Cybercrime Continue to Rise Essay Example for Free

Cybercrime Continue to Rise Essay Cybercrime is increasing at an alarming rate worldwide with more than a million people becoming victims every single day, according to the Norton Cybercrime Report 2011. The victims of cybercrime also paid dearly with a total loss of US$388bil (RM1. 21bil) to cybercriminals in 2010. Effendy Ibrahim, director of consumer business at Symantec Asia Pacific, said that cybercrimes don’t only cost victims financially but emotionally too. On average, it takes 10 days for a victim to recover from a cybercrime and it can be emotional too considering the amount of data they lose,† he said at the launch of Norton 2012, Symantec’s latest cybersecurity solution. However, victims could have saved themselves money and regret as the type of cybercrimes they fell victim to were preventable. The report found that the most common type of cybercrimes are malware, scams and threats targeted at mobile devices. However many people tend to underestimate the dangers of online crime thinking that it will happen to everyone else but themselves. The survey found that seven out of 10 adults thought they would more likely be a victim of physical crime rather than an online crime. â€Å"This is a lingering attitude users have when they are offline and it gets replicated when they are online,† Effendy said. The report also found that men, particularly those in the generation Y demographic, are most likely to become victims of cybercrimes. â€Å"Men spend more time online and do more ‘dangerous’ activities,† Effendy said. The report stated that more men watch adult content, gamble and participate in online dating sites compared to women. All these are social engineering techniques and it’s quite easy to fall victims to such tactics,† Effendy said. Local threat landscape Although Malaysia wasn’t in the list of countries studied in the report, national cyberspace police Cybersecurity Malaysia said the findings are representative of the Malaysian threat landscape. â€Å"It is the same environment, so whatever that is happening in the world will definitely affect us the same way,† said Cybersecurity Malaysia chief executive officer, Lt Col (Rtd) Prof Datuk Husin Jazri. He said the Malaysian cyberthreat landscape is no less alarming with over 10,000 cases reported every month up till August this year. Last year, Cybersecurity Malaysia received over 8,000 reports about cybercrime via its cyber999 hotline. Its Cyber Early Warning System has also detected over 5,000,000 security threats up until August. Given the increasing amount of cyberthreats, Husin said there is a need for more proactive measures to prevent more Internet users from becoming cybercrime victims and it will take more than reviewing or improving current cybersecurity laws. â€Å"Amending laws take time and it is slower than the prevailing problem. We need to intensify education and awareness efforts to educate users on Internet risks,† he said. Husin said Cybersecurity Malaysia is open to the idea of working with security solution providers like Symantec to come up with cybersecurity awareness programmes. Cybersecurity Malaysia already has a list of home-made security tools such as DontPhishMe, DNSwatch and MyPHPiPs that protects users from cybercriminals which can be downloaded for free. It is also working on establishing a Cyber Clinic which will offer an extensive list of cybersecurity services to computer users. The clinic is expected to be ready before the end of the year.

Billy Elliot film text reponse Essay Example for Free

Billy Elliot film text reponse Essay Jackie Elliot is seen as a traditional man with anti feminist views. he sees that boys should be tough whilst girls should be more placid. Throughout the film Billy Elliot, the directer has created the character Jackie Elliot, a widowed father feeling the grief of the recent lose of his wife. This essay suggests that the grief could be a factor of how Jackie goes about supporting his son. The time that this film is set, is in the mid 80s. It could be that people who do not keep to the social norm are discriminated against, which is a different circumstance in todays society, where people are very unique and most people value eachothers individuality. In the town of Durham, the community has the same expectations as Jackie with gender based traditions and this may have influenced him to think this way. When Billy is taken to the boxing gym by his father, he finds out that he doesnt really like the idea of being a boxer once he steps into the ring for the first time. Billy knows his father must really want Billy to get good at this tough sport, because in this family, that is stricken with poverty; his father still manages to pay for billys lessons and does want him to achieve. they were my dads gloves, youd better take better care of them Jackie and his father were obviously unable to achieve from boxing, hes putting his last hope in Billy. Billy is aware of how his family and the community feel about boys doing ballet and has alot of courage to put their thoughts aside and just do the thing he loves. Upon finding out about Billys dancing. Jackie becomes enraged and expresses views of homophobic, Billy is determined to keep on dancing. It is not until Jackie actually sees Billy dance for the first time, that he realises that dancing might well and trully be his sons future. He sees that Billy does have talent and lowers himself into going back to work just so he can afford to take Billy to London for his audition himself. It is what mum would have wanted, throughout the film, you watch as Jackie  grieves for his dead wife, in that he hates Billy playing his mothers piano. Billy must have inherited his interest in music and dance from his mother which is probably why Jackie must have hated it at first; Billy was like his mother and it reminded Jackie of her too much. He gives into his pain by selling jewelry for his son. Jackie is most proud of his son, when at the end of the film. Billy dances out onto a big stage to perform swanlake. It takes Jackies breathe away. Overall through this film, we see Jackie, a father who does love his son. Aside from hgis traditional and antifeminist beliefs, Jackie was able to come through with great support for his son. All he wants for his son is to see him doing something he loves, even if that is dancing TEACHER COMMENTS: good, try to use lots of quotes and and examples from the film and refer back to the question throughout your essay.

Creative Report On Strategic Change Management Business Essay

Creative Report On Strategic Change Management Business Essay Every organisation goes through change but the question lies; do they know the need for change. Why are they going through change. Have the employees understood the need for this change? Strategic change management is successful when there is participation from stakeholders, employees, the leader etc. According to Bevington (2012) Strategic change affects employees, who create resistance because they do not understand the need for change and how will it benefit them. Some will resist change because they like the way things are and dont want anything to change also known as the Status quo. Business organisations need to make sure that there are proper strategies in place to overcome this resistance and implement change. This change has to be constantly monitored to overcome any negative outcomes. According to McMillan (2008) Kurt Lewin developed a change management strategy known as the force field analysis. He demonstrated that there are forces driving for change, forces repelling change. There is a need to balance out both these forces and ensure that change takes place smoothly. Forces for change include: Lewin four forces of change Miner (2007). Organisational behaviour 4: from theory to practice. Burnes (1996) states that, there is the management on one end trying to implement change and employees on the other end who do not understand the need for change. They are affected by the sudden disruption in their smooth day to day work. Therefore, there exists forces that are for change and forces that resist change. These forces can be internal or external. Internal forces that drive change are cultural differences between employees, conflicts with other departments due to competition or performance, a want for increasing profitability. The External forces that drive change in an organisation would be new legislation and taxes, politics, competition, customers needs and expectations introduction of new technology. According to Beer (2000) Lewins 3 stage model Unfreeze- Change- Refreeze is a very important tool that can be used for change. The first stage involves unfreezing, that is to create the platform for change. The second stage is change by bringing about transition via communication explaining why this change is beneficial and why there is a need for to implement this change. The third phase involves refreezing by establishing stability and letting individuals reconnect to their familiar environment. Refreezing helps in changing the low productivity state to a higher one. In this report examples of CORUS and AEGON have been provided. Corus is one of the worlds leading steel companies, which produces heavy plates for construction, shop building, energy, semi finished products for re rolling and rod for wire drawing etc. AEGON is one of the worlds largest life insurance and pension companies. It has 27,000 employees and over 25 million customers worldwide. Q1 Learners need to show that they understand the background to organisational strategic change Discussing models of strategic change Evaluating the relevance of models of strategic change to organisations in the current economy Assessing the value of using strategic intervention techniques in organisations Ans) Discussing models of strategic change Change occurs due to different factors, it can be due to stakeholders, internal or external factors. The internal and external factors contribute to the force of change. The models that are used to implement change successfully are explained in detail. ADKAR, KOTTERS 8 Step model and Mckinseys 7s model are all used for strategic change. ADKAR According to Hiatt (2006) the ADKAR change management is a management model that assists with change. It concentrates on change at personal level, and how to go about making that individual accept the need for change and work for the organisation with full motivation and co-operation. ADKAR was developed by Jeff Hiatt. Originally it was used to determine if change strategies were bringing the required results. Now days it is used to identify gaps to support the change process. The Five Elements of ADKAR In order for successful change each step of ADKAR needs to be followed. Awareness Awareness is to create an understanding for the requirement for change That is, what are the benefits of change, why is it necessary, what happens if we dont implement change etc Hiatt (2009). Desire Desire is to create the need to take part in the change Leadership plays a very important role in desire. The leader has to motivate and influence the staff that they get encouraged for change Hiatt (2009). Knowledge To give knowledge so the employees know what needs to be changed and how to go about changing that, example- explaining new tasks, providing training, understanding new roles Hiatt (2009). Ability Ability to implement change this can be done by monitoring, providing involvement, performance measurement etc Hiatt (2009) Reinforcement- Reinforcement to strengthen the changes by rewards, recognition, feedback, performance measurement and audits. Hiatt (2009) The ADKAR model can be used to monitor progress, identify employee resistance, an instrument for coaching by managers etc. The ADKAR Model can be used to ensure that there are smooth operations and that cultural change is taking place effectively. It can be used to fill the gaps within the organisational change strategies. Prepare individuals for change and emphasise areas of improvement. Evaluating the relevance of models of strategic change to organisations in the current economy Strategic change is a field in strategic management. It is a very important study of strategic management. It is important to balance the changes that are associated with technological change, competition that can pose threats etc. The strategic change models help in assessing the situation and improving it. Thus models are very important in bringing about strategic change management. Assessing the value of using strategic intervention techniques in organisations Strategic planning is very important for strategic change to take place. Strategic intervention is all about creating plans, taking action and implementing strategies that would meet customers requirements. Intervention is to balance the process of change in the macro and micro environment. Mckinseys 7S model: According to Witcher (2010) the 7S model was developed by Mckinseys Consulting, it shows how to organise an organisation effectively and is based on seven key fundamentals. It is split into two groups that are hard elements and soft elements. The hard elements are tangible, whereas the soft are intangible. hard and soft elements of 7s model Framback (2001) Creating customer value through strategic marketing planning: a management approach The 7S Model Plant (2001) E-Commerce : formulacioÃÅ' n de una estrategia The 7S Model where all fundamentals are interrelated. Shared values are the most important in an organisation. It forms the basis for culture, performance and links the structure, system, strategy into the framework. Therefore it is highly important to have a proper culture. Structure: The structure the organisation operates on such as coordination, task allocation, supervision etc. To bring about smooth operations have daily meetings Witcher (2010). Strategy: Strategy is the plan created to succeed and have a competitive advantage. Eliminate waste and increase turnover by installing KAIZEN etc Witcher (2010). Systems: The system that supports the firms such as IT, accounting, resource allocation, financial reporting etc. Introduce a good pay structure for the new team Witcher (2010). Shared Values: The shared values are the core values of an organisation. The mission and vision of the organisation is very important to have a common shared value. Respecting their values and continuously striving for perfection Witcher (2010). Style: Style how the organisation is run, democratic, autocratic, lassie faire.etc. A leader that coaches and motivates can ensure smooth change. A leader who is trained in emotional intelligence can empower employees Witcher (2010). Staff: The employees are the number of people within the organisation the various departments and keeping in mind their cultural views Witcher (2010). Skills: The skills that individuals bring to an organisation. Allow employees to take decisions Witcher (2010). The 7s model is to analyse the situation, identify gaps, fill those gaps and use the fundamentals to achieve those goals. 7S Quadrants PLANT (2001) E-Commerce : formulacion de una estrategia EXAMPLE- The CORUS workforce understood the need for change and had a clear vision They wanted to achieve 15% return on assets by productive sales of products, solution and expertise to customers in the industrial markets and construction. Corus planned to achieve this by using the resources available and driving its cost down and increasing productivity. It also seeks out new skills and expertise. CORUS management may have used the KOTTERS 8 step model to bring in change. The Kotters 8 step model is explained in detail below, it illustrates the urgency of the change, the vision that exists, how to go about communicating that vision, empowering the employees and motivating them to work towards the change. CORUS personnel introduced new values in the organisation that helped it move forward. Kotters 8 Step Model- According to Sabri (1967) Kotters 8 step model is used to find elements that are important to organisational change. Kotter Sabri (2007). Purchase order management best practices process, technology, and change management. 1. Create a sense of urgency- Creating a sense of urgency by finding the weakness and strengths of an organisation, examining the markets and completion Sabri (1967). 2. Develop a powerful coalition- By bringing together a skilful team to implement change successfully and forming strategies to achieve the vision Sabri (1967). 3. Create a Vision- Developing a vision to direct the change attempt and forming strategies to achieve that vision Sabri (1967). 4. Convey the Vision- Communicating the vision by guiding and training, communication plays a vital role in implementing change Sabri (1967). 5. Empowering others to accomplish the vision- Empowering employees to accomplish the vision by encouragement of new ideas, removing obstacles in change and changing systems that weaken the vision Sabri (1967). 6. Planning for and producing short term wins- Planning short term wins by rewarding employees and implementing a strategy to improve performance Sabri (1967). 7. Consolidating improvements- Consolidating improvements by reinventing the process with new themes and projects, hiring employees who can implement the vision and using a proper system that is credible to change the systems, policies, and structures that dont fit the vision Sabri (1967). 8. Institutionalising new methods- Institutionalising new methods by implementing proper channels to ensure the vision and mission of the organisation and the leader are clear Sabri (1967). Q2 Learners will be expected to understand issues relating to strategic change in an organisation by; 1) Examining the need for strategic change in an organisation 2) Assessing the factors that are driving the need for strategic change in an organisation 3) Assessing the resource implications of the organisation not responding to strategic change Strategic change occurs due to economy, a change in markets, new technologies being introduced and new procedures such as TQM (Total Quality Management) being introduced. Strategic change management can be explained with the SWOT (Strengths, Weaknesses, Opportunities, Threats) that is the internal changes that can occur inside and organisation and the PESTLE (Political, Economical, Social, Technological, Legal, Environmental) which is the external forces that bring about change in an organisation. The external environment consists of the customers needs and expectations, shareholders, changes in politics, product design, shareholders, and technology. To understand the external environment models such as the PESTLE can give an organisation an insight into the problems that can be faced externally by an organisation that may arise and how to deal with them. A SWOT can be carried to check the strength weaknesses opportunities and threats an organisation may face. A feasibility study and scanning the environment can assist in studying the external environment and eliminating weaknesses. Market research is done to analyse the current market situation. Customers feedback and complaints are taken to improve the quality of the product or a particular process. TQM (TOTAL QUALITY MANAGEMENT)- TQM is about planning a structure to hold on to the market share. Customers look for quality, and they are ready to pay the price for better quality. Therefore quality has exchanged places with price. TQM is about identifying the customers want, to meet these needs economically. Checking the materials that are brought in is up to standard. Focusing on prevention rather that rectifying errors. Educating the employees and constantly training them for good output. Measuring the customer satisfaction and constantly reviewing the systems to ensure progress Oakland (2003). Therefore TQM is important factor in planning quality change. PESTLE- Green (2007) The P.E.S.T.L.E framework takes into consideration the Political, Economical, Socio Cultural, Technological, Legal and Environmental Predicting the future circumstances the organisation could deal with. The PESTLE can forecast the events that will influence the organisation as well as the ability to deliver the product. http://www.jiscinfonet.ac.uk/wp-content/uploads/pestle-swot.png Henry (2008) Understanding strategic management. PILOT STUDY- A pilot study is a small panel or committee that is established by the organisation to have an overlook of the entire business or a particular process. The feasibility study is conducted to give a yes or no signal to a business project. A feasibility study can take hours to weeks to give an answer, it depends on the amount of investment that dictates how much amount of energy has to be put into it Dalcher (2000). ENVIRONMENTAL SCANNING According to Kroon (1995) Environmental scanning takes into consideration the macro environment. The macro environment is the external forces that affect an organisation. The environmental analysis consists of environmental monitoring, assessment and forecasting. It is concerned with markets, companies, industries competitors and clients. On the other side there also exist the micro-level which is analysed within the industry. Customers, Suppliers and competitors signify the micro environment of a company. SWOT- The SWOT Analysis analyses the Strengths, weaknesses, opportunities and threats of an organisation. Threats and opportunities are considered external factors whereas strength and weakness are considered internal factors (Weihrich, 1982) cited by Leung et al (2000) http://www.marketingteacher.com/image/content/swot_new_1.gif Ferrell (1999) Marketing strategy. Strengths- The strength establishes the companys strong points Weaknesses- It determines the weakness of the organisation not only from its standpoint but from the customers vision. Opportunities- It predicts how an organisation can grow within a market place Threats- It analyses the threats that can crop up and thus establishing a plan of action to surpass them without getting affected. EXAMPLE- AEGON needed to change because although it was successful it was not known to many consumers. The reason being the government imposed price controls that reduced its profitability. In order to be better known in the market AEGON took an audit and changed their strategy. They simplified financial services, developed a workforce and focused on customer service. AEGON performed a brand audit. The company focused on itself internally and how was it positioned externally. During the audit they found out more about the organisation and made decisions how changes were to be brought in. The external audit helped AEGON to establish itself on the same level as its competitors. AEGON focused on the culture of the organisation to bring in smooth change. Q3 Learners will be able to lead stakeholders in developing a strategy for change by; 1) Developing systems to involve stakeholders in the planning of change 2) Developing a change management strategy with stakeholders 3) Evaluating the systems used to involve stakeholders in the planning of change 4) Creating a strategy for managing resistance to change Ans) 1) Developing systems to involve stakeholders in the planning of change Stakeholders are people that belong to a group, organisation or individuals that have a direct or indirect stake in the organisation. Stakeholders hold a vital role in the organisation. If there is any changes going to take place it is important for the stakeholders to be aware of such change. Stakeholders can be customers, unions, government internal or external. The vision and mission of an organisation is very important to send the right message to employees stakeholders etc and letting them know what is the business about and what it wants. Communication strategies are very important to implement this change. The Kubler Grief cycle illustrates the process of change. Overcoming the grief cycle and implementing change can be done with models such as Burke Litwins change model and Kotters 8 step model etc. VISION MISSION- Vision Statements and Mission Statements are motivational and inspirational words that are chosen by a leader to clearly and concisely convey the direction of the organisation. The vision and mission statement works better when the employees and employer sit together and decide on it rather than the employer making it alone, as the employees would feel valued and optimistic. The vision and mission of an organisation is a clear and concise statement that answers the Question what business are we in? A well devised mission statement has to answer five basic questions Ferrell (1999). Who are we? What customers are we serving to? What are our competitive advantages? What are our responsibilities? What is our operating philosophy (values, ethics, beliefs etc)? The Vision statement is used to communicate the end result. It is mostly written in the future. The vision and mission statement both have to be aligned with each other. The vision statement is important as the stakeholders will not understand the big picture of the organisation without it. 2) Developing a change management strategy with stakeholders Change management strategies with stakeholders can be done by brainstorming that is generating ideas together with the stakeholder group, by looking at old data that may help in showing the stakeholders interests and characteristics. Good presentations that will help deliver effective oral ideas and diagrams to make it easy for the stakeholders to understand. EFFECTIVENESS OF THE ORGANISATIONS EXISTING COMMUNICATION STRATEGIES. Carr et al. (2001) the level of job satisfaction that is associated within organisations is associated with communication strategies. Every business needs a unique selling point (USP) and for an organisation to succeed there has to be a communication strategy in place. Communication is an intangible input to an organisation that is very essential for its success. According to Carr et al. (2001) Management communication strategies have major job satisfaction. Clear communication of goals, job responsibilities have significant improvement in higher output quality. Communication within customers creates employer loyalty and quality production. Clark (1996) Leaders have to look inside the organization to ease tensions making sure quality does not fail in the corporation. Mills et al (2009) communication should be continuous and training should be supported to overcome the change, Resistance is bound to happen during change but leaders can overcome them with great ease if there is proper communication. KUBLER- Grief Model- According to Garcia (2009) the KUBLER grief cycle shows five phases the individuals face during change. Garcia (2009) The first phase being SHOCK- Shock is the first reaction when an individual is told that there are some changes going to be made. Sometimes there isnt any initial reaction until the change process starts taking place and slowly starts to disrupt their schedule and they resist the change. Garcia (2009) The second phase is DENIAL- The individuals deny anything is wrong and behave normal by saying everything is fine but emotionally they have been wounded. Garcia (2009) The third stage is ANGER- When the individual realises that they cannot maintain denial they get angry. The individual gets angry and there is little that can be done because of rage and envy that is within him. Example- During a merger, a manager loses his position from manager to supervisor. Garcia (2009) The fourth phase is BARGAINING- The individual starts bargaining with their thoughts as to what this change means to their future or what can they do next. Garcia (2009) The fifth phase is DEPRESSION- The individual becomes silent and refuses to talk and spend time with other employees. It has to be noted that grieving must be processed in order to get out of this phase otherwise the anger or depression may build in the individual. Garcia (2009) The sixth phase is ACCEPTANCE-The individual slowly and steadily starts understanding the need for change and accept it. https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjFzLNM-14ZO11mhlPkcMZ7sWIEYBypIc17zWV61qD7IQExS8APAVLovL18a4zXvhlyVLWmi_sxWzU8E4n5mp1FY8pvQFeNL4rez-egjs1L4Xlzg-56OZH5qu-4Zud4zoXZOsWgtXvm8ZQa/s400/gpg1.jpg Proctor (2007). Community service chaplaincy: doing Gods work in Gods world. Evaluating the systems used to involve stakeholders in the planning of change. Stakeholders must be involved right from the start of the project. Their constant support is required throughout the project. Clear objectives must be made to illustrate the budget, timetable, allocation of responsibilities etc. Information regarding the project must be readily accessible by stakeholders. Any affected stakeholders must be dealt with carefully and must be provided with assistance. The Burke Litwins change model describes the drivers for change. This model can be used to bring about change effectively. Burke-Litwin Change Model: Burke Litwins change model demonstrates the various reasons for change and ranks them. It demonstrates that all the important factors are on the top of the model but it also argues that even if a change takes place on one of the factors every element in this model gets affected. http://research-methodology.net/wp-content/uploads/2012/07/New-Picture-22.png Mumford (2010). Gower handbook of leadership and management development According to Hatlie (2004) burke-litwin considers the environmental factors as the most important reason for change. The reason being most of the change is found to be external. Elements such as leadership, culture, mission and strategy are influenced by changes that occur externally. The drivers for change 1. Hatlie (2004) External Environment- The external environment consists of markets, completion, legislations etc. All of these factors have an impact on an organisation. To watch out for external changes it is important to continuously scan the environment. 2. Mission and Strategy- The organisation has a mission for a reason. The mission sets the direction for an organisation. A strategy explains in detail the plan and objectives of how to achieve that target, goal. In order for successful change in strategy it is important to communicate the consequences to the employees Hatlie (2004). 3. Leadership- The leaders attitude and personality reflect on the organisation. If they are successful at presenting the change they can implement it just as easily. Their strength inspires employees Hatlie (2004). 4. Organisation Culture- The culture of an organisation is the way things are done. It consists of a set of beliefs, attitudes, behaviours etc. Cultural change takes time to change. It has to be noted of how the employer wants his employees to behave and what he expects from them. There has to be a constant watch over employees and make sure the organisation is headed in the direction planned Hatlie (2004). 5. Structure- The structure of an organisation can change with the changes in strategy. This has an effect on responsibilities, relationships and ways of working. It is important to see the effects of structural change and make sure the team members know of what is required from them Hatlie (2004). 6. Work Unit Climate- The work unit climate is the perceptions of employees. If the employees are satisfied in their jobs it influences the organisation vice versa. Any immediate changes need to my managed sensitively as the employees may get angered and thus result in poor performance or interference from the unions Hatlie (2004). 7. Task Requirements The skills of the employees will change from department to department. It is necessary to ensure if the skills are in the right place, if there is a need to bring someone new or if the skill can be developed Hatlie (2004). 8. Individual Needs and Values- The changes that occur in a team have to be looked at and carefully dealt with. It is impossible to get a perfect team in place therefore it is necessary to identify and potential risks and keep in mind the individual needs and values and treat them respectfully Hatlie (2004). 9. Employee Motivation- If employees are motivated there can be a successful change implemented. The challenge is to sustain motivation especially when there is resistance to change Hatlie (2004). 4) Creating a strategy for managing resistance to change Resistance is bound to happen because of many reasons; it can be due to the Status quo that is people used to ways of doing things. To manage resistance, it must be expected when implementing change, it must be formally addressed and the root causes must be removed. The root causes for resistance to change can be used by using the Fishbone Diagram that was introduced by Dr Ishikawa. FISHBONE DIAGRAM- According to Lighter (2004) the fishbone diagram provides an insight into the root causes of the problems instead of treating it from the top. The base line of the fishbone represents main problem and the branches that come from it gather information. The fishbone diagram relies on IQ, brainstorming, team work etc. The fishbone is an excellent tool in Quality improvement as it visually represents the root causes of the problem and is a great tool to implement strategic quality change. http://1.bp.blogspot.com/-xAl5bmwmaYg/T9IshvzJZGI/AAAAAAAAAUY/lc3YgudwZM8/s1600/ishikawa_diagram.gif Shelly (2001) Systems analysis and design. According to Beer (2000) Lewins 3 stage model Unfreeze- Change- Refreeze is a very important tool that can be used for change. The first stage involves unfreezing, that is to create the platform for change. The second stage is change by bringing about transition via communication explaining why this change is beneficial and why there is a need for to implement this change. The third phase involves refreezing by establishing stability and letting individuals reconnect to their familiar environment. Refreezing helps in changing the low productivity state to a higher one. Q4 Learners will be able to plan to implement models for ensuring ongoing change by; 1) Developing appropriate models for change 2) Planning to implement a model for change 3) Developing appropriate measures to monitor progress Change can be implemented using models such as Kaizen for continuous improvement, monitoring the system so there is always a constant watch over any side effects to the change. A gap analysis helps identify the gaps of an organisation. It looks to maintain the quality of an organisation. BPR (Business Process Reengineering) has to be constantly monitored during change. 5 GAP MODEL BUILD TO DEAL WITH THE SHORTFALL OF THE QUALITY SERVICE Nargundkar (2010). According to Grigoroudis (2010) the Servqual model is used to manage quality and measure quality in an organisation. http://ausweb.scu.edu.au/aw03/papers/deans/Fig1_Gaps_Model.jpg Kusluvan (2003). Managing employee attitudes and behaviors in the tourism and hospitality industry The gaps are as follows Gap 1. Between Customers Expectations Managements perceptions about these perceptions. GAP2. Between Managements Perceptions Customers expectations GAP3. Between Service quality specifications Service Delivery GAP4. Between Service Delivery External Communication to customers about service delivery GAP5. Between Customers expectations their perceptions on service quality The GAP model takes into account the tangibles, reliability, responsiveness, assurance and empathy that is required in Quality Management. BPR- BPR is known as Business Process Reengineering can be used in operations management to manage quality to meet strategic objectives. According to Radhakrishnan (2008) BPR was introduced by Frederick Taylor when he printed principles of scientific management in 1900s. BPR is an analysis of the existing processes in an organisation and reengineering it for improvement in performances instead of a complete replacement of a process. BPR is used to bring about change in an organisation through focusing on employee responsibilities, organisational structures, incentive systems the use of information technology etc. It can reduce the time and cost of processes to do a certain job. MONITORING- While implementing change the organisations change has to be monitored constantly. According to Khandker (2010) a monitoring system consists of setting goals and targets. The results that are derived from it are used to evaluate the performance. Monitoring helps in promoting accountability and dialogue among the policy makers and stakeholders and also policy design and implementation. Evaluation is an assessment of the results that are achieved by the programme. The challenges in monitoring are too; Identify the goals that are supposed to be achieved. Identify key indicators that are used to monitor progress against these goals. Set targets that are supposed to be achieved by a given date. Set up a monitoring system to track progress to achieve specific targets. Therefore, encouraging better management and responsibility for projects and programmes. KAIZEN CONTINOUS IMPROVEMENT- Kaizen is continuous improvement step by step involving everyone within the organisation. While implementing quality change Kaizen can be considered because kaizen means continuous improvement. It has to be n

The Nature of Sacrifice in the History and Ideology of Gush Emunim :: Israel Middle East Political Essays

The Nature of Sacrifice In The History And Ideology Of The Gush Emunim There can be no argument that by living in small settlements in the hostile and explosive West Bank and Gaza Strip, Gush Emunim settlers are making some sort of sacrifice. Surrounded no doubt by hostile Palestinians who feel that the Israelis are occupying their home, religious settlers face the potential for violence and death on a daily basis. In what is becoming a more perilous state of affairs in Israel with each suicide bombing, shooting spree, or IDF incursion into the Palestinian territories and refugee camps, perhaps no one on the Israeli side faces as constant a risk of danger than the Gush Emunim. This paper will attempt to examine the very nature of sacrifice that the Gush Emunim are involved in, as well as the biblical justification for this sacrifice. I also mean to explore the biblical justification the Gush Emunim may use to support their willingness to resort to violence against the Palestinians in defending this sacrifice. Their attitude towards their hostile neighbors is the same attitude their ancestors held about the Canaanites: â€Å"you must be expelled, whether peacefully or violently, because this is our land according to God.† In the history and ideology of the Gush Emunim, examples of both Nancy Jay’s communion sacrifice as well as Hubert and Mauss’s contractual sacrifice are plenty. The sacred violence as a cultural foundation about which Gil Bailie writes can also be found. Furthermore, Girard’s mimetic desire is evident in the competition between Jews and Muslims over the sacred space that is Jerusalem. The history of the G ush Emunim is a highly complex one, yet it can be much more clearly understood when its sacrificial systems and propensity for violence are explained using some of the authors whom we have read in class. Settlement in a hostile environment is the sacrificial risk they take. They have occupied the place of a sacrificial victim. The Palestinians represent the threat to their Messianic purpose. Background The Gush Emunim are not, contrary to popular myth, a political party in Israel. While over the course of their existence they have gained much political influence, they did not form to gain seats in the Knesset and change domestic or international policy. This all came later.

Frank O’Hara as Modernist for the People Essay -- Frank

  Ã‚  Ã‚   The poetry of Frank O'Hara is intimately connected to New York City.   He explores the role of the individual subject in the city and the mechanics of the city itself; yet because he engages the urban landscape in an urbane manner many readers of Frank O'Hara view him as the prankish patron of the New York art scene who occasionally took pen to paper.   Take this review by Herbert Leibowitz as an example:    A fascinating amalgam of fan, connoisseur, and propagandist, he was considered by his friends, in an excess of enthusiasm, as the Apollinaire of his generation, an aesthetic courtier who had taste and impudence and prodigious energy . . . From the start O'Hara exhibits a precocious air of command and a throwaway charm, as if to the verbal manner born . . . and indeed his world is full of events - parties, thoughtful acts, homosexual encounters, a painting or film to be commented on - that he supports with a sophisticated naà ¯ve wonder and generous emotion. [1]    Leibowitz's remarks occasion the publication of The Collected Poems of Frank O'Hara and decorate the back cover of the paperback version.   I find it a little strange that a publisher reprinted a portion of this particular review of O'Hara's poetry.   Leibowitz basically pans the book and dismisses O'Hara as a poet of minor importance.   He views Frank O'Hara as "a Pan piping on city streets".   This is a backhanded compliment at best but it does solder a connection between lyric poetry and the cityscape.   Consider that O'Hara is following in the footsteps of another lyric poet of the urban landscape, Charles Baudelaire.   Baudelaire attempts to embrace modernity, as he sees it, and to write the poetry of the city and the crowd.   Although his intentions... ...r. [7] Neal Bowers.   "The City Limits: Frank O'Hara's Poetry".   Frank O'Hara: To Be True to a City, ed. Jim Elledge, University of Michigan Press, 1990 (321). [8] This section is very problematic.   I don't want to make reductive generalizations and assertions about Modernism.   At the same time, I do not want to explore the work of any one writer in too much detail.   I'm going to allude mainly to Eliot and Pound, for simplicity's sake. [9] Frank O'Hara.   "The Day Lady Died".   The Collected Poems of Frank O'Hara, ed. Donald Allen.   University of California Press, 1995 (325).   Hereafter cited parenthetically by title of poem and line number. [10] Kevin Stein.   "Everything the Opposite: A Literary Basis for the Anti-Literary in Frank O'Hara's Lunch Poems"   Frank O'Hara: To Be True to a City, ed. Jim Elledge.   University of Michigan Press, 1990 (358).    Frank O’Hara as Modernist for the People Essay -- Frank   Ã‚  Ã‚   The poetry of Frank O'Hara is intimately connected to New York City.   He explores the role of the individual subject in the city and the mechanics of the city itself; yet because he engages the urban landscape in an urbane manner many readers of Frank O'Hara view him as the prankish patron of the New York art scene who occasionally took pen to paper.   Take this review by Herbert Leibowitz as an example:    A fascinating amalgam of fan, connoisseur, and propagandist, he was considered by his friends, in an excess of enthusiasm, as the Apollinaire of his generation, an aesthetic courtier who had taste and impudence and prodigious energy . . . From the start O'Hara exhibits a precocious air of command and a throwaway charm, as if to the verbal manner born . . . and indeed his world is full of events - parties, thoughtful acts, homosexual encounters, a painting or film to be commented on - that he supports with a sophisticated naà ¯ve wonder and generous emotion. [1]    Leibowitz's remarks occasion the publication of The Collected Poems of Frank O'Hara and decorate the back cover of the paperback version.   I find it a little strange that a publisher reprinted a portion of this particular review of O'Hara's poetry.   Leibowitz basically pans the book and dismisses O'Hara as a poet of minor importance.   He views Frank O'Hara as "a Pan piping on city streets".   This is a backhanded compliment at best but it does solder a connection between lyric poetry and the cityscape.   Consider that O'Hara is following in the footsteps of another lyric poet of the urban landscape, Charles Baudelaire.   Baudelaire attempts to embrace modernity, as he sees it, and to write the poetry of the city and the crowd.   Although his intentions... ...r. [7] Neal Bowers.   "The City Limits: Frank O'Hara's Poetry".   Frank O'Hara: To Be True to a City, ed. Jim Elledge, University of Michigan Press, 1990 (321). [8] This section is very problematic.   I don't want to make reductive generalizations and assertions about Modernism.   At the same time, I do not want to explore the work of any one writer in too much detail.   I'm going to allude mainly to Eliot and Pound, for simplicity's sake. [9] Frank O'Hara.   "The Day Lady Died".   The Collected Poems of Frank O'Hara, ed. Donald Allen.   University of California Press, 1995 (325).   Hereafter cited parenthetically by title of poem and line number. [10] Kevin Stein.   "Everything the Opposite: A Literary Basis for the Anti-Literary in Frank O'Hara's Lunch Poems"   Frank O'Hara: To Be True to a City, ed. Jim Elledge.   University of Michigan Press, 1990 (358).   

Huntingtons Disease Essay -- essays research papers

Huntington's Disease Huntington's disease, also known as Huntington's chorea is a genetic disorder that usually shows up in someone in their thirties and forties, destroys the mind and body and leads to insanity and death within ten to twenty years. The disease works by degenerating the ganglia (a pair of nerve clusters deep in the brain that controls movement, thought, perception, and memory) and cortex by using energy incorrectly. The brain will starve the neurons (brain cells), and sometimes make them work harder than usual, causing extreme mental stress. The result is jerky, random, uncontrollable, rapid movement such as grimacing of the face, flailing of arms and legs, and other such movement. This is known as chorea. Huntington's chorea is hereditary and is caused by a recently discovered abnormal gene, IT15. IT stands for "interesting transcript" because of the fact that researchers have no idea what the gene does in the body. Huntington's disease is an inherited mutation that produces extra copies of a gene sequence (IT15) on the short arm of chromosome 4. A genetic base that exists in triplicate, CAG for short, is effected by Huntington's disease. In normal people, the gene has eleven to thirty-four of these, but, in a victim of Huntington's disease the gene exists from anywhere between thirty-five to one-hundred or more. The gene for the disease is dominant, giving children of victims of Huntington's disease a 50% chance of obtaining the disease. Several other symptoms of the disease exist other than chorea. High levels of lactic acid have been detected in patients of Huntington's disease as a bi- product of the brain cells working too hard. Also, up to six times above the normal level of an important brain brain protein, bFGF (or basic fibroblast growth factor) in areas of the brain effected by the chorea. This occurs from the problems on chromosome 4, where the gene for control of bFGF is also located. As of yet, there is no treatment for Huntington's disease. But with the discovery of the mutated genes that cause it, there is now a way of diagnosing if you will get it. This technique was discovered only recently and reported in the Journal of American Medical Association in April, 1993. Something that many people do not want to know. Because it can go two ways. Either you are extremely relieved because the test shows up negative,... ...d to get her Ph.D. In 1976 she moved to Washington to become executive director of the Congressional Commission for the control of Huntington's disease and it's Consequences. Once there, they discovered that Huntington's disease works by distroying the Ganglia. Then they decided that the best way to research Huntington's disease was at the level of the gene. They decided to loook for a "marker" (small identifiable piece of DNA) of where the faulty gene is located. This normally would yave taken 50 to 75 years to find. But, on a freak chance, they found it. it was the 12th marker that they tested. The discovery of the marker led to the discovery of the gene which won Wexler the Albert Lasker Public Service Award. The highest honor in American medicine. She also developed a test to accurately determine whether or not someone will get Huntington's disease. Wexler will not reveal if she, herself has taken the test because she does a multitude of genetic counciling, and does not want to sway her patients' decisions on whether or not to take the test. But, whether she tests positive or negative, Huntington's disease will live on. Unless scientists like Wexler can find a cure.

Presenting for Success Quotes

â€Å"Life’s like a movie, write your own ending Keep believing, keep pretending We’ve done just what we’ve set out to do Thanks to the lovers, the dreamers, and you. † – Kermit the frog â€Å"There are two types of people – those who come into a room and say, ‘Well, here I am! ’ and those who come in and say, ‘Ah, there you are. ’† – Frederick Collin â€Å"The greatest power ever bestowed upon mankind is the power of choice. Choose to persist without exception. Hold fast to your dreams and stay the course, even in the face of exhaustion, rejection, and uncertainty. † – Andy Andrews Twenty years from now you will be more disappointed by the things you didn't do than by the ones you did do. So throw off the bowlines. Sail away from the safe harbor. Catch the trade winds in your sails. Explore. Dream. Discover. † -Mark Twain â€Å"People often say that motivation doesn't last. Well, n either does bathing.That's why we recommend it daily! † – Zig Ziglar â€Å"A positive attitude won’t help you do anything, but it will help you do everything better than negative thinking. † – Zig Ziglar â€Å"We are what we repeatedly do. Excellence, therefore, is not an act but a habit. – Aristotle â€Å"Knowing is not enough; we must apply. Willing is not enough; we must do. † – Johann Wolfgang von Goethe â€Å"You gain strength, courage and confidence by every experience in which you really stop to look fear in the face†¦ You must do the thing you think you cannot do. † – Eleanor Roosevelt Nothing in this world can take the place of persistence. Talent will not; nothing is more common than unsuccessful people with talent. Genius will not; unrewarded genius is almost a proverb. Education will not; the world is full of educated derelicts. Calvin Coolidge May we never let the things we can’t have, or don’t have, or shouldn’t have, spoil our enjoyment of the things we do have and can have. As we value our happiness, let us not forget it, for one of the greatest lessons in life is learning to be happy without the things we cannot or should not have. – Richard L. Evans Did you ever see an unhappy horse? Did you ever see bird that had the blues? One reason why birds and horses are not unhappy is because they are not trying to impress other birds and horses. – Dale CarnegieWhen one door of happiness closes, another opens; but often we look so long at the closed door that we do not see the one that has been opened for us. – Helen Keller There are three types of people in this world: those who make things happen, those who watch things happen and those who wonder what happened. We all have a choice. You can decide which type of person you want to be. I have always chosen to be in the first group. – Mary Kay Ash I think there is something, more important than believing: Action! The world is full of dreamers, there aren't enough who will move ahead and begin to take concrete steps to actualize their vision. W. Clement Stone What this power is I cannot say; all I know is that it exists and it becomes available only when a man is in that state of mind in which he knows exactly what he wants and is fully determined not to quit until he finds it. – Alexander Graham Bell A man can be as great as he wants to be. If you believe in yourself and have the courage, the determination, the dedication, the competitive drive and if you are willing to sacrifice the little things in life and pay the price for the things that are worthwhile, it can be done. – Vince Lombardi You've got o sing like you don't need the money, love like you'll never get hurt. You've got to dance like no one is watching. It's gotta come from the heart, if you want it to work. – Susannah Clark Don't say you don't have enough time. You have exac tly the same number of hours per day that were given to Helen Keller, Michaelangelo, Mother Teresa, Leonardo da Vinci, Thomas Jefferson, and Albert Einstein. – H. Jackson Brown If you want to get somewhere you have to know where you want to go and how to get there. Then never, never, never give up. – Norman Vincent PealeFor many people, an excuse is better than an achievement because an achievement, no matter how great, leaves you having to prove yourself again in the future but an excuse can last for life. – Eric Hoffer If I were asked to give what I consider the single most useful bit of advice for all humanity, it would be this: Expect trouble as an inevitable part of life, and when it comes, hold your head high. Look it squarely in the eye, and say, â€Å"I will be bigger than you. You cannot defeat me. – Ann Landers Crystallize your goals. Make a plan for achieving them and set yourself a deadline.Then, with supreme confidence, determination and dis regard for obstacles and other people's criticisms, carry out your plan. – Paul Meyer Goals help focus you on areas in both your personal and professional life that are important and meaningful, rather than being guided by what other people want you to be, do, or accomplish. – Catherine Pulsifer Success is waking up in the morning, whoever you are, wherever you are, however old or young, and bounding out of bed because there's something out there you love to do, that you believe in, that you're good at — something that's bigger than you are, and you can hardly wait to get at it again today. Whit Hobbs Somehow I can't believe that there are any heights that can't be scaled by someone who knows the secrets of making dreams come true. This special secret – curiosity, confidence, courage, and constancy, and the greatest of all is confidence. When you believe in a thing, believe in it all the way, implicitly and unquestionable. – Walt Disney I believe l ife is constantly testing us for our level of commitment, and life's greatest rewards are reserved for those who demonstrate a never-ending commitment to act until they achieve. This level of resolve can move mountains, but it must be constant and consistent. – Tony Robbins