Fastenal Case Essay

The comprehensive document is an overview of Fastenal Canada LTD and how it relates to sales management. The document first provides an introduction to the problem and company background of Fastenal, which includes a description of various views of Fastenal. It further goes into detail about the recommendations that relates to the two main parties involved, which are the customers and the company itself. The document also includes an in-depth implementation plan, which is broken down into short, medium, and long-term tasks to accomplish. Through out the document there is a mention of the vendor managed inventory model (VMI). By using VMI, we were able to use a different approach to avoid risks associated with the â€Å"bricks and mortar† approach. Fastenal should choose to implement the following business plan because a well thought out analysis went into determining the problem and coming up with a solution for the future growth of the company. All decisions were made with the company in mind and focusing on the strong relationship between the costumer and Fastenal. Introduction Fastenal Canada LTD is a subsidiary of Fastenal Company, which was founded in 1967. Fastenal Canada LTD operates as a wholesaler and retailer of industrial and construction supplies in Canada. They have over 200 stores across Canada, 66 of which are in the western region. Fastenal’s growth strategy has always relied heavily on new store opening because the high demand for its products and services across Canada (Fastenal, 2012). It tends to be risky as well as costly when opening stores using the â€Å"bricks and mortar† approach. The introduction of the vendor managed inventory model (VMI) has been advantageous. Fastenal receives an electronic data via email, informing them of its distributor sales and inventory stock level. This system makes it fast and efficient for the customers and sales associates. Fastenal interprets the electronic data and there is an automatic responsibility of maintaining the inventory level for the customer. Fastenal is looking for a different expansion model approach to be used as a growth driver in Western Canada. Our new proposed strategy gives Fastenal the ability not only maintains its desired identity but it gives them the ability to increase the market share and tap into a fresh new market. Our goal is to assess the situation in hand and work in the given environment to keep the strong customer relationships since it is an important component in the company. Problem Definition How can Fastenal use its new vendor managed inventory model to increase its market share? End market sales during the months of 2012 grew 19.8% from the manufacturing customers while the residential construction customers grew 17.9% (Fastenal, 2012). The advantage to VMI is that it releases the customer of having to worry about the level of their inventories. Fastenal interpret the electronic data and automatic take control of the responsibility of maintaining the inventory level for the customer. How can Fastenal reduce financial risk? Every scenario where there is a change in the way things are done or achieved there is always risks to failure or loss. In many cases where there is loss or failure, there is often a way that it could have been avoided or done differently to avoid the negative outcome. Fastenal needs to avoid these situations by planning ahead and finding ways to avoid the risks that may pose problems or loss in the near future. â€Å"Bricks and Mortar† approach induces many financial risks so another approach is necessary to prevent them. Situation Analysis Customers and the sales force are the stakeholders who are most affected. Strong customer relationships are the essence of Fastenal’s success and form an important component of their competitive advantage. The problem arises due the to lack of education the customer has about ordering online which deceases the efficiency PartStore has to offer. Ordering online reduces rushing the parts to the counter or waiting on the phone. Customers are also able to check parts availability and prices, as well as place an order. However when PartStore was introduced there was some confusion with it. Creating a frustrating relationship between the customer and sales person. Recommendations Consignment Inventory Consignment inventory usually involves the supplier, placing inventory at a customer’s location without getting rid of its ownership of the inventory. Since the owner retains the ownership of its products the customer does not pay until it is sold or used. However, before we examine how Fastenal can benefit from our proposed consignment program it is important to first examine some potential market of interest. The City of Edmonton According Edmonton’s 2012 budget report, almost all municipalities across Canada face a significant infrastructure deficit. Neighborhood renewal occurred periodically with funding from other orders of government, yet it failed to address the full life-cycle requirements of preventative maintenance, rehabilitation, and reconstruction. Over time, the condition of roads, sidewalks and sewers deteriorated, resulting in more frequent collapsed sewers, increased sidewalk hazards, and dramatically increased maintenance like pothole repairs. The Office of Infrastructure and Funding Strategy highlighted the need for ongoing funding for neighborhood infrastructure to overcome an anticipated $2.2 billion funding gap in neighborhood roads and related infrastructure. This situation provides a tremendous opportunity for Fastenal to penetrate and serve this market. Market potential The total number of potential infrastructure that needs to be fixed in any given time is the market. The market potential for Fastenal products in units would be equal to the number of potential infrastructure that require repairing, assuming that each infrastructure repair would use Fastenal product. Fastenal can benefit for inventory consignment within the city of Edmonton, however administration is important to understand how the current business model can be used to Fastenal’s advantage in delivering the services. FAST 5000 is a vending machine that provides workers with immediate access to materials and equipment’s. The FAST 5000 machine is installed at customer sites and Fastenal keeps them filled with needed products ranging from safety equipment’s, cutting tools & supplies to office supplies. Fastenal handles everything from the delivery of the machines to the installation and restocking of the machine whenever the inventory level becomes low. Through the flexible web reporting system Fastenal customers are able to view and manage the machine’s inventory usage. Cory Jansen, Fastenal’s Vice President of Internal Operation have claims that having the FAST 5000 have reduced production consumption in many cases by more than 30 percent (City of Edmonton, 2012). In the midst of 2.2 billion dollar worth of infrastructure repairs that the city of Edmonton needs, someone will have to supplies this market with their required materials and tools to complete the repair work. Fastenal should approach the city of Edmonton with a proposal outlining how the FAST 5000 can be beneficial to the construction site and within the city offices. The city of Edmonton as a corporation serves a population of more than 750,000 residents; the corporation is segmented into seven different departments each department is responsible for providing a particular service to Edmonton residents. We suggest that Fastenal concentrate on the four main departments within the corporation that is more likely to benefit from the FAST 5000 or the FAST 3000 services, which are the: Office of the City Manager, Sustainable Development, Transportation Services and Infrastructure Services. Office of the City Manager will benefit from the FAST 5000 if Fastenal stocks them with office supplies, such as pens, pencils, papers, etc. Since each development must akin to a strict budget the FAST 5000 can provide the solutions to maintaining those budget, by reducing product consumption, having on-hand inventory, and administration costs, while providing new insight into usage and spending habit that can be used toward next year’s City budget. Fastenal can implement the same strategy within other municipalities across Canada. Implementation Fastenal needs to place a unit in each site under the City of Edmonton. We believe it to be reasonable to set one to three year goal to place a FAST 5000 machine in each site over the next three years. First step is to write up a proposal to bring to the Simon Farbrother, who must approve it. He is the city manager and makes the major decisions in these cases. This process can take up to three months to be able to present the proposal. This also creates awareness of the product to the potential client. The proposal must go through other levels of approval and be voted on by the city council, therefore this may take another three months. Once the plan is approved the production and distribution can be put into motion. The city of Edmonton has many different branches and sites in the Edmonton area. The marketing department in Fastenal will start to put together the proposal and presentation. The marketing department will create a miniature FAST 5000 as part of a press kit along with a formal written proposal. The press kit will also open up and contain testimonials from previous clients Fastenal has worked with. It will also have a brief description of the key factors and attributes of the FAST 5000 and what sets it apart from prior units. Once the plan is approved, Fastenal will be required to submit the bet to the city manager. Since Fastenal is the sole provider of the vendor managed inventory systems (FAST 5000, FAST 3000). This implies that there is only one supplier that can fulfill the requirement and that any attempt to obtain bids would only result in one supplies being able to bid on the contract which is Fastenal. The bid will contain the benefits and costs of going through with the deal and the estimated completion date of placing the units in different sites throughout Edmonton. Once the city has awarded them the contract they will immediately move forward, and Fastenal will provide the services as stated in the proposal. Fastenal will place the minimum required machines in each site as outlined by the contract. Time Line Immediately| Delivering units| Week 1| Submitting a bid| Week 2| Proposal| 3 months| Meeting with Simon Farbrother | 3 months| Vote by city council| 6 months| Full Approval| TBA| Expansion into further sites and markets| Budget Since we do not have any costs that are being associated with this project our cost is zero, therefore the budget is not present. Risk and mitigation Risk| Mitigation| Underperformance of sales force | * Bring on a skilled team * Have the team mentor new people * Make teamwork part of the culture * Hire skillful and enthusiastic employees | Sales loss on FAST machines| * Proper training * Information to customer about store * Finding good location| Unrealistic customer and schedule expectations| * Make the customer feel comfortable and at ease * Set schedule goals around frequent deliveries | Conclusion The problems we wanted to address were â€Å"How can Fastenal use its new vendor managed inventory model to increase its market share?† and â€Å"How can Fastenal reduce financial risk?†   Our new proposed strategy gives Fastenal the ability to not only maintains its desired identity but it gives them the ability to increase its market share and tap into a fresh new market. Strong customer relationships are the essence of Fastenal’s success and have formed an important part of their competitive advantage. Our business purposed plan intended to keep the strong customer relationships. Through our implementation approach we have demonstrated how Fastenal can transform it’s current solution into a continued transparent business model. Fastenal’s opportunities will be awarded by the skill and creativity they have to meet the customer demands. Reference City of Edmonton. (2012). Budget. Retrieved April 2012, from http://www.edmonton.ca/city_government/budget_taxes/budget-2012.aspx Fastenal. (2012). Fastenal . Retrieved April 2012, from http://www.fastenal.com Mackenzie, H. (. (2008). Sales Managment in Canada (1st Edition ed.). (D. Thompson, Ed.) Toronto, Ontario, Canada: Person Prentice Hall.

A Letter from Ponyboy

Greetings to you! How are you, older brother?   It’s been quite a while since I sent you a letter. My mistake. Sorry for that. I’ve been busy for the last few weeks here insane Diego. My study is eating up most of my time. Right now, we are approaching already the finals week.A lot of requirements are already on my list. But don’t you worry brother, I am okay. I manage to keep healthy and strong despite the conflicts of time in my part-time job and schooling. And speaking of work, I have some good news for you. The manager of the food chain I am working at was impressed by my dedication to my job. In fact, I was chosen to be the crew of the month.Because of that, I got an additional compensation in my salary. Not too big, but large enough to spend for my thesis. It was a big help since I badly needed to finish my thesis as the final submission of it is nearing. Of course, I have to graduate this semester. That was my promise to you, right? Don’t worry, D arry. All of your spending for my schooling will finally come to an end. A month from now, I will be called â€Å"Lawyer Ponyboy Curtis†. However, I will not be able to reach this status if not because of you.Thank you so much, Darry. I really appreciate all the things you have done and sacrificed for me. I know that you don’t want to marry your fiancà ©e Lindsay until I haven’t finished my studies. But I told you for several times that you don’t need to do that. You don’t have to sacrifice your own happiness just for my sake. I can manage myself now. I am a man now.Being thirty years old is no longer young. But what did you do? You still insisted to pay half of my tuition. I told you to keep them for yourself and for your future. You, too, are no longer young. You must build a family of your own, just like what Sodapop did. You’re such a stubborn. No wonder why they called you Superman back then. You’re such a strong-willed person. But no matter how strong-willed you are, you must promise me that after my graduation, you will take care of your personal life.By the way, how’s work after being promoted as chief lieutenant of the Oklahoma Police Department? Doing well? How’s peace and security there? You know what, I’m very happy with your current situation, actually, with the situations of us three—you, Sodapop, and I. After the long battle between the Socs and the greasers, I was glad that you decided to study and be a cop.I haven’t told you this, but I want you to know now that you are my greatest idol. When I saw how you managed to study while working, I admire you. Aside from that, you managed to raise me and Sodapop well after that horrible loss of our parents. Thank you for that.What’s up with Sodapop, by the way? Have the two of you seen each other lately? I had the chance to meet him personally last month after he visited his in-laws here in California. I also ha d the chance to meet the kids. Oh, Paul was so cute.He’s so like Sodapop—charming and good-looking. I bet when he grows up, he will be a Sodapop the Second. And have you heard about the good news? Sandy is three- month old pregnant! Boy, you should see the happiness in their eyes—a picture of a complete and a happy family. Aside from that, Sodapop is planning to put up a branch of their bookstore here in San Diego. Looks like he and Sandy are meant for business.I really wanted to be with you now, Darry. How I miss my adolescent days. Right after my graduation, I will spend some time with you. You take care of yourself. Until next time.Your younger brother,Ponyboys

Problematizing Feminsim: An Article Critique Essay

A thorough examination of Shefali Desai’s article clearly shows the major issues that are confronted by the feminist movement. Desai carefully examined the underlying ideological tenets, as well as the corresponding political, social and cultural differences that seem to create a wide gap among many feminist activists. This is most especially true in cases that specifically focus on the recognition of women’s rights and at the same time, taking into full consideration the respective cultural and social arenas in which oppression and repression take place. Clearly, under this context, Desai attempts to formulate a concrete and feasible solution on how to resolve the tensions and disparities, which are often experienced and reflected in feminism’s multicultural approach. To further illustrate the author’s contentions and arguments, Desai offered a substantial distinction about the glaring differences between the methods and approaches that are deployed by universalists and cultural relativists (5). As universalism implies, Desai expounded that this particular approach upholds the belief that the idea of human rights can be understood within a single vantage point (5). Consequently, cultural relativism espouses that human rights should be contextualized from different angles that subsequently acknowledge a range of external factors (Desai 5). The political, social and more importantly, cultural factors, thus affect the individual’s scope of reality. In this aspect, arguing for a universal approach is no less than a subtle assertion of power legitimacy and to a certain extent, subordination. Desai, then linked these scenarios to the recognition of women’s rights in non-Western setting, such as the Taliban society (7). Via exerting a conscious effort to trace the historical narrative of the Taliban government, Desai narrated how a series of wars and intercultural differences have affected the women of Afghanistan (7). But with Taliban’s rise and its strict imposition of Islamic Law, is perceived by many as far more repressive, patriarchal and detrimental to Afghan women (Desai 7). This is despite of the fact that several members of the community have seen the Taliban approach as yet another way of safeguarding not only their women, but also their cultural practices (Desai 11). This particular situation has led Desai to question the seemingly monolithic and (apathetic) contentions of both universalists and cultural relativists women advocates. Critically speaking, far more than acknowledging human rights, it can be argued that Desai was also concerned on a pragmatic application of â€Å"multicultural feminism (Worell 432)†. The Taliban case, far more than anything else raises the question of whose feminism is involved, most especially in scenarios that revolved around women oppression and identity construction. For those who do not have a direct experience of oppression, universalism and feminism can be easily combined. However, it cannot be denied that individual differences and cultural and individualistic considerations may divide feminist movements from across the globe. Thus, via providing clear definitions and comprehensive distinctions of how womanhood is experienced and understood in various social settings, Desai’s work remarkably eliminates the possibility of Western feminist hegemony. Consequently, by being open to the respective cultural constraints of women in highly marginalized regions, the article remains free from the biases of relativism and still offers a highly pragmatic approach. The example that Desai used added to the author’s credibility since it successfully illustrated the concrete shortcomings of two divergent perspectives that exceed the theoretical or hypothetical assumptions. Evidently, the remaining parts of Desai’s discussion presented different way of )dealing with feminism and human rights recognition. Desai called for a much more holistic and collective approach via formulating legal protocols that duly recognize human rights with great sensitivity. Yes, Desai’s work calls for sensitivity, in the sense that feminists must also pay attention to the individualistic needs of many women. In this manner, highly customized and appropriate solutions can be enacted. Oftentimes, women-related problems become worse, not only because of the lack of direct action, but also due to the excessive politics that exist among feminists and even legal experts. As Desai stressed, feminism cannot possible produce good results if the idea of â€Å"multiplicity† is taken for granted (17). Here, it can be seen that Desai actually looks for parallelism rather than an abrupt intersection of opposing views and ideologies. The strengths of universalism and cultural relativism are combined to overcome its respective weaknesses. In this aspect, biases and politicking shall be lessened and feminism now transforms into an efficient and pragmatic solution. Works Cited Desai, Shefali. â€Å"Hearing Afghan’s Women’s Voices: Feminist Theory’s Re- Conceptualization of Women’s Human Rights. † Arizona Journal of International and Comparative Law. 16. 805 (1999): 1-17 Worell, Judith. Encyclopedia of Women and Gender: Sex Similarities and the Impact of Society on Gender. California: Academic Press

Language and Culture Essay Example | Topics and Well Written Essays - 1000 words

Language and Culture - Essay Example Both Tan and Rodriguez had to fight with their internal struggles; their desire for speaking their native language and the need to speak the language of the society they lived in. The major difference between them was in their perceptions of the significance of preserving their family language. The titles chosen by both writers for their stories also define their feelings. Tan names her story â€Å"Mother Tongue† which has a more emotional feel to it, whereas Rodriguez opts for a more straightforward title of â€Å"Aria: Memoir of a Bilingual Childhood† in which you can’t really feel emotion but the story does explain all his feelings and the emotion is built as the story progresses. It is a recollection of various memories that convey Rodriguez’s point of view. Tan and Rodriguez realize the intimacy of their native language at different times of their lives. During her talk on her book â€Å"Joy Luck Club†, her mother was sitting in the audience. At that time she realized that the way she used English language was different depending on who she was talking to. At home she used a broken form of the language whereas for the society she preferred more formal English. She concluded that it had become a language of intimacy, different English for the family which was a language she had grown up with. Tan understands that she never lost the importance of the family language and the role it had played in her life, as she says â€Å"it can evoke an emotion, a visual image, a complex idea, or a simple truth† (Tan, 431). On the other hand Rodriguez realized the role of his family language when he was much younger. Like Tan his identity also altered as he stepped inside his home. When his mother used to call out to him in Spanish he felt at home and his mother’s words would comfort him. He felt sure of his family identity and feared the language of the society. Rodriguez unlike Tan lost this feeling of intimacy early in life. Both the writers felt guilt when they averred a discriminating identity towards their family. The reason they did that was both their parents could not speak English properly. Tan describes her mother’s English as very ‘limited’. It was this broken language that limited Tan’s perception of her mother. She uses words such as â€Å"broken† and â€Å"fractured† to explain her mother’s English which shows that she is very ashamed by it. Tan believed that the quality of her mother’s English was directly related to the quality of what she said and this must reflect badly on her. She could not express her thoughts perfectly thus making her thoughts imperfect as well. Her beliefs were reinforced by the way people used to treat her mother. T an states plenty of empirical evidence in her story. She wrote that people in stores, restaurants, banks did not give importance to her; sometimes they would even ignore her, pretending that they did not hear her. Rodriguez writes about similar situations; he too was embarrassed of his parents when they spoke the language of the society. It would make him feel that his parents were not powerful and could not protect him. He also supports his feelings with the society’s behavior towards his parents. Rodriguez uses a strong language and some Spanish words as well including â€Å"gringo† and â€Å"pocho†. Both Tan and Rodriguez understood later in life how very wrong they were about their parents, at one point Tan said â€Å"my mother's English is perfectly clear. ... It's my mother

Film Analyse, Analyse Mise-en-scene, in The Red Shoes (1948 film)and Essay

Film Analyse, Analyse Mise-en-scene, in The Red Shoes (1948 film)and do Ten shots analyse of it - Essay Example Central to the plot is the clash between Miss Victoria Page’s (played by Moira Shearer) artistic ambition and her love life. Tragedy looms large in this type of plot set up and inevitably Miss Page is ruined by this conflict. In this way the plot and the simple straightforward narrative do not match the creative and exuberant visual imagery. Despite the said flaws, the film is worth studying purely its picturization and visual aesthetics. This essay will is an endeavour to study the mise-en-scene of a handful of scenes from the film. To be able to understand the principles being applied for constructing various shots, one has to keep in mind Michael Powell’s philosophy in filmmaking. Powell believed in the notion of the ‘composed film’, in which, â€Å"music, emotion and acting made a complete whole, of which the music was the master†. (Mayer, 2008, p.48) This philosophy is writ large in The Red Shoes, as well as Powell’s other notable films B lack Narcissus (1947) and The Tales of Hoffmann (1951). As a matter of fact, in The Red Shoes, Lermontov says to Miss Page on more than one occasion that â€Å"music is everything†. This is perhaps a reflection of Powell’s own understanding of composing a film. ... riest (danced by Ivan Boleslawsky/Robert Helpmann), to an infernal, red-lit space that is inhabited by the ballet's demonic shoemaker (danced by Ljubov/Leonid Massine).† (Grist, 2012, p.28) These sequences of events are synchronized to the tempo and prompt of the instrumental music. Just as the musical composition by Brian Easdale carries symmetry and repetitive structures within it, the performance of The Ballet of the Red Shoes display a similar arrangement. There is a conscious attempt on part of the directors to unite the strands of various media of art into one dramatic output. It is this accentuation of dramatic effect thus produced which accounts for the continuing remembrance of this film and its ballet performances by generations of film audiences. (Mclean, 2008, p. 135) As a treatise on cinematic art, the film reveals its exceptional ability to exploit the medium and alter accepted boundaries. In its own implicit way, The Red Shoes goes on to shatter the myths surroun ding fairytales, the world of classical ballet and the myths surrounding cinema itself. The notion that fairytales all end on a happy note is refuted in the film. Instead, the comforting aspects of Christen Anderson’s fairy tale (upon which the film is based) are disillusioned and the underlying horror is revealed. For example, the earlier part of the film has the audience believe that Vicky and Julian will live happily ever after. But as events unfold and take a dire turn, the aspirations of the couple are frustrated. In Anderson’s fairytale, a young girl, similar in age and disposition to Vicky Page, wishes to wear the red shoes. But upon wearing them, she cannot stop herself from dancing. This eventually leads to unbearable exhaustion she even resorts to ask the executioner to have mercy

Yoga, Buddhism and Lao Tzu Essay Example | Topics and Well Written Essays - 1250 words

Yoga, Buddhism and Lao Tzu - Essay Example The raja yoga concerns itself mainly with the wellbeing of one’s mind, known as rsih through cultivation of the same mind whose wellbeing is the main concern. It uses a number of successive steps that include meditation and contemplation to deal with the fluctuations of the mind and how to master the fluctuations. For this reason, the relationship between the body and the mind must be put at ease in order to gain acceptance between the two. As a result, due to the required balance between the body and the mind, one must be in overall god health and psychological condition in prior to pursuance of inward yoga aspects for the mind to be at ease with the body. Therefore, raja yoga serves to control all ways of thought and mental modification in order to further one’s acceptance of reality and achieve liberation. The second form of yoga is the karma yoga, which is taken to mean the yoga of doing owing to its origins in Sanskrit. Karma refers to action while yoga is taken to mean union thus literally meaning the path of union through action and is, therefore, the process of achieving perfection through action. With this in mind, karma yoga is a form of yoga in which one is expected to align his or her actions, thoughts and will towards perfection (Wathen). This is done through action according to one’s sense of duty and without bias towards selfish desires or inclinations towards like and dislike. The third form of yoga according to Bhagavad Gita is the jinana yoga or the path of knowledge, where one is required to achieve knowledge of the absolute (Wathen). It also views the above named knowledge as a condition of devotion. The jinana yoga is aimed at attaining high levels of enlightenment in knowledge, in relation to reality, which is similar to the Karma and raja yoga. The fourth form of yoga is the bhakti yoga or the path of devotion that signifies active involvement by the devotee in divine worship, which relates to the jinana yoga of knowledge in that it calls for attainment of a union with the absolute, which is also characteristic of the karma yoga. The final is the hatha yoga, which is the preparatory stage of physical purification that the body practices for higher meditation; and is related to the other four yoga forms following the higher meditation and attainment of higher enlightenment achieved altogether after their practice. Of all the forms, none can be consi dered the best as they all work to the wellbeing of the individual in question. However, the karma yoga may have an upper hand over the rest following the relationship that it has with one’s way of thought and actions. This is because; it guides one’s actions through peace of mind and creation of harmony between the body and mind. The Noble Truths Buddhism has five aggregates, form, sensation, perception, mental formation and consciousness, which work together to come up with a mental being. Form refers to the physical factors of a being such as the body and all material objects while sensation refers to feelings in three kinds-unpleasant, pleasant and indifferent. The other three forms are perception, which is the formulation of a concept or idea on an object by an individual; while mental formation defines conditional responses to objects with which an individual has experiences. On the other hand, consciousness describes the

International Relations Essay Example | Topics and Well Written Essays - 750 words - 5

International Relations - Essay Example Similarly IGOs strive to enhance international relations and cooperation while NGOs try to deliver developmental aids to their beneficiaries. The ultimate goal of an NGO is to enhance sustainable development whereas an IGO’s mission is to promote human rights and to support socio-economic development. The fundamental point of distinction is that IGOs may include governments when NGOs may not2. 2. ‘The Tragedy of the Commons’ is an economic theory developed by Garrett Hardin. The theory states that individuals who act independently according to their self interests normally behave contrary to the long term interests of the whole group by depleting common resources whose demand is overwhelming the supply3. More simply, ‘The Tragedy of the Commons’ can be simply referred to an economic problem where every individual tries to best exploit a given resource. When the demand for this particular resource overwhelms the supply, individuals who consume an extra unit directly act against the interests of other people who have no longer access to the benefits. This economic problem occurs when individuals ignore the wellbeing of the whole society in an attempt to entertain their personal interests. This economic theory is often linked to sustainable development and global warming as they are related to the exploitation of resources by humans in pursuit of th eir personal gains. Oceans, atmosphere, national parks, and fish stocks are some of the examples of ‘commons’. 3. According to some experts, human rights represent moral principles that define specific standards of human behavior despite cultural or national differences4. Human rights are considered as legal rights across the globe and particularly protected under national and international law. These rights belong to all people simply because they are humans. It is possible to

Critically examine the government's definition of a sustainable Essay

Critically examine the government's definition of a sustainable community and explore the problems associated with applying the concept to poor, inner city area - Essay Example rldwide has led to the need for change of the structure of cities in order to meet the current social and cultural trends; however, the relevant decision should not be taken without a careful examination of the resources available as well as of the potential consequences of these initiatives to the environment. In this context, the appearance of sustainability could be explained at the level that the specific concept could offer the required framework of urban development ensuring the quality of life of people in modern cities. Despite all the measures taken for the application of the principles of sustainability – as they have been developed through the years – in practice it has been proved that in modern urban environment the use of techniques and construction rules that are based on the principles of sustainability is not an easy task; the above phenomenon can explain by the fact that the resources available for the realization of these projects are usually limited, the cost involved is high and the intention of the governments to fully align the urban development of cities with the principles of sustainability is not as strong as required for the promotion of the specific concept in countries around the world – no matter the strength of their economy or their social/ cultural characteristics. The problem seems to be more severe in cases that efforts are made in order to develop relevant projects – based on the principles on sustainability – on areas that are not developed – referring especially to the poor inner city areas. In case that such an initiative is undertaken, the potential risks could be many as it is explained analytically below. The examination of the effectiveness of the governmental plans related with the promotion of sustainability across a country is developed in this paper referring to the case of Britain; the sustainable development of the country’s projects – including the protection of the environment – is achieved

Assignments Essay Example | Topics and Well Written Essays - 500 words - 3

Assignments - Essay Example The syntactic rule, on the other hand, must always govern a written message so that the reader gets the very meaning that the writer intended to convey. Johnny and Ken, in the course of exchanging words, failed to observe some of these simple rules. The whole conversation, therefore, can be seen as the abuse of language. Johnny opens the talk with an ambiguous statement that gave his roommate a leeway to using any language. Johnny asked, â€Å"Does your friend has to stay here all the time?†(n.pg).In this question, he did not clearly bring out what he meant by that. This was the ambiguous question that led to the conflict. In response to this ambiguity, Ken employed the use of inferential statement. He thought Johnny was already very mad at him and his friend. Therefore, Ken turns furious to counteract the supposed temper of Johnny. Ken replied, â€Å"You said you were chill with it before† (n.pg). This statement also shows that Ken must have used a static evaluation on Johnny. When Johnny had agreed to accommodate the friend earlier, Ken thought that he had made a permanent decision and could not change his mind whats oever. The sudden change of mind took Ken by surprise since he had never expected that from Johnny. There was also lack of euphemism in their tones. Both Ken and Johnny had poor diction. They failed to use pleasant words in place of the blunt ones. For instance, Johnny says â€Å"†¦I don’t like it. I am tired of this! You are the worst† Ken also calls Johnny â€Å"dumb† n.pg. These are emotive statements. If the two had chosen to use polite language (euphemism) on each other, they would have come to an understanding and solve their differences in a smooth way. Johnny, in his first statement, could have avoided ambiguity by politely explaining to Ken why and how his friend had become a burden. Ken could have sat down and listen

The United States' Invasion of Afghanistan Assignment

The United States' Invasion of Afghanistan - Assignment Example As a superpower, the United States interferes with the affairs of Afghanistan though it is a sovereign nation. Machiavelli’s theory on moral tradition condemns immoral practices that States use to maintain power. The theory advocates for diplomacy because morality is the basis of constituting governments. Based on a realist perspective, the US was not strategic when invading Afghanistan making their invasion qualify as intimidation as noted by Fiscus (1969). The US did not adhere to the principles of diplomacy that Machiavelli advocated for in his literary works. Instead, they focus on Machiavellism while carrying out their mission. Machiavelli believed that morals should guide nations in their pursuit. Therefore, it was unethical for the United States to use force though they claim that they are merchants of peace. It would have been better for the United States to refrain from using force while promoting stability in different places around the globe (Fiscus 2001). Politics should not be divorced from ethics as evident during invasion of

Mobile Computing and Social Networks Essay Example | Topics and Well Written Essays - 2500 words - 2

Mobile Computing and Social Networks - Essay Example In addition to this, these applications effectively upload to a specific processing server without the use of any desktop system and application. These applications have several benefits realized by the users due to the ability to get access to the individual data and information through mobile applications. There are several challenges too that have been addressed in this essay. Run of mobile applications in small screen-sized mobile can be considered as real challenge. There are several mobile platforms, such as iPhone, Windows Phone, Android and iPad. This essay has described useful methods, which can be utilized to decide that which of these platforms are supportable. It is true that mobile application generally requires high availability aspect as the users significantly need to have continuous conflict free access to IS and IT systems. Therefore, it is important to identify and implement the ways of ensuring high availability aspect. It is true that, hacking of mobile devices has become a significant challenge. Therefore, the essay has described the methods to make the existing mobile devices more secure. Geo-location technology can be considered as one of the most significant trends in the field of social networking. It helps an individual to address the location of other intended individuals. It also helps people to locate popular places or institutions close to the physical location of an individual. Now-a-days, people are able to rebuke the locations on their mobile devices and Smartphone without the help of a desktop system or application to pull up Google maps or MapQuest in order to get directions to required addresses or places. People generally find addresses through the use of these apps on desktop and print outs. But, now these can be avoided due to availability of Smartphone, which can help individuals to find exact location and people can carry this Smartphone with them. Geo-location data also reveals important

A Comparative Study Of Australian Indigenous And Non Indigenous Education Essay Example for Free

A Comparative Study Of Australian Indigenous And Non Indigenous Education Essay Australia has a prominent discontinuity between Indigenous and Non-Indigenous life expectancy, educational achievement and employment opportunities. (Coag. gov. au. 2014) There is a pressing need for an Australian Indigenous Education Reform. This need for reform is especially necessary in remote and northern, socially disadvantaged Australian communities where attendance rates are low, along with low academic outcomes by Australian national standards. This reform needs to ensure consideration of Indigenous cultural needs and wants. The aim of this paper is to discuss the disparity between Australian Indigenous and Non-Indigenous persons’ Education and make recommendations based on the effectiveness of current reforms in place to minimise the inequality between the two demographics. The paper will look at attendance statistics of school aged children in primary school and high school, completion statistics of highest school qualifications completed, highest non-school qualification obtained and employment statistics for full time and part time Indigenous and non- Indigenous workers The most recent government implemented strategy will be briefly evaluated. Along with this, recommendations will be made. These suggestions can hopefully be modified and implemented in countries that have an inconsistency their in nationwide education statistics. Placing high importance on the improvement of Australia’s Indigenous and Non-Indigenous education disparities will create a ripple effect and improve Indigenous health and employment opportunities. Children who attend school on a daily basis will be exposed to health and wellbeing syllabus, putting their knowledge into practice within their community. Indigenous Primary school children with regular attendance will have an easier transition into secondary school, with the improved likeliness of achieving a higher non-school qualification thus positively affecting the distribution of workers in society. For the purpose of this paper, the following tables bellow will be referred to and the information within will be used to support and stimulate discussion. INDIGENOUS SCHOOL ATTENDANCE RECORDINGS 3 TO 5 YEARS OF AGE AGE MAJOR CITY REMOTE AREA VERY REMOTE AREA 3 31% 12% 14% 4 63% 59% 55% 5 87% 77% 70% Table 1 Source: Population Characteristics, Aboriginal and Torres Strait Islander Australians, Australia, 2006 (cat. no. 4713. 0). This table shows the percentage of three to five year old Indigenous children attending an educational institution such as a preschool or primary school in a major city, remote or very remote area. As expected, the attendance decreases as remoteness increases. There isn’t much disparity with the four and five year old age group’s attendance, however less than half three year old Indigenous children in a major city attend an educational facility in a major city and then this figure almost halves again when looking at children in very remote areas. INDIGENOUS SCHOOL ATTENDANCE RECORDINGS 15 TO 17 YEARS OF AGE AGE MAJOR CITY REMOTE AREA VERY REMOTE AREA 15 77% 67% 53% 16 60% 49% 34% 17 44% 29% 16% Table 2 Source: Population Characteristics, Aboriginal and Torres Strait Islander Australians, Australia, 2006 (cat. no. 4713. 0) The results in this table are noticeably alarming. In remote and very remote areas, 50% or under of Indigenous teenagers from the ages of fifteen, sixteen and seventeen years are attending school. If only 16% of seventeen year old Indigenous students are attending high school, then there is a very low chance of young Indigenous persons graduating from the final year of high school. In major cities, not even half of Indigenous seventeen year olds are attending high school. It’s highly unlikely that with an attendance rate is only 44% from seventeen year olds in major cities, that many of those students will continue on to complete a non-school qualification. HIGHTEST LEVEL OF SCHOOL COMPLETED BY INDIGENOUS SATUS AND AGE AGE GROUP 18-24 25-34 35-54 55 and over total Indigenous Highest Level (%) Year 12 or equivalent 32 28 15 8 19 Year 11 or equivalent 14 13 9 2 11 Year 10 or equivalent 25 26 34 16 28 Non-Indigenous Highest Level (%) Year 12 or equivalent 71 68 76 27 45. Year 11 or equivalent 10 9 12 7 10 Year 10 or equivalent 13 16 29 26 24 Table 3 Source: Population Characteristics, Aboriginal and Torres Strait Islander Australians, 2006 (cat. no. 4713) The information gathered in the above table shows that the highest school level qualification of Indigenous people is Year 10 or the equivalent and for Non-Indigenous people its Year 12 or equivalent. As assumed, for Indigenous persons, the amount of Year 12 completions declines with age. Indicating that perhaps, programs put in place to support Indigenous education has been effective. However, overall, only 19% of Indigenous persons have completed Year 12. Further studies showed that 14% of Indigenous people had completed Year 8 or the equivalent as their highest school qualification. This was exactly double the amount of Non-Indigenous persons who had completed Year 8 or the equivalent and only 5% lower than the amount of Indigenous persons who completed Year 12 or the equivalent. The disparity between Indigenous and Non-Indigenous young people (age 18 to 24 years) who have completed Year 12 of equivalent is a huge 40%. These statistics of the highest school qualification received reflects on the results of highest non-school qualifications. . Indigenous (%) Non-Indigenous (%) Males Females Males Females Higher than a Bachelor degree 1. 0 1. 4 5. 9 5. 9 Bachelor degree 2. 9 5. 0 14. 3 16. 8 Advance Diploma or Diploma 3. 1 5. 3 7. 8 10. 3 Certificate III and IV level 15. 8 8. 3 25. 8 8. 5 Certificate I and II level 1. 4 2. 5 0. 7 1. 6 Certificate not further defined 1. 2 2. 0 1. 4 2. 7 Not stated or inadequately stated 17. 6 13. 9 6. 2 7. 3 No non-school qualifications 57. 1 61. 7 37. 9 46. 8 PERSONS AGED 26-64 YEARS WITH A NON-SCHOOL QUALIFICATION BY INDIGENOUS STATUS AND GENDER. Table 4 Source: 2006 Census of Population and Housing, Australia, 2006 This table displays the non-school qualifications achieved by Indigenous and Non-Indigenous males and females. Following on from the highest school qualification results, it was not surprising to find that more Non-Indigenous Australians had received certificates III and IV, diplomas, advanced diplomas and Bachelor degrees or higher. It was disconcerting to note that more than 50% of Indigenous males and females had no non-school qualification. The majority of both Indigenous and Non-Indigenous Australians had completed a certificate III or IV. Further research showed that Indigenous persons living in major cities, when compared to those in regional or remote areas, were more than two and a half times more likely to complete a non-school qualification (39% and 15% respectively). However, strangely for Non-Indigenous persons with a non-school qualification in remote communities, there was not a disparity as larger between those that lived in major cities (58% for major cities and 48. 6% for remote areas. LABOUR FORCE STATUS BY INDIGENOUS STATUS Indigenous Total (%) Full Time Employment 27. 7 Part Time Employment 16. 6 Non-Indigenous Full Time Employment 50. 0 Part Time Employment 19. 1 Table 5 Source: 2006 Census of Population and Housing, Australia, 2006 The above is a small overview of the overall percent of full time and part time employment for Indigenous and Non-Indigenous Australians. ABSENTEEISM Days Absent Total Days School Terms Missed Years of School Missed 1 day per week 451 9 2 years, 1 term 1. 5 days per week 676. 5 13. 5 3 years, 1. 5 terms 2 days per week 902 18 4 years, 2 terms 3 days per week 1353 27 6 years, 3 terms 5 weeks per term 1127. 5 22 5 years, 2 terms Average 5 days per term 220 5. 5 1 year, 1. 5 terms Average 10 days per term 440 11 2 years, 3 terms ABSENTEEISM OVER A LONG PERIOD OF TIME Table 6 Source: Cycles For Success DETE, SA, 2002 p. 44. The above table calculates the impact of absenteeism over a long period of time, highlighting the severity of prolonged absenteeism. Even a child who only has 5 days off a term, every term can be affected; they will miss a total of 1 year and 1. 5 terms, that’s a lot of curriculum covered in that time. An abridged version of Reasons for prolonged absenteeism from School attendance and retention Of Indigenous Australian students. †¢ Parental-condoned absenteeism, parents failing to accept their legal responsibilities †¢ Poor parental/carer attitudes towards schools †¢ Insufficiently valuing education †¢ Inadequate welfare support practices, especially in the early years of schooling †¢ Inconsistent approach to absenteeism between and within schools †¢ Unsuitable curriculum for some pupils †¢ Too few out-of-school/alternative curriculum places †¢ Bullying, peer pressure, ‘cool’ to skip school †¢ Lack of career aspirations and low self esteem †¢ Inconsistent policies and practices of local schools, education welfare services and schools’ policy documents on attendance †¢ Inconsistent referral policies between schools. †¢ Local unemployment, poverty, poor community facilities †¢ Differences between boys’ and girls’ aspirations and achievements (Purdie Buckley, 2010) MOST RECENTLY ANNOUNCED GOVERNMENT STRATERGY In December, 2013 Indigenous Affairs Minister Scullion released an announcement of a new two- year strategy to improve Indigenous school attendance. â€Å"A child attending school 70 per cent of the time is not receiving a proper education. A recent COAG report on education showed there had been no improvement in attendance of Indigenous students over the past five years and in some areas it is going backwards. It is horrific to think that in the Northern Territory, only 13 per cent of kids are attending school 80 per cent of the time. This has to change. † Minister Scullion said the two-year strategy, which is in addition to strategies discussed by COAG last week, would improve school attendance by engaging local people in each community to get kids to school. $28. 4 million will be provided over two years to: ? Employ Attendance Supervisors to manage and develop up to five School Attendance Officers in each community ? Appoint School Attendance Officers through the Remote Jobs and Communities Programme (RJCP) to work with families to get kids to school. Five officers will be engaged for each 100 enrolled children (scaled to suit local situations) ? Provide support for children to attend school with funds from the Indigenous Communities Strategic Investment and Community Development Funds for uniforms, vehicles and office space† Schlievs, M. (2011). Evaluation of Two Year Strategy RECOMMENDATIONS Introduce vocational training within schools Vocational training should be encouraged at a school level. It not only provides a post school pathway into a non-school qualification, but it provides incentive for everyday attendance and a valid reason to participate in school. Students who don’t intend on completing year 12 can obtain a non-school qualification before they leave high school, providing them with a means to enter a non- school qualification post-high school if they so wish. It will also allow students to go straight into employment post school. Schools can be set up to accommodate VET (Vocational Education and Training) and VCAL (Victorian Certificate of Applied Learning). These structured programs run in schools allow high school aged children to engage in ‘hands-on’ learning in the classroom with small assessment tasks leading to a certificate. Many Australian Indigenous communities are low socioeconomic areas; if their high schools operate these programs within the school they are providing a financially viable way for students to review a non-school qualification. Adapt curriculum to incorporate Indigenous cultural needs and wants Many Indigenous students have poor attendance because the school curriculum does not appeal to them, their family or their communities’ culture. To have students actively engaged in school, both attendance and their education, the school syllabus needs to reflect the environment the children live in. Simple adoptions can make a large difference to a child’s education. For example, ensuring the level appropriate reading lists has Indigenous story books. There are a large range of Australian Indigenous children’s picture books and novels for older children that are written by Indigenous authors and based in Indigenous communities. If a child is reading a book with a setting they’ve never encountered before, it will become difficult to engage the child in activities and it will become easier for the child to become disinterested in their education and as a result their attendance will decrease. Art and storytelling are prominent features of Australian Indigenous culture, so is spending time exploring the natural environment and learning valuable lessons from community Elders in regards to understanding the natural resources in the area, such as edible plants. Unfortunately, these skills the children acquire in their home life aren’t reflected in school curriculum, making the children and their families feel not only that their culture isn’t valued, but attending school isn’t relevant to them and their community lifestyle. Encouraging more parent participation in children’s schooling It is easier for a child to attend school if the parent or guardian encourages, supports and helps further their education in the home. When parents are stringent on their child’s attendance, it assists the school in having the child attend each day. For a parent to be involved in the child’s formal learning, they must be a involved with the school community. Schools and educators acknowledge that learning first comes from the home, and in the case of Indigenous culture, it comes from the wider community. It would be very fitting for the school in Indigenous communities to run community days and activities in which the children and their families can participate, making it easier for families to accept the school as part of the community. Financial assistance outside of school educational assistance Indigenous students can miss large portions of school during the time of Sorry Business. When Aboriginal people mourn the loss of a family member they practice Aboriginal death ceremonies, or Sorry Business. The family will leave the community for an extended period of time, and if they choose to return to the community, they will move houses. This can cause a large amount of absence for a school child, or if they move to a new community, they may never enrol back into school again. It’s difficult for a child to catch up on such a prolonged absence. If, as part of the national plan for lack of Indigenous student absences, a funded educator could assist children a community centre, such as a religious place, health centre of community recreation centre to catch up on missed school work, it would be most beneficial. This program could also be used to provide extra assistance to children who are falling behind in their school work, before they decide it’s too difficult and never return to school. Initiatives such as this are respectful to the culture, but also combat the issue of students not returning to school after prolonged absence. CONCLUSION It is important to first discover what is causing the problem, before deciding on a strategy to solve a problem. Indigenous communities need to find out from their youth what would encourage them to attend and be engaged at school. Education is a foundation for any community, whether it is developed or developing. In the case of Australian Indigenous communities, school ages education doesn’t only assist a person achieve a qualification, it is important for social development, encouraging health and wellbeing in a community and will enhance future employment opportunities. There is a pressing need for an Australian Indigenous Education Reform. This need for reform is especially necessary in remote and northern, socially disadvantaged Australian communities where attendance rates are low, along with low academic outcomes by Australian national standards. This reform needs to ensure consideration of Indigenous cultural needs and wants. Any recommendations that have been made, can be adapted to assist with similar situations in various countries with remote education being behind the national benchmark in major cities. REFERENCES Abs. gov. au. (2014). Indigenous statistics for schools. [online] Retrieved from: http://www. abs. gov. au/websitedbs/cashome. nsf/4a256353001af3ed4b2562bb00121564/95ed8 14872649b0dca25758b000314ef! OpenDocument [Accessed: 12 February]. Abs. gov. au. (2014). Indigenous statistics for schools. [online] Retrieved from: http://www.abs. gov. au/websitedbs/cashome. nsf/89a5f3d8684682b6ca256de4002c809b/5cd416 49a06a3033ca25758a0080249e! OpenDocument [Accessed: 20 February 2014]. Coag. gov. au. (2014). Closing the gap in indigenous disadvantage | council of australian governments (coag). [online] Retrieved from: https://www. coag. gov. au/closing_the_gap_in_indigenous_disadvantage [Accessed: 20 February 2014]. Daretolead. edu. au. (2014). Attendance: research and approaches. [online] Retrieved from: http://www. daretolead. edu. au/RES_IS_ATT [12 February 2014]. Ferrari, J.. (2012). Reforms failing to close indigenous schools-gap. The Australian. Humanrights. gov. au. (2014). Statistical overview. [online] Retrieved from: http://www. humanrights. gov. au/publications/statistical-overview-aboriginal-and-torres-strait- islander-peoples-australia-social [Accessed: 12 February 2014]. Indigenous. gov. au. (2013). Minister scullion: government unveils plan to get remote indigenous children back to school | indigenous. gov. au. [online] Retrieved from: http://www. indigenous. gov. au/minister-scullion-government-unveils-plan-to-get-remote- indigenous-children-back-to-school/ [Accessed: 12 February 2014]. Kearns, K. (2010). The business of childcare. Frenchs Forest, N. S. W. : Pearson Australia. Kearns, K. Austin, B. (2007). Birth to big school. Frenchs Forest, N. S. W. : Pearson Education Australia. Mychild. gov. au. (2014). Programs for indigenous families | mychild. [online] Retrieved from: http://www. mychild. gov. au/pages/FamiliesProgIndigenousFam. aspx [Accessed: 3 January 2014]. Purdie, N. Buckley, S. (2010). School attendance and retention of indigenous australian students. issues paper no. ERIC. Schlievs, M. (2011). Aboriginal children in remote areas missing school for weeks. The Australian, September.

Managing change in organizations assignment

Managing change in organizations assignment Introduction of change through systems: Following is the example of change at my workplace. I worked in an NGO (non profit organisation) .Things are smooth before the introduction of computers. As most of the work done is on books and register which not only take too much time but there is also the chances of error. We often got complaints from Auditors that our system is not right and there are many mistakes and loop holes in it. Therefore our top management decided to introduce the computers in the organisation. As this is big organisation and also funded by government. It has many departments in it. Most of people dont know how to use computers. They resist the change. So we have to look at different systems to make this happen. This is the big change in the system and we also have to keep in mind reactions of different stakeholders. Importance of stakeholders: Stakeholders are people who have some form of interest in the change, whether they are the targets of the change, managers or other interested parties. They can be anybody like directors, shareholders or even creditors. A lack of stakeholder management is one of the key reasons why change projects fail, so understanding them and ensuring they are addressed in all plans and activities is a critical activity. Qualities for a successful system: Following are the qualities of the successful system. 1. Leadership The leadership team is aligned with the business direction and engaged in driving behaviours and practices to achieve change. 2. Culture The work climate and the employee values and behaviours adapt to new business situations and encourage excellent performance. 3. Commitment Employees throughout the organisation are willing to embrace new ways to think, behave, and perform. 4. Capabilities Employees at all levels develop and share the skills and knowledge to perform in new ways. 5. Structure Organisational structures including roles, responsibilities, and relationships are designed to support organisational agility and performance. 6. Communication Employees at all levels share information in a timely manner. 7. Performance Processes, incentives, and management practices recognise, reward, and reinforce the achievement of goals. System modelling: System modelling shows how the system should be working. Use this technique to examine how various components work together to produce a particular outcome. By diagramming the linkages between each system activity, system modelling makes it easier to understand the relationships among various activities and the impact of each on the others. It shows the processes as part of a larger system whose objective is to serve a specific client need. System modelling uses three elements: inputs, processes, and outcomes. Inputs are the resources used to carry out the activities (processes). Processes are the activities and tasks that turn the inputs into products and services. Outcomes are the results of processes. Outcomes generally refer to the direct outputs generated by a process, and may sometimes refer to the more indirect effects on the procedure and the still more indirect impacts on the wider community. Ref: Quality Assurance Tools and Methods website Therefore we develop four systems through which we are going to implement the change. Change through Mutual understanding: We can use collaborative system for this because its suits our organisation. We have different staff in different cities. Like the larger family of distributed applications, collaborative systems are distinguished by the fact that the agents in the system are working together towards a common goal and have a critical need to interact closely with each other, sharing information, exchanging requests with each other, and checking in with each other on their status. The problem with collaboration is that it takes time and effort. When speed is important and resources are limited on the ground, then investing in collaborative efforts can seem wasteful. Consultative system: Further, the system captures users feedback, which can be verbal requirement, facial expression, and keyboard input. Then the system analyzes users response, compares to predetermined goals or experts requirement, and provides user advices in various desired formats. Care must be taken during consultation to ensure that people know the process, and that they perceive it to be fair. As you move away from collaboration, greater trust is required of the decision-makers and thus more trust-building activities may be required. Ref: http://www.freshpatents.com/Consultative-system-dt20070104ptan20070003914.php Bureaucratic system: Previously a bureaucratic approach is used in all the decision. The organization is told how it will go to work. This is thus using the principle of push to drive through change. The problem with this is that there is often a fear that there will be greater resistance to change if people know what is going to happen. Resistance comes particularly from those who hold power. To help reduce the problem of resistance, very high levels of communication may be required. Coercive system: A coercive approach is also in the list as it pays little attention to the people, their ideas or their needs. Changes are implemented in a relatively mechanical way. Typical of a coercive approach is the shock and surprise that people encounter as change is thrust upon them. Not all coercive approaches are unethical and some are simply born of the need for urgency. Ethics lie in the values of the people who are planning and implementing the change, rather than the fact that a coercive approach is being used. Analyse and evaluate these systems: Collaboration: A Collaborative approaches are particularly important when you have a high level of professionally qualified people like in our organisation almost 50% of people are highly qualified and rest are qualified by experience . Consultation: Consultation is, in many ways, a watered-down version of collaboration. The views of people are elicited, which does take some time e.g. achieving an acceptable decision with a lot of people is often very time-consuming. Direction: Under directive system a flip over from pull to push required and you thus need the power to be able to make this work, particularly getting people all going in the same direction rather than scattering as they run away from the push. Direction thus needs to be done firmly and quickly e.g. every body know how to do and when to do it and have proper resources to do that and also suits situations where time is of the essence. Coercion: As discussed earlier it an aggressive way to implement change , coercive suit only those situations where you need people to move particularly fast or where human relations have broken down to the point where nobody listens to anyone else and the only option is force. Of course this is not a desirable option, but when the alternative is total failure, it may be the best (or only) choice of action. Ways of implementing the change: 1) Developmental Change: Developmental change occurs when a company makes an improvement to their current business. If a company decided to improve their processes, methods or performance standards this would be considered developmental change. This type of change should cause little stress to current employees as long as the rationale for the new process is clearly conveyed and the employees are educated on the new techniques. When major change such as the decision to close a division, if the company attempted to implement developmental change as the first step in streamlining the business, employees may be more likely to accept the change. The employees could see that the company attempted different strategies before determining that closing the division was the only option. Ref: http://businessmanagement.suite101.com/article.cfm/types_of_change#ixzz0MV67BmVa Transitional Change: Transitional change is more intrusive than developmental change as it replaces existing processes or procedures with something that is completely new to the company. The period when the old process is being dismantled and the new process is being implemented is called the transitional phase. A corporate reorganization, merger, acquisition, creating new products or services, and implementing new technology are examples of transitional change. Transitional change may not require a significant shift in culture or behaviour but it is more challenging to implement than developmental change. The future of the organization is unknown when the transformation begins which can add a level or discomfort to employees. Ref: http://businessmanagement.suite101.com/article.cfm/types_of_change#ixzz0MV6MZhVU Transformational Change: Transformational change occurs after the transition period. Transformational change may involve both developmental and transitional change. It is common for transitional and transformation change to occur in tandem. When companies are faced with the emergence of radically different technologies, significant changes in supply and demand, unexpected competition, lack of revenue or other major shifts in how they do business, developmental or transitional change may not offer the company the solution they need to stay competitive. Instead of methodically implementing new processes, the company may be forces to drastically transform themselves. Ref: http://businessmanagement.suite101.com/article.cfm/types_of_change#ixzz0MV6QbmZR Analysis of Changes: Articulating the reasons for the change and sharing the vision of the senior leaders of the organization can help alleviate some of the resistance to change. Employees will naturally resist change but are more likely to accept the change if they view top management as keeping them informed and supporting them throughout the process. Employees will look for a rationale for the implementation of this major change. Top management should be prepared to involve employees in all phases of the transition. Ref: http://businessmanagement.suite101.com/article.cfm/types_of_change#ixzz0MV74bIUm Conclusion: Any change requires a typically set up through a series of regular and formal meetings at all levels of management through the organization.

Critically Analyze The Role Of Leadership Management Essay

Critically Analyze The Role Of Leadership Management Essay Leadership is very important to organizations especially to management perspective, to manage well the leadership could help company to achieving successful business. In the high competitive environment in nowadays, in order to have successful management of organization, organizations need to know the importance of leadership and the role of leadership in achieving sustainable organizational change. Leader is a person who in charge or as a change agent could manage an organization or use his ability to make the process of organizational change more effectively and successfully. Organizational change is a demand of the day and it is the needed power for organizations to survive in todays competitive environment. In nowadays, organizations are well understand the signification of the matter, and are serious to prepare themselves both in the existing and future trends to get the level of sustainable success, but its very complex and challenging for organizations to achieve the process o f organizational change. Due to leadership has a central role in evolution and cultivating an organization, thus, a very effective and highly competent leadership that is well competent to understand the most desirable shape of an organization and undertake the issue of organizational change in most appropriate way is high demanded in the process of organizational change. The analysis of literature reviewed was highly recommended two approaches of leadership in the demand of the process of organizational change which are visionary leadership and charismatic leadership. The main purpose of this research paper is to evaluate the role of leadership in achieving sustainable organizational change, the importance of organizational change and use the selected two approaches of leadership to evaluate how the leadership works in the Apple Inc, and how do these two leaderships could affect the organizations. 2.0 Literature Review 2.1 The leadership and its importance Refers to Berger and Luckmann, 1966, leadership like other social phenomena, is socially constructed through interaction, emerging as a result of the constructions and actions of both leaders and led. Research done by Kristina, 2009, leadership is a process whereby an individual influences a group of individuals to achieve a common goal. Additional research which has done by Sansom, 1998, the leadership of an organization is instead, an ability of management to get and protect the company benefits by realizing employees need and company targets and bringing them to work in a better environment to achieve the common goals. After knowing the definition of leadership, author going to discuss on the importance of leadership in organizations. Refers to the research done by Chris, 2010, organizations are built on leadership and when there is good leadership in place, a company will succeed in all activities that it undertakes, retains employees and experiences growth. In fact, no company or organization can survive and thrive in the lack of efficient organizational leadership. One of the key elements in organizational leadership is maintain a delicate balance between understanding employee needs and organizational goals. An organization with the right leadership elements will have employees whose are satisfied with working in the organization and who feel that their work has contributed to organization growth. It must treat its employees as the most vital part of the entire system and instead of just a workforce it must treat them like assets. Leadership is very important to organization because it helps es tablishing direction to organization, developing a vision of the future, often the distant future, and strategies for producing the changes needed to achieve that vision, and leadership could help organization in aligning people, to communicating the direction by words and deeds to all those whose cooperation may be needed so as to influence the creation of teams and coalitions that understand the vision and strategies, and accept their validity (Barbara and Stephen, 2010). In the case study, the leadership of Steve Jobs built Apple Inc to the worlds most valuable company in 2011. Refers to Case study, the company started off as Apple Computer, best known for its Macintosh personal computers (PCs) in the 1980s and 1990s, despite a strong brand, rapid growth, and high profits in the late 1980s, Apple almost went bankrupt in 1996. Then Jobs went to work, transforming Apple Computer into Apple Inc with innovation non-PC products starting in the early 2000s. In fact, by 2010, the company viewed itself as a mobile device company, in the 2009 fiscal year, sales related to the iPhone and the iPod represented nearly 60% of Apples total sales of $43 billion. Apple Inc could not have todays successful without the good leadership of Jobs; he controlled and managed the company well to lead company achieving high revenue every year. Steve Jobs leaded his employees went out to the limitation of the normal PC industry, to focus on the different high technology product s in the related area, the innovation power which Jobs built still has high market position for Apple Inc today. 2.2 Role of leadership in organizational change Effective leadership is always required to bring effective changes (Kennedy, 2000). Successful organizational change depends on leaders who has direct authority with people going through the change-to support and execute change in their span of influence. Refers to Reardon, 1998, radical changes require private acceptance and it is a role of senior leaders to aware people to realize the need of change and therefore to create willingness to relinquish old style of working in favor of new ones. Another researcher Kotter, 1995, said that the effective leaders have clear and straight vision about future and the successful change needs to have a clear picture of future, without vision the successful changes are very difficult, thus, it is very important for the leaders to communicate the vision. Drucker, 1995 regards leaders in an organization as the life-giving elements in every organization in that without managers, organizations cannot possibly function properly without good leadership . Thus, a strong link is noted between a leaders efficiency and organization performance. Another additional research done by Wasim and Imran, 2010, the organizational leadership has a central role in evolution and cultivating an organization, it can help the member of an organization and working teams to face the challenges and to work for organizational goal in a worthy way. Steve Jobs plays an important role of the leadership in Apples organizational change, he leads Apple went out from the almost decline situation to such successful IT company today. Follow Steve Jobs back to Apple, in August 1997, Apple announced that Microsoft would invest $150 million in Apple and make a five-year commitment to develop core products, such as Microsoft Office, for the Mac Jobs abruptly halted the Macintosh licensing program. Apples 15 product lines were slashed to just four categories-desktop and portable Macintoshes, for consumers and professionals. Other restructuring efforts involved hiring Taiwanese contract assemblers to manufacture Mac products and revamping Apples distribution system from smaller outlets to national chains. Internally, Jobs focused on reinvigorate innovation, and Apple pared down its inventory significantly and increased its spending on RD. Refers to the research done by Kennedy, 2000, effective leadership is always required to bring effective changes, Jobs has the full authority with staffs and outsiders in the ongoing processes during the organizational change. According to another research done by Kennedy, 2000, effective leaders should have clear vision for the future development of organization, for example, Jobs laid out his vision for the Macintosh in what he called the digital hub in 2001, in which could attract these customers who entrenched in a digital lifestyle such as using digital cameras, portable music players and digital camcorders, and Jobs believed that Apples control of both hardware and software could be one of the unique strength for Macintosh to manage all these digital things. Because of the great leadership of Jobs, 91% of PCs priced $1,000 and above in the US market were sold by Apple (Case study). Therefore, the leadership plays an important role in the organizational change, and the effective leadership could bring company with effective organizational change and increase revenue. 2.3 The evaluation of organizational change 2.3.1 The importance of organizational change Organizational change is defined as the adaptation of new ideas or behavior by an organization with many perspectives on strategic change and organization development (Halkos and Bousinakis, 2012). The role of the manager or a team of leaders is crucial for the change. Those changes range both from technological to structural change and from psychological transitioning to organization downsizing (Choi, 1995). Organizational changes including both operational and transformational change. Refers to Liberatore et al, 2000, transformational change involves redesign and renewal of the organization often not made by the effort of a management science modeling. Organization change occurs in many forms, such as introduction of new technologies, new products, new process of administrative systems or any procedure new to an organization (Baker and Wruck, 1989; Zhou et al, 2006). Nowadays business trends are changing rapidly and quickly in the globe and the organizations that do not change cannot survive (Hage, 1999). In the high competitive environment of todays business, organizations are facing both internal and external pressure that they must make changes in order to success in the industry. It is also very important for the organization to manage the demands and expectations of the customers, employees and management; therefore, there is always a need for change to meet these expectations (Wasim and Imran, 2010). 2.3.2 The organizational change of Apple Inc According to Hage, 1999, organizational changes mean that organizations are undergoing and or undergone transformation, it may be define their success story or any type of experience or failure, the organizational change is the set of different actions that results shifting in directions and or processes that affect the way in which organizations work before. Some research paper wrote that organizational change cannot be separated from organizational strategy, or vice versa (Burnes, 2004; Rieley and Clarkson, 2001). Researcher Graetz, 2000, also suggested that against a backdrop of increasing globalization, deregulation, the rapid pace of technological innovation, a growing knowledge workforce, and shifting social and demographic trends, few would dispute that the primary task for management today is the leadership of organizational change. 2.3.3 Summary As the research done by Wasim and Imran, 2010 mentioned that the internal and external forces are important to organizational change. For example, in Apples case the external forces such as the competitive of IBM Company Apples competitive position changed fundamentally in 1981 when IBM entered the PC market. Because of the IMB PCs not only gained more market share, but they also emerged as the new standard for the industry. Apple responded by introducing the Macintosh in 1984, the Mac marked a breakthrough in ease of use, industrial design, and technical elegance; however the Macs slow processor speed and lack of compatible software limited sales. Thus, in a result of this, Apples net income fell 62% between 1981 and 1984, sending the company into a crisis, and this could be the internal pressures to Apple itself. Both the internal pressure and external pressure pushed Apple must make some organizational change in order to save the company and to have long term business. Therefore, Apple has introduces the iMac in August 1998 which priced $1299 all-in-one computer featured colorful translucent cases with a distinct eggshell design and also supported plug-and-play peripherals, saved Apple from crisis, because of the successful iMac, Apples sales outpaced the industrys average for the first time in years, Apple posted a $309 million profit in its 1998 fiscal year, reversing the previous years $1 billion loss. Apple as a good example of successful organizational change company, it has changed in response to technology, legislation, competition and consumer demand. One of the companys strategies after organizational change is to provide customers with high quality and high technology products since the consumer demand is changing with technology in the recent years such as iPad and iPod. Another successful strategy is the digital hub strategy, Apples shift towards a digital hub strategy was initiated by the debut of the iPod in 2001, followed by the iPhone in 2007, and then the iPad in 2010 and these product lines set Apple on a path toward becoming a full-fledged digital convergence company. In a summary of the above analysis, the two approaches of pressures pushed Apple Inc to go for organizational change, and after the changes done, it helps Apple Inc to reach good revenue and successful business. Apple Inc has made some strategy changes, they shortage their business into only four categories, and also refers to the research done by Graetz, 2000 which mentioned in the 2.3.2 section, the rapid pace of technological innovation, a growing knowledge workforce are the primary task for the leaders in the organizational change process, for example, in the leadership of Steve Jobs, Apple Inc has innovated some new high technology products such as iPad, iPod, iPhone and retail pathway. For example, Apple Inc not only wanted consumers to look at the eye-catching Macintosh designs, it is also wanted people to directly use and experience Apples software, the Apple retail experience gave many consumers their first exposure to the Macintosh product line. Another successful example o f Apple Inc because of the organizational change of Apple Inc is iPhone, the first iPhone was introduced in 2007 with many competitors such as Samsung, Nokia, HTC and etc, within two years, the iPhone went from zero to 30% of Apples total revenue, in terms of global Smartphones sales, the iPhone was the biggest growth story, capturing more than 14% of the market. From the two successful examples of Apple Inc in the organizational change could see that the suitable organizational change could help organizations with increase revenue and success business. 3.0 Analysis of case study 3.1 Visionary leadership Visionary leadership refers to the capacity to create and communicate a view of a desired state of affairs that clarifies the current situation and induces commitment to an even better future (Kathlee and Vincent, 2003). Colton 1985 described a visionary leader as one who established goals and objectives for individual and group action, which define not what we are but rather what we seek to be or do. The visionary leader inspires, challenges, guides and empowers. The reason why the Steve Jobs leadership is the visionary leadership is because Jobs truly added value, his evangelical zeal to show people the future potential of the product, this is vision as foresight, and has caused Jobs to be dubbed the priceless proselytizer (Uttal, 1985) and the missionary of micros. His visionary capacity as a promoter was also widely recognized and appreciated within the company, and Jobs is outstanding in his merging of foresight and imagination into the genius of the proselytizer. Visionary leadership has been discussed since many years back by few different researchers, Murphy, 1990 provided some insights into the nature of visionary leadership, he concluded that more effective principals have a clear sense of direction for their schools that they are able to clearly articulate, and the visionary leader focuses on fewer coordinated objectives around which staff members energy can be mobilized. Refers to Frances and Henry, 1989, an alternative image of visionary leadership might be that of a drama, Peter Brook, 1968, the legendary director of the Royal Shakespeare Company, has suggested that the magic of the theatre lies in that moment when fiction and life somehow blend together. It may be brief, but it is the goal of playwright, director, actor and audience, the result of rehearsal, the performance itself, and the attendance of the audience. Brook, however, finds these words too static, and prefers the French equivalents repetition, representation and assist ance, all of which, coincidentally, have special meanings in English. Kotter, 1996, also discuss that without the vision of leaders the motivation level of organization people may go down and their activities become meaningless which can prove worst for an organizations at the later end, he further said that vision plays a key role in producing useful change by helping to direct, align and inspire actions on the part of large numbers of people. Without an appropriate vision, a transformation effort can easily dissolve into a list of confusing, incompatible and time consuming projects that go in the wrong direction or nowhere at all. In the case study of Apple Inc, the visionary leadership of Steve Jobs brought lots of revenue to company, for example, Jobs came up with the great vision that the personal computer should become a digital hub for managing all of a users music, videos, photos and content in 2000, thus, Apple Inc got into the personal device business with the iPod and then the iPad. Thanks to the great vision of Jobs, iPod with its sleek design, simple user interface and large storage, it soon became an icon of the Digital Age in the words of one writer, and the first iPod stored up to 1,000 songs while other companys MP3 only can store hours of songs, by 2010, Apple reportedly held more than 70% of the MP3 market in the US. When other competitors still using normal music players which can only store hours of songs, Jobs made their vision to have some device which could upload and download digital songs, thus, the iPod was released with simple and nice design and could store up to 1,000 songs. The suc cessful visionary leadership helped Apple Inc increased company market share in the industry and also increased the revenue for company. The other successful vision of Jobs made when he lead Apple Inc was the innovation of the product between a Smartphone and a laptop computer which named iPad, the iPad could either connect to the Wifi or customers could buy a premium iPad which can use with 3G services, and also iPad could run almost all the iPhone apps. More than 450,000 iPads were sold during its first week on the market which brought to Apple Inc with good profits. Jobs commented that, It feels great to have the iPad launched into the world-its going to be a game changer. The successful of iPad released in the industry had lead other competitors to enter into the tablet market, it had produced immediately competitor responds such as HP said it would make a Wintel-based tablet, and Dell planned to ship an Android-based tablet. 3.2 Charismatic leadership Charismatic leadership theory is a popular and much researched approach to understanding effective leadership (Hughes, Ginnett and Curphy, 2003), Kippenberger, 2002, stated charismatic leaders are seen to have a powerful vision, a great deal of self-confidence, a strong conviction that they are right, and an assertive, even dominant, personality, this makes them highly effective in crisis situations or periods of significant change, but it can also make them potentially dangerous-especially if they choose the wrong vision. Steve Jobs is a strong charismatic leader, as a charismatic leader, he is highly inspirational, likes using stories to motivate, and his passion for perfection is inspiring, and when relying on behaviors that emphasize the directive style, Jobs does not hold his ideas about the direction of a project or someones ideas on how to resolve a problem. Steve Jobs had a great leader way of interacting with his employees, he could be greatly kind, rewarding and motivationa l, in a mean while, and he could also be cruel, despondent, demanding and thankless. His interaction with suppliers, other companies, and customers was equally unpredictable, no one ever knew that to expect from him, and the employees and suppliers are all most willing to follow his idea and what he asked them doing. Charismatic leadership theory was expanded by a number of researchers who have produced complementary, yet somewhat different, conceptualizations of charismatic leadership (House, 1977; Sashkin, 1988; Trice and Bever, 1986). Each of these theoretical offerings links a leaders influence; improved follower motivation, satisfaction and effort, and charismatic leadership can operate either as an individualized or a group level phenomenon depending on organizational context (Avolio and Yammarino, 1990). Shamir, House and Arthur, 1993, suggested that the effects of charismatic leadership on followers motivation are mediated by the increased salience of collective identities in followers self-concepts. Other researchers have done the similar research on the charismatic leadership as well and they have recorded that the performance and effectiveness of charismatic leaders is theorized to lay, at least in part, in their ability to inspire followers to work towards a vision rather than motivat ing followers with rewards and punishments, in particular, charismatic leaders tend to use specific communication strategies to inspire followers and implement social change (Shamir, Arthur and House, 1994; Fiol et al, 1999; Emrich et al, 2001; Bligh, Kohles and Meindl, 2004). In the case study of Apple Inc, the grate charismatic leadership of Steve Jobs had pulled company from crisis and leaded Apple Inc to become one of the most successful companies in the industry. For example, Steve Jobs always use stories to inspire and motivate people in his work, he is able to build the culture and promote his vision and mission for Apple Inc, and he used stories that made his employees feel they were making a difference in the world. Jobs said he wanted to make a dent in the universe with this company (Young, 2005). This is the mission he instilled in his employees and gave them a sense of purpose and devotion that continues to this day. The charisma leader ability made employees to work together and efficiency, and enhanced the productivity and revenue for the company. The other example is Steve Jobs wanted every products which he developed need to be perfect, such as during the development of iPhone. The initial design has the glass screen set into an aluminum case, one Monday morning Jobs went over to see Ive, I didnt sleep last night, he said, because I realized that I just dont love it. Ive, to his dismay, instantly saw that Jobs was right, I remember feeling absolutely embarrassed that he had to make the observation, he says. The problem was that the iPhone should have been all about the display, but in its current design the case competed with the display instead of getting out of the way. The whole device felt too masculine, task-driven and efficient. Guys, youve killed yourselves over this design for the last nine months, but were going to change it, we are all going to have to work nights and weekends, and if you want, we can hand out some guns so you can kill us now.. Jobs told to his team. Instead of balking, the team agreed. Same cases happened many times in the new product development, any small design or material Jobs did not like, he would tell his team No and change everything again even it needs to take more times to working on it, he did not care as he needs the products to be perfect, and because of his idea and suggestion were fully reasonable, employees agreed to change it and Jobs would worked together with his team to ensure the new perfect products could deliver to customers on time. Also because of his charismatic leadership ability the first iPhone-a revolutionary 3.5 inch touch screen interface placed commands at the touch of users fingertips without a physical keyboard and its entire system ran on a specially adapted version of Apples OS X platform, successfully sold about six million units over five quarters, this brought Apple Inc with very good revenue and the market position in the smart phone market. 4.0 Conclusion In a summary the analysis in this research paper, the leadership plays a significant role in the organizational change, and the type of leadership which Steve Jobs used in the Apple Inc are visionary leadership and charismatic leadership. Refers to Wasim and Imran, 2010, organizational leadership has a central role in evolution and cultivating an organization, it can help the member of an organization and working teams to face the challenges and to work for organizational goal in a worthy way, and the role of a leader is also very prominent while addressing the change issue for organizations. And in the case study, the great leadership of Steve Jobs helped Apple Inc to reached high revenue and good market position. Therefore, organizations need to pay attention to the importance of leadership during the organizational change, good leadership could bring organizations successful organizational change and business, and ineffective leadership could result in fail on organizational chang e. Both visionary leadership and charismatic leadership are important for organizations, vision is a mental image of a possible and desirable future of the organization (Bennis and Nanus, 1985; Lyerly and Maxey, 2000), there do not have any leader without vision, and the visionary leadership are very important for organizations development, leaders need to have a clear visionary image on how the future development of organization, otherwise, the organization will face decline. Such as in Apple Inc, Steve Jobs had the clear vision of how the future development of Apple Inc, which market and products organization need to develop, without the successful visionary leadership of Jobs Apple Inc could not reach todays success and market position. Charisma as a relationship between an individual leader and one or more followers based on leader behaviors that engender intense reactions and attributions on the part of followers, a charismatic leader may enchant the subordinates, as a result, the subordinates are likely to follow a leader who is charismatic (Wu and Wang, 2012). The charisma leadership of Steve Jobs pulled Apple Inc out from crisis, he pushed perfection on every product which he created, to ensure the quality and design of the product could perfect to be delivered to customers. The way he interactive with his employees made employees were all willing to follow his suggestions and instructions, only all the followers could work together, then the productivity and efficiency of work could be done, Jobs as the great charismatic leader leaded Apple Inc to reach todays performance. Therefore, leaders need to have the charisma ability to lead organizations, and organizations need to have the charisma leadership to ensur e organization could have successful business and performance, in a final result, could reach high revenue for organizations. (Approximately 2736 words)

Literature And The Workplace Essay -- Literature Work Labor

Literature and the Workplace The relationship between literature and the workplace environment is primarily one of human emotion and interaction. How a person feels about their work, or the issues faced within the workplace are fodder for fiction, non-fiction, and poetry alike. The majority of the working masses actually have a relatively small number of experiences. Though the work itself may be different, and the specific situations unique, the overall anxiety, fears, and concerns are generally the same. This means the audience for this type of literature is wide. Some of the common themes that are found in the literature of work might include finding one’s vocation and pride in work. These are two of the most positive experiences, and the focus of this paper. The works we will be discussing are the short story, â€Å"My Lack of Gumption,† the essay, â€Å"Pablo Picasso: Living in his own Shadow†, and the poem, â€Å"Old Men Working Concrete.† Each of these works speaks to the pride and passion of the characters doing the work. Literature is a form of expression that allows a greater range of feeling and emotion to be experienced than any other form. Theater must rely on body language and spoken dialect to form a picture and convey feeling. The written word allows insight into the mind, to see and feel what the individual is thinking at the time. Through this work, each person can relate the work to his or her own situation. In this way, literature is interpreted in many different ways depending on the experience and background of the reader. Workplace literature today... ...les; â€Å"Mary Poppins† may provide the inspiration to work with children, brining joy into their life. Young teens may find themselves drawn to Detective stories and pursuing a career in Law Enforcement. The majority of literature has some aspect of human psychology in it. If those humans are employed, there will be an element of work that the reader can relate to and perhaps apply to their own experiences. From technical guides to the literary brilliance of â€Å"Moby Dick†, literature shapes the lives of every reader. It has a place in every environment, be it the workplace or home. Pick up a book, settle under the blanket, and curl up with the mind of the writer – you are sure to find a piece of yourself there. Reference LaRocco, C., & Coughlin, J. (1995). The Art of Work: An anthology of Workplace Literature (one Ed.). Columbus, OH: Glencoe/McGraw-Hill.