Climate in groups

Emotional Intelligence Contemporary Assignment: understanding Emotional Climate In Groups I think that being able to recognize the emotional climate when In a group Is very Important and key to how you will respond as an individual. Emotional climate is defined as being the atmosphere in a group or organization that is created by the tone or mood of individuals and the relationships that they have with each other. There are two types of emotional climates that can occur, either positive or negative.It is quite obvious that everyone would so much rather work with a positive group showing teamwork, operation, trust, helpfulness, friendship, making everyone feel secure and comfortable than being in a negative group where there are cliques, gossip, a lack of following through with tasks, fighting. I know from past experiences that when I enter a group setting this is negative I get stressed and automatically do not want to be there. I mean why would anyone want to work with a group that is getting no work done and nobody Is contributing?! Emotions play a huge role In groups and Impact the way that others respond and act.In Clara Dalton blob, How Do Emotions Impact Group and Individual Success? He Includes personal examples of experiences that he went through when he was in both a positive and negative emotional climate in a group, or on a soccer team in his case. He explains how when he was on a soccer team where he experienced a positive environment â€Å"players felt free to voice concerns, yet retain a sense that they were supported. † He also talks about how when on a team where the emotions given off were â€Å"out of control, unpredictable, undermining, ongoing, and ultimately detrimental to the goals of the team. What most people have a hard time understanding Is that your actions and the way that you come across to people can either motivate them or at the same time push them away Instantly. No one wants to surround themselves with negative people b ecause that only makes you have a negative mind sight too. It is so much nicer when you are able to feel supported and know that the people around you have the same goal and want to help you just as much as you want to help them.I truly believe that this is something that many people can relate to because almost everyone, I know especially me, have been in situations where the atmosphere is either negative and positive. Dalton says at the end of his blob â€Å"when used properly, emotions help provide feedback, promote earning, and assist changes in future decisions making,† which I think is so important because I know that I would much rather be involved with a group of people that have a positive outlook on things because that wears off onto me making me positive. Http://w. NM. Staphylococcal. Com/blob/how-do-mementos-almanac-group-and- Individualistically climate in groups By savage Contemporary Assignment: Understanding Emotional Climate in Groups I think that being able to recognize the emotional climate when in a group is very important and following through with tasks, fighting. I know from past experiences that when I enter one and nobody is contributing?! Emotions play a huge role in groups and impact the way that others respond and act.

Analysis of Kazuo Ishiguro’s “Never Let Me Go” Essay

Kazuo Ishuguro’s novel, _Never Let Me Go_, brings us to a fictional England in the late 90s, where the disciplines of medicine and the bioengineering have developed to a degree that today’s scientists could only dream of. Kathy, the narrator, matures throughout the book, going from a student, to a young lady finding her place in the world to embracing her fate and taking upon the role of a carer. From the beginning of the narrative, we are given the impression of her being a common, somewhat bewildered, but orderly teenage student: she doesn’t rebel or think about escaping. Her seemingly linear and routine-filled life changes as the reader gets to know the Hailsham students and their role as clones, created for the purpose of first becoming carers and then donors. Kathy’s method of storytelling provides the reader with an eerie, but touching guide through this nightmarish scenario. Throughout the novel Kathy tells us her story in a first person point of view, while glancing over her past, skipping between timeframes and events. A notable element of Ishiguro’s construction of Kathy, as a narrator, is her memory loss and unpredictable mood, which often gives the reader the experience of prodding through some living creature’s thoughts: â€Å"I crept away along the path, and for the next day or so kept dreading what Miss Emily would say when she saw me. But she never mentioned it at all. But that’s not really what I want to talk about just now. What I want to do now is get a few things down about Ruth†¦Ã¢â‚¬  The time jumping, her unsteady mood and her memory loss create a puzzle, a sense of confusion, which lends itself to be put together by the reader. From a quote â€Å"We all know it. We’re modelled from trash. Junkies, prostitutes, winos, tramps. Convicts, maybe, just so long as they aren’t psychos. That’s what we come from. We all know it, so why don’t we say it?† We can see their vexation towards their existence, what creates a stronger effect of empathy between the readers and the characters. Due to the fact that the characters get to know about their  Ã¢â‚¬Å"planned† future â€Å"None of you will go to America, none of you will be film stars. And none of you will be working in supermarkets as I heard some of you planning the other day. Your lives are set out for you†, their fear about the future intensifies, which really adds tension to the plot. Their remaining hope for getting deferrals however keeps up their motivation to never let go. As their life in Hailsham is largely built up on rumours â€Å"†¦there were rumours almost every day†¦Ã¢â‚¬  Ishiguro used epiphany to give a powerful ending to the novel: Tommy’s and Kathy’s realization of the deferrals being untrue. Now when this is done, they still have no means of escape: most likely caused by teachers’ manipulation where they heavily promoted obedience, â€Å"You have to accept that sometimes that’s how things happen in this world.† In general we cannot distinguish them clones from us humans. They have the exact appearance and also ability to love, as we do. As throughout the book Ishiguro used rather depressed/sad tone on the lives of clones, a message reaches the readers that our rapidly progressive technology may lead to actual human cloning, but from a novel like this we should learn that we should not abuse human rights even for the use of science.

BOLERO Essay Example | Topics and Well Written Essays - 500 words

BOLERO - Essay Example Structurally, the bolero is an all mediums straightforward composition. It composes of the C major, Â ¾ times beginning in a pianissimo and a continuously rising crescendo to possible fortissimo (Asada and Ohgushi 242). Rhythm is built over the unchanging ostinato rhythm. It is played through one or more snare drums in consistence throughout the musical piece. Further rhythm is created by the created two melodies each of 18 bars duration, and they are each played two times at alternating moves. The first melody is of a diatonic mode and descends through one octave while the second is of a Phrygian mode and descends through two octaves. Moreover, there is a maintained constant re-orchestration of the theme culminating to steady crescendo and varieties of timbers both of which repeat over and over; a series of 8 and 9 times for the second and the first theme respectively. The major C with a minor key complementary refrain repeats over and over, consistent to the insistent beat of a si de drum The dynamics of the Bolero starts off remarkably quiet and gradually increases as the mood gradually increases in tension for over 15 minutes (Stevens 2001). The speed of tonation and movement is fairly moderate throughout the music. This is attributed to the use of repeated same melodies, but played on different instruments, and more instruments are added as it proceeds to a dramatic climax. The color scheme hugely varies; burying the available tonal center and it goes a considerable time before closing an arc and returning back to the primary color. Phrasing in the bolero is neither definable as asymmetrical or symmetrical in that it changes over and over in sudden lapses. It constitutes of the same form that recurs over and over, but with no distinct formula. Some parts are symmetrical while others are just asymmetrically mixed. The bolero is one of

Management Appreciation Essay Example | Topics and Well Written Essays - 1000 words

Management Appreciation - Essay Example The individual and team workers making up the functional departments get instructions from the supervisors heading a given task. The supervisors obtain detailed instructions from the department manager concerning the actions to be taken. A Matrix Structure PRESIDENT MANUFACTURING MARKETING PROCUREMENT FINANCE PRODUCT A PRODUCT B PRODUCT C One of a limited public company is Radient Pharmaceuticals Corporation, pharmaceuticals, and Biotechnology Company in the United States. This company operates with a matrix organizational structure. Matrix structure is the commonly used because of its advantages over other structures as argued by Baltes (2004 p.142). This structure works well for those companies operating in a dynamic business environment, like drugs and technological organization. Within Radient Corporation has categorized its personnel into both functional and product departments. A president, who is also the organization’s chief executive officer, heads the company. The ne xt rank of its management structure comprises of functional categories. These include the manufacturing department, finance department, human resource, procurement, research, development, and the marketing department. The next category comprises of product departments. This category is in the same rank with the functional departments. ... The different departments will coordinate their processes together in an effort to accomplish any goal. Within the team, each individual is assigned a distinctive role together with the expected results. Each team ought to complete their task within the given timeframe, after which the team leader will present the report to the relevant department manager. Based on this style of functioning, it is clear that Radient Corporation practices the task culture. The style of operation conforms to the Handy’s task culture, which defines it as a team-based result oriented culture. Matrix structure ensures effective integration of all the human resources of any given institution. It allows all the personnel to share ideas, hence improving performance and service delivery within a company. In matrix structure, the chain of command and lines of communication allows information to flow in a formal manner. This facilitates efficient sharing of information throughout the company. In addition , the task-teams result oriented culture facilitates motivation among the workers. Within a task team, each worker is assigned a role to play. The individual is expected to perform as per the set standards. This culture increases the aspect of accountability, hence increasing motivation and attitude among employees. Giunipero et al (2008) asserts that, business performance associated with Radient Corporation can be attributed to its management structure and work culture. The culture and the structure enhance a flexible working environment, hence improving the process of research and development within the company. One of the major factors that might affect Radient involves restrictions from authorities. This may affect the smooth management of the company, hence

Marriage between Hijra and men in modern India Research Paper

Marriage between Hijra and men in modern India - Research Paper Example Hijras are used to cite people who regard themselves as transgender or transsexual. It is a typical error within the South Asians and absence of courtesy for wanting to understand the transgender community that they presume hijras to be men who adopt feminine gender roles, have feminine identity and dress up like women. A long recorded history of hijras is present in the Indian subcontinent, from ancient times onwards. This history highlights a number of conventional roles within the sub continental cultures that are part survival and part spiritual. The word ‘hijra’ is Urdu-Hindustani and is derives from Semitic Arabic root and has been borrowed into Hindi. Since, there is mix up among the real hijras and the ‘invented’ one, some hijra activists and western non-government organizations (NGOs) are working together to locate and separate the born hijras from the artificial ones and educate them. Fanatics of the mother Goddess Bahuchara Mata, their precious power are fortuitous upon their asexuality. However, in reality most of the hijras are actually prostitutes, who are frowned upon in the society, therefore to be out of the circle of criticism and humiliation many of the prostitutes prefer to have a husband (Nanda. 1986). Transgender may be rejected in the society and are frequently insulted and robbed off their right, but no one can deny the fact that as a human being they are eligible to have basic rights no matter what they look like or how the society perceive them to be. Therefore, to have some warm and affectionate relationship in their life they look forward to the institution of marriage. Following is an example of a hijra living in Mumbai and working as a sex worker was married for nine years. Lalita, a very feminine looking hijra was married to a well stabled man and enjoyed the marital bliss for nine years until his husband got married to a real woman and left him, but still

The Importance of Transportation in Logistic Between a successful and Term Paper

The Importance of Transportation in Logistic Between a successful and unsuccessful company - Term Paper Example According to the excerpts of the company’s CEO, Phil Knight, the implication of the event created considerable supply issues related to unplanned or uncertain inventory shortages or excess supply. When the company’s inventory did not match with the market demand, it had to offer huge discounts and slash prices of products to clear the additional stock piles. The strategy may not be considered as favorable business decision since getting rid of excess inventory in form of allowing huge discounts to customer puts pressure on company’s profitability and gross margins. On further analysis it was found that the company’s failure to implement successful supply chain planning system can be blamed to â€Å"big bang† or at-one-go deployment approach where the company chose to integrate the supply chain management system with their business strategy in a single phase instead of disciplined step-by-step implementation approach (Stanford University, 2000). The Story of a Successful Logistics Firm – DHL DHL is a German Logistics company that provides international services in express mail. The success is revealed from the fact that the market leader in air and sea mail supply chain and logistics (DHL Express, 2013). Despite of facing numerous challenges every day in carrying out daily operations such as traffics and systematic uncertainties (such as natural calamity, political strikes, etc.), the company is able to optimizing its transport and logistics in metropolitan cities. The company has been able to deliver their un-interrupted services to customers since 1969 which is worth appreciating when one considers traffic congestions, energy consumption, and traffic environment in the economy (Times of Malta, 2011). As the cities around the world starts to modernize from semi-urbanized to urban societies, the challenges of tracking, maintaining and controlling city logistics are becoming more challenging for the company. The company h as traditionally relied on strong distribution network and swift customer service to offer prompt and efficient delivery. With the passage of time the company had to depend on modern software and technologies to handle throughput. As business strategy, the company focuses on latest technology to support supply chain and logistics functions. Over time, the company’s network grew larger and customer base increased significantly in every corner of world. The company’s total network links over 220 territories and counties (DHL, 2013). Comparison between the Successful and Unsuccessful Logistics Firms Difference in Strategic Implementation DHL’s strategic implementation of supply chain management and logistics is completely centered on their customers. The company extensively researches and analyzes issues related to economy, logistics, technology, society and environment. It then assess their impact on their business operations with the objective to determine the be st possible combination of technology and networks that has the potential to reduce delivery time of providing services to customers and also reduce company’s cost of operations. The company follows a systematic analytical approach in implementation of their business strategy. The company foll

Teaching Special Groups Coursework Example | Topics and Well Written Essays - 2000 words

Teaching Special Groups - Coursework Example Tutor Signature: Date: Table of Contents Table of Contents 3 Task 1 4 Task 2 5 Task 3 6 Task 4 7 Task 5 8 Task 6 9 Task 7 11 References 12 Task 1 List the different categories of beginner students, giving a brief explanation of each: Answer 1: There are different categories of beginners students, this includes: The absolute beginner’s students are those who do not have any knowledge of English language. This may include the small children’s, students from abroad or people speaking language other than English (Davison and Dowson 2003). The false beginners are those who have a little knowledge of the English language as they were previously thought English, but do not have proper knowledge. As they are only able to make few simple structures in English language. The adult beginners are those who can have made their own decision related to learning English language and are highly motivated for learning it (Davison and Dowson 2003). The young beginners are those who are una ware of the benefits of learning English and also lack motivation as they just have made the choice to learn the subject. These learners are fast and grab the language more easily than the adult beginners. Beginners devoid of Roman alphabet: These students need a lot of personal attention and also need a lot of initial working on their basic skills related to the literacy. They also require a lot of reading and writing exercises for making them learn the language (Davison and Dowson 2003). Task 2 How would you as a teacher adapt your approach to beginner students? Answer 2: As a teacher for the beginner students the needs of students will be initially identified as why the learning of the language is important for them and make clear and realistic aims for them. I will adopt the methodology to that will suit the situation the most for the students. The classroom will be arranged in a manner that will highly benefit them in learning English language using many visual which will aid t hem in learning (Davison and Dowson 2003). I will also take care of the board work which includes the justification of simple and clear instructions. The lessons to be given to them will be of appropriate pace in order to make them comfortable in learning. The practices provided will also be repeated in appropriate interval in order to make them learn the practices. Lots of questions will be asked to them in order to clear all their doubts and also to make them remember the learning’s (Osborne 2005). The students will also be encouraged to speak English in class in order to make them familiar with the language and make them revise the lessons in a proper interval. The students will also be assigned with appropriate homework’s which will assist them in learning the language on a continuous basis and make them learn the language perfectly. Task 3 How can teaching individual students differ from teaching groups? Answer 3: There is a large difference in between teaching in dividual students and teaching students in groups. Teaching individual students have a number of advantages and disadvantages as compared to group teachings. As in the individual teaching the students are highly motivated as compared to students in groups, and the needs of individual students can also be easily defined as compared to the groups. In individual learning the teacher builds up a close relationship with the student as compared to the group’s teachings (Osborne 2005).

Personal and Professional Development Essay Example | Topics and Well Written Essays - 1000 words

Personal and Professional Development - Essay Example Secondly, there is increased productivity and one of high quality due to efficiency in performance. Self-management is crucial in enabling an individual to follow set rules. This essay primarily entails information on the personal and professional organization. In addition, the study involves an investigation of the ways people can learn to identify suitable methods for development. Further, there are some suggestions on how concerned individuals can encourage lifelong learning in personal and professional context. Finally, the essay evaluates the benefits of self-managed learning for both the individual as well as the organization. Personal and professional development Personal development refers to the action of a particular individual to advance through various activities necessary for bringing awareness of one’s potential. Personal development is responsible for ensuring that an individual has all the requisites for actual job performance. Professional development refers t o the advancement of individual performance through specialization in a particular field. Professional development is crucial for personal development, as it takes into account advancement in a person’s career and impact on the organization (Bubb & Earley 2007, p. 42). It helps one to acquire high-tech skills useful in overall performance. The outcome of professional development is one exhibiting quality work. ... Secondly, personal and professional development is essential for the performance of the organization, which is through placement of skilled personnel in different departments after a scrutiny of the skills that one has. Additionally, personal and professional development acts as a tool for designing and setting organizational objectives. It also helps leaders learn about their weak side when dealing with workers (Tomlinson 2004, p. 119). Finally, personal and professional development helps individuals develop a better perception concerning the differences between them and others within the organization. These objectives are in line with skillful tactics of focusing on what is best is achievable in the organization within a certain period. Recommendation on how people could learn to identify suitable methods for development Individuals, whether working in organizations or venturing into small business entities need to learn more about essential methods for development. The reason for learning about the methods is that people desire to grow and that they need their businesses to grow on the positive side of the economy. There are various ways helping one to identify the best development methods to apply. For instance, one should have better leadership styles. Leadership is important especially in a large organization where an individual (specifically a manager), has to help set objectives related to performance towards completion of set targets. There is also management of conflict, which is of significance when an individual has to have a good relation with the environment. Conflict management helps individual set objectives that are achievable by the employees within

3.If I Could Go Back in Time Essay Example | Topics and Well Written Essays - 750 words

3.If I Could Go Back in Time - Essay Example Ever since, he has never had any proper physical examination hence no one had any information regarding his heart problems he had. This problem was going back as far as his childhood days and when they discovered this problem, it was already too late to save him. His heart and the major organs surrounding it were infected and there was no way of saving them from further infection. The kidneys, lungs, and liver were failing to work slowly each day that passed and that was when the doctors predicted that he has less than a year to live. Everyone suggested that it was best for him to get admission in a good hospital where his health will be under constant check and monitor of the doctors. However as time passed his health continued to deteriorate and he had a prescription for two injection a day to boost his heart’s functioning and he could not do any activity that would force his heart to strain like walking and talking for long time. There was no hope at all because the doctors had already done their best and the only thing to be done was to let him leave until the day he could not any more. My family knew that harsh reality and so did he. This made him hate to see how helpless and hopeless everybody looked. On one night, my grandfather decided that he had had enough of it and the pain he would go through would not let him have a rest and he knew that someday to come it would give in. On that fateful night, he slowly sneaked his way out to the corridor and jumped out of a 5-story window. I could not believe my ears and the news hit me like a wet towel. I could not believe it because I knew him a fighter who would always encourage us to never give up in life, so why did he give up? Hearing the news at such a young age of 11, I did not have the chance to fully understand and take in the harsh reality. I was so sad but I did not cry

Product life cycle Essay Example for Free

Product life cycle Essay Identify and assess the relevance of the ‘product life cycle’ to the notion of employee engagement. Employee engagement can be viewed through the four stages of the product life-cycle Step one is the introduction of the concept of employee engagement, its principles, strategy for enhancing engagement and involving employees, process of change to ensure engagement is fully embedded into the organisation. Step two is growth and growing the concept of engagement through a number of mechanisms: * Support from senior and line managers * Development of line managers in engaging staff * Clear communication and involvement strategy * Involving staff in organisational and job design * Encouraging self and career development planning * Identifying mechanisms for continuous staff feedback * Evaluating and adapting engagement strategies. Step three is reaching maturity and embedding and maintaining the above factors through continuous involvement, participation, communication, evaluation and action And finally, step 4 is the inevitable decline, even though there is a decline it is still important to retain key employees, and their skills and knowledge, and therefore to continuously involve them in managing the change and future strategy. The employee engagement life cycle is an important tool for HR professionals to use to assess how the engagement product fits with the business’s objectives and strategy. Evaluate the future for employee engagement in the UK and global economic context. Future action plans include: * Involving workers in identifying factors that will engage them further * Consideration of the demographic data and identification how to engage staff from all backgrounds at different levels * Further evaluation of the link between engagement practices and performance * Development of managers that can motivate and inspire staff Monster (2011) the online job advertising website conducted an international survey on employees’ views of their line managers and uncovered the following results: * Only 10% described their manager as ‘brilliant’ * 73% feels their manager does not invest in their self-development * 70% believe that they could do their manager’s job to a higher standard * 41% of UK workers felt their managers were totally incompetent Line managers are pivotal to enhancing engagement through empowering, motivating, inspiring, coaching and helping the employee develop themselves to enhance performance. Key areas where managers require further development include: * Responding to grievances and confronting issues * Empowering and involving workers on decisions that impact on them * Treating all team members equitably and with respect and providing constructive feedback * Recognising and appreciating efforts (particularly discretionary effort) * Being driven to deliver on commitments and promises made. Assess the future role of the HR professional and the HR function so far as the sustainable implementation of employee engagement practices is concerned. In order for HR to become more strategic, they need to ensure the HR strategies and the business strategies are aligned and both contribute to the overall business aim and objectives. If this is achieved then HR can be a driving force for creating an organisational strategy for competitive advantage. HR practitioners can determine organisation capability and engagement levels to flexibly adapt to changing environmental and customer needs through an evaluation of: the current resources in terms of skills, knowledge and behaviours; and organisation design and development. Once the HR practitioner is vertically integrated within the business, they will be able to take advantage of future opportunities by becoming a key player in the strategic decision making process through providing extensive knowledge in terms of organisational capability in taking the opportunity to grow into new markets, or determining future strategies and actions required.

Strategic management: TESCO

Strategic management: TESCO TESCO was founded in 19th century by John Edward Cohen. It is the leading super market in the UK and an international retailer. Its main competitors are Asda, Sainsbury and Morrisons etc. TESCO has 2,482 stores and employs 287,669 people in UK. It firmly focused on grocery retailer and further manages petrol forecourt business. It also operates a website for selling Real estate to the people. (TESCO, 2010) The retail outlets of TESCO run in six formats: TESCO Extra [larger and stocks almost all Tescos product ranges]. TESCO Express [neighbourhood convenience stores and stocking high margin food products]. TESCO Metro [located in city centres and on the high streets of towns]. TESCO Home plus [ stores having varieties of non-food items] One stop [the word TESCO is not included in its name and included some of the smallest stores] (TESCO, 2010) TESCO was just a grocery stall, which undergoes several changes and now it is one of the best supermarket dealing not only with food and drink but also diversified into areas like home, clothing, telecommunication, financial services, electronics, car, internet services and many more. (TESCO, 2010) What is change? It is the process of getting from where you are to the outcomes you wants (Wikipedia.org, 2010). Every company need strategic change in order to compete in this world of technology. Similarly, TESCO has undergone several strategic changes, this report will going to discuss one of its change that is Self-checkout machines. It was first introduced in East Dereham, Norfolk in 2003; this AUTOMATED CHECKOUT MACHINE (ACM) is created by Production Solutions (PSI). .According to PSI, TESCO is testing ACM 700, which has original conveyer based lane design. It is easy to use and customer friendly because of its full colour touch screen. TESCO becomes the second chain to operate this system which allows the customers to scan and pay for their shopping without any interference of the staff (Decisions news media, 2010) According to Richard Dodd, Response by both customers and staff has been overwhelmingly positive. Customers are telling us that the ACM self checkout is simple to use and they are using it for both large and small orders. Our staff is telling us its exciting, fun and they welcome the increased opportunity to interact with customers.(Richard Rodd, 2010) TESCO claims that their system of self check out can handles large and small orders at any day time whereas marks and spencers system was for small orders only. (TESCO, 2010) After its success in East Dereham, TESCO has introduced it to other stores also. Now 6,000 self service tills are working in its 1,200 stores. This is a great improvement since the self check out was first implemented. A spokeswoman said Many customers actually prefer using our self-service checkouts as its sometimes the quickest way to pay, particularly if you only have a few items.(independent.co.uk, 2010) THE NEED FOR THIS CHANGE: Why TESCO need this change of introducing self check machines? There are various reasons for this which is as follows: For business development To increase the sales To reduce the congestion on checkouts To compete with its competitors To accelerate the checkout processes To cut the labour cost with point of sales To save the time of customers To utilize the latest technology (scribd.com, 2010) THE FACTORS DRIVING NEED FOR THE CHANGE: There are certain external and internal factors which drives this strategic change in TESCO, which are discussed below: CUSTOMERS VALUE: It is making shopping experience interesting for the customers and retaining existing customers and attracting the new one. GROWING CUSTOMER BASE: The customers were getting irritated by standing in long queues so to ease overcrowding on checkouts especially when they are buying few items. TECHNOLOGY: Technology is playing an important role in the success of the organisation. TESCO enhancing its technology and improving its operational efficacy with the implementation of self check out machines. COMPETITORS: The use of self-checkout system is distinguishing TESCO from the other retailers and its attaining competitive advantage against its competitors PROFITS: The self checkout system gives profit to TESCO by cutting the labour cost for instance instead of hiring five cashiers only one cashier will be enough for five self checkouts. (scribd.com, 2010) THE RESOURCE IMPLICATIONS OF NOT RESPONDING THE CHANGE: EMPLOYEES: People fear and resist change for a variety of reasons. For example, the self check out machines is not much appreciated by the employers because of fear of losing their jobs. They should be motivated to learn and encouraged to improve their approach to customers. FINANCIES: Company needs funding for its strategic change like involving stakeholders. The stake holders have financial expectations that will influence an organisations business strategies. It all depends on what kinds of funding are required. TESCO want to introduce these machines in all its stores, for this it needs money and financial support. TECHNOLOGY: Introducing self checkout machines is a technological change. The management need to focus on technical skills which are required to operate these machines and making them easier to use for the customers. The success or failure of strategy of an organisation depends upon the ways that technology is developed, organised and funded. (scrbd.com, 2010) 1.4 MODELS OF INDIVIDUAL CHANGE, TEAM CHANGE, AND ORGANISATIONAL CHANGE: ADKAR MODEL [ a model for individual change] (changemanagement.com) This model is developed by Jeff Hiat, CEO of Prosci Change management in 2003.Accordig to him; this model has five actions which are working as building blocks for the individual change. These are as follows: Awareness for the of change: With the help of this step an individual (employee) will fully understand why the change is necessary. It is the first key aspect of successful change. Desire to participate and support the change: This step is building desire in an individual to support and be part of the change and this can only happen after full knowledge of the need for change is established. Knowledge on how to change: This step explains two types of knowledge that the individual need to know. Firstly, knowledge on how to change and secondly, knowledge on how to perform once the change is implemented. Ability to implements required skills and behaviours: The froth step is about the actual performance of the individual which needs to be supported. It can be achieved through training, coaching and practice. Rein enforcement to sustain the change: The final step is about making sure that changes stay in place and it can be attained through positive feedback, measuring performance, incentives and taking corrective actions. (changemangement.com) LEWINS FORCEFIELD MODEL [An organisational change model] (consulpivotal.com) This model is developed by Kurt Lewin in 1951.It suggest that there are two kinds of forces one is the driving force and the other is the resisting force which keep the systems of an organisation in an equilibrium state. Lewin also suggested a three-stage theory of change, these stages are as follows: Unfreeze-creation of motivation to change: This stage is about moving the entire business towards inspiration for change.it gives the understanding of why change is necessary and it is the time to get ready for the change. Change or transition: After the first stage now the people are moving towards a new being. It is difficult part for them as they are unsure or even fearful. Support like coaching and training is really important here. Freezing or refreezing: It is about reinforcing the change and ensuring that it is accepted and continues into the future. Without this stage, the people can go back and star doing the work that they used to do in the past. (umfortu.net, 2010) TUCKMAN FORMING STORMING NORMING PERFORMANCE MODEL [Team model change] (hubpages.com,2010) Dr Bruce Tuck man published his Forming Storming Norming performance model in 1965.its four stages are as follows: Forming stage 1: In this stage, team is built and the task is assigned to the team members. The team gets to one another and learns about the opportunities and challenges. They agree on goals and begin to face the tasks. Storming stage 2: In this phase, relationship between team members will be made or broken this phase can be very damaging for the team. Norming stage 3: In this stage, every member of the team takes responsibility and has the desire to work for the success of the teams goals. Performing stage 4: The high performing team reach this phase. They are now competent and can make most of their decisions without supervision. (businessballs.com, 2010) RELEVANCE OF THE MODELS TO THE CHANGE IN THE CURRENT ECONOMIC CLIMATE: In current economic climate, change is widespread among all the organisations. It has become an everyday part of an organisational dynamics. Change is not something which can be done overnight. Organisation can use various models of change to apply change successfully in an organisation. According to Collerette, in todays business environment, the only thing that appears to remain constant is change (Collerette, 2002). Companies constantly face pressures to change in changing economic conditions. It is necessary for the organisations to anticipate the change and prepare for it through planning. Adkar Model: The high failure rate of all business change initiatives is because an organisation emphasis more on the process rather than people. Adkar model plays a vital role in handling this kind of situations. For example, in self checkout system, employees need to be motivated and to make them aware of how important this change is for the business for TESCO. This model helps the company to involve employees in the change, as the result of it they get interested in it. Bruce tuck mans model: In the current economic situation change can be successful in an organisation with mutual understanding of team members. Team leader needs to have interpersonal skills which help the members to achieve their goals. People are very sensitive about their work so they need to be given security to work in a team. Kurt Lewins model: This model moves the entire business towards motivation for change. TESCO should reinforce the change (self check out system) ensuring that the desired change is accepted and maintained in the future. It is necessary because if the change is not freeze people can start doing the work in the same they use to do it in the past. 1.5 STRATEGIC INTERVENTION TECHNIQUES: These intervention techniques teaches how to set goals, ways to overcome obstacles in your life, how to reform their thought patterns to turn negative thoughts into positive patterns and to educate effective communication skills which are essential to business of all types. There are various strategic intervention methods such as: Role playing: This part of training is very essential for TESCO which enables individual to handle the given situations. It prepares them to perform without involvement of managers. (strategicintervention.com, 2010) Survey feedback: It is important for TESCO to collect information from personal interviews and survey questionnaires and share it with its employeers.This effective feedback should be understandable and encouraging receivers. (strategicintervention.com, 2010) Team development: This can help TESCO to set goals and to examine the way a group is working. This helps to give a view to the relationship among the people working together. It also assists to change the culture of the organization (strategicintervention.com, 201o) MBO approach: MBO (management by objectives) techniques of performance evaluation are results-oriented. Its important for TESCO to measure the performance of its employees and solve interpersonal problems peacefully. (management4you.blogspot.com, 2009) Proactive and reactive: Managers cannot directly change employees attitudes. Therefore they need to motivate them in directly by improving work conditions and becoming more operative leaders. For example, Managers had to organize workshops to motivate cashiers who have the fear of losing their jobs. (Foodanddrink.com, 2010) 1.6 SYSTEMS INVOLVE STAKEHOLDERS IN THE PLANNING OF CHANGE: STAKEHOLDER: Any group or individual who can affect or {be} affected by the achievements of organisational objectives.(Business Strategy, 2002, p.2) The stakeholders are divided into two kinds of categories: External Stakeholders Customers Shareholders Suppliers Trade bodies Governments Competitors Local community Internal Stakeholders Employees Directors Employees representatives for example Union Trades (Business strategy, p.27) When any company undergoes change, a lot of people for top to bottom are involved in it. Therefore in order to implement the change successfully you need to involve them otherwise it will be a failure. For the self check out system TESCO can adopt stakeholder analysis and engagement (systems to involve stakeholders). 1.8 DEVELOP A CHANGE MANAGEMENT STRATEGY WITH STAKE HOLDERS: Without involving external and internal stakeholders, TESCO cannot introduce this change of self checkout system. There are two major approaches to stakeholder management. One is stakeholder analysis and the other is stakeholder planning. The steps of stakeholder analysis are explained as follows: Identify your stakeholders: Tesco needs to first identify who their stakeholders are, for their strategic change. In this change of self check out system, both external and internal stakeholders are involved such as employers, customers, the press, managers, shareholders, financers, suppliers etc. Prioritize your stakeholders: Then we have to classify them by their power over work and by their interest in work. High power and high interested people for self checkouts are customers, employers, senior managers etc. these are the people we should get fully engaged with and make the greatest efforts to satisfy them. High power and low interest people, the company should satisfied them but not so much that they become bored. Less power and high interest people, TESCO keep them informed as they can be helpful in the change. Less power and less interest people, company should monitor them. Understanding your key stakeholders: TESCO needs to understand what financial interest they have related to the change. How you can motivate them and what information they want from you? If they are not likely to be positive what will win them around to support your project? In order to answer these questions TESCO should talk to them directly. By engaging the right people in the right way in your project, you can make a big difference to its success and to your career.(mindtools.com, 2010) Now they need to engage stakeholders in their strategic change. The most effective way to involve stakeholders is communication strategy. The company should talk to them in a very friendly and co-operative manner. Customer satisfaction should be given the first priority by making self check out systems easy and usable for them. For this they can do a survey feedback and can get their support. Senior managers need to be given training for these machines so that they can mentor their employees. Staff should be given a clear vision of why these machines are important for the companys strategy. It is normal to experience resistance whenever there is change. It is good because it can make the company to check their assumptions. The company should understand what their employees are feeling and thinking. Due to this self checkout machines employers are feeling very in secure about their jobs. Therefore TESCO can arrange various workshops for them to guide how these machines are used and to provide them job security. The company can talk to the financiers that how successful they are running and show them the profits you are getting from them. Thats how they can more involve in change and can help TESCO to introduce these machines in all of their stores. They can do advertisements of these machines by involving press. Developing good relation with the stakeholders will help TESCO to implement the change more successfully. (Wikiadapt, 2010) PLAN TO IMPLEMENT A MODEL FOR CHANGE: Tesco needs to involve external and internal stakeholders in the planning of change. The learning theory of Peter Senge can be used to for self check out machines in TESCO. He explains its theory in five points which are as follows SYSTEMS THINKING: TESCO needs to think about its systems as a whole. They dont have to blame others if the things are not right instead they should see how they operate and why things are going wrong. They should seek the system for it. PERSONAL MASTERY: It is something which is related to the intrinsic motivation and the people who are deeply committed to their work. In order to accept change they should have motivation from their inside which makes resist to the change. BUILDING SHARED VISION: TESCO should give its stakeholders a clear vision of a future they seek to create through this change. It can be done by providing a good understanding about the change.it will help to combine the vision of a company with the vision of stakeholders. TEAM LEARNING: TESCO should provide stakeholders an opportunity to learn in a team. Each member of team task must undertake to link with other team members so that everyone is fully informed. They can perform skilful discussions to achieve their tasks. MENTAL MODELS: TESCO should provide a safe environment in which employees feel comfortable. They should help employees develop their skills of reflection and inquiry. (Peter M. Senge, 1990) 1.10 DEVELOP APPROPRITE MEASURES TO MONITOR PROGRESS: Self check out system is a big change for TESCO. Although it is working successfully in stores but TESCO needs to put effort to solve the problems employers and customers are facing. They need to know why they are facing problems and what they can do for it. They need to motivate and guide the customers so that they can deal with the problems of customers. Tesco needs to think about the machines outlook also as it seems to be very complicated for some customers. It may be happening because the method of how to use it is not introduced to them effectively. They should hire some technical employers to deal with these machines. They need a very co-operative management which can train the employers who can later help their customers they need a cultural change as it is something new for the customers to use and replacing the old methods of shopping. They need to do some survey feedbacks and then they go further of how to overcome these problems related to the change. CONCLUSION AND RECOMMENDATIONS: Although this system of self check out system is running successfully in all stores of TESCO but still there are some problems which company needs to focus on. Customers often get frustrated because they have to go through the self check out menu mostly who dont have the knowledge of information technology. Most of the customers are not using it because they are afraid of using it. Another problem is of mis scanning which then creating problem and the customers have to ring the bell for help. In order to overcome these problems TESCO needs to put some extra employers to assist people if they face any problem using it in order to save their time and energy. They can provide information making it very simple and easy of how to use these machines through internet and newspapers it will help those customers who are afraid of using it. There is a need of making them more user friendly and reducing their faults. 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