an end when HUAC came calling. 1930s: The Dies Committee The committee was first formed  as the brainchild of a congressman from Texas, Martin Dies. A conservative Democrat who had supported rural New Deal programs during Franklin Roosevelts first term, Dies had become disillusioned when Roosevelt and his cabinet demonstrated support for the labor movement. Dies, who had a flair for befriending influential journalists and attracting publicity, claimed communists had widely infiltrated American labor unions. In a flurry of activity, the newly formed committee, in 1938, began making accusations about communist influence in the United States. There was already a rumor campaign, helped along by conservative newspapers and commentators such as the very popular radio personality and priest Father Coughlin, alleging the Roosevelt administration harbored communist sympathizers and foreign radicals. Dies capitalized on the popular accusations. The Dies Committee became a fixture in newspaper headlines as it held hearings focused on how politicians reacted to strikes by labor unions. President Roosevelt reacted by making his own headlines. In a press conference on October 25, 1938, Roosevelt denounced the committees activities, in particular, its attacks on the governor of Michigan, who was running for reelection.   A story on the front page of the New York Times the following day said the presidents criticism of the committee had been delivered in caustic terms.  Roosevelt was outraged that the committee had attacked the governor over actions he had taken during a major strike at automobile plants in Detroit the previous year. Despite public skirmishing between the committee and the Roosevelt administration, the Dies Committee continued its work. It eventually named more than 1,000 government workers as being suspected communists, and essentially created a template for what would occur in later years. The Hunt for Communists In America The work of the House Un-American Activities Committee faded in significance during World War II. That was partly because the United States was allied with the Soviet Union, and the need for the Russians to help defeat the Nazis outweighed immediate concerns about communism. And, of course, the publics attention was focused on the war itself. When the war ended, concerns about communist infiltration in American life returned to the headlines. The committee was reconstituted under the leadership of a conservative New Jersey congressman, J. Parnell Thomas. In 1947 an aggressive investigation began of suspected communist influence in the movie business. On October 20, 1947, the committee began hearings in Washington in which prominent members of the film industry testified. On the first day, studio heads Jack Warner and Louis B. Mayer denounced what they called un-American writers in Hollywood, and swore not to employ them. The novelist Ayn Rand, who was working as a screenwriter in Hollywood, also testified and denounced a recent musical film, Song of Russia, as a vehicle of communist propaganda. The hearings continued for days, and prominent names called to testify guaranteed headlines. Walt Disney appeared as a friendly witness expressing fears of communism, as did actor and future president Ronald Reagan, who was serving as the president of the actors union, the Screen Actors Guild. The Hollywood Ten The atmosphere of the hearings changed when the committee called a number of Hollywood writers who had been accused of being communists. The group, which included Ring Lardner, Jr., and Dalton Trumbo, refused to testify about their past affiliations and suspected involvement with the Communist Party or communist-aligned organizations. The hostile witnesses became known as the Hollywood Ten. A number of prominent show business personalities, including Humphrey Bogart and Lauren Bacall, formed a committee to support the group, claiming their constitutional rights were being trampled. Despite public demonstrations of support, the hostile witnesses were ultimately charged with contempt of Congress. After being tried and convicted, the members of the Hollywood Ten served one-year terms in federal prisons. Following their legal ordeals, the Hollywood Ten were effectively blacklisted and couldnt work in Hollywood under their own names.   The Blacklists People in the entertainment business accused of communist of subversive views began to be  blacklisted. A booklet called Red Channels was published in 1950 which named 151 actors, screenwriters, and directors suspected of being communists. Other lists of suspected subversives circulated, and those who were named were routinely blacklisted. In 1954, the Ford Foundation sponsored a report on blacklisting led by a former magazine editor John Cogley. After studying the practice, the report concluded that the blacklist in Hollywood was not only real, it was very powerful. A front-page story in the New York Times on June 25, 1956, described the practice in considerable detail. According to Cogleys report, the practice of blacklisting could be traced to the case of the Hollywood Ten being named by the House Un-American Activities Committee. Three weeks later, an editorial in the New York Times summarized some major aspects of blacklisting: Mr. Cogleys report, published last month, found that blacklisting is almost universally accepted as a face of life in Hollywood, constitutes a secret and labyrinthine world of political screening in the radio and television fields, and is now part and parcel of life on Madison Avenue among advertising agencies that control many radio and TV programs. The House Committee on Un-American Activities responded to the report on blacklisting by calling the author of the report, John Cogley before the committee. During his testimony, Cogley was essentially accused of trying to help hide communists when he would not reveal confidential sources. The Alger Hiss Case In 1948 HUAC was at the center of a major controversy when journalist Whitaker Chambers, while testifying before the committee, accused a State Department official, Alger Hiss, of having been a Russian spy. The Hiss case quickly became a sensation in the press, and a young congressman from California, Richard M. Nixon, a member of the committee, fixated on Hiss. Hiss denied the accusations by Chambers during his own testimony before the committee. He also challenged Chambers to repeat the accusations outside of a congressional hearing (and beyond congressional immunity), so he could sue him for libel. Chambers repeated the charge on a television program and Hiss sued him. Chambers then produced microfilmed documents which he said Hiss had provided to him years earlier. Congressman Nixon made much of the microfilm, and it helped propel his political career. Hiss was eventually charged with perjury, and after two trials he was convicted and served three years in federal prison. Debates about the guilt or  innocent of Hiss have continued for decades. The End of HUAC The committee continued its work through the 1950s, though its importance seemed to fade. In the 1960s, it turned its attention to the Anti-War Movement. But after the committees heyday of the 1950s, it did not attract much public attention. A 1968 article about the committee in the New York Times noted that while it was once flushed with glory HUAC had created little stir in recent years...   Hearings to investigate the Yippies, the radical and irreverent political faction led by Abbie Hoffman and Jerry Rubin, in the fall of 1968 turned into a predictable circus. Many members of Congress began to view the committee as obsolete. In 1969, in an effort to distance the committee from its controversial past, it was renamed the House Internal Security Committee. Efforts to disband the committee gained momentum, spearheaded by Father Robert Drinan, a Jesuit priest serving as a congressman from Massachusetts. Drinan, who was very concerned about the civil liberties abuses of the committee, was quoted in the New York Times: Father Drinan said he would continue to work to kill the committee in order to improve the image of Congress and protect the privacy of citizens from the libelous and outrageous dossiers maintained by the committee.The committee keeps files on professors, journalists, housewives, politicians, businessmen, students, and other sincere, honest individuals from every part of the United States who, unlike the proponents of the blacklisting activities of HISC, the the First Amendment at face value, he said. On January 13, 1975, the Democratic majority in the House of Representatives voted to abolish the committee.   While the House Un-American Activities Committee had stalwart supporters, especially during its most controversial years, the committee generally exists in American memory as a dark chapter. The abuses of the committee in the way it tormented witnesses stands as a warning against reckless investigations which target American citizens.

Social network marketing Literature review Example | Topics and Well Written Essays - 500 words

Social network marketing - Literature review Example Thus, in this customer-oriented financial system, companies are trying to discover additional money-making methods to promote their business services and products-line, access existing clients, and make new users/clients across the business boundaries (Phillips et al., 2010). In addition, social networking websites facilitate users to communicate with people who exchange or distribute similar ideas or information. Although these websites were originally produced to assist social associations, dealers are recognizing the prospect of these sites to offer the mechanisms to encourage valuable services and products of business. In this scenario, a very popular social networking website in the U.S. is Facebook, which comprises more than 500 million worldwide users. Additionally, the social networking websites similar to Facebook, Flickr and MySpace have turned into a well-liked method to distribute and publicize web based material. Their huge fame has directed to viral marketing methodolog ies that try to offer useful content, services, effective products and thoughts through these social networking websites.

Methods of research Assignment Example | Topics and Well Written Essays - 250 words

Methods of research - Assignment Example Answer to Question 2: The first step is to define and refine a topic. Here, the researcher starts with a clearly defined and well-focused research question and a plan. The second step is to design the search. This step involves planning the research strategy at which point the research decides on the type of literature review, its extent, and the forms of literature to include. The third step is locating the research literature. This step depends on the type of literature sought. It is usually advisable that multiple research strategies be employed in order to counteract the limitations of a single search method. The fourth step is evaluating the results and determining what to record. The final step is to write the review. This requires planning and good, clear writing. The aims and objectives of the study need to be kept in mind and then be questioned and evaluated, not just accepted as facts. Answer to Question 3: A keyword is an important term relating to a specific topic, and is likely to be found in a title. Keywords are important in the literature search because they help the researcher obtain relevant information. This is because keywords break down the research problem into its key words or concepts which can be searched with ease. Answer to Question 4: The steps of writing a quantitative review of literature are: identifying the problem or research question; determining the purpose of the study; searching and reviewing the literature relating to the question and developing a framework; defining and refining the research question or formulating a research hypothesis; selecting the research method and determining the design of the study; specifying the group of subjects to be studied. Answer to Question 6: This depends on what sample size she needed but she seems wrong. The first step should have been to determine the population from which the sample was to be selected. Supposing that the town had a population of

The Core ideas of change management

The Core ideas of change management It is in the nature of people to be afraid of change. In our everyday life we normally establish routines and become comfortable with the way things just happen. The idea of potential change of the patterns of behavior makes us feel uncomfortable, brings uncertainty and risk in the everyday life. As social entities, corporations are no different. Daily work schedules and process organisation become part of the corporate identity and gradually slow down the speed needed to remain competitive and be a winner. According to Tabrizi (2007), To stay competitive, a player must be dynamic in the marketplace, constantly revising its own strategy in response to the strategies of its opponents, as well as aligning itself with the changing demands of its customers. The organizations that can most quickly respond to the marketplace, particularly those that adapt faster than their competitors, are the ones that make it to the top. Key concepts In general, reviewing the initial reasons for change, it can be reactive, when organizations respond to external factors, and proactive, when companies initiate the process of change themselves. However, no matter what the initial reasons were, once the process has started, we can be sure that change in one part of the company invariably will affect people and processes in all other parts. Moreover, a thorough change can influence, or be influenced by the organizational mission and strategy, structure, products and processes, its employees and culture, technology and know-how employed. Change can be provoked by external or internal factors, or a combination of both. External factors may be changes in demand of consumers, threatening actions of competitors and suppliers, newcomers in the business, MAs, changes in the legal and political environment, new technologies, changes on the labor market, etc. The internal factors can be found within the company itself and may result from redefined mission and strategy, need for major changes in the culture and management style, need for improvement of quality and efficiency, etc. There are lots of algorithms and prescriptions about how exactly shall changes be implemented. In order to get deeper understanding of the contemporary methods, first we will examine the basic change management theories and approaches. Theoretical foundations The three main theoretical schools are differentiated by the addressed levels of change individual, group or organizational level. These are The Individual Perspective School, The Group Dynamics School and The Open Systems School (Burnes, 2009). Individual Perspective school According to Burnes (2009), the Individual Perspective School is divided into two main movements Behaviorists and Gestalt-Field theorists. Both of them address organizational changes on individual level. The main idea of the Behaviorists is that peoples reactions are closely interrelated with their interaction with the environment. One of the first Behaviorists, Pavlov, stated that all behavior is learned and all individuals actions are led by the expected results. Through his well known experiment with the dog that associated the sound of the bell with food, Pavlov proved that one can easily manage peoples behaviour through external stimuli and reward. The other movement, the Gestalt-Field theorists, argues that human actions could not be product only of the surrounding environment, but from the interpretation of this environment through changing the understanding of the situation and modifying the external stimuli. Group Dynamics School According to Cummings and Worley (2009), The Group Dynamics School emphasizes on the implementation of organizational change on a group level. Its founder Kurt Lewin argued that the individual will respond to the groups interactions and pressure and will adapt to its culture and behaviour, accepting its values, norms and roles. Open Systems school The main focus of the Open Systems School is the organisation as a whole, composed of a number of interconnected sub-systems (Burnes, 2009). The different parts and subsystems are interacting with each other and with the environment. Mullins (2008) writes that most important is to achieve an overall synergy within the organization, rather than optimizing the performance of any one individual part. Approaches to change The three basic approaches to change management are the Planned approach, the Emergent approach and the Contingency approach (Burnes, 2009). Contingency approach The basic principle of the Contingency approach is that there is no one best way to change. Change has to be applied in line with the environment and the organisation has to adapt to it. The contingency approach examines the effectiveness of different models, techniques and methods of change management and advises to choose according to the situation. Planned approach The basic idea of the planned approach is that organizations shall first identify areas where changes are required and initiate a process of its implementation (Burnes, 2009). It was launched in the 40s in the work of Kurt Lewin, who developed the most popular models of planned change: Action Research and Three-Phase Model. The approach has been widely used since the 80s. The Action research model is based on the statement that change requires action, and action is based on analysing the situation correctly. The Three step model is based on three phases of implementation: unfreezing moving refreezing. The Planned approach represents a more general prescription about how change should happen in a world much more ideal than the world we know today. As the contemporary situation is changing rapidly, the chance that the environment has changed again during the implementation of your change plan and has made it useless, is extremely high. That is why, I consider the Emergent Approach much more effective and useful. Emergent approach The Emergent approach is focused on the assumption that change is a continuous. According to Dawson (2002), organizational change is a persistent, open-ended process of adaptation to changing environment. It emerges in an unpredictable and unplanned fashion. Maybe the most distinctive feature of the approach is the bottom-up approach of control, i.e. that the employees are most closely involved with the process with the change process (Dawson, 2002). The approach requires a major change in the traditional role of the managers. Unlike the planned approach, here, the role of the manager is not to initiate and control the process, but rather to assist and facilitate it. In order to summarize the main models of implementation, Burnes (2009) has chosen the three most practical models of emergent change: Kanters Ten Commandments for Executing Change, Kotters Eight-Stage Process for Successful Organisational Transformation and the Seven Steps model of Luecke. In order to illustrate the overall impact that emergent change has on organizations, I have chosen the case of Ken Freeman, who made Corning Clinical Labs from a business in shambles to the industry leader in the size (Appendix I). CASE STUDY Ken Freeman, Corning clinical labs, Appendix I Change and the Manager External and Internal Approaches to Change As we have already outlined in the previous part of the work, change can be planned or unplanned (emergent). Planned change is sought when the organisation deliberately attempts to make internal changes to meet specified goals or to pursue a set of strategies (French et al, 2008). However, not all change in organisations happens as a result of intended direction. Unplanned change is provoked by some external triggers such as market forces, economic crises, economic opportunities or social changes. Unplanned change occurs spontaneously and without the organisations provocation. The appropriate goal in managing unplanned change is to act immediately once the change is recognized, to minimize any negative consequences and maximize any possible benefits. (French et al, 2008) However, no matter whether the changes were planned or unplanned, in order to implement a successful and thorough change management plan, there shall be sufficient dissatisfaction with the existing situation, strong attraction to moving towards a more desirable position, desire to formulate a strategy that will realize the vision (French et al, 2008). Change may be triggered by internal or external forces: External forces may be changes in the demand for the organizations products as a result of changing consumer preferences, action by competitors, government etc., threatening tactics of competitors by aggressively cutting prices, newcomer in the market, political or legal changes, changes in the terms of trade (tariffs, exchange rates), lack of skilled employees, etc. (Martin, 2005) Internal forces should theoretically, be more clear and predictable. For example changes in strategy as a result of revised mission or goals, need for cultural changes, changes in the management style, need for improvement in quality, efficiency, standards, need to cut costs (Martin, 2005). However, according to Mabey and Salaman (1995), irrespective of the initial reasons for the change, change is characterized by two important dimensions: firstly, the scale of change (from fine tuning through to corporate transformation) and secondly the style of change (collaborative through to coercive). Selected models of Change Organizations typically respond to the challenges of the above described external and internal triggers with the help of various programs, each designed to overcome obstacles and enhance business performance. According to Luecke (2003), these programs fall into one of the following four categories: Cultural change Cultural changes focus on the human side of the organization. It handles with the general approach of doing business and the relationship between the management and the employees. A typical example for cultural change is changes in the mission and vision of the company and the organizational development. In order to illustrate the overall impact on the company that cultural changes may produce, I have chosen the example with ATT and NCR. Case study ATT and NCR (Apendix II) Structural change Structural changes address the structure of the organisation and the design of jobs and working arrangements as the key levers of change. According to Mabey and Salamn (1995), structural changes are triggered by an organisations inability to fully realize the strategy it is following due to administrative deficiencies caused by a mismatch between the new strategy and the existing structure (Mabey Salaman, 1995). Luecke argues that these programs treat the organization as a set of functional parts-the machine model. Through mergers and acquisitions, between companies, reengineering of units, reconfiguring of divisions, managers try to improve the overall performance and results. A classic example of redesigning the whole management structure in order to complement the strengths of the top people, is provided by Google (Appendix III). CASE STUDY GOOGLE, Appendix III Cost cutting The third program for change is cost cutting. Its core idea is to eliminate non-essential and non-profitable activities. This can be done through reengineering of the structure, decrease of the personnel, focusing on the production of profitable items, etc. Process change Process change aims at making processes faster, more effective, more reliable, less costly. These programs focus on altering how things get done (Luecke, 2003). Examples include reengineering a loan approval process, approaches to handling customer warranty claims, production processes, etc. Attitudes to Change 3.1. Reactions to change In general, there are different reactions to the proposed change process and according to them people are split into three main different groups supporters, apathetic and resistors. According to French et al (2008), change initiatives are typically met by some resistance. Resistance to change is any attitude or behaviour that reflects a persons unwillingness to make or support a desired change. The reasons for this reaction are manifold people are afraid of the unknown, many of them dont understand the need for change, or some may even think that the proposed change goes against the values held by members in the organisation. These reactions outline the need to consider also changes in the culture of the organisation, including changes in members values and beliefs. French et al (2008) outline also another perspective of resistance to change in their work, namely to see resistance as feedback that can be used by the change agent to help accomplish his objectives. The essence of this notion is to recognise that when people resist change they are defending something important that appears to be threatened by the change attempt (French et al, 2008). There is no universal recipe on how could resistance to change be overcome, however, considering the limitations of this paper, one example method illustrated also by a brief case study will be presented in the third part of this paper, The People Problem, which shall give the essence that could be followed. Gender and Change Management Preece, Steven Steven (1999) describe several studies that have concluded that women are more likely than men to display characteristics which would make them good team players. The authors cite a survey conducted in the company Bass, designed specifically to examine gender-related issues in public house management. According to the survey, women appeared to focus on teamworking 82 % of them answered that they find it beneficial due to issues such as the mutual development of ideas, helping each other and problem solving. In the same time, only 65% of the men stated to have positive attitude against team work. These results evidence that women are in general better teamplayers than men and consequently may experience a greater impact in the changeover of the company they are employed with. Case study ATT and NCR (Apendix III) What aspects of the external change environment did Jerre Stead and his advisers choose to focus on? Could they have defined the external environment in a different way, perhaps using scenario planning techniques discussed above, which would have allowed them to construct other, more realistic scenarios? By way of illustration, had they been less US- and head office-centric, could they have created a more accurate picture of the organization and its problems, one that would haveallowed them to see the potential for the problems they would create in Scotland, their key subsidiary location? The central point of this message is that managers are active agents, not merely passive recipients of abstract and external market forces. Good managers understand how to enact their environment in order to control it through more intuitive and creative interpretations, re-definitions and action (Weick, 2001). Weick argues that managers are often better advised to act their way into thinking, by taking smaller, incremental steps and learning from them, rather than think their way into acting through top-down, transformational planning strategies such as those depicted in the ATT case. The dangers of a top-down, planning-then-action approach are twofold. The first danger is that by making big changes there is little chance for learning to occur because you dont really know which of the many components of the change had the most effect. The second danger, and more likely consequence, is that by constructing a plan that is complex you are likely to fall into the trap of paralysis by analysis. The key point is that culture, once understood, is treated as a highly manageable feature of organizations. This seemed to be the perspective of Jerre Stead, the CEO of ATT (GIS) in the case study. Such unitary assumptions and analysis may have a degree of validity in certain contexts, but in others they are likely to be misplaced and misleading. Ask yourself the questions in the ATT case: (1) How realistic were the assumptions made by Stead regarding the potential to create a unified culture in the company? (2) Were leadership and communications all that was necessary to overcome barriers to change? Perhaps he could have taken a different view, distinguishing between: à ¢-   the corporate culture, which is essentially what managers want the organization to be like, similar to the concept of corporate identity in Chapter 6 and more amenable to control; and Chapter 9 Managing organizational change 385 à ¢-   the organizational culture and subcultures, which are more akin to the notions of organizational identity in Chapter 6, and which are less amenable to control, for a variety of reasons. Bearing in mind the preceding health warnings, and the concerns expressed about the concept of unitary cultures, managers need to have a set of sophisticated techniques to identify and manage their organizational cultures. For example, in the ATT case, Jerre Stead and his colleagues might have benefited from constructing alternative scenarios of what the organization might have looked like. More importantly, they would clearly have benefited from an understanding of the nature of the different subcultures in the various subsidiaries of ATT (GIS). The People Problem The real change comes from the people. Individuals are those who create, implement and support change processes. Unless people are involved, committed and prepared to adapt and learn, objectives, plans and future desired states will be likely to founder on the rocks of resistance (Rosenfeld Wilson, 1999). Any transformation of significance will create people issues. And the more significant the transformation and the impact on the people, the greater is the need for full involvement (Burnes, 2009). A successful implementation of turn-around organisational transformation requires not only good planning, but also understanding of the human part. Discipline is a key factor for success; however, it demands strict data collection and analysis, planning, and implementa ­tion discipline as a redesign of strategy, systems, or processes. The main goal of this work is concerned with the role people play in managing strategic change how they do it. Role of the management Typically, the people at the top of any organisation are seen by others employess, stakeholders and outside observers as intimately associated with strategic change, whenever such occurs. Therefore, the overall role of management in the process of change is highly significant (Johnson, Scholes Whittington, 2008). 1.1. Change Management at the Top According to Mullins (2008), the successful management of change is a key factor of organisational performance and effectiveness and should emanate from the top of the organisation. The people at the top of the company are responsible for the strategy and philosophy, the culture, for creating and sustaining a healthy climate and establishing and directing appropriate organisational processes. The successful implementation of change demands positive action from top management and a style of transformational leadership in order to gain a commitment to change (Mullins, 2008). Extremely important management features and capabilities are effective communication skills, ability for recognizing and releasing the potential of everyone involved with the change, setting a good personal example, self-pacing to avoid unnecessary stress. 1.2. Managers and leaders However, top managers may be the initiators but are not always the real leaders of the change process. Luecke (2003) argues that leaders create an appealing vision of the future and then develop a logical strategy for making it a reality. They also motivate people to pursue the vision, even in the face of obstacles. Managers, on the other hand, have the job of making complex tasks run smoothly. Managers are those who elaborate and implement process details, assure resources and direct the process. John Kotter has described the relationship of leadership andmanagement in a simple two-by-two matrix, shown below (Luecke, 2003): The main idea of the matrix is that long-term transformation process requires involvement both from leaders and managers and that transformation goes nowhere when both leadership and management are found wanting (Luecke, 2003). 1.3. Middle managers Middle managers are the implementers of strategy. Their role is to put into realization the direction established by top management by making sure that resources are allocated and controlled appropriately, monitoring performance and behaviour of staff and, where necessary, explaining the strategy to those reporting to them (Johnson, Scholes Whittington, 2008) Role of Employees According to Brill and Worth (1997), in order to make the change effort work, we must learn how to capitalize on positive human qualities, such as trust, idealism, and dedication, and mitigate the impact of those other natural human traits (suspicion, stubbornness, anxiety) that often undermine the change process. The role of employees is most obvious in cases where the chosen approach to change is bottom-up, not top-down. Strictly speaking, bottom-up change can not only be implemented from the lower levels of the hierarchy, but also initiated from the employees. However, Burnes (2009) argues that there is little point in encouraging staff to identify change opportunities unless they are also encouraged to implement them. The need for using the bottom-up approach is evident when taking the emergent approach to change. Having in mind the rapid pace of environmental changes, they need to be dealt with speedily and be treated locally, in order to achieve optimal and timely success. Role of Stakeholders In the process of change stakeholders are not actively participating, however, gaining their support is extremely important. In a turnaround situation it is crucial that key stakeholders, like the major financing bank, trade unions and some key clients are kept clearly informed of the situation and the following improvements as they are being made. Moreover, a clear assessment of the power of different stakeholder groups may become vitally important, especially when implementing major transformations (Johnson, Scholes Whittington, 2008). The support of powerful stakeholder groups can help to build a strong fundament, especially in cases where the change agent does not have a strong personal power base from which to work. Dealing with Difficult People Understanding the roles of the participants in the process and showing them the right direction to the desired change is the a major part of the transformation. However, as already outlined in the previous part of this work, change imposed by others feels threatening rather than exciting and the lack of choice makes people feel powerless and leads to stress and defensive behaviour (Mabey Salamen, 1995). That is why, the earlier in the process the resistance agents are found, the better the whole process can be managed. French et al (2008) have outlined the following general approaches for dealing with difficult people: Education and communication discussions, presentations, demonstrations; Participation and involvement allow others to help design and implement changes, contribute ideas; Facilitation and support providing emotional support, actively listening to problems, training; Negotiation and agreement offering incentives, working out trade-offs, special benefits; Manipulation and cooptation influence others, selective information, buying off leaders; Explicit or implicit coercion using force, threatening (French et al, 2008). Resistance to change as resource of new ideas Resisters to change are problematic and typically, when something goes wrong, they are the first that are blamed for the disaster. However, this is not only pointless, but leads also to destructive management behaviours mangers may become defensive, uncommunicative, competitive (Ford Ford, 2009). Strong leaders can hear and learn from their critics and understand that even difficult people can provide valuable input when treated with respect and let to communicate their point of view. An example of such situation is presented in Appendix IV a brief case study about Alison, IT executive, aiming to implement a major change in the computer system of the hospital she was employed with. CASE STUDY Alison, Appendix IV Linking Strategic and Operational Change In the previous chapters of this work, I have examined the theoretical grounds, the major approaches to change, the roles of the different participants in the change process. However, no matter how good the plan for change may be, the most critical part, i.e. the bottleneck remains the implementation of the transformation. According to Luecke (2003), 70 percent of change initiatives fail to meet their objectives. Kotter has also written that If you were to grade them using the old fashioned A,B,C,D, and F, Id be surprised if an impartial jury would give 10% of these efforts an A. But Im not saying that 90% deserve a D either.What is tragic is that there are so many C-pluses. Its one thing to get a C-plus on a paper; its another when millions of dollars or thousands of jobs are at stake (Luecke, 2003). Implementing Strategic change Burnes (2009) argues that the implementation of change is a two-way process of ensuring that strategic decisions lead to operational changes and on the other hand, operational changes influence strategic decisions. The process of implementation may follow the models either of Planned or Emergent approaches. Although that by many, including Burnes (2009), there are no universal rules for leading change, supporters of panned and emergent approach propose sequence of actions to be adopted, which could facilitate and give a structure to the implementation of the strategic changes. Pettigrew Whipp (Burnes, 2009) propose a simplified model of actions to be taken in order to structure the change process: Kanter and Kotter (Burnes, 2009) also propose some ideas for implementation of change. However, I consider that Luecke has given the most practical recipe for action. His model consists of seven steps: Step 1. Mobilize Energy and Commitment through Joint Identification of Business Problems and Their Solutions Step 2. Develop a Shared Vision of How to Organize and Manage for Competitiveness Step 3. Identify the Leadership Step 4. Focus on Results, Not on Activities Step 5. Start Change at the Periphery, Then Let It Spread to Other Units without Pushing It from the Top Step 6. Institutionalize Success through Formal Policies, Systems, and Structures Step 7. Monitor and Adjust Strategies in Response to Problems in the Change Process (Luecke, 2003). For me, this approach is very close to the practice, as it is very much result-oriented and in reality results are the real measures of success, not plans and theories. In order to illustrate this consideration, please refer to Appendix V, a case study about Xerox. CASE STUDY XEROX, APPENDIX V The role of the Change agent In the process of change there are always factors limiting the implementation of the changes in the operational level. According to Mabey and Salaman, (1995) an important factor for successful implementation of strategy into operational level is the formal and informal presence of a change agent. According to Rosenfeld and Wilson (1999), change agents are the individuals or groups of individuals whose task is to effect the desired change. They can be both internal and external to the organisation. The agent acts as intermediary and his responsibilities may range from complete collaboration with staff to acting as absolute authority and expert. Internal change agents are mostly experts in the field, to who people trust. External agents may have political credibility and support, however, often lack the detailed knowledge of the company (Rosenfeld Wilson, 1999). Considering the complexities involved with change, the range of abilities and expertise of the change agent could be significant. Vital to the success of the change agent is also the support from the senior management of the company. Change agents see the need for change and articulate it effectively to others. They are critical catalysts for a change initiative and should be placed in key positions (Luecke, 2003). Here are some of the most important implications of change agents: articulate the need for change; are accepted by others as trustworthy and competent; see and diagnose problems from the perspective of their audience; motivate people to change; work through others in translating intent into action; stabilize the adoption of innovation; and foster self-renewing behavior in others so that they can go out of business as change agents (Luecke, 2003). People suitable for this job can be professional change agents like those working in the HR consultancy companies, or people from the business. They can also be produced like GM did in the past. Luecke (2003) describes the case: General Motors attempted something very similar in its joint venture with Toyota: the NUMMI small car assembly plant in California. That plant was run according to Toyotas world-beating production methods, and GM rotated manufacturing managers through the plant to learn Toyotas methods and, hopefully, bring a working knowledge of those methods back to Detroit. Reflecting on Change in Different Contexts