Frida Film Report Essay Example | Topics and Well Written Essays - 500 words

Frida Film Report - Essay Example Kahlo is bedridden most of her time but manages to do many paintings in spite of the pain she suffers. Although she is bedridden, she does not let the physical injuries and pain weigh her down. Her pain is more when she gets married to Rivera, who gets involved with other women despite her plea to him to b faithful. The movie affected me in various ways as Kahlo faced many challenges in life including severe pain from the accident. One of the issues in the poem that relates to my case is physical pain. Kahlo was affected by polio and later involved in an accident leaving her in pain. In my case, the pain is due to injuries sustained during a cycling competition with my friends when we collided with another cyclist. Sometimes the pain is severe but I always ensure that it does not interfere with my work as I can do so many things. Another issue is the psychological pain that Kahlo endures after her marriage faces challenges. My psychological pain is not related to marital troubles but disagreement with my family members who want me to take the management of our family business. The issue that stresses me is because they keep on insisting that I must participate in its management yet I am interested utilization my talents and skills as an actor. Nobody understands my argument, and they all think that I lack commitment yet I know I have dreams to achieve in life. The situation is stressing and am struggling to find ways of solving it. Just as Kahlo suffered, psychological stress due to her troublesome marriage am suffering due to the family business.

Individual paper Essay Example | Topics and Well Written Essays - 2500 words

Individual paper - Essay Example In Brazil the owned subsidiary of Wal-Mart is known as Sam’s Club and the in Mexico it is known as Suburbia. Both the subsidiaries have different work cultures as they are situated in two different countries. I have got an opportunity from both Sam’s Club and Suburbia to join as a store’s manager. In the essay I have made a comparative analysis on both the company’s work culture to arrive at a decision for which option to choose. The essay also elaborates the facts about the two countries- Mexico and Brazil, like the living conditions, availability of transportation, cost of living and the multicultural competence in the two countries. 2. Wal-Mart Stores Inc. Wal-Mart Stores Inc. is a multinational retail giant who has dedicated their work for the betterment of the lives of their customers all over the world. The retail giant has acquired many stores all over the world and has increased their assets so as to become the largest chain of departmental stores in the world. The two subsidiaries of Wal-Mart in Brazil and Mexico are Sam’s Club and Suburbia respectively. Sam’s Club in Brazil Sam’s Club is a club which offers membership to the customers and that sells goods to both retail customers and the business customers or the wholesalers. The club sells general merchandise and groceries to their customers in large quantities. The average size of the club is around 88,000 sq. feet. The customers who have not taken the membership of stores can either take membership for one day or pay a surcharge on the price of the products that are purchased. The club also sells gasoline to the customers. It has identified a niche market as a supplier to the small business which is not so well known. The club stores open at the early hours and it has the slogan of â€Å"We’re in Business for Small Business† (â€Å"About Us†). It has recorded the highest sales in 2007 which was $42 billion or 12.1% of total Wal-M art’s sales in 2007 (â€Å"About Us†). The operation of Sam’s Club in Brazil has remained the same over the years which is giving their customers the best quality goods and delivering the goods to them with minimum costs and giving them a very comfortable environment to shop. They have made shopping simple for the customers by bringing products at their door step. Rosalind G. Brewer, the CEO of Sam’s Club, has always focused on the innovation and technology and targeted in expanding their business by opening up new stores. The sustainability goals of Sam’s Club are the following: 1) 100% renewable energy 2) Creating zero waste. 3) Selling products that are sustainable to the environment and people (â€Å"Fact Sheet†). Sam’s Club even organize program like Giving Program to help the small owners of business by providing them with ideas of creating new business and development of vital products which will help them to connect with the c ommunity they are serving (â€Å"Giving Program†). The working culture at Sam’s Club is a unique one. It has the best team members who are all hard working. The departments like the marketing, logistics, finance and human resource are competent enough to make the whole business profitable. The employees are paid above the retail industry average salary. The employees were gives facilities like the medical assistance and also educational assistance for them and their children. Health care assistance is provided to them on an average of $17 dollar per day. The employees also enjoy attractive quarterly bonuses

When Friend Forgets to Pay Back Loans Personal Statement

When Friend Forgets to Pay Back Loans - Personal Statement Example This is true, and such situations need to be handled with care. If a friend of mine does not repay the loan, I will have no option but to confront him in a peaceful and amicable manner. Firstly, I would arrange for the both of us to have an open talk. A friendly and confiding talk can bridge the gap that the unpaid loan has brought in. Next, I would ask him for the reason that had prevented him form keeping up his word. I shall help him take me into confidence and confide in me about his position or circumstance. By treating him with courtesy and not intending to spoil our friendship, I would also talk to him openly about my dilemma. The fact that I am in a financial crunch and in bad need of the sum would be explained to him in a very amicable manner. Next, I would go no to tell him that if not for this crunch, I wouldn't have been hell-bent and too strict with the dates of repayment. I would politely but strictly tell him to repay it within a week at the maximum.

Individual paper Essay Example | Topics and Well Written Essays - 2500 words

Individual paper - Essay Example In Brazil the owned subsidiary of Wal-Mart is known as Sam’s Club and the in Mexico it is known as Suburbia. Both the subsidiaries have different work cultures as they are situated in two different countries. I have got an opportunity from both Sam’s Club and Suburbia to join as a store’s manager. In the essay I have made a comparative analysis on both the company’s work culture to arrive at a decision for which option to choose. The essay also elaborates the facts about the two countries- Mexico and Brazil, like the living conditions, availability of transportation, cost of living and the multicultural competence in the two countries. 2. Wal-Mart Stores Inc. Wal-Mart Stores Inc. is a multinational retail giant who has dedicated their work for the betterment of the lives of their customers all over the world. The retail giant has acquired many stores all over the world and has increased their assets so as to become the largest chain of departmental stores in the world. The two subsidiaries of Wal-Mart in Brazil and Mexico are Sam’s Club and Suburbia respectively. Sam’s Club in Brazil Sam’s Club is a club which offers membership to the customers and that sells goods to both retail customers and the business customers or the wholesalers. The club sells general merchandise and groceries to their customers in large quantities. The average size of the club is around 88,000 sq. feet. The customers who have not taken the membership of stores can either take membership for one day or pay a surcharge on the price of the products that are purchased. The club also sells gasoline to the customers. It has identified a niche market as a supplier to the small business which is not so well known. The club stores open at the early hours and it has the slogan of â€Å"We’re in Business for Small Business† (â€Å"About Us†). It has recorded the highest sales in 2007 which was $42 billion or 12.1% of total Wal-M art’s sales in 2007 (â€Å"About Us†). The operation of Sam’s Club in Brazil has remained the same over the years which is giving their customers the best quality goods and delivering the goods to them with minimum costs and giving them a very comfortable environment to shop. They have made shopping simple for the customers by bringing products at their door step. Rosalind G. Brewer, the CEO of Sam’s Club, has always focused on the innovation and technology and targeted in expanding their business by opening up new stores. The sustainability goals of Sam’s Club are the following: 1) 100% renewable energy 2) Creating zero waste. 3) Selling products that are sustainable to the environment and people (â€Å"Fact Sheet†). Sam’s Club even organize program like Giving Program to help the small owners of business by providing them with ideas of creating new business and development of vital products which will help them to connect with the c ommunity they are serving (â€Å"Giving Program†). The working culture at Sam’s Club is a unique one. It has the best team members who are all hard working. The departments like the marketing, logistics, finance and human resource are competent enough to make the whole business profitable. The employees are paid above the retail industry average salary. The employees were gives facilities like the medical assistance and also educational assistance for them and their children. Health care assistance is provided to them on an average of $17 dollar per day. The employees also enjoy attractive quarterly bonuses

Personal Statement of Interest for Graduate Admission at the University of Baltimore Essay Example for Free

Personal Statement of Interest for Graduate Admission at the University of Baltimore Essay Life always takes me to a new and exciting experience each day. I believe everything that happened to me made me a person better than I am yesterday. It is a roller coasters experience since I meet every ups and down in life I always look forward in the future with much anticipation. I have a heart full of hope and a determined mind to succeed in everything I do. This is why I decided to apply on Baltimore’s graduate program on the field of Public Administration. I have the right mindset and I possess the necessary skills needed for the said program. I am looking forward to a future full of hope. I believe I can make all my dreams a reality come true. My name is (insert your name here) and I am currently studying at the University of Baltimore where I am taking up Bachelors Degree in Business Administration specializing in Human Resource Management. I will be graduating on January 11, 2009. I really cherish this educational institution because it honed me to be the best student that I can be in this field. I believe that the educational experience I had is still not enough that is why I continue to quest for knowledge and pursue another degree this coming Spring Semester of 2009. I wish to pursue another degree which majors in Public Administration specializing in Public Policy and Administration. I consider education as the most important factor geared towards success; and in order to achieve such, hard work and dedication should be exemplified in school. I am determined to succeed in life and continue the said degree until the end. I gained my degree in Applied Science in Business Administration last June 12, 2006 from Monroe College in New Rochelle, NY. I made it on the President and Dean’s List each semester and gained a 3. 5 GPA upon graduation. I treasure every achievement that I receive and impart it to my family and the institution where I am studying. I believe that it is always right to bring back the glory to the ones who assisted you towards success. Gaining recognitions is my way of paying tribute to my mentors and friends. Currently, I am part of the Helen P. Denit Honors Program where I am proud to say that I possess a GPA of 3. 4. I am also an active member of the Caribbean Students Association and Human Resources Society. I am happy being part of the aforementioned affiliations because it adds up meaningful experiences and lessons to my being. I also meet diverse people from different walks of life that made me more prepared for my future profession. Being one of the Dean’s Lister of the University of Baltimore boosted my pride and ego even more. Having a master’s degree in Public Administration will make me a more complete professional. I will be more aware of the knowledge and skills necessary to succeed in life. It will be an additional spice to the previous education that I had. The University of Baltimore is equipped of the professors and educational resources that will make me an expert in this field. Studying on the same university where I graduated is like a home away from home. I already feel the warmth and friendliness of future professors and colleagues. Another reason for attending University of Baltimore is the reputation that it possesses when it comes to catering transfer students. When I transferred there from Monroe College, I experience its strong reputation and I felt a smooth transition because of its accessible course schedules. It offers a wide array of information and facilities that helps in cultivating the knowledge to promising students like me. I believe that it is important to stay in this university as a sign of loyalty and integrity. In addition I have learned so much from my professors and classmates especially when it comes to confidence and moral boost. It opened up gates of opportunity for me to stand up and be known for what I am knowledgeable. The educational experiences at University of Baltimore were all priceless. After completing my master’s degree, I am planning to go back to the United States Virgin Islands. I wanted to receive a master’s degree in Public Administration because of my willingness to relocate back home. I believe that it is one of the best things that I can carry with me because it will contribute to my society. Back in the Virgin Islands a degree in Public Administration goes a long way because everything there is centralized around the government. I believe that I will be given the chance to move up easily in an organization because it is a small island working in a private industry where a person’s ability is very limited. I would be able to move around and cross-train in the different fields and departments because I have a degree in Public Administration. Success has been attributed to the lessons learned in the years ahead. These are the little things that help us become prepared for the difficulties that life has to offer Through my hard work and patient, I believe that I will be able to gain a great deal of experience on how to make it big in this field of interest. Furthermore, I realized that rendering my services I Public Administration would bridge gaps between people. In this light, I had to improve and level up my skills in this degree for me to practice the profession. Being an Employee Development Specialist is one of my foremost ambitions. Being on the said career will make way for me to be a pride in the government of the United States Virgin Islands. I know that this is very suitable for my persona because it involves both my undergraduate degree in Human Resource and future degree in Public Administration. Aside from this, I also intend to work out an overall career goal and that is to work and move up in the different careers in the Human Resource Field. There are skills and virtues needed for one to be successful in life. These are not simply found inside our house or outside the classroom. It needs to be gained earned the hard way. Sharing an insight by using my experience to one of my favorite sports will give you a clearer meaning of this. Playing (insert name of favorite sport here) is indeed my cup of tea. But at first I was really hesitant to play because I’m afraid I don’t have any knowledge at all or the right skills to play it good. But as time goes by I was able to grasp all the necessary requirements to meet the goal. Achieving it was never easy. Rather, it involves the presence of mind and the ability to cooperate with everyone in the team. For this I have learned the importance of coordination and team work. I believe that those are the most difficult tasks to achieve. We solely rely on ourselves for everything, and in so doing, there are certain things in life that need to be shared. Heroic acts may seem simple, but these are the things that cause much confusion on the side of people. I believe that just like playing my favorite sport, the filed of Public Administration is a big challenge. It is a long and winding road to take but I will never loose courage to meet the goal. I wish to work on future public policies and administering it all the best that I can. Tantamount learning will compensate the things that I gained from school and this will make me stand out among the rest. As a token of appreciation from my Alma matter, the recognitions I will receive in the future for this field will be dedicated to Baltimore. Education may seem difficult to achieve, but it is the best solution to a better life. There will be tough times but I believe that I can surpass it all. I will learn that through time, I can hone myself and be successful in my chosen path. Regardless of how others try to pull me down, there is no way for them to steal the knowledge that I have acquired over the years. Although it may seem like a dream, I want to be known as someone who has contributed much to my society. Although this may sound off, I believe that anyone can be successful, as long as he puts his heart and soul into it. Hard work and dedication are needed in order to become the striking individual that I want to be. Public Administration covers many areas that gave me challenges and opportunities. Becoming a professional in this field is a life long dream for me that will meet both of my philosophy and career goals. I am more than ready to take courage and travel the journey towards my ambition of being a successful professional of Public Administration in the future and help people the best that I can. All my personal qualities and experiences made me a clearer understanding of this profession as it made me realize the importance of choosing this career. I am a very passionate individual and I use this as one of the driving key to strive hard and be excellent in Public administration. I want to give service to the people and give dedicate to them the best of my capacity and at the same time build a personal relationship with them. Personal experiences gave me learning and responsibilities that molded me to be what I am now. My endeavors in life that I wished to happen at the right time come with great purpose. I believe that I have the capabilities and I am highly motivated to succeed in this career that I choose to take. I want to illustrate the qualities that I have that will help me succeed in pursuing my degree in Public Administration. I see my personal and academic experiences as stages of growth that have helped me to understand my own potential and the road that I wish to take in life. While vast opportunities are before me, I feel that my true calling lies in the fascinating and challenging world of Public Administration. I take one step at a time to manage my skills in a way that will lead to further enhancement and development. Life is a roller coaster and there are certain events where my abilities are put into test which later on taught me how strong I should be. I firmly believe that this is a course that would help me shine as an individual. I thought about my future and what I really wanted to do with my life. I plan to further enhance my craft through this degree and eventually be successful in this field. Highly motivated I believe that having Public Administration as a degree will surely ease the path towards reaching my goals. I look forward to my future with great anticipation. I know that the time has finally come for me to realize my dreams and make them come true. From everything that has been said, I believe that the education and training that University of Baltimore would provide me with, would be of great help in my quest for further studies. My goals and aspirations in life would become one step closer at a time. I would be regarded as the man who lives for tomorrow.

Theories underpinning the change process

Theories underpinning the change process The government of Great Britain was experiencing heavy burden of giving subsidies to British Airways (BA), which was accounted for almost $900 million in 1982. Beside subsidies government was also facing immense opposition from Conservative government of owing the business; as they believed, BA to be province appropriate for and should be run by private enterprise. Environmental changes were another issue of concern due to increasing deregulation of international air traffic. Moreover, growing competitions and high varied Air fares were resulting into price wars situation and placing more risk of financial crisis for BA. Indeed there was intense pressure exerted from external environment on BA. The external pressure again imposed very widespread and massive changes to internal environment of organization. The main primary reason behind any organizational changes is due to enforcing external pressure instead need for change or internal desire (Waldbaum, 1987). Considering all these problems and concerns the government of Britain in 1982 decided to privatize BA. For making BA privatize it was essential to make BA profitable organization. This essay analyzes the organizational changes involved in BA by converting to private ownership i.e. transforming BAs culture from bureaucratic and militaristic to service-oriented and market-driven in 5 year period as presented in Fig(1). Diagnose and need for change Fig(1) (Goodstien et al., 1991) Theories underpinning the change process/Methods: TROPICS ANALYSIS: Tropics test can be utilized at very initial stage of any change for understanding the nature of change and deriving optimal solution methodology. It is effective and easy to apply as it requires very minimalistic inputs and less expense considering both time and resources. It is used by management team in giving the starting point and finding the appropriate route for implementing change (Paton McCalman, 2008). On applying tropics fig(2) the change for BA privatization was identified to be at the SOFT side of the spectrum. The few aspects were found to be hard but majority tendency lying on soft side. Considering the outcome of tropics analysis to be on soft side indicates the change process should follow Organization Development model. Factors Tendency towards Time Scales Estimated for 5 years Hard Resources Unclear and Variable Soft Objectives Clearly defined Hard Perceptions Varied and different Soft Interest Widespread among staff and government Soft Control Top management and government Soft Source Originated externally by government Soft Fig(2) (Paton McCalman, 2008). Organizational development is determined as an educational process of continuously identifying, allocating and expanding human resources in a manner for making it more usable to the organization need and hence leading improvement in the problem-solving capabilities (Sherwood, 1972). Organizational change involves three levels of change as shown in fig(3). Each level differs in their pattern of resistance and requires different strategies and methods or techniques for implementing change (Nadler Tushman, 1989). Fig(3) (Goodstien et al., 1991) LEWINS CHANGE MODEL: According to (Lewin, 1951) views, for any behaviour there is dynamic balance of forces running in opposite directions. Like, Driving forces encourage change by pushing workforce in desired direction and restraining forces resist change by pushing workforce in opposite direction. Hence, to understand the problem within the organization it is essential to analyse these forces first and then plan the strategies and goals for moving equilibrium in desired direction (Kritsonis, 2005). FORCE FIELD ANALYSIS Force field analysis is an approach for analysing group behaviour by mapping the complexity and totality of the field in which the behaviour takes place (Back, 1992). By applying the Lewins (1947) field force analysis it is clear that major restraining forces were related to workforce and involves change in human aspects. Driving Forces Restraining Forces Risk of financial crises. Change in work culture Become worlds favourite airlines New management. Become service oriented and market driven. Workforce reduction No subsidies from government by privatizing it. New service nature involving direct customer interaction LEWINS THREE-STEP MODEL: Lewins three-step model of Unfreezing, Moving and Refreezing can direct shift in balancing the direction of planned change (Levin, 1958). An adaptation of model fig(4) in BAs change process was found useful in establishing frameworks of BA change management. Fig(4) (Goodstien et al., 1991) Unfreezing: Unfreezing is the first step of change process and it is about encouraging and motivating people and making readiness to change (Schein, 1987) (Greaves, 1999). (Lewin, 1947) refers that any existing situation or behaviour is under equilibrium state supported by complex field of driving and restraining forces and to incorporate new behaviour the equilibrium need to be destabilized (unfrozen). According to (Robbin, 2003) unfreezing is important in overcoming the strains of group conformity and individual resistance. It can be achieved through three methods: firstly by increasing the driving force that drives behaviour in opposite direction of existing situation, secondly by decreasing the restraining force, finally by finding combination of first two methods. In BAs change process the first step taken in unfreezing was huge reduction in BAs workforce all over the globe. The workforce was cut down to 37,000 from 59,000. The downsizing decision was taken through consensus opinion at all levels within the BA. They believed downsizing will help in decreasing the hierarchy, at the same time giving more liberty to operating staff and easing the management process. The process of staff reduction was not that easy to execute and achieve but the effort was taken to minimise the exertion. The downsizing of staff was done in an optimistic way and with compassion. It was taken through early retirements and by giving incentives and through financial settlements. There were no laid off involved in entire system for downsizing. Interestingly, within a year staff reduction worked positive for BA. The improvement was observed in all performance indices of BA, they had timely departures and arrivals, less complaints of lost baggage etc. According to (Lancaster Lancaster, 1985) the initiated change requires sense of direction and considerable power of leadership. To facilitate patterns of behaviour for stabilizing, evaluating, and monitoring the change, the involvement of strong change agents such as system specialists and top management plays a key role in leading and making successful change process (Rasberry, 1986). With respect to change agent the second major change happened in 1881, there were two new appointments in BAs top management. The chairman of board was replaced by senior British industrialist Lord John King of Wartinbee and Sir Colin Marshall with marketing background, was a new CEO. Marshall being outsider of BAs culture and having marketing experience was able to view different perspective for BAs culture in comparison to its predecessors, who were mainly retired Air Force officers. He played a key role in the success of BAs change process. Marshall after its arrival to BA in short span decided new strategy for BA to become Worlds Favourite Airline. It was his vision and clear understanding that pointed out changes is required in BAs culture. He with his strong leadership skills and great effort executed the change. Many training programs were initiated and executed to support the unfreezing process. The main focus was on Putting People First. The training program was mainly dealt with customer interaction, in which BA personnel was in a direct contact with customers. The main aim of the program is to give the feel and understand the service nature of airline industry. It was completely different and was intended to challenge the existing BA culture. Movement: In a change process, movement step is necessary in moving the target system to new level of equilibrium. (Schein, 1996) refers movement state to be more learning and iterative approach or action that enables groups and individuals to move from less acceptable to more acceptable set of behaviour. In movement phase of BA Marshall hired Nicholas Georgiades as director (vice-president) of human resource for accomplishing and running the programs essential for implementing change. In a service climate (Schneider Bowen, 1985) indicate positive correlation between employees perceptions of human resources practices and customers perceptions and concludes human resources practices can influence service climate. Georgiades had a background of psychologist, former professor and consultant. BAs successful change effort was due to the joint leadership of Marshall and Georgiades. He created relevant programs and tactics to bring Marshalls view to reality. Georgiades had taken significant steps in the movement phase by conducting training programs for the middle and senior managers. The main aspects of the training involved were Leading the Service Business and Managing People First. Feedbacks were taken from every individual in understanding the perspective related to management practice s on the job. The main purpose of all training programs was to locate the shortcoming of current management style and to initiate the development of new process that would suit to new competitive culture of BA. It was essential of having participative management style (Marshall, 1984) for making BA organization service-based, market-driven and profit-making. Moreover, it would produce employee commitment. During unfreezing stage, diagonal task forces were extensively used on structures and system level. It mainly comprised of individual from different units and functions and exhibiting responsibilities at different level to deal with several aspects involved in change process. The aspects mainly consisted of new uniforms, new practices in staffing, need for MIS (management information system) etc. the major difference from traditional approach was introduced i.e. A bottom-up, less centralized budgeting process. In the climate/interpersonal side involved critical shift in redefining BAs business to represent service instead of transportation. Good interpersonal skills and open climate together with outstanding team-work are key features of service business (Goodstien et al., 1991). To incorporate service environment in BA, the process were developed and team-building activities were taken off-site during movement phase, which are at-present institutionalized. All these changes were successfully implemented due to top management involvement. Marshall himself introduced question-and-answer sessions during training programs. The purpose was to maintain transparency; he shared the information and also gave his opinion for the required change. The acceptance of emotional labour in movement phase was the important step. It was done through Georgiades championed, that conveyed the importance of high energy requirement to deliver quality of service in airline business to the workforce. Any emotional drain in the service can cause permanent psychological damage and critically impact to developing system for the service workers involved emotionally. Another important step was taken in creating internal change agents through retraining of internal personal staffs. The training was taken by supporting line and staff managers. It was found fruitful for managers completing the Managing People First training program in developing peer support groups. Many changes were done internally to BA structures and systems to support this movement. That included new bonus system, sharing of BAs financial gains success. The other initiatives were taken like at Heathrow Airport opening of new Terminal4 for providing more functional units for staffs. Inclusion of new training center through purchase of Chartridge House which was utilized in training staffs and providing information house for MIS enabled managers. Refreezing: Refreezing phase take place after the change has been implemented. In process-oriented studies it has been observed that the refreezing is stage strongly associated with change success (Ginzberg, 1978, p. 59). According to (Schein, 1987) it is that part of the process in which change is embedded within two separate, yet related mechanisms. The first mechanism deals with personal refreezing that implies to the extent to which the persons self-concept have incorporated change and can be integrated with rest of the personality. The second mechanism is relational refreezing that refers to employees personal change to meet the expectation of their peers, supervisor and subordinates. As per (Robbins, 2003) a view refreezing main purpose is to stabilize the new equilibrium resulted through change and that can be achieved by policies and procedures. In BAs refreezing phase, the top management by their continuous involvement and commitment ensured the change is fixed in the system. The staffs which inherited the new BA values were soon to be promoted at higher levels. For educating the workforce many additional programs were introduced. Like, for new staffs included Open Learning and orientation programs, for supervisors supervisory training etc. the training programs were also executed for executive and management levels. To focus on customer service, subordinate development and enthusiasm among staff a new performance appraisal system was introduced. The performance was calculated on both attitude and work results. Another area of BA where immense attention was paid to its symbol and in introducing new refurbished aircraft, upscale uniforms and corporate coat of arms indicating the motto We fly to serve. New teams were developed for providing consistent cabin-crew staffing instead of ad hoc approach of past. Finally, the feedback data on management practices are continuously utilized throughout the system. Analysis of managing change: The change process doesnt seem to be smooth even after BA applied Lewins model change. Since changing behaviour at both organizational and individual levels involves deviations from the existing habitual responses in producing new responses that many times creates awkward situation among involved workforce (Dentinger Derlyn, 2009). Indeed, it could lead to early abandonment of the new management style. The organization must effectively recognize and identify intervening transition state in moving from known present state to a desired future state. A careful management is very essential in the transition state when the planned change is complex and large. The essential part of this change management lies in accepting and recognizing the temporarily lowered effectiveness and disorganization that characterizes the transition state (Bechard, Harris, 1987). In BAs change process, the intensity of chaos and anger that evolved during the transitional phase has been abated and the sign of success is observed. However, many times both inside and outside BA the serious question of wisdom of process were raised due to lack in clarity of outcomes. During such period the involvement and commitment of top management are essential and very important (Walton, 1985) In order to increase involvement in such organizational changes management often require the usage of transition management team that comprises of broad cross-section of members of the organization (Bechard, Harris, 1987). Other methods that account effective involvement is usage of multiple interventions rather than just one like, using symbols and rituals to mark significant achievements and keeping the system open to feedback about the change process (Hornstein, 1971). All these techniques and methods were used in BA program. OD intervention Process consultation: Apart from the various change strategies discussed in BAs change, the considerable use was made of usual organizational development (OD) technologies which included team building, role clarification, structural changes and process consultation to facilitate change. The unique OD intervention process consultation was carried by the consultant to examine pattern of a workforce communications (Burke, 1982). It was done by direct observation of staff, meeting and at opportune times by making observations of happening changes and by raising questions. The main motto behind the process consultation was to change the closed communication style of BA and to create openness in work team. The process consultation played key role in change process and achieving the motto. IMPLICATIONS AND CONCLUDING REMARKS: Fig(5) (Goodstien et al., 1991) As shown in fig(5) BAs conversion to private ownership was found to be successful. After the change completion, BA was turn into profitable organization with the significant rise was observed in passenger, cargos and share price. The BA change effort provides understanding of social psychology perspective of the change process, that gives an important and different perspective to managers, employees etc for coping up with highly competitive environment. In BAs massive change project, the most evident observation is that the change was based on open-system thinking, phased model of managing change and multiple levels involvement for implementing change. Hence, both design and implementation of change effort was heavily dependent on understanding about nature of organization. The change process involved a multifaceted effort by using many leverage points to initiate and support the changes (Burke et al., 1984). Hence, the change process in which transition teams were involved for openness to feedback was efficiently managed and supported by top management. Moreover, the resistance created at all three levels, i.e. individual, structural and systems, and interpersonal, were effectively managed by usage of unfree zing strategies. In BA successful change process many incorporated changes worked positive in stabilizing the company. The most effective change was found in companys culture of creating strong customer-service focus which was lacking in 1982. The fact that service or marketing taken, considering customer perspective, can have substantial payoff for the organization is now endemic to the corporate culture (Hambrick Cannella, 1989). Another aspect that impacted the BAs culture was the way one manages employees that are involved in direct customer interaction, especially for ticket agents and cabin crews. LESSON LEARNT: The lesson learnt from the successful BA change to become service-oriented and market-driven: 1) The

Witchcraft Hysteria in Puritan New England :: American America History

Witchcraft Hysteria in Puritan New England In 1692, the problems following Massachusetts’s change from Puritan Utopia to royal colony had an unusual increase in the witchcraft hysteria at Salem Village (now the town of Danvers). Although the belief in witchcraft had started a huge problem in Salem, almost 300 New Englanders (mostly lower class, middle-aged, marginal women – spinsters or widows) had been accused as witches, and more than thirty had been hanged. With this issue in Salem all superiority in its scope and intensity. The general colony’s way of life was experiencing some problems. These problems lead the community to believe that the devil was at work in the village. A few teenage girls became inlet listeners to voodoo stories told by Tituba, a West Indian slave, and began acting strangely. For no reason at all they started shouting, barking, groveling and twitching. The town doctor had come to the conclusion that they had been bewitched. When the girls were told this, they pointed to Tituba and two older white women as the offenders. The criminals were captured with a panic as word spread that the devil was in their presence. As the three women were being asked questions the possessed girls rolled on the floor in convulsive fits. Tituba shocked everyone when she confessed to the charge but also told that many others in the colony were practicing the devils work. All this hysteria in the town started causing many problems. The crazed girls began pointing fingers at many residents, including several of the most respected people of the community. Within months, the jail in Salem was over its capacity with townspeople that were accused of performing witchcraft. Seeing how the townspeople believed everything the girls were saying shows how gullible the community is. Ten months later, nineteen people had been hanged, stubborn Giles Corey who refused to plea Guilty or not Guilty was pressed to death by heavy stones, and more than 100 others jailed. Accusations spread wider and went way beyond the borders of Salem. This worried colonial leaders and they decided that the witch – hunts were out of control. The jury had about seen enough when the girls accused Samuel Willard, the pastor of Boston’s First Church and president of Harvard College, of practicing witchcraft. The governor disbanded the special court and ordered the remaining suspects released when he was stunned that his own wife was accused of worshiping the devil.