Financial Prospectus Content Paper Essay

Prepare the first seven components of your venture’s Financial Prospectus. The Financial Prospectus must include the information you provided in the individual assignments from Week One and Two, revised as necessary based on material covered in subsequent workshops and organized with new material added as necessary. Post your assignment as a Microsoft ® Word attachment in APA format. Every freshman should understand and realize that the freshman 15 does in fact exist. It is important that everyone take the necessary steps to ensure that they are getting proper nutrition during their first year in college. While it might be tempting to pile on some fries for dinner every night, you’ll pay for it in the long run. This work comprises FIN 375 Week 4 Financial Prospectus Content Paper Business – General Business Individual Financial Prospectus Content Paper Resources: Final Prospectus Expectations Prepare the first seven components of your venture’s Financial Prospectus. The Financial Prospectus must include the information you provided in the individual assignments from Week One and Two, revised as necessary based on material covered in subsequent workshops and organized with new material  added as necessary. Post your assignment as a Microsoft ® Word attachment in APA format. Every freshman should understand and realize that the freshman 15 does in fact exist. It is important that everyone take the necessary steps to ensure that they are getting proper nutrition during their first year in college. While it might be tempting to pile on some fries for dinner every night, you’ll pay for it in th†¦ A+ tutorial you will find here – https://bitly.com/1wySU49 Every freshman should understand and realize that the freshman 15 does in fact exist. It is important that everyone take the necessary steps to ensure that they are getting proper nutrition during their first year in college. While it might be tempting to pile on some fries for dinner every night, you’ll pay for it in the long run. Business – General Business Individual Financial Prospectus Content Paper Resources: Final Prospectus Expectations Prepare the first seven components of your venture’s Financial Prospectus. The Financial Prospectus must include the information you provided in the individual assignments from Week One and Two, revised as necessary based on material covered in subsequent workshops and organized with new material added as necessary. Post your assignment as a Microsoft ® Word attachment in APA format.

Leadership Profle: Mother Teresa

Leadership Profile: Mother Teresa Mother Teresa is a fine example of a leader in today’s culture. Her profound ways of humble and servant leadership has forever shaped the way this world looks at those who live without. Her prime example of ethical use of power has become an example to those who have a great deal of persuasion in this world. The example being, that one does not need money, power, an office, staff, an overbearing voice, or a tottering society, to change the world. Instead, all that is needed is a conviction, a heart of humility, and a life of devotion.Born Agnes Gonxha Bojaxhiu on August 26, 1910, in Skopje, Macedonia, she was the youngest of three children. In her teens, Agnes became a member of a youth group in her local parish called Sodality. Through her involvement with their activities guided by a priest, Agnes became interested in missionaries. At age 17, she responded to her first call of a vocation as a Catholic missionary nun. She joined an Irish orde r, the Sisters of Loretto, a community known for their missionary work in India. When she took her vows as a Sister of Loretto, she chose the name Teresa after Saint Therese of Lisieux. the Patron Saint of missionaries) In Calcutta, Sister Teresa taught geography and catechism at St. Mary's High School.In 1944, she became the principal of St. Mary's. Soon Sister Teresa contracted tuberculosis, was unable to continue teaching and was sent to Darjeeling for rest and recuperation. It was on the train to Darjeeling that she received her second call — â€Å"the call within the call†. Mother Teresa recalled later, â€Å"I was to leave the convent and work with the poor, living among them. It was an order. I knew where I belonged but I did not know how to get there. Mother Teresa started a school in the slums to teach the children of the poor. She also learned basic medicine and went into the homes of the sick to treat them. In 1949, some of her former pupils joined her. The y found men, women, and children dying on the streets who were rejected by local hospitals. The group rented a room so they could care for helpless people otherwise condemned to die in the gutter. In 1950, the group was established by the Church as a Diocesan Congregation of the Calcutta Diocese. It was known as the Missionaries of Charity.In 1952 the first Home for the Dying was opened in space made available by the City of Calcutta. Over the years, Mother Teresa’s Missionaries of Charity grew from 12 to thousands serving the â€Å"poorest of the poor† in 450 centers around the world. Mother Teresa created many homes for the dying and the unwanted from Calcutta to New York to Albania. She was one of the pioneers of establishing homes for AIDS victims. For more than 45 years, Mother Teresa comforted the poor, the dying, and the unwanted around the world. Mother Teresa gained worldwide acclaim with her tireless efforts on behalf of world peace.Her work brought her numer ous humanitarian awards, including: the Pope John XXIII Peace Prize and the Nobel Peace Prize in 1979. In receiving this award, Mother Teresa revolutionized the award ceremony. She insisted on a departure from the ceremonial banquet and asked that the funds, $6,000 be donated to the poor in Calcutta. This money would permit her to feed hundreds for a year. Beginning in 1980, homes began to spring-up for drug addicts, prostitutes, battered women, and more orphanages and schools for poor children around the world.In 1985, Mother Teresa established the first hospice for AIDS victims in New York. Later, homes were added in San Francisco and Atlanta. Mother Teresa was awarded the Medal of Freedom, the highest U. S. civilian award. On February 3, 1994, at a National Prayer Breakfast sponsored by the U. S. Senate and House of Representatives, in Washington, DC, Mother Teresa challenged the audience on such topics as family life and abortion. She said, â€Å"Please don’t kill the ch ild. I want the child. Give the child to me. Mother Teresa traveled to help the hungry in Ethiopia, radiation victims at Chernobyl, and earthquake victims in Armenia. Her zeal and works of mercy knew no boundaries. Mother Teresa was a leader in both the political realm as well as the business realm, though she would have never claimed as being so. She never campaigned for any kind of office, nor did she ever start a business to make money. Instead, she became a leader in the world that she was born into, the world that she lived in. Mother Teresa was a leader, as unit one explains, someone who knew who she was and where she was going.Her perception of self was that of someone who grasped the truth; the only way to solve a problem was to work for it. Her perception of self was that of a simple servant. She was perhaps a leader that will forever live for her examples of service and the unique ability to lead those who have given their lives to the Lord, and those even just searching. She was able to attain and sustain the people that chose to join her in her life’s mission by continually convicting them of the need of these works to be done in a world that is starving for such. And she did it by jumping in first.Physical danger or diseases never compromised her mission and vision. She always passed and presented that risk to those who joined her, and convinced to live fearlessly and with trust is the Lord, which compelled more people to follow. She was a leader that presented, to herself and followers, a new way to view and care for the poor, dying, hungry, and naked. A view that was Truth. A view that slowly convicts the hearts of today’s world and convicts us to not be bound by fear for our own beings, but to recklessly do good in this world for those who are in need.She had the quality of a leader that could stir things up in this culture and create conflicts that led to boundless resolutions. Resolutions that would forever be marked and lived o ut by generations to come. Mother Teresa is a fine example and definition of what it means to be a â€Å"Servant Leader†. She was a servant leader in ways this world needs more of. She was someone that did not work for money, fame, power, or immortality, but rather she worked to change the world that she lived in. Mother Teresa was able to acquire followers that were not seen as followers, but fellow missionaries.Some of these people were even students that she had taught in the past. These fellow missionaries joined her because of the example that she set before the world. They were not following her for what they were hoping to receive malleably from the world, but to change it. Mother Teresa did not lead by asking or demanding, but instead by challenging and loving. She was a leader in community. First, it was a community of just a couple of people living with the same convictions, and then quickly grew to worldwide communities.She always expressed something that is very i mportant for any servant leader to express– Unlimited Liability. She showed this to those who had joined her, but most of all, to those of whom she was devoting her life to. She knew that her mission was to serve those In need. And in order to fully apprehend this, she lived the life of those of whom she was serving. She never separated herself, or put herself at a level that was unattainable for those who she lived for and with. If the people that she served had no heater in the winter, then she would live with no heater.Above all the traits and unique qualities that Mother Teresa was blessed to posses in order to lead such movements in both political and business realms, her vision is truly what had convicted the world. And will continue to convict generations of missionaries and laity in the future. Her vision was something that she held close to her heart. A vision that was a matter of life for her, but at the same time, was attainable for anyone who wished to follow. She lived a vision that brought life to those who are forgotten.It is a vision that brings dignity to all forms and stages of life. At the same time, a vision that brings dignity to the very life of who is participating in this vision. It is a vision that one must be devoted to, and as the devotion continues, as does the weight of the vision in this world. A change that is brought about through, rather than by, one person at a time. Mother Teresa passed on September 5th, 1997. She has been appointed for Canonization, and is now Beatified and referred to as Blessed Mother Teresa.

Blue Ocean Strategy

Blue ocean strategy is a book of business strategy by W. Chan Kim and Renà ©e Mauborgne. The blue ocean strategy explains how to move your business into new markets with less competition and greater profitability. The book is basically divided into three main parts. The first part covers some important concepts of blue ocean strategy such as value innovation, differentiation and low cost and key analytical tools and frameworks used in this strategy. The second part explains the four steps of blue ocean strategy formulation. The main idea behind this book is to present an organized framework for identifying and implementing out of the box and never been thought before blue ocean strategies. If one is capable of thinking out of the box, something other than a traditional strategy then it will enable us in formulating a blue ocean. The basic idea of blue ocean strategy is to reconstruct market boundaries to break from the competition and create blue oceans. The main idea behind consisted of two parts: first was to discover whether systematic patterns existed in reconstructing market boundaries and secondly whether r not these applied to all kinds of businesses and industry sectors. The researchers found six basic approaches also called six paths framework for reconstructing market boundaries. These six approaches challenge the traditional six assumptions involved in formulating strategies which lead to creating red oceans. They proceed by emphasizing on the fact that the companies should break out of these boundaries which they define by themselves on how to compete. Path One: Look across alternative industries The first path for a company is not only to compete with firms in its own industry but it should also consider the firms in alternative industries offering such products and services which have different functions and forms but serve the same purpose. One such example is that of Net Jets which came up with the idea of fractional jet ownership. Net Jets created a multi billion dollar Blue Ocean of private jets and commercial travel which offered low variable and fixed costs as compared to commercial airline travelling and thus it created a entirely new market and was the only  survivor and market leader of all the 57 new entrants. Similar example is that of NTT DoCoMo which broke out of Red Ocean of intense competition by breaking the tradeoff between the alternatives. Path Two: Look across different strategic groups within industries The second path given by Blue Ocean is to get out of the competition by looking across different strategic groups. In this context the different companies in an industry working on a similar strategy fall under one strategic group and others in different strategic groups. And in this highly intense and competitive market the key to creating a Blue Ocean across different strategic groups is to break out of these by creating a better understanding of the factors that determine customers’ decision to trade up or down from one group to another. A very good example given here is that of Curves which is a women fitness company, broke out of the completion by building on the advantages of both the traditional health clubs and the home exercise programs. Other examples are that of Ralph Lauren, Toyota Lexus, Sony Walkman and Champion Enterprises which created Blue Oceans by breaking out of their strategic groups by offering the advantages of both the strategic groups of their industries that resulted in their success. Path Three: Look across Chain of Buyers In most of the industries it has been a trend to target only a single type of buyer. However there is a chain of buyers which includes the purchasers, the actual users and some times also the influencers. Each of these three groups of buyers may seem similar to the seller but actually they are different as they provide different value. Conventionally different industries focus only on a single customer segment and think that they are the only possible target customers, however it is a wrong approach and they need to think out of the box which can lead to creating new Blue Oceans. Novo Nordisk a Danish insulin producing company created a Blue Ocean in the insulin industry. Previously Nordisk like all other pharmaceuticals focused only on doctors which are the influencers. But Novo Nordisk came up with the idea of Novo Pen which was easy to use and was targeted directly at the end users that is the diabetes patients. This helped them in creating a blue ocean and continuous improvement and advancement in their offering resulted in  maintaining their Blue Ocean success. Path Four: Look across complementary product and service offerings This path explains that the importance of complementary products and services should never be overlooked as the untapped value is often hidden in them. Providing the facilities of baby sitting and car parking are complementary to movie theatres. NABI made use of the fiberglass instead of steel body buses and had a huge impact on lowering the maintenance and other costs and created a Blue Ocean in the bus industry. Philips created the kettle with a mouth filter and Barns and Noble came up with knowledgeable staff in their lounging were such complementary products and service which were revolutionary. Path Five: Look across functional or emotional appeal to buyers There are different types of appealing strategies that are adopted by companies to appeal the customers. Some of these are functional while others are emotional. The different examples discussed in this case are the Cemex (Mexican Cement Company) and QB house (Japanese Barber shop) which created Blue Oceans by appealing their customers through different functional and emotional offerings. Path Six: Look across time This path illustrates that how important it is to have foresight and keep in mind the changes that are to take place with passage of time. This can be done by looking across the time in terms of the value a market delivers today to the value it may deliver tomorrow. Apple capitalized on the changing trend in the music industry and came up with ITunes music store for its IPod which also helped it in stopping illegal selling of music and creating a Blue Ocean. Cisco Systems also looked ahead of time and accounted for the growing demand of high speed data exchange with its routers, switches and other networking devices. 2. Focus on the Big Picture, Not the Numbers Traditionally what most of the strategies lack is that they don’t think out of the box and thus lack the view of the big picture and thus they key is to create a strategy canvas to arrive at a Blue Ocean. Drawing Your Strategy Canvas Drawing a strategy canvas has never been an easy to do job. It involves  identifying the key factors of competition which can be done by assessing that to what extent your company and its competitors offer the most competing factors and what are the actions that are being taken by you and your competitors. This process after the implementation of six step model involves steps in visualizing strategy which are as follows: Step One: Visual Awakening The process of visual awakening is very important to change the mind set of such people especially the executives who are resistant to change and like the status quo. However this problem can be overcome by asking such people to draw the value curve of their company’s strategy which will trigger the need for change in their minds and thus they will be inclined towards change and will come up with new and different strategies. Step Two: Visual Exploration The wakeup call was just the first step. The next step is to send team it to field, putting managers face to face with customers and experiencing by themselves what problems they have with their products and services and what are their perceptions. This task should not be outsourced as it is very important to see these things by your self rather than letting others do the work of your eyes. They should observe their customers (existing, lost and new ones) as well the customers of their competitors and then come back and analyze their strategies. Step Three: Visual Strategy fair In the third step of visualizing strategy the teams are asked to draw six new curves of strategy and create a compelling tagline which can emphasize the strategy in a better way. After that the teams are asked to present them and on the basis of feedback and discussion the new curves for strategy are formulated. Step Four: Visual Communication The last step is to communicate the newly formulated future strategy to employees in an easy and understandable manner. This can be done by distributing one pager showing old and the new strategies to the employees and then can be discussed with every one. 3. Reach beyond Existing Demand The third principle for creating Blue Ocean is to reach beyond the existing demand. This to increase the demand for a new offering and two strategies are followed by companies to achieve this goal. One is to focus on existing markets and customers and the other is to target finer markets or customer segments to accommodate buyer differences. Another important concept explained here is to maximize the size of Blue Ocean, which says that once the Blue Ocean has been created the next step is to maximize its size. For this purpose companies instead of focusing on their customers try to focus on the non-customers by taking the reverse approach which allows the companies to unlock mass of customers and demand which did not exist before. Callaway Golf is one such company which created demand for its offering by focusing on its non-customers. The Three Tiers of Non-Customers According to Blue Ocean strategy there are three different tiers of non-customers that can be converted in to customers which are as follows: i. The first tier of non-customers is closest to market sitting on its edge waiting to jump ship and shift to another industry as soon as the opportunity knocks. ii. The second tier is of customers who refuse to use you offerings. These are buyers who have used your industry offerings just as an option to fulfill their needs but have often voted against them. iii. The third tier is of non-customers who are farthest from your market and have never thought or considered of using you industry offerings as an option and can only be attracted by focusing on commonalities. 4. Get the Strategic Sequence Right The fourth principle of formulating the Blue Ocean strategy is to get the strategic sequence right. This principle focuses on building robust business models to ensure healthy profits based on Blue Ocean strategy.

Methods of Engagement in Afghanistan Essay Example | Topics and Well Written Essays - 1750 words

Methods of Engagement in Afghanistan - Essay Example The long battle with the Soviet Union which eventually ended in the late 1980’s and gave rise to the Taliban government. The retreat of the Soviet Union gave room for rebel forces from within the country to rage civil war on the Mujahedin government. In 1996 the Taliban took over the country and imposed strict Islamic law over the people. The use of harsh punishments, the segregation of women and the practice of public executions forced international support to pull back their resources leaving Afghanistan in a state of rubble and chaos. Despite many attempts by the United States administration to reach agreements with the Taliban, they were never recognized as the official government of Afghanistan. The attack of the twin towers on U.S. soil prompted the United States to launch a â€Å"war on terrorism† coalition in search of Osama Bin Laden believed to be the leader of Al Qaeda. The Taliban refused to disclose the location of Osama, which resulted in yet another war o n Afghan soil. The Taliban was militarily removed by the end of 2001. After nearly 20 years of continuous warfare disaster, Afghanistan is left in much need of international support in order to rebuild a stable country. Success regarding â€Å"nation building† within Afghanistan depends primarily on local support and involves a combination of tactics. After years of warfare devastation and corrupt governments the nation is in desperate need of a reliable structure. In order to gain the confidence of the population within Afghanistan, they must be free to choose their voice. As an Islamic nation, the leaders of the government must respect and hold the same values of its people. In order to address individual needs it is imperative to hold public assemblies as well as meet with tribal leaders. This will help to increase the faith of the people and create an understanding with their government. This will reduce further risk of civil wars against administration. Enforcing laws an d regulations against internal corruption will also bring peace within the country. With a stable government in place backed by the trust of the citizens, concentration on re-building the nation’s economy can begin. By proving to the people that in laying down their weapons and working collectively with their government they would have more to gain then continuing to fight. Afghanistan stands to be one of the poorest countries in the world. There are many levels that need to be addressed in order to work out a functioning economy within Afghanistan. Prioritizing the basic foundations such as education, medical, housing and employment will lead to the success of the economical situation and the development of the country. The majority of the population lives in rural areas without clean water or electricity. There is a shortage of housing and employment despite international aid. Due to years of destruction and draught the country’s agricultural sector has taken a sever hit. Most of the area is still filled with land minds and debris, leaving the land dangerous and uncultivable. Major cleaning and restoration is needed in order to help to farming community. There is also a sever lack of animals; the migration during the invasion of the Soviet Union resulted in the loss of most of the country’s live stock. Because agriculture is the primary source of income of most of the population, functioning strategies should be implemented to help local farmers. Working jointly

Behavioral Aspects of Project Management Paper Essay

Behavioral Aspects of Project Management Paper - Essay Example Establishing mutual norms and assumptions of behavior in organization, culture therefore influences the selection, priorities and ultimate success of projects. Manifested in its key elements, such as ceremonies, rituals, stories and symbols, culture can encourage certain projects, running the project on time and within budget, close team cooperation and commitment to project goals. For example, the company can hold an annual ceremony to recognize and reward the most successful team of the year or the best team that completed the project strictly on schedule and within budget. Such ceremonies then become a part of the organization's culture, which in turn influences the future projects' selection and success. One of the major components of team commitment is organizational citizenship behaviors (OCBs). "OCBs are acts that promote the organization's interest, but are not formally a part of any person's documented job requirements. They include behaviors such as volunteering for assignments,staying late to finish a task, or voicing opinion on critical organizational issues" (Wagner and Hollenbeck, 2005, p. 144).

The Pros and cons of globalization Essay Example | Topics and Well Written Essays - 2000 words

The Pros and cons of globalization - Essay Example The decentralization of economies and goods allowed trade, commerce and services to be transferred to other countries, regardless of distance. Globalization is not only confined to economic sectors, but it has also given rise to the adaptation of social, political and administrative aspects of other countries (Maharjan, 2006). For example the integration of EU made the region competitive by following the common EU foreign policy. EU remains an example where balance is maintained by social solidarity, allowing freedom of movement and establishment across different states (Steinmeier, 2006). The anti-globlist view globalization as a negative phenomenon that has is making rich more richer and poor more poorer. They argue that globolisation has increased poverty and diluted responsibility to the capital owners, slashed down the jobs and increased threats to resources in poor countries with no solution in place. While others mention that positive impact of globalization has removed barriers across the states, accelerating the growth of reforms and allowed greater information access to all parts of the world. (Kennedy, 2001). Globalization has pros and cons and has different interpretations in different continents, which will be discussed further in this essay. The arriv Benefits of Globalization The arrival of global market has allowed the aspiration of big players to expand their niche and derive maximum profit in the global market made possible through geo-economic expansion. Globalization guarantees this sustainable competitiveness through a steady leadership of technological networks, generating added value and production facilities with unlimited human capability. It contributes more to the global development producing greater scientific and technological resources. Even the countries that do not have such vast resources still play essential role in over all global development (Nikolayev, 2004). One of the most important roles of globalization is its economic role in international trade and economy. According to Visto (2002) globalization is competition and reorganization, attracting countries that were in need of investment and such investment improved their economic condition. One such example is Mauritius, where per head income has increased from $500 to 1600 due to foreign investment. The foreign direct investment involves a long reflects a lasting interest in the host country. It implies that the investors have enormous control in another country's economy due to its own interest, which ultimately leads to economic development. Thus any increase in FDI flow is directly associated with increase in GDP. FDI is undertaken by large and technologically advanced firm, which accelerate the speed of economic pace on one sided and also helps in transfer of technology in the host country with heavy return for the firms and provides more jobs in the countries where jobs are scarce. For example when Toyota setup car plants in countries outside Japan, it requires higher level of standard to maintain the quality of it products, which means training the local workers. Thus if Toyota gets the competitive advantage, the host countries gets the skills and jobs. The recent joint ventures of China with Japanese companies are also such move by the Chinese entrepreneurs to get skill directly

Advanced management accounting Essay Example | Topics and Well Written Essays - 1500 words - 1

Advanced management accounting - Essay Example This will help the management in adopting corrective measure. This also includes administrative control which involves laws, regulations, norms, standard procedures. The second category deals with personal control, social control and behavioural control. Management control system serves as language and helps in communication system. Management control system also plays the role of transfer pricing for performing the strategic functions of the organization. Management control system can be effectively designed and implemented if there is dedication and commitment in the top level executives (Giraud, Zarlowski, Saulpic, Lorain, Fourcade and Morales, 2007). The less involvement, less initiative and also less interest in the activities among the top level executives will lead the top management in diverting its attention to other areas, which is not suitable for the smooth running of the organization. The Organization’s which completes there project in time establishes its budget and fulfilment of the maintenance of quality is considered as a successful company or organization (NOEVERMAN, 2007). Therefore if the organization is not able to complete its project in time can lead or act as a challenge for delivery of project in time. Lack of cross – functional communication Effective communication is a main function for exchanging of information between the people in the organization. It serves as a source for exchanging of ideas (Arsh, 2010). The changes that are adopted in the organization have to be clearly communicated among the persons in the organization and also provide the rationale for the changes undergone by the organization (Neale & McElroy, 2004). The organization must clearly define the benefits that the organization expects from the project and the challenges or obstacles towards receiving those benefits (Malmi &

Political Economy (Theories of Late Capitalism) Essay - 1

Political Economy (Theories of Late Capitalism) - Essay Example American economy, also, is no exception to it. For instance, after The World War-2, America emerged as economic giant because of rapid progress in different fields, but hardly a decade had passed that The US confronted Great Depression. It was asserted that stock market collapse was the major cause of the great depression and â€Å"as the consequence of this stock market collapse, an unparalleled depression overtook United States† (Majumdar et al 234). The way America made achievements during era of industrialization and during the World War-1; she could not withstand stock speculation and its ultimate consequences. Leading points for the United States’ rise to power. America with its progressive policies marked its existence as economic giant and witnessed economic boom once again after decade of Great Depression was over and particularly in the post World War 2 era. The leading points which led to the rise of American economy initially include many things. To begin with America gave suppleness in taxation. It made taxation as easy as possible. Secondly, it applied theories of monetary pull and occupied employment financial plan. Thirdly, it included in its economic policy to include quantitative targets for the economy. Fourthly, a growth model of economy was put into practice rather than earlier cyclical model which allowed just transaction of the same. Finally, substitute of the impression of being without a job as a structural predicament by a consciousness of a low down combined stipulate. Mechanisms that Immanuel Waller stein credits with weakening US power. The mechanisms which Immanuel Waller stein consider for the weakening og American superpower are also various. In this pretext, to begin with, geographic expansion of the European world-economy to include the whole of the globe shook US economy. In the second place, the expansion meant the elimination of other world-systems as well as the absorption of the

Under Cover Boss Essay Example | Topics and Well Written Essays - 1000 words

Under Cover Boss - Essay Example Under Cover Boss These complaints can be categorized into poor work relations and the failure of the company to implement effective work place culture. The video illustrates a high degree power of distance between the company employees and its management. Problems affecting the employees could only be discovered if the management assumed the position of its employees. O’Donnell had a firsthand experience through his undercover boss mission. He discovered that the employees lacked basic supportive facilities. For instance, he was shocked to note that a woman working in one of the WM’s pick-up truck had to use a can as her toilet in order to meet her target of 300 homes. The video illustrates that the company’s management had exceeding expectations on its employees. 2) What kind of pay system do they use? What are the advantages and disadvantages of this system based on what you saw in the video? (10 points)Â   A pay system is a significant factor that affects the performance of e mployees in any organization. The scale and distribution of pay and benefits is a significant determinant of employees’ motivation and morale. The company depicted in the video has a basic rate system. Basic pay system does not reward employees according to their performance and achievements and thus the system does not promote employee’s motivation and performance.In addition, the pay system applied in the company does not promote recruitment and retention of high caliber employees. Although the pays system is not employee oriented, it promotes equity and positive work relationship among employees. In addition, the pay system promotes application of alternative incentives that have additional benefits to the work force. This promotes training and acquisition of skills among employees. 3) What principles are taught in this class is this company violating? Be sure to briefly describe the principle and to justify each principle choice using examples from the video. What are the consequences of this? (20 points)Â   According to the video, the company is violating the following basic employee's motivation principles. a. All people are motivated: it is obvious that all people respond positively to motivation. However, the company does not invest in improving their employee’s performance through supportive work environment. b. People do things according to their reasons; this principle indicates that people work according to their interest. This indicates that employee’s motivation can be achieved through creation of interest in their work. The company fails to create interest for their employees from the work that they do. However, the undercover boss is quick to notice that his company does not offer enough support to its employees. In addition, the company’s work schedule does not support other interests of its employees. c. Identification is instrumental to effective communication; change or progress in a company can only be r ealized if the company’s employees and customers identify themselves with the company. Poor working conditions in the company makes its employees fail to identify themselves with the company. This has significant effect on their motivation and future prospects. 4) If you were a consultant what would you suggest the company do (beyond the things the owner decided to do for the company - you can include them - and the four employees; there are many things they could have done and didn’

Yahoo Versus Survivors of the Holocaust Essay Example for Free

Yahoo Versus Survivors of the Holocaust Essay The case Yahoo versus Survivors of the Holocaust is based on a lawsuit that was made by a group of French Nazi concentration camp survivors against the website yahoo.com for the auction of Nazi materials and other hate related contents. The Holocaust survivors sued the company in a French court after the US based Yahoo Company refused to respond to the warnings block access to neo-Nazi contents on its US based servers. The case was targeted towards accusing CEO of Yahoo Timothy Koogle as responsible for the controversial auctioning of Nazi artifacts on the Yahoo website and if he is found guilty he faces potential incarceration in France. The case also provides information on the dot.com crash which had a negative impact on Yahoo’s performance which experienced serious decline alongside other companies in the advertising budget. In April 2001, Yahoo suffered a 42% decline in advertising revenue which led to mass exodus of the company’s leading staff and threatened to replace Koogle. The case also point out that Yahoo France which was established in 1996 as a subsidiary of Yahoo International shares similar organizational structure, same look, and tailored its contents according to local tastes. It is therefore, a shared system whereby information that comes up on the company’s US site also shows up on the French site. Thus, there was a challenge in creating a global brand that is able to adapt to suit local tastes. In this case, the challenge of a shared website has led to a lawsuit which was put together in April 2000. La Ligue Contre le Racisme et l’Antisemitisme (LICRA) and the French Jewish Students filed a lawsuit against the US based company Yahoo, for posting Nazi-era contents for sale on the company’s auction site. Yahoo responded to the lawsuit by countersuing LICRA with the US District court for violating of constitutional rights of free speech in the US. Analyze the opportunities and threats of Yahoo establishing subsidiaries in foreign countries which maintain majority ownership. Yahoo International has developed subsidiaries that are suitable for the company image as a major MNC working in Information Technology (IT). The company is establishing subsidiaries in foreign countries around the world so that they can maintain majority ownership. For instance, in Yahoo France, the contents are tailored to fit local culture through specific contents such as sports categories focused on Tour de France, world cup soccer and the French Decathlon; while in the UK these categories focused on rugby, cricket, and equestrian events. Yahoo subsidiaries also enjoy the opportunities of majority ownership which allows the MNC to benefit from IT advancement and ease of transportation which makes it easier for the home and host country to have an effective international business. An example of the expected experience of Yahoo subsidiaries right to maintain majority ownership is similar to MTV network International, the music channel operation that reaches 1 billion people in 18 different languages and 164 countries; MTV management assures host countries that they are not in the business of exporting American culture, they point out their policy of 70% local content (Fatehi, 2008). Like MTV Network International, Yahoo International is advance in that it has developed 24 international sites in 13 languages, in each of its international markets Yahoo built independent directories of local language websites and other contents. The company yahoo is able to benefit this way by attracting 40% users from foreign countries. Nonetheless, the threats of having Yahoo in foreign subsidiaries which maintain majority ownership is that they risk having problems of hosting contents that are not culturally acceptable such as in the case of the Nazi artifacts showing up on the company’s French website and thereby signaling dispute due to local culture. The French representatives, primarily LICRA finds Yahoo as supporting unlawful act of hosting Nazi and other hateful contents which is against the Nazi Symbols Act. The symbols associated with Hitler’s Nazis are attractive to bigots on the Web because they suggest anti-Semitism in an immediate, forceful way to the general public (Poisoning the Web, n.d.). Based on the conflict in thoughts between the US based company and their French subsidiary, there are risks that are involved in providing foreign subsidiaries or their communities’ with the authority to accuse the company’s actions. According to the claim of Yahoo their intentions appear innocent. Thus, Yahoo is able to take a stance to protect their Freedom of Speech so that they do not experience continued accusation associated with hateful contents. Yahoo calls for protection of the First  Amendment of the US Constitution which includes the most basic component of freedom of expression, the right of freedom of speech, the right to freedom of speech allows individuals to express themselves without interference or constraint by the government (First Amendment, 2010). The information on the First Amendment of the US Constitution is important for Yahoo to use in defense of the risks that they could experience from their accusers who have consider them as disobeying th e Anti-Nazi Act and French laws that prohibited the display of Nazi contents and other hateful material. Analyze Yahoo’s social responsibility from a stakeholder perspective Yahoo’s social responsibility in this case will have a negative effect on the stakeholder perspective and their capacity for prosperity due to the conflict laid out in the lawsuits by Yahoo and LICRA. Yahoo is responsible for providing social responsibility to their customers, by providing safe products at reasonable costs. However, Yahoo was accused of showing auctions of Nazi contents on the companys U.S.-based Website which was accessible by French users and thus Yahoo was condemned by French Holocaust survivors. Yahoo’s social responsibility is also negative due to its acts that are found by LICRA as disobeying local laws and customs. Yahoo made progress in a countersuit against LICRA which accused that the French’s decision was in violation of the Communication, Decency Act, and Article 19 of the International Covenant on Civil and Political Rights, Article 10 of the convention for the Protection of Human Rights and Fundamental Freedoms, Article 19 of the Universal Declaration of Human Rights. Yahoo’s countersuits provide stakeholders with confidence in the organizations ability to overcome the constraints of the lawsuit. Yahoo’s stance in taking on a countersuit is a strong defense which creates opportunity to regain respect for the company and their stakeholders without acknowledging a prejudice intent or reference to Nazi auctions. Take a position on whether Yahoo acted in a manner that was ethically and socially responsible. In the case Yahoo versus survivors of the holocaust who is particularly Jewish students, the company did not meet the high expectancy level of ethical and social responsible standards. This is due to the auction of materials that are intolerant. The web displays of Nazi contents and other  hateful materials which were found on Yahoo website are unethical and unlawful. MNCs are responsible to act in a social responsible way; this includes operating within a certain parameter. There is thus a demand for the company to react quickly toward such contents of hate so that they will protect the company’s image and mission without experiencing accusation. Neo-Nazis use the Web to market merchandise, selling items emblazoned with the instantly recognizable symbols of Hitler’s Nazi party†¦ Like the T-shirt a music fan might buy at a rock concert, one shirt reads Adolf Hitler European Tour 1939 1945(Poisoning the Web, n.d.). Based on such negative intents, Yahoo is obliged to take serious future steps to isolate neo-Nazi contents from the website to protect the company’s image and promote social responsibility and ethics by condemning those that misuse the web to spread hate. Besides excluding Nazi-era memorabilia from the company’s French-language portal, formulate two additional business strategies to address the issues faced by Yahoo as well as the risks associated with implementing those strategies. Besides excluding Nazi era memorabilia from the company’s French language portal, it is important that Yahoo applies additional business strategies to address the issues faced by the company. One strategy that could benefit the organization is the Strategic planning which is the alignment of organizational capabilities with anticipated environmental changes in the pursuit of goal attainment (Fatehi, 2008). This strategy is important because it will provide Yahoo with the understanding of their environment and the forces that are likely to determine how they secure resources and achieve goals. However, there is a downside to this strategy and it is the risks involved in planning strategy which is somehow limited to the extent of difficulties that can occur as Yahoo expands globally. The multiplicity of cultural, sociopolitical, legal, and economic environments creates quantitative and qualitative difficulties (Fatehi, 2008). The problems that are likely to arise from Yahoo’s internationalization are risky and there is a chance that the firm will experience additional complexity that is outside of their strategic planning due to new problems can be a burden to the MNC. Cultural aspects of strategy are important strategies and will be the second business strategy that will address Yahoo’s problems in their foreign  markets. This strategy is important because culture plays a vital role in controlling MNCs to better support them in achieving their goals (Fatehi, 2008). In most business situations individuals are expected to apply self control and abide by culture norms. Cultural aspect of strategy is an important influence in determining the firm’s role in globalization and controlling its foreign operations. The risks of applying culture aspects of strategy is that the cultural difference are vast and vary in concept. Thus, there is a demand for Yahoo to meet cultural differences particularly by understanding the thoughts of foreign cultures. Without understanding the mentality and beliefs of a certain culture where they operate, Yahoo is likely to reencounter difficulties similar to the Nazi artifacts auction. Thus, the risk of cultural aspects of strategy will develop difficulties due to complications from various cultural differences which should be control in order to promote the company’s international objectives. Predict the consequences had Yahoo complied with LICRA’s initial demands. There would have been limited consequences for Yahoo if they had complied with LICRA’s initial demands to remove Nazi contents from their website. Instead, Yahoo initially responded that they had complied with French law on this issue and that there website did have a display or auction of hateful contents or Nazi materials. The case was initially made by LICRA charging Yahoo with illegally hosting auctions of Nazism, thereafter, the French court gave Yahoo a warning to block French residents from viewing Nazi auction or face fines. Yahoo adhering to LICRA would have violated their constitutional rights to protect free speech in the US Constitution. Thus, Yahoo would risk having to address serious issues from their home country about freedom of press which is linked to freedom of speech in the US constitution. The right to freedom of the press guaranteed by the first amendment is not very different from the right to freedom of speech; it allows an individual to express themselves through publication and dissemination; it is part of the constitutional protection of freedom of expression; and it does not afford members of the media any special rights or privileges not afforded to citizens in general (First Amendment, 2010). Yahoo faces the possibility of running into further problems from their users who could use the First Amendment as a bargain power to use the  website without compromising their constitutional rights. It is however a limited consequence if Yahoo is able to respond early to users or law enforcers on the contents display on their websites, this will avoid expenses for lawsuits and avoid challenges in securing revenues for stakeholders. References: 1. Fatehi, K. (2008). Managing internationally: Succeeding in a culturally diverse world (1st ed.). Thousand Oaks, CA: Sage Publications Ltd. 2. First Amendment (2010) Cornell Universitys Legal Information Institute. Retrieved 5/26/2012 from http://www.law.cornell.edu/wex/First_amendment 3. Poisoning the Web: Hatred Online (n.d.) Neo-Nazis: Stormtroopers of the Web. Retrieved 5/26/2012 from http://www.adl.org/poisoning_web/neo_nazi.asp

Resistance to Change in Public Sector Culture

Resistance to Change in Public Sector Culture CHAPTER 1 Background / General Organisation cannot control environmental changes. They can only change their processes to adapt to the environmental changes and take advantage of the new opportunities that are the changes in the environment brings. When a change is resist is could be a very difficult to achieve the desired reason for the wanted change. This is the case of IFAKO /IJAYE local Government Council Area (IJLGCA) where the management are finding it difficult to change the bureaucratic organisational culture among the employees of the local government council .The introduction of the PACE PROJECT that was aimed at changing the organisational culture was meet by resistance from the employees of the councils area .The PACE PROJECT was program is designed to re-engineer the human and material resources of the organisation in other to enhance and improve their performance and productivity. Ifako/ijaye Local Government council area (IJLGCA), the organization has experienced rapid changes in the last six years to improve the efficiency of the operations as well as the capability of the workforce to produce the desired results which would make the sector to be more effective and efficient in operations. Project PACE, was also purpose is to repositioning ifako/ijaye Local Government council area (IJLGCA) in to world-class organization, by clearly defining the vision for the organization and comparing to reach me that the other Council area created at the same time in Nigeria and elsewhere in the world by operating in compliance with the International Labour Standards by entrenching transparency in the organisational processes enhancing efficiency and making improvements in the value of procurement in the local governance Change management can be defined as a decision-making procedure which modifies or transforms organisation to be more effective and efficient in operations. Organisations need to change to adapt to external or internal development, but realizing effective change could be very problematic .change is so difficult and when it occur successfully it is by miracle. Kanter, stein, and jick (1992) One major barrier to change is resistance from employees of organisations .Resistance is commonly considered is a natural reaction to organisational change. IFAKO /IJAYE local Government Council Area (IJLGCA) government is still using a bureaucratic cultural administration style. The top to bottom approach of culture change in selling the preferred culture to staff has used different presentation styles, such as seminars and workshops, which are unable to change the mind-set of workers, but rather creating a form of resistance from employees who are afraid of losing their job a top to bottom approach with limited room for dialogue In this paper I will be studying the two the approach to change which are (1) Determinism Approach (2) voluntarism approach. The different classical models of change that is the Lewins model to change which would include the Lweins force field analysis to determine the driving forces and the resisting force to the desire preferred organisational culture that is the pace project of ifako/ijaye Local Government council area (IJLGCA). Research Problem Management efforts to refocus IJGCA staff to meet with challenges in the public sector through the PACE project, is yet to produce the desired results since its establishment in July 2004. The various launching, enlightenment campaigns and appointment of the local change-makers / teams are yet to provide the required support for the PACE project.   Project PACE, whose purpose is to reposition IJLGCA into a world-class organization by clearly defining the vision for the organization .Also comparing the achievement with other the Council areas of Nigeria and other part of the world, that were created at the same time by making IJGCA a pacesetter for others to follow is still yet to yield to require result. The Code name Project-Pace, said that it would be a comprehensive, multi-functional and coherent strategy in line with the task of setting up a high level of organization, but now the plan change is still remain at the elementary stage. Staff awareness and understanding of the brand-new part of culture, which was launched in 2005 is still very low. The desired commitment on the path of staff is lacking due to poor understanding of the preferred culture elements which is ACT NOW which elements are: Safety, Performance, Empowerment And Entrepreneurship, Respect And Trust, Innovation, Ownership And Consequence Management ,Teamwork Control And Open Communication, Professionalism. The Recently concluded roll out of the performance management system (PMS) under the PACE project had encountered some resistance, which was largely behavioural and attitudinal employee gives the management a major concern. Employee does not want to loss their power and jobs. Their belief is that this new change will take a lot of them. This research project is set out to address the level of awareness and perception of staff and also recommend new ways of implementing the preferred culture successfully. The Major Research Question à ¢Ã¢â€š ¬Ã‚ ¢ What are the reasons for resistance to change and the lack of adoption of the PACE PROJECT, new culture? Minor Research Questions à ¢Ã¢â€š ¬Ã‚ ¢ What is the level of awareness of the preferred PACE PROJECT CULTURAL and acceptance amongst staff? à ¢Ã¢â€š ¬Ã‚ ¢ To what extent is the organization culture a resisting factor? Objective of the study The research objectives are: à ¢Ã¢â€š ¬Ã‚ ¢To suggest how to create awareness of the PACE project among staff members. à ¢Ã¢â€š ¬Ã‚ ¢ Suggest ways of carrying staff along in the of culture change process à ¢Ã¢â€š ¬Ã‚ ¢ Suggest how to encourage the acceptance of the PACE project à ¢Ã¢â€š ¬Ã‚ ¢ Implement a new culture based on the PACE Methodology The study will focuses on junior, senior management staff of the IJGCA which is one the seven hundred and seventy (770)local government councils areas in Nigeria and will be a Qualitative study of reason for resistance to change. Our exploratory study would be using force field framework. Force field analysis is a model that help us to understand the force and against change in individuals and organisations. Force Field Analysis is a useful technique for investigation, all the forces against the decision. Force filed model used in weighing the pros and cons in an organisation .for the purposes of this study force field analysis would be used to demonstrate the level of resistance of staff to PACE PROJECT. APPROACH Analytical and Descriptive Data gathering methods were adopted: open ended Questionnaire Secondary data review and the writers personal observations and discover reasons for resistance. LIMITATIONS TO THE STUDY The study has several limitations are: à ¢Ã¢â€š ¬Ã‚ ¢ The study is limited to IJGCA. à ¢Ã¢â€š ¬Ã‚ ¢ The size of the sample of staff investigated may limit the generality of the results. à ¢Ã¢â€š ¬Ã‚ ¢ Based on one cultural -change initiative à ¢Ã¢â€š ¬Ã‚ ¢ Time constraints. ASSUMPTIONS That PACE project is capable of implementation That the PACE project is helpful Beneficiaries: This research will benefit the following groups: 1. Employees of ifako/ijaye Local Government council area (IJGCA) 2. ifako/ijaye Local Government council area (IJGCA) 3. Lagos state Government 4. Policy Makers which includes: Head of departments, Council board ORGANISATION The study is presented in five chapters as follows: Chapter one Introduction Chapter Two Literature Review Chapter Three theoretical framework Chapter Four Methodology Chapter Five Conclusions and Recommendations . CHAPTER 2 Literature review Review of existing knowledge on the subject of the research will help in guiding the current research work. To start with, change management (under certain and uncertain environment) review the two the approach to change which are (1) Determinism Approach (2) voluntarism approach. The exiting knowledge on resistances to change would also be reviewed in this section of the study. CHANGE Organisation can be described as a group of people brought together for the purpose achieving certain objectives. As the basic unit of an organisation is the role rather than the person in it the organisation is maintained in existence, sometimes over a long period of time, despite many changes of members. Statt, (1992, p.102).in this defined the important point there is people interacting in order to order to achieve some defined goal. Organisation can also be defined as systems comprising elements of formal organisational management and operations as well as elements of more informal aspects of organisational life. The organisational systems, themselves, are conceptualised as operating in three types of environments. These are the temporal, external and internal environmental whose elements interact with each other to form the triggers of change which are significant in bringing about organisational changes. Stephen P .robbins and Timothy A. judge (2009 ) Change is inevitable in an organisation, that is usually very difficult to implement and it takes a miracles if it occurs successfully because people will always resist it. According to Kotter (1996:3) states that Although some people predict that most of the reengineering, restrategizing, mergers, downsizing and cultural renewal project will soon disappear, due to the fact that many Marco economic forces are at work and this forces may grow stronger in the future .As a result many organisations are pushing to reduce costs, improving their product and service quality, find new prospects for growth and increase growth. This caused many organisations to effect major changes in other adapt to the shifting conditions in their business environment. These changes help the competitive standing of organisations and have position them for a better future. In many situations the improvements have been disappointing, which have resulted to waste of resources and frustrated employees. To some de gree the consequence of change is inevitable. Whenever people are forced to adjust to shifting conditions, it is generally very painful. Organisational change is an ongoing process that is characterised by fine tuning of the fit or match between the organisations strategy, structure, people, and processes. Such efforts are usually manifested at the departmental and divisional levels. Change management is perceived as a set of processes that is used to ensure that considerable changes are executed in an orderly, controlled and systematic approach to achieve organisational change. One of the objectives of change management is the human aspects of overcoming resistance to change in order for organisational employees to buy into change and achieve the organisations goal of an orderly and effective transformation .Kotter and Schlesinger (1979) start that most major organisations need to undertake moderate changes once a year and major changes every four or five years. Inefficient organisational processes, problems with coordination and lack of cooperation are examples of causes for change that happen within an organisation. Changes does not always have an external start point, it can also originate from an internal source. According to Taiwo (2001:24) defines change as the process of analyzing the past to elicit the present actions required for the future. It involves moving from a state, to a future desired state. A change process starts with the awareness of the need for change. One can not understand an organisation without trying to change it. Change helps us to understand an organisation better. Approaches to the Study of Change The study of change has two approaches which are as follow: Determinism approach Voluntarism Approach Determinism approach: This is an approach by Wilson.1992 with the belief that the operations of organisation are influenced by largely by external forces namely economic situation, the environment and the context in which they operate. Change is been caused by external forces which are beyond the control of mangers or change agents. Wilson.1992 view that an organisation as a system operates in an environment and it is operation can be influence by the environment. However Burns (2000) criticise this approach as been over-fatalistic that mangers would only act as a result of external forces after event have taken place. Voluntarism Approach: This approach is based in the assumption that the result of change process is based on the ability of the manager or changer agent to use a choice strategy to determine the outcome of a change process that is the strategic choice implemented can promote or undermine organisational effectiveness. This model will rely on the skill of the manger ability and confidence to achieve the necessary course of change required in the organisation. This process requires that will identify the type of change the organisation needs. By knowing this it would help to determine the method to use in effecting the necessary changes and the areas to change. You can not fully understand a system until you try to change it. This perspective is shown in the figure 1 below. Identify type of change Incremental change Discontinuous change How to Change Set goals to be attained Diagnose what to change igiide Diagnose what to change How to Change Set goals to be attained Diagnose what to change Figure 1: the process of the voluntarism approach as developed by Nadler and tushman Kurt Lwein argued that for organisational change to be successful it most pass through three steps which 1. Unfreezeing or unlocking from the existing level of behaviour: this a also know as status quo changing to overcome the pressure of both individual resistance and group conformity. This knows as the equilibrium state. The unfreezing is necessary because it helps us determine the Driving force, which direct behaviour away from the status quo can be increased and also the Restraining forces, which hinder movement from the existing equilibrium, can be decrease 2. Change or move to a new level : this a change process that transforms the organisation from the status quo to a desired end state, it involves moving from the equilibrium state to overcome the pressure of the both individual resistance and group resistance 3.Refreeze behaviour at the new level: this combine the two approaches . organisations who have succeed in the past are likely to encounter restraining forces if the management want to bring changes in the organisational process similarly ,that organisation with strong culture excel at incremental changes but are overcome by restraining forces against radical changes P.G Audia, E.A Locke and K.G.Smith,( October 2000),p.837-853. This can be illustrated below in figure 2 Force Affecting Changes: From studies there are two types forces that affects change, internal and external (Kreitner, Kinicki p 562) INTERNAL FORCES: This normally occur When people that have been through difficult ,painful and not very successful change efforts often end up been pessimistic and angry conclusions. This usually result to them be suspicious of the motives of those pushing for transformation in the organisation they worry that major change is not possible ,without having a negative impart on them. They usually normally fear that their boss or the management is incompetent. This type of force within an organisation can be described as INTERNAL forces resisting change. Internal forces for change are operative from inside the organization. They are: à ¢Ã¢â€š ¬Ã‚ ¢ Human resource factors. à ¢Ã¢â€š ¬Ã‚ ¢ Managerial behavior/decisions (B) EXTERNAL FORCES. With the trend of globalization, organisations are now encountering challenges in different face. A globalized economy is creating both hazards and more opportunities for every body, which is now forcing organisations, to make sudden change in their processes not only to compete and prosper but also to survive in their industry. Globalization itself is driven by a set powerful forces associated with the following (1)Demographic characteristic (2)technological development (3) market changes (4) Social and political pressure Resistance to change Resistance is seen as a defensive mechanism use by employees to resist change in an organisation which they assume the change would move them from their comfort zone. A major barrier to change is resistance of the people of the organisation .Resistance to change happens when people perceives that the change would take something very valuable from them, this type of reaction is usually been considered as a standard or natural reaction to organisational change. It is not only people that resist change , organisations also resist change they perceives change as a threat to their comfort zone for example an organisational plan or a change in a product line in an organisation maybe considered as a threat among employees which will raised debate , downsizing because of the proposed change . Resistance can be overt, implicit, and immediate. It is easiest for management to deal with resistance when it is overt and immediate. For example if a change is proposed and employees quickly response by complaining , treating to go on strike or engaged in work showdown all this can easily managed by the management by engaging the employees in a dialogue to resolve such issues. in the case of an implicit resistance effort are more subtle to result to loss of loyalty to the organisation , loss of motivation to work , increase in error and mistakes , increase in absenteeism due to sickness and this is more difficult to understand or recognise. In some cases resistance do not normally surface, in a change process is may appear to be minimal reaction at the start but after a week, month, or even years later. Reaction to change can build up and then explode out of proportion in responses to any change action that follows thereafter. According to Golstein(1998) and maurer(1996) resistance to change arise just because management fall to implement reward schemes, training and development , industrial relation and other board human resource processes that will reinforce the change process and assist individuals in accepting it as their own. Inline with this perspective, organisational change will not be successful unless it is owned by the senior management of the organisation. In summary a major force for the resistance to change can be classified into human and organisational sources. Individual source in more off characteristics such as perceptions, personalities and needs while that of organisation is more of the structural makeup of the organisation .Change and resistance go hand in hand: change implies resistance and resistance means that change is taking place. One of the assignments of top mangers and change mangers is to overcome resistance to change of both middle level mangers and employees. Therefore I propose a different view on resistance. The Organisational Culture Organisational culture can be refers to as to be the values and pattern of belief and behaviour that are accepted and practiced by the members of a particular organization( C.D Pringle, D.F .Jennings, and J.G. Longenecker) ,p.594 because each organisation have its own unique cultural which they have develop over time .even organisations in the same industry exhibit distinctly different ways of operating this is further explained in the paragraph below Organisational culture can either facilitate or hinder an organisational strategic action. Organisational culture reflects in the values and beliefs of the process and operations of the organisation. The purpose of organisational culture is to help firm to adapt to environmental changes and to coordinate and integrate its internal operations.(E.H Schein)1985 p.9 .For many organisations the first and major influence upon the culture is their founder, his or her foundational assumptions about success form the foundation of the organisational culture. For example the culture of McDonalds fast food was fast service first which was embedded by the founder Ray A. Kroc, who died in 1984.tildate this it still the cultural of McDonalds fast food. Yukl .P.215-216 points out, that the set of belief about a distinctive competence of the organisation is one of the important elements that make the organisational culture, which makes it different from other organisations. This belief will direct and reflect on the organisational goal and operations. For example an organisation that holds is success to innovation will response quickly to a drop in sale of new product that was introduce to the market. This type of an organisation will offer a common product at a lower price but response to any attempts to lower the cost further . This type of culture normal prevents organisations from adapting successfully to environmental change due to the ever changing need of customers. The needs of consumers are increasing as well as the environment is changing. Example people use more healthy product and environmental friendly products this day. This have cause the culture of organisations to change. In general, we can say that the foundation of an organisations culture reflects the values and beliefs of the founder. But with time the culture is modified as the environment changes. Environmental and societies change render some of the elements of the organisational culture obsolete and even dysfunctional. New elements must be included in the organisational culture and old obsolete elements be discarded for organisations to maintain their success. As seen in figure 3. Influence of a transformational leader Beliefs, values, and assumptions of the founder Adaptation to environmental change over time Current Organisational Culture Evolution of organisational culture Figure 3 the evolution of organisational culture by K.Kerwin and N.Fins Definition of culture: Many people think of culture as national culture which incorporates the idiosyncrasies of a certain race or tribe of people, traditions and methods which have been from generation to generation. Kroeber and Kluckhohn (1985) Culture is defined more broadly than just national culture, although national culture can not remove from the definition, a fact that will become evident. Culture consists of a group of group of people and contains the values that are significant to the group, be it consciously or otherwise. One clarification that national culture can develop for certain values the importance to this study, but the fact that it is part of national culture is incidental. However there is a common problem faced by all the theorists researching culture, that it is exceptionally difficult, if not impossible, to precisely define what organizational culture is. Both Schein (1992:12) and Brown (1998:12) define culture thus: [Culture is] A pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration, that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think and feel in relation to those problems. Schein (1992: 12). Organisational culture refers to the pattern of beliefs, values and learned ways of coping with experience that have developed during the course of an organisations history and which, tends to be manifested in its material arrangements and in the behaviour of its members. Brown (1998: 12). Hofstede (1985:347:357) has defined culture as being the collective programming of the mind, which distinguishes the members of one group or category from another. For the purpose of this study, the definition of Schein and Brown will be adopted. Corporate Culture Culture can be defined not only at the national level but also at the organisational level. This concept is known as corporate culture. The culture of an organisation defines appropriate behaviour, bond and motivates individuals and asserts solutions where there is ambiguity. It governs the way a company processes information, its internal relations and its values (Hampden-Turner C., 1990, p11) Models of Corporate Culture There are a whole host of approaches that seek to identify and qualify an organisations culture. In the main, there are two approaches that theorists use to model or explain organisational culture. These are: à ¢Ã¢â€š ¬Ã‚ ¢ Qualitative observational analysis, ethnographical study. à ¢Ã¢â€š ¬Ã‚ ¢ Quantitative analysis, phenomenological study. Schein (1992:17) also recognises that there are different layers of an organisations culture, which are illustrated in the Figure 4 below. ARTEFACTS Visible organisational structures and processes (hard to decipher) ESPOUSED VALUES Strategies, goals, philosophies (espoused justification) BASIC UNDERLYING ASSUMPTIONS Unconscious, taken-for-granted beliefs, perceptions, thoughts and feelings (ultimate source of values and action) Figure 4: Schein (1992: 17) Layers of Culture This type of assessment is a valid approach, but it does not arrive at an overall view of the observed culture and merely provides observations of specific attributes of a culture. Johnson Scholes (1999:73) make use of similar areas for observation and take it a stage further. They place these observations in context with the physical manifestation of the organisational culture to define what they call The Paradigm of an organisation. The tool they use for this is referred to as a Cultural Web. The Cultural Web is a representation of the taken-for-granted assumptions, or paradigm, of an organisation and the physical manifestation of organisational culture. Johnson Scholes (1999: 73). The Cultural Web takes the ideas of Schein (1992:17) and Hofstede (1985:344-357) and merges them into an amorphous collection of cultural indicators that help the organisation understand its complete self. It would therefore be a mistake to conceive of the paradigm as merely a set of beliefs and assumptions removed from organisational action. They lie within a Cultural Web which bonds them to the day-to-day action of organisational life. Johnson Scholes (1993: 61). Symbols Power Structures Organisa-tional structure Routines and rituals Stories The paradigm Control Systems Figure 5: Johnson Scholes (1993: 61) Cultural Web Organizational culture can be defined as the composition consists of opinions, values, attitudes and behaviours models that are useful to describe the character of the organisation members. This system, which can be found in the organization, guides people `s attitudes. Organizational culture can also be is a set of operating principles that determine how people behave in society. This form base of observable behaviour of people beliefs, values and assumptions that govern their activities. Organizational Behaviour (Barhate Mangesh 2009, p 20) Organizational culture is an essential set of beliefs, perceptions, thoughts and emotions that each member of a group takes for granted (Schein, 1992). These assumptions have become so deeply imbedded in the psyche of a culture that incongruent cultural behavior is unthinkable. The premise is difficult to change, because they are not confronted or debated (Schein, 1992). Perceptions Human beings have the ability to construct perceptions. Perceptions can be seen as selective processes, since human beings do not passively record every detail of the world presented to their senses. Selection is accomplished by active engagement with the environment and the perceiver constructs it in the most suitable informative manner. (M.Sullivan 2000.p.45) Furthermore, it steers the perceiver towards what is relevant and important for the present purpose. Reality can be seen as too complex to be known completely and categorisation can help since it assures us that we know what we need to know (Ekenvall et al 2000:13-14). Cultural Change Approaches Ranson (2001:25-26) believes that change can be planned and implemented by focusing on changing individuals and their behaviour. He proposes a three-stage process: à ¢Ã¢â€š ¬Ã‚ ¢ Unfreezing the current paradigm. à ¢Ã¢â€š ¬Ã‚ ¢ Introduce change and move the culture. à ¢Ã¢â€š ¬Ã‚ ¢ Refreeze into the new paradigm Aside from the aforementioned, two major approaches to changing an organisation culture have been identified: the top down and the bottom up (Thornhill, Lewis et al., 2000:98-102).In the top down, which is sometimes referred to as the culture engineering approach (Palmer Handy 2000:37-46), it is assumed that the management and in particular the top management of an organisation has full knowledge of the desired values, norms and the behaviour expected of all organisational members to achieve success. The success stories at British Airways and other organizations are typical examples of the top down approach. Despite the reported achievements, this approach has been questioned and criticized for being strong in rhetoric but weak in practice (Watson 1996:323-342). In contrast, the bottom up approach attempts to bring about culture change in a participative and interactive manner. Under this approach, one or few pilot units or sections become the focal point for culture change. The lessons learned in the pilot units, which eventually become role models, are used to spread the desired changes to other parts of the organization. The bottom top approach provides greater opportunities for employee involvement in culture change. This approach brings about unified teams and commitment because of regular meetings between staff and management, working across teams rather than functional silos and sharing information and knowledge across all groups. According to Peter Drucker,(2008) One of the main tasks of management should be in making people capable of joint performance, to make their weaknesses irrelevant. This will create harmony in working together, equilibrium in thoughts and actions, goals and achievements, plans and performance, products and clients. THEORETICAL FRAMEWORK In this chapter I would relate the force field theories in an in depth study to the problem of accepting the PACE project ,which would help in finding the driving forces and the resist forces to change and would help determine how the preferred PACE project . However as mentioned in the various literatures, for the management of an organisation which is reacting to, or planning to change will be faced with forces acting to facilitate the change and forces acting against it. Thus this force are important for any type of changes, they form the frame work for transformational change.

Puff Daddy :: essays research papers

SEAN JOHN COMBS, the rap and clothing impresario still best known as Puff Daddy, a sobriquet he has now abandoned, stood before a conference table in his company's Midtown Manhattan headquarters recently, addressing his designers. Dressed in a black baseball cap, a black T-shirt and black cut-off denim shorts - his only flash a large square diamond stud in each earlobe - he projected a decidedly serious mien. The designers listened intently. When he paused, as he did several times, there were no questions. They knew to wait until he solicited their advice. "There will be only three 'Sean John' T-shirts in the coming collection," he said. A few designers let out wispy sighs at such a seemingly self-destructive edict; after all, clothes with the Sean John name, initials or crest make up a big slice of his company's sales. "I'm putting you on rations," he said, laughing. "From now on, I want people to read the name without seeing the name. You get me?" Messing with the name is no small gamble, nor is it the only one he is taking. Sean John is already a well-known brand - at least in households with teenagers, who spend about $42 billion a year to look good. Mr. Combs's company, Sean John, has about $400 million of that business, most of it from urban styles like baggy, crotch-at-the knee trousers, conspicuously branded T-shirts and hooded sweatshirts, or "hoodies." But Mr. Combs, who sometimes goes by the rapper name P. Diddy but is known to associates as Puffy, is looking to expand well beyond the urban niche. A stack of other rap and rhythm-and-blues celebrities from Snoop Dogg to Beyoncà © have decided they have the style to create clothes, but Mr. Combs is the one who analysts say has the best chance of making the transition to the mainstream. That could be particularly lucrative for Mr. Combs, who, unlike most of his competitors, has maintained control of his company. (By contrast, Russell Simmons, another rap impresario, sold his Phat Fashions to Kellwood, a giant clothing producer, for $140 million last year.) "Sean John felt he has the heft to go it alone," said Eric M. Beder, an analyst at Brean Murray & Company, a New York investment bank. Going it alone, though, will mean having to tackle some serious problems, starting with two years of more or less flat sales and a net loss last year. That is compounded by signs that the urbanwear trend is past its peak, and by basic business problems like disorganized distribution. Puff Daddy :: essays research papers SEAN JOHN COMBS, the rap and clothing impresario still best known as Puff Daddy, a sobriquet he has now abandoned, stood before a conference table in his company's Midtown Manhattan headquarters recently, addressing his designers. Dressed in a black baseball cap, a black T-shirt and black cut-off denim shorts - his only flash a large square diamond stud in each earlobe - he projected a decidedly serious mien. The designers listened intently. When he paused, as he did several times, there were no questions. They knew to wait until he solicited their advice. "There will be only three 'Sean John' T-shirts in the coming collection," he said. A few designers let out wispy sighs at such a seemingly self-destructive edict; after all, clothes with the Sean John name, initials or crest make up a big slice of his company's sales. "I'm putting you on rations," he said, laughing. "From now on, I want people to read the name without seeing the name. You get me?" Messing with the name is no small gamble, nor is it the only one he is taking. Sean John is already a well-known brand - at least in households with teenagers, who spend about $42 billion a year to look good. Mr. Combs's company, Sean John, has about $400 million of that business, most of it from urban styles like baggy, crotch-at-the knee trousers, conspicuously branded T-shirts and hooded sweatshirts, or "hoodies." But Mr. Combs, who sometimes goes by the rapper name P. Diddy but is known to associates as Puffy, is looking to expand well beyond the urban niche. A stack of other rap and rhythm-and-blues celebrities from Snoop Dogg to Beyoncà © have decided they have the style to create clothes, but Mr. Combs is the one who analysts say has the best chance of making the transition to the mainstream. That could be particularly lucrative for Mr. Combs, who, unlike most of his competitors, has maintained control of his company. (By contrast, Russell Simmons, another rap impresario, sold his Phat Fashions to Kellwood, a giant clothing producer, for $140 million last year.) "Sean John felt he has the heft to go it alone," said Eric M. Beder, an analyst at Brean Murray & Company, a New York investment bank. Going it alone, though, will mean having to tackle some serious problems, starting with two years of more or less flat sales and a net loss last year. That is compounded by signs that the urbanwear trend is past its peak, and by basic business problems like disorganized distribution.

The Psychogenesis of a Case of Homosexuality in a Woman by Sigmund Freu

In "The Psychogenesis of a Case of Homosexuality in a Woman", Freud discusses a case of a young woman brought to him by her parents for treatment as a homosexual. Although he states that Psychoanalysis is not truly a tool for curing homosexuality, but one to help those with inner conflict in one particular area or another, he attempts to study the girl to see if Psychoanalysis could be of any help to her. Once he realized that the girl had a deep rooted bitterness towards men, he called off his study of her and told her parents that if they were to seek more psychoanalysis for her it should be sought from a woman. Prior to this discovery he found a few things of interest that may have attributed to her choice of sexual object. One of the first things Freud thought about was whether the patient was a homosexual from birth or whether she changed her object choice later in life. At the time it was thought that homosexuals had characteristics (physical a psychical) of the opposite sex. Though there were a few of these found in the girl, they were not strong enough to count for much. She was tall like her father and her features were sharper rather than soft and feminine, but she was still a beautiful and well developed girl. As far as psychical characteristics that were more masculine, he listed sharp comprehension, and objectivity in that her passion did not have complete control over her. Still there were women at the time who had traits such as these and were not homosexual. The characteristic the girl displayed that was the most manly, however, was the way she acted and thought in regards to the Lady she was in love with. The girl preferred to think of herself as the lover, not the beloved. Simply being allowed to... ... had been there for the birth of one of her brothers and it had not effected her. Yet when her second brother was born she completely switched her object choice. This could have been a coincidence, but I am of the school that says there are no coincidences. All things have reason behind them, somewhere. Though Freud had issues with women which shaped his views on cases such as this one somewhat differently, he remained rather objective throughout. His reasoning behind the events that brought the girl to him made sound, logical sense. Even his reason for dumping this case and suggesting they take it up with a different psychoanalysist made a lot of sense. It is definitely more logical than pushing ahead against and almost un-budge-able brick wall build up of bitterness and resentment of men. All in all I was pretty impressed by a man who many bad mouth today.

Changes in Ritas Character throughout Educating Rita Essay -- Educati

Changes in Rita's Character throughout Educating Rita With reference to the social context of the play, discuss the ways in which Willy Russell shows the changes in Rita’s character throughout Educating Rita. In the play Educating Rita by Willy Russell there are two main characters, Rita and Frank. Rita is a twenty six year old uneducated hairdresser. She wants a better life for herself; she wants to have an education. She didn’t get a full education at school as she says, ‘See, if I’d started takin’ school seriously, I would have had to become different from me mates, an’ that’s not allowed.† This shows Rita felt she could never take education seriously because it was for the ‘wimps’ and she didn’t want to be different to her friends, and her family didn’t regard education as being important. She goes to the Open University to further her education in English literature. In the Open University there is a professor called Frank, he will be tutoring Rita. Frank has a drinking problem and he also thinks he is a bad teacher. He says, â€Å"Everything I know – and you must listen to this – is that I know absolutely nothing.† He thinks literature and high culture have given him nothing in life to value, that’s why he thinks so poorly of his job. In the play Willy Russell tries to show the ways in which Frank and Rita communicate. When Rita first walks into Frank’s room she is full of questions, she has a lot to say. It seems as though she is full of life. Frank describes Rita, â€Å"Do you know, I think you’re the first breath of fresh air that’s been in this room for years.† Frank likes it that Rita is different from his other students because the things she says come to her naturally. Rita has not been tr... ...ere she is eager to learn, as she says, â€Å"†¦Ã¢â‚¬ ¦..if you want to change, y’ have to do it from the inside, don’t y? know like I’m doin’.† This shows Rita wants to change. She also goes to summer school in order to learn more; by going to summer school it boosts her self-confidence. Then she moves in with someone called Trish, who she admires and now because she has changed, has a lot in common with her. The things Rita has done, which are to have taken great lengths in getting an education, show how serious she is about her desire to want to change herself. She even separates from her husband for the reason that she chose education instead of him, in an ultimatum her gave her. She has tried so hard to succeed and now that she has, I think that is being realistic. No one handed her an education on a plate, she worked hard for it, I this that is realistic.

The Proposed Pilot Based Estimation Methods

The Proposed Pilot Based Estimation Methods Chapter Three The Proposed Pilot Based Estimation MethodsIntroductionIn this chapter, three proposed pilot allotment agreements would be discussed. The three proposals depends upon the pilot subcarrier distribution over the OFDM symbols with regard to both time-frequency allotment. The allotment would change for the same allotment proposal as different figure of pilots are used to keep different system public presentations. By analyzing those public presentations, a tradeoff based results can be used to take most optimal set for the needed system specifications, i.e. channel position and transmittal demands. Furthermore, those specifications can be changed during transmittal period harmonizing to the fluctuation in channel position or the alteration in transmittal demands by merely delegating a search tabular array for the system algorithm, i.e. â€Å"Flexible Pilot Insertion† .The Proposed MethodsThree pilot allotment agreements are proposed and simulated to analyze system public presentat ion for them. Fixed Pilot Allocation, Random Pilot Allocation and Lattice Pilot Allocation.Fixed Pilot AllocationsIn this OFDM symbol agreement, the pilot subcarriers are distributed in a mode that keeps there locations fixed for whole the OFDM symbols along whole the transmittal period. This allotment is similar to comb-type pilot agreement except that the infinites between the pilots are non needfully the same. The locations of pilot subcarriers of each figure of pilot set ( NP) are predefined in both sender and receiving system, therefore channel appraisal and insertion can took topographic point. Below figure 3.1 shows the proposed fixed pilot allotment agreement over frequency-time sphere for the 64-Subcarrier OFDM system.Subcarrier8 pilots OFDM Symbol16 pilots OFDM Symbol24 pilots OFDM Symbol32 pilots OFDM Symbol40 pilots OFDM Symbol1PhosphorusPhosphorusPhosphorusPhosphorusPhosphorus2CalciferolCalciferolCalciferolCalciferolPhosphorus3CalciferolCalciferolPhosphorusPhosphorusCalciferol4CalciferolCalciferolCalciferolCalciferolPhosphorus5CalciferolPhosphorusCalciferolPhosphorusPhosphorus6CalciferolCalciferolPhosphorusCalciferolCalciferol7CalciferolCalciferolCalciferolPhosphorusPhosphorus8CalciferolCalciferolCalciferolCalciferolCalciferol9CalciferolPhosphorusPhosphorusPhosphorusPhosphorus10PhosphorusCalciferolCalciferolCalciferolCalciferol11CalciferolCalciferolCalciferolPhosphorusPhosphorus12CalciferolCalciferolPhosphorusCalciferolPhosphorus13CalciferolPhosphorusCalciferolPhosphorusCalciferol14CalciferolCalciferolPhosphorusCalciferolPhosphorus15CalciferolCalciferolCalciferolPhosphorusPhosphorus16CalciferolCalciferolCalciferolCalciferolCalciferol17CalciferolPhosphorusPhosphorusPhosphorusPhosphorus18CalciferolCalciferolCalciferolCalciferolPhosphorus19PhosphorusCalciferolCalciferolPhosphorusCalciferol20Calcif erolCalciferolPhosphorusCalciferolPhosphorus21CalciferolPhosphorusCalciferolPhosphorusCalciferol22CalciferolCalciferolCalciferolCalciferolPhosphorus23CalciferolCalciferolPhosphorusPhosphorusCalciferol24CalciferolCalciferolCalciferolCalciferolPhosphorus25CalciferolPhosphorusCalciferolPhosphorusPhosphorus26CalciferolCalciferolPhosphorusCalciferolCalciferol27CalciferolCalciferolCalciferolPhosphorusPhosphorus28PhosphorusCalciferolPhosphorusCalciferolCalciferol29CalciferolCalciferolCalciferolPhosphorusPhosphorus30CalciferolPhosphorusCalciferolCalciferolPhosphorus31CalciferolCalciferolPhosphorusPhosphorusCalciferol32CalciferolCalciferolCalciferolCalciferolPhosphorus33CalciferolCalciferolCalciferolPhosphorusPhosphorus34CalciferolPhosphorusPhosphorusCalciferolCalciferol35CalciferolCalciferolCalciferolPhosphorusPhosphorus36CalciferolCalciferolCalciferolCalciferolCalciferol37PhosphorusCalciferolPhosphorusPhosphorusPhosphorus38CalciferolPhosphorusCalciferolCalciferolPhosphorus39CalciferolCalci ferolCalciferolPhosphorusCalciferol40CalciferolCalciferolPhosphorusCalciferolPhosphorus41CalciferolCalciferolCalciferolPhosphorusCalciferol42CalciferolCalciferolPhosphorusCalciferolPhosphorus43CalciferolPhosphorusCalciferolPhosphorusCalciferol44CalciferolCalciferolCalciferolCalciferolPhosphorus45CalciferolCalciferolPhosphorusPhosphorusPhosphorus46PhosphorusCalciferolCalciferolCalciferolCalciferol47CalciferolPhosphorusCalciferolPhosphorusPhosphorus48CalciferolCalciferolPhosphorusCalciferolPhosphorus49CalciferolCalciferolCalciferolPhosphorusCalciferol50CalciferolCalciferolCalciferolCalciferolPhosphorus51CalciferolPhosphorusPhosphorusPhosphorusCalciferol52CalciferolCalciferolCalciferolCalciferolPhosphorus53CalciferolCalciferolCalciferolPhosphorusPhosphorus54CalciferolCalciferolPhosphorusCalciferolCalciferol55PhosphorusCalciferolCalciferolPhosphorusPhosphorus56CalciferolPhosphorusPhosphorusCalciferolCalciferol57CalciferolCalciferolCalciferolPhosphorusPhosphorus58CalciferolCalciferolCalc iferolCalciferolCalciferol59CalciferolCalciferolPhosphorusPhosphorusPhosphorus60CalciferolPhosphorusCalciferolCalciferolPhosphorus61CalciferolCalciferolPhosphorusPhosphorusPhosphorus62CalciferolCalciferolCalciferolCalciferolCalciferol63CalciferolCalciferolCalciferolCalciferolPhosphorus64PhosphorusPhosphorusPhosphorusPhosphorusPhosphorusPhosphorusPilot SubcarrierCalciferolDatas SubcarrierFigure 3.1 Fixed Pilot Allocation Frequency-Time ArrangementRandom Pilot AllocationsIn this OFDM symbol agreement, the pilot subcarriers are distributed indiscriminately over each OFDM symbol, while the figure of are kept the same which is specified by the NPset that used. The chief benefit of such allotment is randomness might increase the chance of tracking unpredictable fluctuation in both frequency-selective and time-variant channel. This method shows really important public presentation for utilizing different figure of pilot for channel appraisal, which would be efficient for aggressive channel s. However, as the sender generates random locations for pilots in each OFDM symbol, those location must be sent to the receiving system, so it can utilize those locations tones as pilots for appraisal. Below figure 3.2 illustrates the possible Random pilot allotment agreement over frequency-time sphere for the OFDM system. PhosphorusPhosphorusCalciferolCalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolPhosphorusPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolPhosphorusCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolCalciferolPhosphorusPhosphorusCalciferolPhosphorusPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusPhosphorusCalciferolPhosphorusCalciferolPhosphorusPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolCalciferolCalciferolPhosphorusPhosphorusPhosphorusCalciferolPhosphorusPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusPhosphorusPhosphorusPhosphor usCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusPhosphorusCalciferolPhosphorusCalciferolPhosphorusPhosphorusPhosphorusCalciferolPhosphorusPhosphorusPhosphorusPhosphorusPhosphorusPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusPhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusPhosphorusCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolPhosphorusPhosphorusCalciferolCalciferolPhosphorusCalciferolPhosphorusPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolPhosphorusPhosphorusCalciferolPhosphorusPhosphorusCalciferolPhosphorusCalciferolCalciferolPhosphorusCalciferolCalciferolPhosphorusCalciferolCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosp horusCalciferolCalciferolCalciferolPhosphorusPhosphorusCalciferolPhosphorusPhosphorusPhosphorusPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusPhosphorusPhosphorusPhosphorusPhosphorusCalciferolCalciferolCalciferolCalciferolCalciferolPhosphorusPhosphorusPhosphorusPhosphorusPhosphorusPhosphorusPhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolCalciferolPhosphorusPhosphorusPhosphorusPhosphorusPhosphorusPhosphorusPhosphorusCalciferolPhosphorusPhosphorusCalciferolPhosphorusCalciferolPhosphorusPhosphorusPilot SubcarrierCalciferolDatas SubcarrierFigure 3.2. Frequency-Time Random Pilot AllocationLattice Pilot AllocationsFor the Lattice pilot agreement, pilot subcarriers are inserted along both the clip and frequence axes. This pilot distribution in both clip and frequence axes facilitate both time-frequency sphere insertions for channel appraisal. However, the proposed distribution is differs from the traditional Lattic e agreement by that the pilot spacing along frequence axis are non the same. The pilot places are predefined for each NP ­set. While for the clip axis, the pilots swipe the whole OFDM subcarriers by switching their location with each OFDM symbol. Therefore with a specific clip period, the whole subcarriers would been used as pilot tones for preparation. The form for each NPset are known and stored in the receiving system, so it can utilize this form for channel appraisal on the accurate pilot locations. Here once more, the chief benefit for this allotment is to guarantee tracking the fluctuation in both frequency-selective and time-variant channel instead than maintain utilizing the same subcarriers for pilot dozenss, which might neglect to track frequency-selective channels. Below figure 3.3 shows the proposed Lattice pilot allotment agreement over frequency-time axes for the OFDM system.Subcarrier40-Subcarriers Pilot32-Subcarriers Pilot24-Subcarriers Pilot16-Subcarriers Pilot8-S ubcarriers Pilot1PhosphorusPhosphorusPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolCalciferolCalciferolCalciferolCalciferol2CalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolCalciferolCalciferolCalciferol3PhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolCalciferolCalciferol4CalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolCalciferol5PhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolCalciferolCalciferolCalciferolCalciferolPhosphorusCalcif erolCalciferolCalciferol6CalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolCalciferolCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferol7PhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolCalciferolCalciferolCalciferolCalciferolPhosphorusCalciferol8PhosphorusPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolCalciferolCalciferolCalciferolCalciferolPhosphorus9PhosphorusPhosphorusPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolCalciferolCalciferolCalciferolCalciferol10CalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalcife rolCalciferolCalciferolCalciferol11PhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolCalciferolCalciferol12CalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolCalciferol13PhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolCalciferolCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferol14CalciferolPhosphorusCalciferolPhosphorusCalciferolPhosphorusCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferolCalciferolCalciferolCalciferolCalciferolCalciferolPhosphorusCalciferolCalciferol15PhosphorusCalciferolPhosphorusEssay Writing Service Fully referenced, delivered on clip, Essay Writing Service.Assignment Writing Service Everything we do is focussed on composing the best possible assignment for your exact demandsTaging Service Our Marking Service will assist you pick out the countries of your work that need betterment.View our servicesFree APA Referencing Tool Create your 6th Edition APA mentions rapidly, easy and for free!Free Harvard Referencing Tool Our free online Harvard Referencing Tool makes citing easy.Free Vancouver Referencing Tool Get aid with your Vancouver referencing with our free online tool.Free Study Guides Everything you need to cognize during your surveiesTopographic point an order now Our experts are waiting to assist you with your essayOur experts can assist you with your essay inquiryGet down your orderNo thanksRequest RemovalIf you are the original author of this essay and no longer wish to hold the essay published on the UK Essays web site so delight chink on the nexus below to bespeak remotion:Request the remotion of this essay