Free Essays on A Love That Could Never Be

A Love That Could Never Be Have you ever loved someone so much, but you couldn’t be with them? In â€Å"The Scarlet Letter,† Nathaniel Hawthorne demonstrates a love that could never be with Hester Prynne and Arthur Dimmesdale. Since Hester was shone from a normal life in society after her acts of adultery, she could not be with the man she loved. Since Mr. Dimmesdale was the â€Å"saint on earth† (Hawthorne 251) he was also not able to show his affection towards Prynne in public or even in private. In the opening chapters we first begin to learn about Hester, but never about the man she committed adultery with. While on the scaffold the townspeople gather around her and watch as the magistrates try to convince her to tell who the man was. â€Å"Wondrous strength and generosity of a woman’s heart!†(Hawthorne 70) Hester loved this man so much she felt that it was no need for her to bring him down with her. So she stood up on the scaffold with the baby in her arms â€Å" And would that I might endure his agony, as well as mine!† (Hawthorne 71) Hester realizes that if she confesses the name of the man that it would not help them to be together but instead making it completely impossible. As the story progresses we learn more about the child that was born through this unholy union. â€Å"Thy heavenly Father sent thee!† (Hawthorne 102) Hester wouldn’t even reveal the name of her daughter’s father. Pearl would repeatedly ask who her father was but Hester would simply say the heavenly Father or ignore the question. She did this out of fear of the name of the man she loved getting out. If anyone in the town found out who this man was he would be ruined and so Hester would be just as miserable as she was. Pearl became the â€Å"mother’s only treasure† (Hawthorne 92) Pearl kept Hester alive and yet in some strange way punished her by reminding her of the dreaded sin that she committed. When we start to learn about Arthur Dimmesdale,... Free Essays on A Love That Could Never Be Free Essays on A Love That Could Never Be A Love That Could Never Be Have you ever loved someone so much, but you couldn’t be with them? In â€Å"The Scarlet Letter,† Nathaniel Hawthorne demonstrates a love that could never be with Hester Prynne and Arthur Dimmesdale. Since Hester was shone from a normal life in society after her acts of adultery, she could not be with the man she loved. Since Mr. Dimmesdale was the â€Å"saint on earth† (Hawthorne 251) he was also not able to show his affection towards Prynne in public or even in private. In the opening chapters we first begin to learn about Hester, but never about the man she committed adultery with. While on the scaffold the townspeople gather around her and watch as the magistrates try to convince her to tell who the man was. â€Å"Wondrous strength and generosity of a woman’s heart!†(Hawthorne 70) Hester loved this man so much she felt that it was no need for her to bring him down with her. So she stood up on the scaffold with the baby in her arms â€Å" And would that I might endure his agony, as well as mine!† (Hawthorne 71) Hester realizes that if she confesses the name of the man that it would not help them to be together but instead making it completely impossible. As the story progresses we learn more about the child that was born through this unholy union. â€Å"Thy heavenly Father sent thee!† (Hawthorne 102) Hester wouldn’t even reveal the name of her daughter’s father. Pearl would repeatedly ask who her father was but Hester would simply say the heavenly Father or ignore the question. She did this out of fear of the name of the man she loved getting out. If anyone in the town found out who this man was he would be ruined and so Hester would be just as miserable as she was. Pearl became the â€Å"mother’s only treasure† (Hawthorne 92) Pearl kept Hester alive and yet in some strange way punished her by reminding her of the dreaded sin that she committed. When we start to learn about Arthur Dimmesdale,...

BNSF Railway Transportation Article Example | Topics and Well Written Essays - 1500 words

BNSF Railway Transportation - Article Example The services offered by the industry are bulk freight, intermodal services, passenger services and switching and terminal railroad services (IBISWorld, 2011). According to statistics from the U.S. Department of Transportation, freight shipments have increased from 27% of the ton-miles of U.S. freight in 1980 to 38% in 2005 (Laurits R. Christensen Associates, Inc., 2009). This increase shows the growing significance of the role of railways in the U.S. economy. Among the cargo being shipped through the railroads, coal represents the largest proportion in terms of tons (Laurits R. Christensen Associates, Inc., 2009). Other commodities transported by railroads include chemicals, farm products, non-metallic minerals and miscellaneous mixed shipments. Over the years, the railway industry has experienced consolidations that have reduced the number of Class I from about 40 railways to the current seven. The seven major players in the railway industry are Union Pacific Corporation (UP), Burli ngton Northern Santa Fe Corporation (BNSF), CSX Corporation, Kansas City Southern (KCS), Canadian National Railway (CN), Canadian Pacific Railway (CP) and Norfolk Southern Corporation (NS). In terms of operating revenues of the major North American railroad, the Union Pacific posted the highest revenue with $15.5 million. It is followed by BNSF with operating revenue of $14.8 million, NS with $9.4 million, CSX with $8.6 million, CN with $6.8 million, CP with $4.1 million and KCS with $0.87 million (Association of American Railroads, 2008) . Porter’s Five Forces Like any other industry, the railway industry is influenced by Porter’s five forces model which shape the strategies of companies, as shown in Figure 1 (Porter, 2008). The first force identified by Porter is the threat of new entrants. This force is the possibility of new companies entering the industry. This force is not very influential in the strategy of a company in the railway industry because of several ba rriers to entry. The barriers to entry in the railroad industry are (1) huge capital requirement needed; (2) restrictive government policy which is being regulated by the Surface Transportation Board; and (3) the availability of the infrastructure needed to compete with existing ones. In the future, it is expected that mergers will continue in the future and may even reduce the present seven companies to two transcontinental railroads because of the uncertainty of the structure of the railroad industry (IRS, 2007). Fig. 1 Porter’s Five Forces Model The second force identified by Porter is the bargaining power of suppliers. Suppliers of the railway industry include the manufacturers of tracks, railway equipment, structural metal products, freight cars, locomotives and construction companies who build the tunnels and bridges. Investors in railway companies can be considered as suppliers of the much needed financing to improve the industry. Recently, billionaire Warren Buffet in vested in BNSF by buying it for $26 billion while Microsoft’s Bill Gates now owns 10% of CN railway. Investment of these two prominent personalities says much of the future of the railway industry (North America's Corridor Coalition, Inc., 2010). To illustrate clearly, the supplier power according to Porter includes (1) charging of high prices; (2) limiting the quality of the

The importance of the perception communication at work depending on Dissertation

The importance of the perception communication at work depending on the Generation X and Generation Y - Dissertation Example These diverse attitudes and principles translate differently in a workplace context, with both generations having unique values associated with what constitutes an effective and motivational business model. There are significant gaps in research literature describing what specific characteristics of a business model will motivate and inspire workers to achieve top quality performance in the job roles of Generation X and Generation Y. In most respects, knowledge on both generations tends to illustrate Generation X as an independent and headstrong generation with pre-established principles and values. In opposite accord, Generation Y is presented as more liberal, flexible, and success-minded in the organisational context. This sizeable gap in knowledge specifically includes knowledge of the importance of communications for both generations. ... 1.1 Research aims and objectives The aim of this research project is to determine the level of importance of communications in the workplace as it pertains to both generations. This is to determine if communications strategies can be an effective motivational model for both Generation X and Generation Y. This study maintains three specific objectives: Determine what actually motivates both Gen X and Gen Y in a workplace context Determine how both generations perceive communications as a motivational tool Identify proven models of motivation that have been effective in boosting performance for both Generation X and Generation Y. The study will consult with various secondary literature sources to paint a portrait of both generations, with special focus on attitudes, principles, experiences, and expectations for an organisational job role. Results of findings will be compared to a primary research project (which is described in this proposal’s methodology section) to determine wh ether communications can be considered a viable motivational model for both generations or for a single generation. The results of this study should assist in closing some of the gaps in literature that currently exists regarding motivational strategies for both generations and recommend a new model of motivation that could potentially improve business culture and strategic performance when applied to Gen X and Gen Y. The goal of the project is to create an innovation in knowledge about both generations that can provide new direction for managers in organisations that struggle with Gen X and Gen Y employees to gain top quality performance and dedication to meet strategic goals both short- and

Who are the typical winners and losers in an inflation and how does Essay

Who are the typical winners and losers in an inflation and how does inflation make them winners or losers - Essay Example Stockholders will benefit from a higher inflation as the factors that increase the price of goods also increases the values of companies (Money Expert 7). Also, as prices of products increase, owners of small businesses will be in a position to manage fixed-rate debt from investments in different business requirements. Citizens who earn low incomes may find it tough during the times of inflation. Low-income earners tend to have their wealth in cash unlike the wealthy who invest in real and financial assets. Low-income earners face challenges because inflation affects the value of their primary asset, which is cash (Money Expert 9). When a country faces inflation, the value of money goes down, and people tend to spend often since they have to spend all the money in their possession. The people on fixed incomes will find it challenging when inflation is high; unanticipated inflation on fixed income earners will make their income go down. High inflation also affects the economy of a country since the consuming power of citizens goes down while the standard of living reduces (Miller

Participant roles and purposes Essay Example for Free

Participant roles and purposes Essay In talking about social situations and participants, Goffman suggests that situations move forward in accomplishing Ð ° goal or purpose because the participants come to Ð ° working consensus about the nature of the situation: Together the participants contribute to Ð ° single overall definition of the situation which involves not so much Ð ° real agreement as to what exists but rather Ð ° real agreement as to whose claims concerning what issues will be temporarily honored (1959: 9-1o). The working consensus of most teacher-student meetings is realized through the expectations and obligations of the role of teacher and student. These roles have mirroring expectations (the actions others can insist we perform) and obligations (the actions we can insist others perform) (Goffman 1967: 126). For example, the obligations of the student roleto read, to take exams, to attend classesare expectations of the teacher role. The expectations of the student roleto receive information, to be given fair exams, to be graded on the basis of meritare the obligations of the professor role. Thus these roles become interdependent; the expectations and obligations are complementary and in service to each other. In their interviews, both the Professor and the Student focus on the expectations and obligations of their respective roles as teacher and student, They both articulated the role of the Student as checking on an assignment (getting information) and making sure the Student had Ð ° clear understanding of the Professors expectations (giving information). The Professor: My view of the meeting was that І was there to answer [the Students] questions, not that І was there to tell him anything. І think thats why І started the meeting by looking expectantly at him. The Student explained his purpose: My purpose was to make sure І understood the assignment correctly and was going in the right direction. The paper was supposed to be handed in during class, and І held it back because І wanted her to check it first. If she approved, then fine, І would hand it in. І knew the ASL would be hard to understand, so І wanted to ask if І should go ahead with the ASL story or follow the English interpretation. When asked if they thought the meeting was successful, that expectations and obligations were met, both responded affirmatively. They explain in their own words. The Professor: The meeting was successful. Nobody yelled at anybody. [The Student] came to get information and he got it. The laughter, І think the laughter is my signal that everything is going well. І felt [the Student] knew what he was supposed to do. The Student: She read my story and seemed satisfied with it. І knew she wanted me to improve it and bring it back with thirty copies. Yes, the meeting was successful. Although the Professor comments on the interactional success, nobody yelled at anybody as well, both speakers are attentive to the primary purpose, and their ensuing obligations, of Ð ° teacher-student meeting. As the next chapter demonstrates, many of the Professors and the Students motivations for speaking or taking Ð ° turn center on their expectations or obligations of their social roles, their roles define their purpose for meeting and constitute how they will interact and how their meanings are represented in talk. The Interpreters role is to interpret. In general, the role of an interpreter is to make possible communication between people who do not speak the same language. The Interpreter defined his role, what he says it always is, as working to have effective communication, for people to communicate. However, when asked if he thought the meeting went well, he offered Ð ° perspective that was not centered on whether or not the participants had effective communication: Yes, because І think [the Students] goals were achieved, in getting some ideas across and talking about some issues. That he understood where she was coming from and she understood where he was coming from Although this response is vague and unfortunately not further clarified; there are some indications as to what the Interpreter is referring. When the Interpreter mentions [the Students] goals were achieved, it appears that the Interpreter assumes goals other than getting an assignment reviewed. He continues by adding getting ideas across and talking about some issues, but the only issue mentioned previously by the Interpreter is connected to people communicating. The Interpreter never mentioned checking the assignment or the Student getting information on how to analyze the narrative, nor did he mention the Professors obligations she might have for meeting with students. Because both primary participants are involved with the study of language and because the study of ASL as Ð ° natural language was still Ð ° relatively new idea, many conversations with linguists who study spoken languages come around to the topic of the differences between Ð ° signed language and Ð ° spoken language. At the time, the status of ASL as Ð ° language in the larger world community was not firmly established, nor was the status of Deaf persons as member’s of Ð ° linguistic and ethnic minority. That these issues particularly affect interpreters can be demonstrated by reading newsletters and journals published at the time in the interpreting field, as well as by attendance at meetings and conferences. These debates and discussions are often referred to with phrases such as getting ideas across and talking about issues, so І can suggest the possibility that the interpreter is referring to these potentially explosive arguments about the acceptance of American Sign Language as Ð ° natural language. Fortunately, this is not an issue with the Professor, as the Interpreter acknowledges: Shes obviously educated [about Deaf people] in that shes familiar with deafness and Deaf people because she explained the outgoing message on the answering machine, things that are very hearing culture and so І think that in some regards she took care of all that. Although he acknowledges that the Professor is familiar with deafness and Deaf people, it is also his focus on her adaptations to the Student that remain primary in his reflection on the interpreted event. The answering machine was Ð ° few seconds of small talk before the more important discussion of the Students narrative and transcript. The Interpreters focus on getting ideas across and taking care of cultural differences reflects what is Ð ° central concern of interpreters in their role, the notions of equality and justice. It seems that the Interpreter feels that it is incumbent on him in his role to create an understanding and Ð ° balance between these speakers moreover, the Interpreter never commented on the discussion around the assignment for either participant. To see how far the Interpreters thinking was from the thinking of the primary participants, here is what the Professor said about the answering machine talk: [І was] trying to be polite and make everyone comfortable, telling him about the answering machine and the knocking at the door and then І realized [there was] no reason to tell him. The Interpreter has attributed the meaning of the talk to the Professors awareness of Deaf people when, in fact, she was focused on the nature of starting to talk and the often necessary small talk that is Ð ° prelude to official business. Because interpreters are primarily concerned with communication, of language and also of cultural nuances, much of an interpreters concern is for differences in language and culture. But speakers themselves are typically concerned with the central task of the meeting, carrying out their obligations and responsibilities necessary to accomplish their goals. We will see in the next chapter that an interpreters role is more than to just translate or just interpret. What the role is and how to manifest that role to others, while appearing neutral or impartial, is not an easy task. If an interpreters role expectations and obligations were as easily defined as the teacher or student role, then there would not be the problems, concerns, and issues that arise around the discussions about an interpreters role.

The application of Strategic Change Management in Toyota

The application of Strategic Change Management in Toyota This report deeply discusses the application of the Strategic Change Management in worlds fifth biggest company, Toyota Motor Corporation which is founded by Kiichiro Toyoda in 1937. As an organization which has significant changes through last years, The Toyota Motor Corporation will be a good example. As the worlds largest automobile manufacture, The Toyota aims continue the 21st century with stable long-term growth whereas determine for harmony with society, People and the environment. According to the Vision of the Toyota, Good corporate citizen, they focus on constantly winning the trust and respect of the international community. The Toyota Motor Corporation always adopt with business environment for the purpose of long term growth. The Toyota Motor Corporation implemented The Toyota Way 2001 in April 2001 by expressing values and guidelines that should be embraced by all employees in the Toyota. There are four components in The Toyota Way 2001 As a root for Management Decisions, think long-term. Problem-solving process Develop employees for Adding value to Toyota Recognize the solving root problems constantly initiatives organizational learning The Toyota Motor Corporation Makes decisions gently by consensus, Consider entire options thoroughly and implement its decisions rapidly with the changing environment. The Toyota Motor Corporation is now expanded in different countries and worldwide market and it has grown-up as a large multinational corporation from wherever it started. In 2008 it displaced General Motor and became the largest automobile manufacturer. The Toyota Motor Corporation acquired 51% ownership of Daihatsu, 16.7% ownership of Fuji Heavy Industries and acquired 5.9% of Isuzu Motors Ltd in 2006. The Toyota Motor Corporation is planning to introduce Isuzu diesel technology for the products of Toyota. The Toyota introduced new technologies comprising hybrid gasoline-electric vehicles which are one of the first mass-production and it is sold 2 million in global by 2010. The Toyota accepted The Global Vision 2020, that is established the Guiding Principles at Toyota in 2007. It has drafted management plan from medium to long term and how work Toyota in order to achieve its goal. Likewise, The Toyota always is making decisions and implements changes in terms of achieving goals with changing environment. In this report, first discuss the background to the change affecting Toyota Motor Corporation. In here, try to identify a range of models in Change Management, Factors to change and value of intervention techniques. At the next step, recognise the issues in strategic changes. Then identify the key stakeholders in Toyota, develop systems for understating them and analyse the benefits and drawbacks of these systems. After that explain how the organization can develop strategy for a change with its key stakeholders and for managing resistance to change. Finally, plan to implement a model in order to achieve its goals and discuss how to measure the improvements. TASK 01: BACK GROUND TO THE STRATEGIC CHANGE IN THE ORGANIZATION In terms of achievement of the Global Vision 2020 the Toyota has to change their system according to the plan that they have drafted. Models In Change Management First of all, The Toyota should be explored that the models in change Management which they can follow. Here, we can discuss, Freeze Phases (Developed by Kurt Lewin 1975) Concept of Force Field (By Kurt Lewin) Transition Modal ( by Beckhard 1969) Change through the learning of organization ( By Peter Senge 1992) Change by entrepreneurship ( By Rosabeth Moss Kanter) Freeze Phases (Developed by Kurtt Lewin 1975) This is one of the most useful models we can use for successful change. This is proposed by Kurt Lewin (1975). He discussed the model of change in three steps or three stages as given below. Unfreezing Finding alterations or reductions for change that most employees can understand and accept those factors easily. Changing developing patterns of their behaviours in new attitudes, feedback on new information and new change. Refreezing Supporting devices to make sure the patterns of the new behaviour is maintained. At the stage of Unfreezing, the managers use the threat of competitors from external environment to make sure that employees are jolted out of satisfaction with current situation. At the stage of changing, develop or change the new attitude, behaviour and feedback on new information and implementation of change. At the refreezing, the managers have danger in generating a new system. Concept of Force Field (By Kurt Lewin) This concept also created by Kurt Lewin (1975). When there is a change required by driving forces or restrictive forces motivate to maintain the current situation, this concept of Force Field can apply. Change is possible by identifying driving forces and utilising them while minimising restrictive forces. Organizational Goals and objectives, problems and need Driving Forces Restrictive Forces (Forces Favoured on change) (Forces restricted on change) Current Situation Change through the learning of organization (By Peter Senge 1992) He explained this model by five core competencies involve in creating learning organization. Create a shared vision to make sure that employees are focused on Personal mastery learning by persons who are frequently finding out how creates more of what matter to them. Working with people to overcome their challenge such as unconscious assumptions and to appreciate. Learning about team. The learning organization is required individuals to gather together and work as a team. The systems focus on importance of consideration on interrelationships and networks rather than distribute the problems in to parts and performing with alone. Intensification of factors that driving to change External Triggers to Change Because of the external development the change is necessary. The Toyota should be come to terms with number of external factors including global market share, environmental issues, and changes in demographically and awareness of health. Eventually, these factors will cause to triggers to change. It is very clear that the external triggers are occurred by the direct action (Task Environment) and indirect action (General Environment) of the organization. These changes in both two environments have to be monitored and reacted according to them. When considering the general environment of the Toyota Motor Corporation, those triggers can be discussed under PESTLE. Political effects of new government. As an example, in 2010 the US government required from The Toyota Motor Corporation a penalty of US$16.375 million for its delayed response to the notifying the National Highway Traffic Safety Administration Changes in economy such as global competition, fluctuation of exchange rates, activity level of macro economy. As an example, in 2008 The Toyota Motor Corporation had to face the global financial crisis of 2008 and it was in a loss after 70 years. Changes of social or demographic such as education level and changes of expectation or values. Because of the succession of Toyota Team Europe in 1997, The Toyota Motor Corporation decided to implement the TMME, Toyota Motor Europe Marketing Engineering. After two years, The Toyota could create the customer base in the United Kingdom, since the Toyotas cars were very popular among the British people. Changes in Technology such as innovations and developments in product and production process. The Toyota Sienna, popular minivan is programmed to join the hybrid line-up by 2010, and it plans to suggest its entire line-up of cars, SUVs, and trucks with a Hybrid Synergy Drive option by 2030. By 2012 also Toyota hopes to issue an electric version of the RAV4. Implications of the legal environment like government policies. Tariff on Imports introduced by government As an example, in 2010 the US government required from The Toyota Motor Corporation a penalty of US$16.375 million for its delayed response to the notifying the National Highway Traffic Safety Administration Environmental implications by legislation The Toyota Motor Corporation is a leader in manufacturing vehicle environment friendly technologies. In 2005, Toyota implemented Fourth Environmental Action Plan. The Task Environment discuses about all stakeholders, those who can effect to the Toyota and who can effected by the Toyota as well. The economist Michael Porter introduced this context and it has five dimensions. Power of Buyer: Develop the new market and search for a new customer base for the products of Toyota. Because of the succession of Toyota Team Europe in 1997, The Toyota Motor Corporation decided to implement the TMME, Toyota Motor Europe Marketing Engineering. After two years, The Toyota could create the customer base in the United Kingdom Power of Suppliers: Seek the new bases of raw materials to make sure that they can supply continuously and stability of the prices of materials. Threatens from its substitute: Develop the awareness of the customers about benefits from the products not reached through substitutions. Entry barriers to the Market: It is good to make the advantages from economies of scale in production which cost savings can be delivered to the customer The degree in rivalry of inter-firm: Put effort on making agreement with the competitors to level of advertising. Internal Triggers to Change The internal triggers will occur as the result of: A new head in the organization When performing external organization by benchmarking exercises Dissatisfaction of the management with the current situation Conflict of the management and employees The system approach highlighting the necessities of interrelationship within subsystem in the Toyota Motor Corporation, such as, Responsibilities that everybody has Technology that they using Employees of the organization Structure of the organization Management of the organization After summarising all the factors which driving to change the organization I can suggest the Concept of Force Field (By Kurt Lewin) is the best model for managing the change in The Toyota Motor Corporation. The Force Field Analysis is really important to identify all the forces which favourable on change and on the other hand it identify forces which are against to the change. In addition to that it helps us to consider the importance of these factors and to make the decision whether the implementation of the plan for change is worth. When we made the decision to carry out the plan, the Force Field Analysis is supported to recognise the changes that we have to make to improve it. TASK 02: UNDERSTAND ABOUT THE ISSUES IN STRATECIG CHANGE According to the explanation of Richard Daft (1998) there are some key parameters that would be observed for the purpose of succession of change in the organization. Needs and Ideas for the change If there is not a perceived need for the change, ideas not considered seriously. When managers identified the gap between predicted performance and the actuals performance, the perceived need arise. Success of change would be difficult whereas the organisational culture is very strong or interest is obliged by internal stability. Ability to adopt When the decision makers of the organization decided to go ahead with the suggested Idea, Adoption will occur. The top managers and employees of the organisation should be agreed to support for the change. Sometimes the decision might be required by signing a legal document by the directors in occasions such as acquisition of ownership in another company. For any small changes, the formal approval of the middle management is enough. Available resources Resources requires at the time of scheming, planning, and implementing of the change and reinforcing change as well. Most of the innovations are going over the budgeted funds and requires special funds. Implementation When the organisation decided to make a plan to utilise new ideas, techniques or a system, the implementation will occur. This would be happened to a system that already exists such as, approval system for capital spending, budgeting process for departments or divisions. The organization should be acquired the equipment and materials and the employees should be trained to use their ideas. Managerial Barriers to the Change The Managers can generate barriers for the benefits of change. The management can generate mistakes by ignoring their objectives, availability of materials or resources and the alternatives they able to undertake. There are several factors to describe by Daft and they are discussing as a framework for this issue. Extreme focus on costs The management always possess by mind-set that the most importance thing is cost and they forget to appreciate that the cost is not the most important thing for the change, as an example when we suppose to change employee motivation or customer satisfaction at higher level. Unless the forthcoming yields are considerable, when performance of an idea that cost more than existing applies, is unlikely to be accepted. Failures in highlighting benefits Both negative and positive responses will be produced by any kind of changes. The managers should be perceived more positive aspects than the negative aspects of the change and education would be helpful for the manager to achieve this. Lack of corporation and coordination ability Because of the lack of coordination to the implementation of the change, organizational conflict and fragmentation will be resulted. In addition to that, the old and new systems might not be compatible. Sometimes, the progress at the operational level may be seriously slow and the performance of the new system is not known. This type of problem will arise in projects that re-engineering the business process since, failure to assume properly that how thing are going on currently. Uncertainty avoidance The managers fear uncertainty related to the change at the single level. To avoid this situation communication should be strong horizontally. Then the team may know how process is going on and they can understand the how the change will impact on their duties. Fears on Loss- Fear of loss are related to uncertainty of avoidance. Managers may feel fear not only about their status and authority but also about their jobs. TASK 03: IDENTIFY THE RESPONSES TO CHANGE BY THE STAKEHOLDERS AND OVERCOMING THE RESISTANCE FOR CHANGE The all activities of The Toyota Motor Corporation are directly associated with its key holders such as shareholders, customers, employees, competitors and etc. So, it is really important to concentrate about stakeholders responses on change. The organizational goals and The Global Vision 2020 of Toyota is affected by performance and work return and the responses by its stake holders. Therefore it is very essential to create a positive image of the strategic change for both Toyota and its stakeholders. The stakeholders of the Toyota highly concentrate on benefits that they could have through the strategic change. The shareholders of Toyota Motor Corporation are seeking higher return for their investments, the employees are expecting salary increment and as well as good working environment in their working places and customers are expecting batter value for their investments on Toyota Vehicles due to the strategic change in Toyota Motor Corporation. Consequently if there is any failure on strategic Change in Toyota it will badly effect on response of stakeholders. Therefore the responses of the stakeholders to change are really important to make decision on Strategic Change. Because the strategic change, can be accepted or rejected by the stakeholders. How Attitudes of stakeholders will effect on Strategic Change Resistance on change can be forecast if the change is inevitable. As the responsible persons in the organization, top management of Toyota Motor Corporation should be focus on how and why resistance to change grows within the organization. Torrington and Weightman (1994) distinguish the different types of change experience. Imposition, Commenced by The Toyota from on High Adaptation, make changes in behaviors or attitudes of stakeholders Growth, favorable responses for opportunities Creativity, when stakeholders are initiator and they in control The imposition complies with resistance, adaptation complies with uncertainty, growth complies with delight and creativity complies with excitement. Therefore the management of the Toyota need be strong with skills to, Overcome the resistance or find other alternatives for change methods. Win the uncertainty Encourage the stakeholders and subordinates to get favorable response. There are some spectrum conceivable reactions to the objective of the change programme. Enthusiastic Corporation, acceptance or corporation under pressure from the management. Inactive Resignation Loss of interest, Least Contribution, Indifference Inactive Resistance non-learning behavior, regressive behavior Active Resistance working to rule, least work, protest, sabotages, obligating errors, Organizational change always encounter certain resistance may be simple. The change can be threatened by resistance but it is not amazement. Reasons for the resistance can be summarized as follows, Poor understanding about nature of the strategic change and what are the reason for that strategic change Believes of stakeholders: they think that their personal goals and interest would be threatened due to strategic change. Contradictory assessment on costs and advantages of the strategic change for the Toyota Motor Corporation. Lack of confidence about initializing the change and their intentions These clarifications for the resistance can be explained by concentrating on strategic change at individual level and then small group in the organization. Resistance by employees of working groups or informal group is possible to pose more troubles for the Management of the organization. Overcome the resistance to change Because of the poor understanding and the poor communication, resistance may be occurred. Though, if there are any serious matters for the resistance, a complex approach would be required. The management of the organization should be able to adopt with flexible approach to manage the strategic change and identify the main contingent issues in every situation. The managers should be able to identify the different types of resistance. Ignoring : I dont have enough information to make decision Delay for the judgment : I can wait and see how it going on for the decision Self-justifying Stances: Ooh Other solutions are better than me. this will not work Scarcity: I cant allow this to proceed. It is very costly Worry: I am sure. I cant work on this new system Disaffection: this is separate from my duty and from my division Experienced refusal: We tried on this before and it was failed Loss of Authority: It has to give up control Avoidance: I am not interest to computers Resistance may be meeting with face to face conflict. Normally it will indicate that the objectives of the organization had not been explained properly. It is better to listen the complaints, let the annoyance surface and finally makes calm behavior in all circumstances of conflict. Six Methods to overcome the resistance Develop the Education and Communication Improve the involvement and participating Providing supports and Facilitation Make better negotiation and agreement Improve cooperation and Manipulation Explicit and implicit coercion (Kotter and Schlesinger -1979) When we try to implement last two methods will raise legal and ethical problems. And also cause to make the situation worse. These methods are not mutually exclusive but managers make the decision in effective way by combining them. TASK 04 IDENTIFYING APPROPRIATE MODELS FOR THE STRATEGIC CHANGE AND MEASURING THE EXPECTATION OF STRATEGIC CHANGE The implementation of strategic can be valued, to make sure the ongoing change. For the implementation of strategic change we can establish monitoring and review techniques. The strategic change would be able to implement within the Toyotas stakeholders for the purpose of achieving Global Vision 2020. When we implement the strategic plan to the organization we have to implement it step by step. We can suggest a change process as follow: Recognize the problems in the Toyota Motor Corporation Observe the reasons for those problems and analyze the solutions to overcome them Select and plan alternative solution Implement the planned solutions Communicate the learning process and allow organization to deal with ongoing change (Senior and Fleming 2006) The managers can state the strategic change plan by allocating employees into separate teams and instructing them. Therefore each team automatically will used to implement the strategic plan easily. Making teams within the organization is very essential to evaluate strategic changes. The outcomes should be able to monitor and evaluate the performance of team workers for the successful implementation. The management can introduce incentive scheme for the best team for the purpose of motivation through success in strategic management by monitoring and evaluating the each team. According to my point of view, I can suggest the Concept of Force Field (By Kurt Lewin) is the best model for managing the change in The Toyota Motor Corporation. The Force Field Analysis is really important to identify all the forces which favourable on change and on the other hand it identify forces which are against to the change. In addition to that it helps us to consider the importance of these factors and to make the decision whether the implementation of the plan for change is worth. As an example, when The Toyota Motor Corporation target to issue an electric version of the RAV4 by 2012. Target to issue an electric version of the RAV4 by 2012 Driving Forces Restrictive Forces Customer wants new product Loss of staff overtime Improve speed of production Cost Raise volume output Staff afraid to new technology Control rising maintenance Cost Environmental impact (Forces Favoured on change) (Forces restricted on change) Current Situation We can use action plan to review the process of implementation. In addition realize the present position in the organization after the strategic change. By using action plan we can recognize the time frame and difference between expected level and actual level of the strategic change in the organization. By recording, keeping, monitoring and evaluating the changes we can make sure the on-going change in organization. We can check whether expected performance have achieved by stakeholders through the strategic management by measuring actual performance. CONCLUSION This report deeply discussed the application of the Strategic Change Management in worlds fifth biggest company, Toyota Motor Corporation. According to the Vision of the Toyota, Good corporate citizen, they focus on constantly winning the trust and respect of the international community. The Toyota Motor Corporation always adopt with business environment for the purpose of long term growth. In terms of achievement of the Global Vision 2020 the Toyota has to change their system according to the plan that they have drafted. Because of the external development the change is necessary. The Toyota should be come to terms with number of external factors including global market share, environmental issues, and changes in demographically and awareness of health. Eventually, these factors will cause to triggers to change. The all activities of The Toyota Motor Corporation are directly associated with its key holders such as shareholders, customers, employees, competitors and etc. So, it is really important to concentrate about stakeholders responses on change. The organizational goals and The Global Vision 2020 of Toyota is affected by performance and work return and the responses by its stake holders. Therefore it is very essential to create a positive image of the strategic change for both Toyota and its stakeholders.

rainforest destruction Essay -- essays research papers

Rainforest Destruction   Ã‚  Ã‚  Ã‚  Ã‚  Rainforests cover less than two percent of the Earth’s surface yet they are home to some forty to fifty percent of all life forms on our planet: as many as 30 million species of plants, animals and insects. The Rainforests are quite simply, the richest, oldest most productive and most complex ecosystems on earth. As biologist Norman Myers says, â€Å"Rainforests are the finest celebration of nature ever known on the planet and never before has nature’s greatest orchestration been so threatened.†   Ã‚  Ã‚  Ã‚  Ã‚  The Rainforests are very important to the world for many reasons, most of them being very simple. One of the major reasons is that the plants in the forest turn carbon dioxide into clean air, which helps us, fight pollution. Also, by absorbing carbon dioxide, the rainforests help deter the greenhouse effect.   Ã‚  Ã‚  Ã‚  Ã‚  The plants and animals of the rainforest also provide us with food, fuel, wood, shelter, jobs and medicine. â€Å"Imagine losing the potential cure for cancer or AIDS that might have been found in an undiscovered plant from the rainforest.† (Tropical Rainforest Coalition, 1996) â€Å"The vine Aucistrocladus koropensis may be effective in treating AIDS; we can only guess what other beneficial plants may be destroyed before we find them.† (Allo, 1996) It is repeated often that the rainforest contains important plants that will cure the worst diseases of today. Although there is scientific proof of its value, the rainforest continues to disappear. â€Å"In every sense, a standing rainforest supplies more economic wealth then if it were cleared†¦yet deforestation continues at an alarming rate.† (Tropical Rainforest Coalition, 1996)   Ã‚  Ã‚  Ã‚  Ã‚  Tropical rainforests are found in eighty-five countries around the world. â€Å"Ninety percent of these forests are concentrated into fifteen countries, each country containing over ten million hectares each.† (Malaysian Timber Council, 1995) Tropical rainforests are located around the equator, where temperatures stay above eighty degrees Fahrenheit year round. These forests are very dense and damp. â€Å"Although tropical rainforests cover just seven percent of the Earth’s surface, they can provide habitat for between fifty to ninety percent of its plant and animal species. In 1990, tropical rainforests totaled some 1.7 billio... ...ese rainforest species have never even been seen. â€Å"Scientist estimates an average of 137 species of life forms are driven into extinction everyday or 50,000 each year.† (Myers) While extinction is supposed to be a natural selection this is purely human induced. Quite simply when habitat is reduces, species disappear.   Ã‚  Ã‚  Ã‚  Ã‚  All in all, the tropical rainforests are one of the Earth’s greatest assets. We need to preserve this valuable resource. It could provide the cure for cancer or AIDS but we’ll never know if we continue to deforest it. There are now ways to fight back against the destruction of our rainforests. Many people now boycott; for example not eating fast food because the meat come from rainforest cattle because they are cheap, or by not buying furniture made from rosewood, mahogany, ebony, and teakwood, because they most likely came from the rainforest as well. People can also adopt an acre of tropical rainforest for only 45 dollars. Rainforests are very complex ecosystems and have many untapped resources which we have barely scratched the surface on. Preservation of the rainforest is essential for our well being and the well being of the future.