Human Resource Change Research Paper Example | Topics and Well Written Essays - 3000 words

Human Resource Change - Research Paper Example Historically, Jack Cohen (Tesco, 2011) was the person who founded Tesco in East London in late 1910s. From a small retail outlet in East London in the year 1919, Tesco has now approximately four thousand eight hundred locations around the world. In specific, Tesco (2011) began from selling grocery items; however, now involved in selling of consumer goods, as well as financial services globally. Initially, during its beginning, Tesco Tea was the only brand product that was available at Tesco (2011) in 1920s. By proving it as a leader, in the year 1979, Tesco (2011) was successful in reaching the annual sales of one billion pounds. However, within three years, the annual sales doubled indicating its success in the global retail market. On international level, Tesco (2011) enjoys the credit of becoming the first retailer to indicate nutritional values of its products. During 1990s, Tesco began its journey towards Asian countries, and it has been successful in Asian region until today. I n the year 2000, Tesco (2011) launched its official website, and in the year 2007, Tesco (2011) was able to launch its first outlet in the USA. In this regard, from 1919 to 2011, Tesco (2011) has been successful in becoming a global retailer giant. Besides such achievements, Tesco (2011) has been offering a motivational workplace environment to its employees as well. According to its website (Tesco, 2011), the company offers a training and development opportunities to its workforce by allowing them to continue their education while working at the same time, which is an efficient way of the company to encourage its employees to develop themselves while putting efforts to... This essay stresses that autonomy indicates the level of freedom that individuals get during their different tasks in the organizations in terms of their decision-making power. Lastly, the last trait refers to the extent to which managers give value to feedback of the employees in an organization. From recognition of these five core job traits, it is an understanding that the organization will be able to employ the most appropriate motivational strategy on the employees, and will be able to acquire most efficient outcomes. HR managers now face a greater responsibility of dealing with the employees according to their social and cultural values. The paper included analysis on some of the major issues that HR managers at Tesco and several other organizations confront while dealing with their employees. Although Tesco has now become one of the leading organizations globally, however, still, its managers face several issues while bringing out change in their different procedures and processes. In specific, to ensure high-productivity and quality-performance employees, it is very important that managers should endeavor to understand the situation first and then put efforts in employing a motivational strategy. Although money plays an important role in motivating humans, however, several other factors are imperative in ensuring success in an organization. Finally, HR managers have the major responsibility to evaluate and decide about the tools and strategies that can result in the most efficient outcomes.

Ecological footprint Essay Example | Topics and Well Written Essays - 1250 words - 1

Ecological footprint - Essay Example This course was quite informative, quite an eye opening one which made me think of changing my habits, step by step, in such a way that I can track the intensity of environmental hazards I posed. Also, this course helped me change my habits to a large extent so that I can become a responsible global citizen considerate of the environment. This paper is an attempt to describe the step-by-step process of how I managed to make constructive choices in life and how I`m an environmentally responsible citizen now, however, the process is an ongoing one. The first chapter included the analysis of one the products of everyday use in our households. Ariel was the detergent which was being used for ages back at my home, and on conducting the background check of the product on the instructions of my advisor I came across astonishing facts about the product. It contained bleach, colorants, and brighteners and perfumes which biodegrade in such a way that it the chemicals are unhealthy for our skin as well as for the environment. Thus, I looked up for the environment friendly products and came across some of the home made recipes to produce detergents, also brands like Biokleen liquid and Clear Laundry Detergent are great products which give good results at the same time are environment friendly. ... After this activity, my personal interest in the field was enhanced and as the course proceeded I even became aware of the concept of recycling. Thus, I started engaging myself in recycling all the products and using them again wherever I can, instead of using new ones. For instance, I began recycling my clothes and even began purchasing vintage clothes to contribute positively for the environment. With time, I also switched to eco-friendly bio-bags for grocery shopping and developed a habit of carrying my own bag while shopping. This turned out to be an inspiration for others as well which encouraged me to take a stand and place bio-bags in some of the nearby stores I had access to, to promote the concept. Also, I switched to recycled paper to save planet earth and also began recycling any kind of paper I had. With time, when I talked to other friends around at school, I discovered that energy is a huge issue in many different states around the world, thus, conserving energy is also a crucial part of the process. I found out that many of my Asian friends doesn’t have access to electricity and clean water readily back at their home towns, thus I realized that energy is also a finite resource which should be conserved. Thus, this inspired me to conserve the rain water which I started collecting in buckets every time it rained. This water was then used to clean my Porsche and my car; also I installed water saving devices along with the taps that were being used in my residence. Also, I started using indigenous plants in my garden so that water consumption is reduced to the maximum extent possible. The next was my realization related to the effects of chemicals on the environment, as these products break

Coming of Age Essay Example for Free

Coming of Age Essay A coming of age experience can happen any time during ones life, most often when it is least expected. It is the thread that sews humanity together, a phenomenon, which is undeniable. Society tells us, it is a defining moment in a childs life, when the world somehow becomes his or her own. Why then is Coming of Age simply relegated to the young? We all experience this phenomenon, from the tender age of four till the ripe old age of ninety-four. It is not an experience based solely on chronological milestones. Coming of age is a defining moment when a persons wide-eyed nnocence is replaced with something deeper and at times something darker and more sinister, a snapshot in life when one realized the answer rests inside us, not relying completely on God. Consequently, in that way, we are always coming of age, always-losing innocence, gaining understanding, and always discovering new truths about ourselves, emotionally, and intellectually. Coming of age is the act of experiencing a definitive shift in ones perspective, a greater realization of ones place in the world, and a further understanding of how personal actions and reactions are ntegrally linked. Thats not fair was my signature quotation as a little girl. A life full of Barbies, tea parties, and several rounds of Go-Fish card games was very demanding for a five year old. I could only assume the world revolved around which Barbie I wanted to be, what frilly dress I wanted to wear, and my pristine skills of winning every round of Go-Fish. As a little princess, fairness was vital to what made me happy. When I was eight years old, the word fair took on a whole other meaning the day my mom and her best friend, Muffy, took my sister and me to lunch. As we at down at the table, Muffy, the mother of my best friend, Sam, hesitantly twisted the diamond protruding from her gold wedding band. We waited for our lunches in silence, my sister and I only knowing that they had something to tell us, but not knowing what. The silence was unbearable; waiting for something that must have no positive outcome was definitely, as I would term, unfair. After the waitress brought our food, my moms voice filled the intolerable silence. Unlike her usual motherly lectures, my moms voice seemed Just as excruciating as the previous silence; it was uncertain, unfamiliar, and distant. My mom has always been the woman that I admire and would hope to become. The smiles and love she has given to my sister and me have been unconditional and contagious. At the moment, the slightly tilted frown and the unfulfilled eye contact was not the woman that I knew as my mother. All I wish for was to read her mind, fgure out who she had become so that I could make everything better and change her back to the woman I see myself being one day. Muffy began with her understanding voice, a quality that she and my mother share, Emily and Peggy, I can see the concern on your faces and we are here to tell ou that Sam has cancer. He will be undergoing surgery next week and all I ask from you is to be as understanding, mature, and as helpful as possible. I know you are both strong and that it is going to be hard for all of us. My best friend, at eight years old, has cancer. I continued to repeat this in my mind. There was no He will be find or Everything will be taken car of. My mind was running with questions, How long has he had cancer? Will he have to undergo chemo? Will he lose all his hair? But unfair. Two years later Sam went through his third treatment. At this point we were told hat he was not going to make it and at that moment, as a young eight year old, I began to understand that lifes trials cannot be won like a game of go-fish. I began to understand that life is not fair because I did not understand why someone so caring and loving like Sam would be put through this. I do wish that fguring these things out at such a young age would not be as tortuous as my best friend getting cancer and passing away. However, for me, maturing at that age is accepting that the world does not revolved around me. That losing in a game of go-fish is not the end of the world and to treasure every day of life.

Employee Resistance to Change: Dissertation

Employee Resistance to Change: Dissertation Chapter 1- Introduction Change comes from anywhere, and is the only constant. Propelled by the driving force of technology and globalization, the economic landscape continuously transform in a way that has come to undermine the relevance of received wisdom on how a firm should be managed and what underlies its success (Gregory Prastacos, et al., 2002). In this new millennium, it is more challenging for an organization to sustain its competency or even survive in the diversity market. When an organization is threatened by environmental changes such as crisis or competition, it results in the increasing needs for communication as technology develops rapidly and higher customer demands will be foreseen. Organizational change is not an option; it constitutes a fundamental necessity for success within the new competitive landscape (Hamel and Prahalad, 1996). An organization need to evaluate its performance and review its business strategies, corporate structure, operational process and HR policies to identify th e areas that need transformation. To maintain its competitive advantages,ÂÂ  an organization must make effort to implement changes accordingly. Usually changes to be made in an organization is for the seeking of extending the ability of the organization to achieve the strategic goals but sometime changes do not necessarily contribute to the improvement of the organization (Stroh, 2001). The expected result of the change might vary due to other unexpected factors, such as resistance to change. Resistance is a phenomenon that affects the change process, delaying or slowing down its beginning, obstructing or hindering its implementation, and increasing its costs (Ansoff, 1990). Effect of resistance of changes in organization will cause distorted perception, interpretation barriers and vague strategic priorities, low motivation among the people and lack of creative response (Val, 2003). It is crucial for change initiators to deal with resistance for a successful change. Forasmuch as employees are the one who get the job done, and they the one who possess the knowledge, skills, tools and experiences, it is clear that organizational changes cannot be achieved without employees support and involvement. Employee acceptance and commitment are the key factors for successful changes. Effective change management should recognize the importance of its employees and the way to minimize the resistant from employees. Therefore, understand why it is caused, the forms of resistance and the factors determine employees reactions to change is significant. 1.1 Research Objective This research will study on the factors of resistance to change from employees prospective. The aim of this research is to review the factor and find out the correlates among the factors. By better understanding these which a shift in perception could occur, the paper hope to develop a framework to change initiators of how certain group of employees is the likely to react and behave to change that being unleashed by the value and perception, this knowledge will enable change initiators to design change plan and training programs which recognize the values of employees, and to interact with diverse others in order to optimize the expected change affect. The research attempt to explore the followings areas as a systematic way to rationalize the value of this project study: To identify the natural of employee resistance to change. To identify the symptoms of employee resistance to change. To identify the reasons of employee resistance to change To determine the various factors to effect employees resistance to changes. To evaluate the effect of these factors on organizations future development. 1.2 Chapter Summary Chapter 1 of Introduction has provided a background of the circumstances that force organization to change, and examined the inevitable resistance can undermined organizational change. By identifying the importance of employee in the organizational change, research objectives were generated to study on the resistance of change from employees perspectives and listed done the areas of the study to be explored on. The research was planned in a systematic way to rationalize the value of this project. Next chapter of this project will touch on a review of current literatures on the natural, symptoms and the reasons of employee resistance to change and factors affect employee resistance, followed by the research methodology, samples and limitation of the research. The subsequent chapter will be the questionnaire data analysis presentation and lastly the paper will conclude the findings and its implications for change initiators. The aim of this research is to review the factors that affect employee resistance and evaluate it thought the target samples. Chapter 2- Literature Review 2.1 Employee Resistance to Change 2.1.1 The nature Organizations can be confronted with incremental changes that focus on doing things better through a process of continuous tinkering, adaptation and modification or transformational changes that are regarded as revolutionary and break with the past.(John Hayes, 2010) Although the incremental changes rarely presented any abrupt challenges to the assumptions people make about how they related to the world (John Hayes, 2010), this is not always that case. People are not duplicate, the values, beliefs, assumption and knowledge of that person will be developed over the time, formed as a set of personal opinion, perceptions, views of the world to guide their behaviors (Hallie Preskill and Rosalie Torres, 1999). It is concerned with whether employees regards view change can bring present or future personal benefit and opportunities or change is a threat to their job, skills or any other interests. The implementation of changes inevitably involves the vital interests of various shareholders, and especially employees.Resistance occurs since most employees desire to be successful in their work environments due to they have basic needs which must be satisfied. To begin with, employees want to know their role and their responsibilities within the organization. In additional, employees want to be able to predict what they will face in the future (Appelbaum, S.H. et al, 1998). Even though old procedures that were initially regarded as cumbersome, costly or ineffective, after a prolonged recursive execution, employees become comfortable and are used to the ways things were done. Employee might fear in a changing organization, therefore change are frequently be seen as a threat to ones existence within an organization if upgrading or acquiring new skills are a problem because of time constraints , or the inability of the person to learn these new techniques. Change within an organizational setting usually poses several problems and challenged by the pressure in aspect of money , ego, and power for those who resist it. Employees resist change because they have learned to associate it negative feelings since their basic needs may now be threatened (Mealiea, 1978). Thus it is human nature that employees look at Change negatively, resistance thereby coming into play. 2.1.2 The symptoms Resistance, described by Kilian M. Bennebroek Gravenhorst (2003) is commonly considered to be standard or even natural in reaction to organizational change. It is described as an most inevitable psychological and organizational response that seems to apply to any kind of change, ranging from rather modest improvement to far-reaching change and organizational transformation. Symptoms are the specific behaviors exhibited when employee resistance to change (Albert F. Bolognese, 2002) According to Bhutan (1995), it is important to distinguish between the symptoms of resistance to change and the causes behind them. Symptoms can be reflected in varies of forms, which Marc Maltz (2008) categorized it into the two varieties: overt and covert. Overt resistance is concern with obvious opposition, disagreement, arguing, debating, etc., to any change effort. While, covert resistance comes in two forms: one is conscious covert which employees are concerned about the consequences of their actions that they apparently agreed but actually not following though or withhold information and avoid implementation. Secondly is the unconscious covert resistance, which is the most difficult to see symptoms among employees as employees are unaware their resistance. 2.1.3 The Reasons There are many causes attribute to employees resistance to change, such as Coch French (1948), studied the workers of a clothing manufacturer and find that lower employee participitation causing the mistrust of management and increase their resistance to change. Kotter and Schlesinger (1979) identify four common reasons why people resist organizational change: people focus on their own interest and fear of losing something of value, it can be power and status, autonomy and control, or specific skills; Misunderstanding the change will cost them more than they will gain and lack of trust to the person who initiating change; Different assessment of the necessity and benefit of change situations; Low tolerance for change, sometimes people just resist to change emotionally even they understand the need for change. Several studies have acknowledged what Kotter and Schlesingers publication and enhance these categories with further researches, according to Prosci- A business process reengin eering directory and resource companys study (2003) in past six years in 288 organizations from 51 countries, result shows the top reasons employee resist to change is because of corporate history and culture, which the organizations past performance of change project failed or did not make much sense, employees are less interested to take initiatives to support the current change, they are not in the flavor the month , thus employee expected it go away like what happened in the past. Lorenzo (2000) also acknowledge that one attribute to employees resistance is that past failures leaves negative image for future changes. Another reason added on in Prosci (2003)s research is that employee often opposes to change because of the added job responsibilities, new processes or technologies. Changes with lower motivation to get employees involved and less consideration of employees interest and their emotional and perceptual perspectives thereby eliminate their initiatives and level of comm itment. Pardo Del Val, Manuela and Martinez Fuentes, Clara (2005) conclude above sources to employees resistance are most likely happen in change formulation stage, they further identify some reason rise resistance that consist of: (a) organizational values in relation to change values that cause a strong implementation climate to determine whether employee to accept or oppose to change; (b) departmental politics that form employees resistance. 2.2 Factors affect employees resistance to change Literatures have identified variety of factors affect employee resistance to change, the most cited views of the factors fall on the organizational level, for instance the communication process, employee participation, change facilitation procedures in change process (Ricky Griffin ,2008) to improve organizational effectiveness. Moreover, employee motivation (David Clarence and McClelland, 1987) and quality of leadership (Ken W. Parry, 1999) have been widely acknowledged to have influence on employees work initiatives, involvement and commitment, so that it can argues to be a significant factor to affect employees willingness to change. Above factors virtually are the ways to deal with the subtext of organizational humanity on the stage of change process. However, one must understand the root factors played to affect employees perception towards organizational change. Fail to understand the intrinsic factors govern employees values and beliefs guided behavior in the context of the way they were doing and expected in the future, and all the necessities organization attempt or should to do to implement and facilitate change is crucial. Therefore, the research will mainly explore on the personal factors played to affect employee resistance to change including age, gender, personality traits (Locus of control) and employee educational level as follows: 2.2.1Age Baby Boomers refer to people who are born between 1945-1964. This generation grew up in an era of unprecedented economic growth and stability, so as to be regarded as a generation that finds comfort with long term employment with one organization. This has provided them with a false sense of stability (Loomis, 2000).Their perceived working values emphasize on chain of command, teamwork, technically challenged, team work and loyal to employer As they born after War II, which they entered the economic boom era, Money and job security such as life time employment are definitely extremely important for them to sustain their living. In this regard, it is argued that Baby Boomers are easier to accept organizational change as their working value of chain of command which they tend to commit to the hierarchical order. Moreover, the inception of organization loyalty also attributes them to be more committed rather than resistant or any other negative reactions. (Hui-Chun, Yu and Peter Miller, 2003) Another neuropsychological research held by (Stanford University professor Laura L. Carstensen et al. 2000) on the relationship between age and emotional experiences found that the periods of highly positive emotional experience were more likely to endure among older people and periods of highly negative emotional experience were less stable. With age, older adults report relatively low levels of worrying (Sandra Hunt, Patricia Wisocki and Julianne Yanko, 2003), experience less anger (Schieman,1999), and have lower levels of emotional distress after natural disasters (Bolin Klenow, 1982-1983). The implication of these findings are older employees have better capability to regulate their negative emotions with organizational change and adjust themselves to adapt the environment.Employees adaptability has been seen a key attribute to a successful organizational change (Heslin , 2005). Compared with Baby Boomers, Generation X refers to those people who were born between 1965 to 1980. This generation of employee tend to more independent, self-motivated and self-sufficient (Loomis, 2000). This is because most X generations did not have enough of their family attention as children because their parent may have been single or working parents. X generations therefore became adaptive at handling things on their own and in their own ways. Their work value is perceived more on personal satisfaction, and their attitudes towards work are focus on flexibility empowerment, loyal to skills. (Hui-Chun, Yu and Peter Miller, 2003). Hence, when the change conflict with their own interest such as against what they used to do , their skills, or leave less empowerment to them, they will feel unmotivated towards to commit to the change. However, David J. OConnell, Eileen McNeely and Douglas (2004) argue that since Xers entered the workforce under the employment of deal, in which career planning and development are largely individual responsibilities and where the average worker can expect to make several changes during their working lives. In this regards, it seems like Xers are more adaptive to change. However, there are also many scholars debate the relationship between the age and the personal adaptability to change, such as Mirvis and Hall, 1996. Recent research held by OConell, McNeely and Hall, 2008 also support this assertion, reporting that age is limited measured as a categorical variable namely the characteristics about an individual . 2.2.2 Gender Although many literatures have acknowledged the impact of gender difference on the management practice, there had been little systematic attention focus on identifying the gender roles on effective change management relatively. Feminist perspectives have tended to highlight not only the impact of organizational change on womens relatively marginalized position but also the role of women in the change management (Melissa Tyler, 2005). Jamie L, Michael G and Homer Tolson (2005) research findings suggest that there is a difference between male and female executive of their emotional expressiveness, and women are regarded to process better skill at encoding and decoding emotions (Laura K. Guerrero and Kory Floyd, 2008). Emotions are intensive feelings that are directed at someone or something (Stephen P. Robbins and Timothy A. Judge, 2010). Goleman-the founder of emotional intelligence theory also mentioned that women are good at reading others feelings than men averagely in his book pub lished in 1995. The skills to encode and decode emotions generally have advantage to develop and maintain relationships (Laura K. Guerrero and Kory Floyd, 2008), because skilled encoders have ability to express their internal emotional state so that other people can decode their emotions more easily and accurately (Burgoon and Bacue, 2003). In this regard, the chances such as misunderstanding and conflict due to implicit or unclear message delivered or received prone to be decreased, the communication becomes more easily and effective. In many literatures, communication has been widely acknowledged as a useful approach to eliminate resistance to change. Therefore, women are deems to be more successfully engaged in change circumstances. Maddock (1999) added that Women focus on relational aspect of how to do things, while men tend to be expected to think what to do. It appears that women are emotionally discreet on how they are going to process the information, express and interpret their view points to react to change before making any decision. Combined with womens secondary position in labor market due to gender discrimination, especially in Confucian countries, in addition to their greater responsibilities in family and child care than men, which cause women are relatively powerless to challenge the situation (Melissa Tyler, 2005). Hence Melissa argues that women in change management appear to be positioned as performing an interpersonal function associated with safety; providing security in times of unexpected turbulence and anticipating. On the basis of these arguments, it seems that women tend to avoid conflict in working in this regard and to accept the change accordingly. 2.2.3 Personality Traits Some people are quiet and reserved, while others are aggressive and outgoing. Some people are trustworthy, some are not. People differ with each other in various dimensions as a result of different behavior and attitude towards things in personal life and working. The individuals differences are shaped by personalities (Stephen P. Robbins and Timothy A. Judge, 2010) Personality refers to the traits and characteristics that make individuals unique (Greenberg and Baron, 2002). The most frequent used definition of personality was produced by Gordon Allport nearly 70 years ago which he commented that personality is the dynamic organization within the individual of those psychophysical systems that determine his unique adjustment to his environment. Personality thus becomes an important reason mangers need to know to generate a view of employees likely behaviors and examine their coping reaction. Meselaar and Cozijnsen (1997) further highlighted the personality is a determinate of individ ual reaction to organizational change. Locus of control refers to the degree people believe their own behaviours determine what happens to them. People believes they have more control over their destiny are referred as internal, and people who believe they have less control over their life and the results are attributing to the will of God, or to the fortune of being born in the right social class or family are referred as external. At this point, it is suggested that people behave differently towards change. Wilson (1992) developed an approach referred as determinism to study change management portrays the manager and other organizational members as pawns affected by change rather than as agents who can initiate and secure change. Their ability to influence is limited because of the main determinates lie outside the organization. John Hayes (2010) argues that those who are overcommitted deterministic view of change may be inclined to believe that the locus of control is external to themselves and the organization and may therefore develop view that there is little they can do to influence events. Hence, people who think this way is less likely to attempt to adopt a proactive approach to the management of change than those who have more internal view about locus of control. 2.2.4 Educational Level Although there were not many literatures specifically emphasize the employees educational level to their resistance to organizational change, it is widely acknowledged (e.g.: George H. McCall, Karl E. Ristow and Daniel J. Cimini, 2004) that higher education improves employees personal management, time management, communication skills and problem solving skills. Higher education defined by Roberg (1987) refers to the instruction that was obtained at university or colleague. According to Thomas Kent Gaylor (2001)s research on 286 police officer from two North Texas Police department in 2001, result shows no significance relationship between the educational level and employees openness to change. However the limitation of his research was lack of variation in respondents education level. Nevertheless, the author believe that higher education of employees will be more likely to support and commit organization change with more positive thinking of why the change is needed, hence the resea rch intend to do further evaluation with different samples on the relationship of educational level to employee resistance to change since it is a logic factor that higher education equipped with employees more knowledge and broader thinking and believe, which reduce the tendency to be dogmatic and to be more creative. 2.3 Chapter Summary Chapter 2 of Literature Review has explored on the current literatures on employee resistance to change in terms of the natural, symptoms and reasons. The inevitable resistances from employee impulse the research to further find out the factors that affect employee resistance to change. The research noted many factors including communication process, employee participations, change facilitation process, employee motivation and quality of leadership, and lastly mainly reviewed the personal factors played consist of age, gender, personality traits (locus of control) and employee educational level influence various aspects from values and beliefs and emotions as a result of different behavior and levels of adaptability reacted to change After exposit the literature review of factors affect employees resistance to change, the paper will tackle the main objectives of this research. Starting with the description of research methodology, samples and limitation of the research, then paper will touch on the analysis part of the questionnaire, to examine the reflected results against with the literatures reviewed earlier on, so as to evaluate its universality of the factors in the sampling organization. Chapter 3- Research Methodology 3.1 Secondary Research The research was carried out at the beginning though a secondary research to review the current literatures on the areas of the study, which contains of the nature, symptoms and the reasons of employee resistance to change and the factors affect employee resistance to change from a more intrinsic view by looking at employee personal factors. The factors focus on the employees adaptability to change determined by age and gender, one dimension of personality traits -locus of control, and employee educational level. The information is collected from textbooks, journals and articles from reliable and creditable online Journal Publications, National Library and Campus Library. 3.2 Primary Research In order to evaluate the factors been presented in literature review, the research will primarily employ questionnaires as the main methodologies for information gathering. The questionnaire will be carried out with various employees working in a large organization. The methods allow directly and original information to be gathered from participants. Questionnaire results are to be consolidated, and will be analyzed using various questionnaire analyze techniques, to interpret the data. The main reason of using questionnaire and interview is because data is collected directly from specific target respondents. Interviewers have the ability to ask extra intensive questions of the respondent concerning survey responses. 3.2.1 Research Samples The research was conducted using data collected from a large size agribusiness organization located in Singapore, mainly doing palm oil plantation and trading. The reason of choosing this organization is because it is currently undergoing turbulence and change on merger with one small size palm oil trading company and one ship chartering company. And it also has experienced many merger and change in the past. Therefore the target samples of the questionnaire participants in the organization must have many varies views on organizational change to enable the research generate more practical reflections from employees perspective on organizational change and change effect on them, aims to evaluate the universality application of all those factors on employee resistance to change presented in literature on the target sampling. The questionnaire attempt to invite 150 employees in this organization from four departments who are affected by the merger plan, respectively 25 employee from IT department, 35 employees from logistic department, 25 employee from finance department and 65 employees from operation department. 3.2.2 Limitation of This Research During the research, data collected could be deviated due to limitation in the research methodology as follows: Data may not represent the entire population due to the limitation of sampling size As the four department employees may experience different kinds of minor changes in their department respectively, whether the change offend their interest or not might bring subjective bias towards their response to the questionnaire, hence the accuracy of data collected will be deviated. Respondent who experience the past organizational change may bring different perceptions towards new change. The choice of the question may limited respondents response. 3.3 Chapter Summary Chapter 3 presented the methodology of this research which employed on secondary research to review the current literatures on the area of the study, and also the primary research using questionnaires to collect data. Research Samples chosen was a large agribusiness organization who is experiencing turbulence and undergoing merger and work structural change. The limitations of the research were also discussed including the sample size, respondents bias, past organizational change experience as well as the choice of questions may also affect the accuracy of the survey result. Next chapter will touch on the research result analysis and discussion. Chapter 4- Result Analysis and Discussion The questionnaires were distributed to 150 employees in IT, Logistic, Finance and Operation department respectively as planned in Chapter 3, the responding rate is about 76%, namely 114 employees attend the questionnaire. Following are the result of each factors being tested. 4.1 Age The research finding on age factors shows that respondents in different age group perceived change differently and appears with different level of resistance. In contrary with literatures presented earlier on demonstrating age have negative relationship with organizational change where people are more emotional stable and adaptable to organizational change as they age. Instead, the result shows that in the age group of 20 to 65+, employees are more resistant to change as they age; an interesting finding is that for employees aged below 20, whom were surprisingly scored higher marks on resistance. Figure 4.1.2 shows details of scores on resistance in each age group. Figure 4.1.2- Age group vs Resist to change score The possible causes lead to this result might because when younger people firstly enter the workforce with no experience and lower educational background, they are uncertain about their skills and abilities. They may behave self-concerned and less flexible dealing with working matters, and not mature enough to regulate their emotions as they are undergoing a transition from childhood to adult, school life to working life with increased responsibilities, time is needed to help them accept such big changes and adapt themselves in the new environment. As they age and become more mature, they seek for competence, career movement and relationship, they are more flexible and motivated to change themselves in the organization to achieve their objectives. As time goes on, they feel tired and queried about what supposed to be. They are loyalty to their skills and fear losing it in the future. Stability, job security and sense of seniority may become the main values after they age 46. Hence th ey might act more resisting to change as demonstrated in below figure. Super (1980)s Life Stage Theory displayed some common characteristics against to the above analysis and assumptions, which the author would like to research further. 4.2 Gender Out of total 114 respondents, 78 are women, and 36 are men, most of men respond strongly agree that organizational change is necessary and beneficial, and express their willingness to take challenges. Although there is no strong evidence to show that women are more resistance to change, most of women strongly agreed with the statement that when things are not going as plan, they tend to feel stress and if there is significant change regarding the way things are done, they would probably feel stressed. At this point, the research result suggested that women tend to be trapped in stress situation more easily than men. Hellriegel, D. Slocom, J. W., and Woodman, R.W.(2001) has pointed out that organizational change can be viewed as greatest source of stress on job and perhaps employees life. Stress cause low morale, high desertion rate and consequently reduce in job satisfaction and organizational commitment. The women research samples in this study reflect lower ability to regulate stre ss in working and life that affect their job performance. When organizational changes go against their interest, plan or principles, family life, it easily get women feel stress emotionally and potentially raise their resistance level which can be described as unconscious covert resistance (Marc Maltz, 2008) whereby employees are unaware of their resistance to change. Such symptom as mentioned in Chapter 2 is difficult to recognize and manage. The result urges the management to recognize gender-related problems in the organizational process. The implication of the result underlines the importance of evaluating and managing performance between women and men employees in implementing change. 4.3 Locus of Control Figure 4.3.1 shows the relationship between Locus of Control versus Resist to Change scale. The extent of Locus of Control are divided into 5 category based on the score respondents received on answering 10 specially designed question (Q7-Q16) catered to identify the individual level of locus of Control. For each correct answer that suggested Internal Locus of Control, the participant are give 1 point, the end results are totaled up with a formula (N/10)x100. The result are categ

Immigration and Immigrants are Destroying America Essay -- Argumentati

The U.S. is slammed by growing numbers in population. It seems that many do not think of the long term effects of this increase. This is one of the most significant problems Americans face today, yet no one talks about the problem, when it comes to the debate over immigration. â€Å"The current world population is over 6 billion and increases at a rate of 76,570,430 people every year. Since 1950, U.S. population has nearly doubled - growing from 151 million to over 294 million today. If present trends continue, our population will exceed 400 million by the year 2050. Immigration contributes over one million people to the U.S. population annually. The total foreign-born population in the U.S. is now 31.1 million, a record 57 percent increase since 1990. About 8 million of those are here illegally--a 4.5 million increase since 1990. Almost one-third of all immigration during the 1990s was illegal. An NPG demographic analysis of age distribution, fertility, and mortality data sho ws that if there had been no immigration to the U.S. since 1990, the population in 2000 would have been 262 million–19 million less than the 281 million counted. Thus, post-1990 immigrants and their children accounted for 61 percent of population growth during the last decade.† (Negative Population Growth. 2004. http://www.npg.org/index.html). Supporters of letting more immigrants come into the country claim that immigrants do not take away jobs from the hard working American. They have a claim that it actually helps boost America’s economy by increasing the purchasing of goods. Advocates of immigration, claim that Americans think they are too good to hold certain jobs and immigrants fill the jobs Americans do not want. The Director of Workforce Success, Phylis Eisen states, â€Å"Tens of thousands of jobs go unfilled in the high tech industry. The Hewlett-Packards, the Intels, the Motorollas, the entire semi-conducting industry has to fill forty-thousand jobs in the next three years. If they can’t do this, they have to go overseas. The companies always prefer to stay in America.† (Immigration: Promise and Hope for Generations. 1998). This does not seem to be the case when so many companies actually leave their U.S. home factories and build new ones in third world countries. (The Big One. Michael Moore. 1998). Why would any company prefer to stay in America when they could ... ... Jessica. â€Å"Should We Keep Them Out?† Time Oct. 2001.). If America would have tightened its security to begin with there would not be this problem. All because of the lack of the U.S. immigration policy, America is left only with the memories of those who lost their live on September eleventh. Where does America draw the line? America is literally destroying itself because there are no solid grounds on immigration in the U.S. After September eleventh, a new â€Å"secure† policy on immigration was launched. How long until this new way of controlling America’s immigration is forgot about like so many other actual laws that were proposed? The U.S. cannot let its land be turned into a madhouse where people are everywhere. American’s jobs, education, taxes, comfort, economy, and most important safety, are on the front line battlefield. The U.S. government and its people need to get serious about who is let into this country. A revolution needs to be made and engraved into the public of its new reform. If America continues to sit back and be overtaken by booming numbers from other countries, America will eventually destroy itself. It will be the death of a nation.

The Heros Journey in Cameron Crowes Film Almost Famous Essay

The Hero's Journey in Cameron Crowe's Film â€Å"Almost Famous†   Ã‚  Ã‚  Ã‚  Ã‚  Almost Famous (2000) is a dramatization of writer/director Cameron Crowe’s real-life experiences as a teenage rock reporter for Rolling Stone. Based on thinly-veiled autobiographical material from the precocious beginnings of Crowe’s early career, the screenplay shapes sentimental memories into movie magic. But how did Crowe give his own coming-of-age tale such universal appeal? A closer look reveals that Almost Famous, like most films worth their salt, is yet another incarnation of the greatest and only mythological adventure, â€Å"The Hero’s Journey.† This relationship can be explained using the framework of Joseph Campbell’s phenomenal book, The Hero with a Thousand Faces, along with certain terms and interpretations from The Writer’s Journey by Christopher Vogler. William Miller, our unlikely hero, lives at home with his protective mother Elaine and rebellious older sister, Anita. His ORDINARY WORLD is the sheltered existence of a San Diego junior high school student. When Anita has a fight with her mother and decides to leave home to become a stewardess, her parting words to William make her the HERALD of his adventures to come. With the car packed and running, Anita takes hold of William on the front lawn, looks him dead in the eye and says: â€Å"One day, you’ll be cool.† Under his bed, the stack of albums she has left for him includes the Who’s Tommy, with a note taped to it. â€Å"Listen to Tommy with a candle burning and you will see your entire future,† it reads prophetically. And so it was written. Rock music is about to change William forever. In the next scene, we are introduced to an older William—now fifteen and in high school—obsessively scratching band names into his notebook during class. It is time for the appearance of his SUPERNATURAL AID â€Å"to supply the amulets and advice that the hero will require.† (Campbell 72) William goes to meet the famous rock critic, Lester Bangs, who is being interviewed at a local radio station. Over lunch, Lester initiates his role as MENTOR to the aspiring young journalist, warning him against making friends with the rock stars lest he lose his objectivity to write about them. â€Å"You have to build your reputation on being honest†¦ and unmerciful,† he says repeatedly. Seeing that William is serious about his quest, Lester offers him a bona fide writing ass... ...to try to get back together with her, she tricks him into showing up on William’s doorstep instead. The two finally sit down to an interview together and we discover that Russell has called and come clean to the editors of Rolling Stone about the truth of William’s story. The film’s climax is thus resolved as its closing shot depicts a bundle of bound Rolling Stone magazines landing on the pavement with a thud. Almost Famous tells the story of an uncommon adolescence, too unusual for audiences to relate to on a personal level, yet with a common resonance that speaks to millions. This effect can’t have been achieved on accident. Far from just a haphazard reminiscence, the screenplay succeeds by arranging its elements along the symbolism of our collective consciousness. Therefore, using the outline of â€Å"The Hero’s Journey† as the basis for analysis, we see how Almost Famous has also been wrought from the power of this infinite myth. Works Cited Campbell, Joseph. The Hero with a Thousand Faces. 2nd ed. Princeton: Princeton University Press, 1968. Vogler, Christopher. The Writer’s Journey: Mythic Structure for Writers. 2nd ed. Studio City: Michael Weise Productions, 1998.

Hero Cycle from the Odyessy Essay

Homer’s Odyssey provides a clear illustration of Joseph Campbell’s hero cycle through the journeys and characterization of the protagonist Odysseus. The hero cycle is used in epics to describe the journey of the hero from bad to good. In The Odyssey, Odysseus is characterized as arrogant, and and his journey from hubris to humility. The hero cycle is a theme that epics follow. It starts off with a departure then goes to an initiation where they come to an end in their return. Odysseus’ test is to see help him heal hubris. He must learn self-control, and humbleness. He comes to a breaking point because of some of the tasks that he endures, he must overcome them to help him with his need for life change. They start off in a departure phase where Odysseus gets the notification from Menelaus and Agamemnon that he needs to leave their home for Troy even though he does not want to go. He had just had his son Telemachus and he wanted to be there for him. He realized that it was his duty and that he needed to go. Then, in the hero cycle there is usually a supernatural figure that helps them with materials or knowledge. This is a god, monster, superhero, ghost, or fairy tale creature. When Odysseus and his fleet leave and come to their first part of conflict during their journey. When he is on his way he gets his visit from Athena, goddess of wisdom. She is a strategist and often fights in wars. She came to Odysseus on his way to Troy with words for the wise. Then he encounters his first test. This is the battle between the Greeks and Trojans. He was able to survive the war. The Trojan War had lasted 10 years and finally it was over. This is only the beginning of his journey. The second step of the hero cycle is initiation. This is when the tests and climax happen. Odysseus endures many tests with creatures that test him externally and also internally. Along the way Odysseus gets aided by many supernatural beings. He would not be able to go survive without their assistance. After winning the Trojan War Odysseus decide to attack the island of the Ciccones where he lost a ton of me, about six men from every ship he had. This demonstrates a clear act of hubris and stupidity. Odysseus thought he was high and mighty for commanding some of the Greek army to their great victory. After leaving this island he went to the island of the lotus eaters which had his men not wanting to leave the island so he had to tie his men down to the boat. After the island of the lotus eaters Odysseus went to the island of the Cyclopes, where he met Polyphemus. This is a place where he shows that he shows clear acts of hubris. He tells the Cyclopes, after blinding him, that his name was Nohbody, which is very clever. When he and his ships were leaving he yelled to him his real name and guided Polyphemus who was throwing rocks at him with his voice. This was just plain stupid and arrogant. Polyphemus prayed to his father, Poseidon that Odysseus should never return to Ithaca. Following the visit to the Cyclopes was island of Aeolus. He is the keeper of winds. He gave Odysseus a bag of winds and told him to open it when he was close to ithaca. He told his crew to not open it but of course they did thinking he was cheating the crew and they were blown back to Aeolus. Then he goes to the island of the Laestrygonians and they kill the rest of his fleet except for his boat. They end up on Circes Island and his men get turned into animals. He gets them turned back with the help of Hermes words and him coaxing her. He gets the knowledge from Circe that he must go to Hades. He goes and talks to a bunch of people who tell him of his past and future. This is where Odysseus has a change of heart and learns that he must recover from hubris. This is the turning point of his life. When he leaves he goes past the sirens where he demonstrates some more hubris. He then encounters the Scylla, a 6 headed monster where it eats 6 of his men. After escaping him they ended up on Thrinikia where they were not allowed to eat any cattle on the island. They all did except Odysseus and when they set sail the boat got destroyed. This is a start on recovery. Finally Odysseus ends up on Ogygia with Calypso. This is where Odysseus spends seven years able to think about what to do and what to change. The final part of the cycle is the return. This part of the cycle is when Odysseus makes all of his changes in life that need to be made, then puts them to use. When at Ogygia, Calypso gets a visit from Hermes saying that he is able to leave. When he does, he journeys across the seas until he gets to the island of the Phaecians. When here he talks to Nausicaa who helps him see the king, her father, and get a ship for his trip to Ithaca. When he arrives on Ithaca he was told by Athena to be a beggar and not Odysseus. This way he is able to see what it is like without him. When he meets Telemachus for the first time he does not reveal his identity, showing self-control. After he does reveal his identity, he makes Telemachus promise that he will not tell Penelope. Odysseus thinks it would be a bad idea to storm back into the castle and demand his throne. This would mess up everything and would eventually cause a battle. Penelope decides that is time for a new husband so she tells all the suitors to string Odysseus bow and shoot it through 12 axes. No one could do it until the beggar tried, this is Odysseus. He then kills all of the suitors, starting with Alchinous. Penelope still could not believe it so she tests him and says that she will move her olive tree bed that he made for her outside of their room for him to sleep on. This is a symbol of their firm relationship and his throne. He stops her and explains to her that she can’t. Only then, does Penelope truly accept that that was Odysseus. The book ends leaving you with all of the suitor’s families are ok and they go through a settlement, the kingdom is back in order, and Telemachus has finally become a man. Joseph Campbell’s cycle is all about a hero’s journey from good to bad. In The Odyssey this is shown throughout the story and follows the cycle closely. At first Odysseus starts off with being arrogant when Polyphemus is throwing rocks after being blinded by Odysseus and Odysseus is yelling at him and taunting him which guides Polyphemus who is throwing rocks toward their ship. He then after visiting Hades and learning what he must do and how he needs to change his ways he has the option of hearing the sirens song while tied to the mast of the boat or he cannot hear the song and just keep his ears plugged. He of course, chooses to hear the song. Soon after that they are on the island of Thrinikia where he starts to listen and understand what he must do and he was specifically told not to eat any of the cattle on the island. He didn’t but his men did. He survived but his men didn’t. Then when arriving upon Ithaca instead of barging in and demanding his throne back, Odysseus was very humble and patient by acting as a beggar. This shows self-control and when everything is over; you look back at how Odysseus handled things and realize that he has recovered from hubris.