Half Essay Example For Students

Half Essay BrainedYour mind has different sides. Also, each has a particularly unique route oflooking at the world. Do you understand that with the goal for you to peruse this article,the different sides of your cerebrum must do totally various things? The more weintegrate those different sides, the more incorporated we become as individuals. Integrationnot just expands our capacity to take care of issues all the more imaginatively, yet to controlphysical diseases, for example, epilepsy and migranes, supplant certain harmed brainfunctions and even figure out how to thin into what's to come. In any event, morestartling is proof becoming exposed that we have become a left-cerebrum culture. Your cerebrums right and left side have unmistakably various methods of looking atthe world. Your two halves of the globe are as not the same as one another as, goodness, MichealWilson and Shirley Maclean. The left mind controls the correct side of the body(this is turned around in about portion of the 15 percent of the populace that isleft-gave) and, generally, is legitimate investigative, judgemental and verbal. Its keen on the main concern, in being efficent. The correct mind controlsthe left half of the body and inclines more to the imaginative, the natural. It isconcerned more with the visual and enthusiastic side of life. A great many people, if theythought about it, would recognize more with their left mind. Indeed, a large number of usthink we are our left minds. The entirety of that constant verbalization that goes on inour heads is simply the prevailing left mind talking. Our way of life especially our educational system with its accentuation on the three Rs (decidedlyleft-mind an area) adequately curbs the natural and masterful rightbrain. In the event that you dont trust it, perceive how far you get at the workplace with the rightbrain movement of wandering off in fantasy land. As you read, your left-side is reasonably makingconnections and breaking down the importance of the words, the punctuation and other complexrelation-ships while placing it into a language you can comprehend. In the mean time, the correct side is giving enthusiastic and even humerous cues,decoding visual data and keeping up an incorporated story structure. Whileall of this is going on, the different sides are continually speaking with one another over an interfacing fiber tract called the corpus callosum. There is acertain measure of cover yet basically the two halves of the globe of the mind arelike two unique characters that working alone would be to some degree lackingand overspecialized, however when working together bring various qualities andareas of skill to make an incorporated entirety. The crude cavern personprobably lived exclusively in the correct cerebrum, says Eli Bay, president ofRelaxation Response Inc., a Toronto association that shows individuals how torelax. As we oversaw our condition we became moreleft-cerebrum arranged until it got prevailing. To demonstrate this, Bay suggests:Try heading off to your chief and saying Ive got an incredible hunch.Chances are your manag er will say, Fine, get me the rationale to back itup. The most inventive dynamic and critical thinking come about whenboth sides carry their different aptitudes to the table: the left mind analysingissues, issues and hindrances; the correct cerebrum creating new methodologies; andthe left cerebrum making an interpretation of the into game plans. In a period of vastchange like the present, the instinctive side of the cerebrum works so quick it cansee whats coming, says Dr. Howard Eisenberg, a clinical specialist with adegree in brain research who has considered hemispheric connections. The leftbrain is excessively moderate, yet the privilege can see around corners. Dr. Eisenbergthinks that the distraction with the trudging left mind is one explanation behind theanalysis loss of motion he sees influencing world pioneers. Great pioneers dontlead by understanding surveys, he says. They have vision and work to acertain degree by feel. There are methods of revising out culturaloverbalance . Playing computer games, for instance, naturally flips you over tothe right cerebrum Bay says. Any aesthetic endavour, similar to music or sculpture,will additionally do it. In her top of the line book Drawing on the Right Sideof the Brain (J.P. Tarcher Inc., 1979), Dr. Betty Edwards built up an arrangement ofexercises intended to assist individuals with taking advantage of the correct mind, to really observe orprocess visual data, in an unexpected way. She refers to methods that are as old astime, and present day cutting edge forms, for example, biofeedback. An expanding number ofmedical experts beieve that being in contact with our mind, particularly theright half, can help control clinical issues. For examplem Dr. Eisenberg useswhat he calls imaginal thinking to control everything from migranesto asthma, to hypertension. We have discovered, he says,that by instructing somebody to raise to raise their temperature by imagingthey are sunbathing or in a hot shower they can control t heir circulatorysystem and terefore the migrane. Information on our two-sided cerebrum started inthe mid-1800s when French nervous system specialist Paul Broca found that wounds tothe left half of the mind brought about the loss of discourse. Harm to the rightside, anyway didn't. Specialists guessed over what this implied. Was the brainschizophrenically separated and non-open? In the mid 1960s, Nobel Prizewinner Dr. Roger Sperry demonstrated that patients who had their corpus callosumsevered to attempt to control epileptic seizures could no longer communicatebetween their sides of the equator. The battle can be seen obviously in thepostoperative period whe the patient is approached to do a straightforward square structure. Thisis a visual, spacial errand that the left-hand (constrained by the correct mind deepest of us) can do well overall yet the correct hand (constrained by thelanguage-arranged left cerebrum) does ineffectively. The correct hand may even intercede tomix up the pla n. A few people with epilepsy can control their seizures byconcentrating movement on the half of the globe that isn't influenced. For the situation ofleft projection epilepsy, this should be possible by participating in a right-mind action suchas drawing. One charming inquiry is the reason we have two sides of the equator at all?In science you generally have a similar thing on one side as the different ears,lungs, eyes, kidneys, and so on clarifies Dr. Patricia De Feudis, chief ofpsychology at Credit Valley Hospital in Mississauga, Ont. Be that as it may, with thebrain there is more specialization. You can have something going on one side andnot not know about it in the other. Our insight into the cerebrum is generalis just start. We know even less about how the sides of the equator work, Gettingin contact with how the different sides work can just benefit us, if just to keep usfrom strolling around half-brained.

Research Proposal on Water Pollution Essay Example

Research Proposal on Water Pollution Essay Water contamination is the sullying of water assets with the squanders and aftereffects of the human action and common habitat. The issue of water contamination is very critical these days, on the grounds that the mankind endures the lack of the unadulterated drinking water. It is critical to ensure water assets so as to keep up individuals with the chance to carry on with a sound life. There are territories on the planet where there is no drinking water and it is shipped from different pieces of the world to shield these individuals from death. Water is the most significant asset and it is critical to buckle down so as to ensure it. Water is defiled by various contaminations. They are isolated into the poisons of the regular and anthropogenic action. The characteristic poisons are the stones, minerals, common litter which gets into the water with floods, tropical storms, volcanic ejection, and so forth. By and large, this sort of water contamination isn't excessively risky and the human action is considerably more genuine. The anthropogenic effect is brought about by the substantial business, transport, power stations, littering, and so forth. Each manufacturing plant and plant and atomic force station requires unadulterated water for the beneficial action. At the point when the water is utilized, it is emptied over into the waterways and lakes with poisons. Also, the mechanical squanders are filled the oceans, waterway and seas. Moreover, the squanders pollute likewise the underground water which is the most ideal for drinking. Different methods for transport likewise defile water with the losses of their movement. The most genuine effect is made by boats and autos. The issue of littering is additionally very genuine on the grounds that it likewise influences gravely the fauna of the waterways and oceans and makes the water unthinkable for drinking. We will compose a custom article test on Research Proposal on Water Pollution explicitly for you for just $16.38 $13.9/page Request now We will compose a custom article test on Research Proposal on Water Pollution explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom exposition test on Research Proposal on Water Pollution explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer Water contamination is the most risky sort of contamination on the grounds that there is no a more important asset than water. The understudy can focus on the issue and attempt to comprehend the circumstances and logical results of water contamination, present the approach of the effective arrangement of the issue, and so forth. The proposition ought to be useful and mirror the student’s level of training, the motivation behind the examination, the student’s assumptions regarding the examination and contain the assessment of the theme on water contamination and the compelling methods for water refinement. An exploration proposition can be composed with the assistance of the Internet and a free model research proposition on water contamination built by the master in this circle. The understudy gets the opportunity to find out about the troubles and difficulties of composing, the proper tone of the influential composition, the correct arrangement and structure of the paper following the guidance of a free example look into proposition on water contamination. At EssayLib.com composing administration you can arrange a custom research proposition on Water Pollution subjects. Your exploration paper proposition will be composed without any preparation. We enlist first class PhD and Master’s scholars just to furnish understudies with proficient research proposition help at reasonable rates. Every client will get a non-appropriated paper with convenient conveyance. Simply visit our site and take care of in the request structure with all proposition subtleties: Make the most of our expert research proposition composing administration!

In Their Own Words (Part 3)

In Their Own Words (Part 3) The dramatic conclusion to my three-part series of entries about the fun things MIT students during their summer off. Kendra Beckler (Courses 6-3 and 21M, of Random Hall): We all know that MIT is the best there is for science and engineering, but many of the humanities professors are top of their fields and do research as well. This summer, I have one of those rare UROPs in the humanities. I am helping design a new freshman experience class (21M.013J/21A.113J) which I hope that some of you will take someday. In addition, I am coding the website and software support systems for the class from scratch. Coming soon, the website will be at http://supernatural.mit.edu/ (as soon as I finish setting up the server). In my spare time, I work front desk at Random Hall and am a Summer RA there (basically, Residential Life funds cool events I want to run for the dorm, Im on call in case of emergency, and I get free housing). I also helped run the Assassins Guild Guildcamp (Paul has to report to me on the progress hes making on his game, heh heh), and I am active in MITSFS and the Laboratory for Chocolate Science. Alvin Chen 11 (Course 20, of Simmons): This summer, Im participating in a new ThaiROP program created by Ellen John Essigmann, housemasters of Simmons Hall. For ten weeks, Ill be doing biological research at the Chulabhorn Research Institute in Bangkok, Thailand, in the Department of Pharmacology, led by Ajarn Jutamaad Satayavivad. (Ajarn is the Thai equivalent of Professor in the US.) My lab advisor is Dr. Piyajit Watcharasit, and her research deals primarily with Glycogen Synthase Kinase-3 (GSK-3) and its regulatory effects on apoptosis. This summer, Im hoping to contribute to the labs knowledge of the mechanism by which GSK-3 promotes chemically induced apoptosis. I spent the first two weeks in lab learning new techniques, such as western blotting and XTT cell viability assays. The people in my lab have been extremely helpful in guiding me through different protocols and getting me familiar with the lab. Its been a rather interesting and refreshing experience working in a lab outside of the US. While I havent worked in a lab at MIT, I can assure you that its a different atmosphere and culture. Logistically speaking, Ive been working for 8 hours a day, 5 days a week, usually from 9am-5pm. After work and on weekends, I, along with the rest of MIT ThaiROP students go out and explore the city and beyond. Some places we have visited on weekends include Ayutthaya (former capital of Thailand), Jatuchak Weekend Market (lots of very inexpensive stuff here), the Temple of Dawn, and the Grand Palace. Weve also attended special events such as the Kings sisters funeral and a ceremony in celebration of the Princesss birthday. For the next two weekends, we have trips to the Khao Yai National Park and Pattaya Beach planned. So thats my summer in a nutshell. Slow internet aside, Thailand rocks! Its really been a wonderful experience so far, and I would definitely do it again if given the opportunity. Cody Daniel 11 (Courses 22 and 8B, of Senior Haus): Course 22 Nuclear Science and Engineering is split into this dichotomy in which you have the power to either save the world or destroy it. While I havent made up my mind yet on this choice, Im spending my summer trying to help save the worldto some extent. This summer summer, Im working with Prof. Richard Lanza and several other MIT researchers/professors as well as the defense contractor Raytheon on the Nanotron project. The Nanotron is like a cyclotron, only really small. Nano-sized, in fact, at least, in terms of cyclotron. The final machine is about a meter in diameter and a little over a meter tall, but produces a 5 MeV beam. This possible through the use of superconducting magnets, which allow the field density to be high enough to create such a compact accelerator. This accelerator is to be used to detect fissile material, in hopes of deterring any nuclear weapons proliferation by easily locating fissile material used to make nuclear weapons. My part in this is to design the target, which produces the final beam. Its a very open-ended engineering challenge, where the main concerns are dissipating the heat of the beam and making sure the target material doesnt disintegrate from the beam intensity. Ive basically been given a model of the accelerator and the software to model the target with, and was told to come up with a design. That the designers of this project trust me to such an extent is very intense, but that Im actually able to do such an engineering project makes me realize just how much Ive learned in one year here and what my capabilities will be when I graduate from here. In the end, a very fulfilling summer, both in terms of meaningful work and a fulfilling learning experience. Javier Duarte 10 (Courses 8 and 18, of Phi Sig, formerly of Senior Haus): This summer, Im doing a UROP under the supervision of Prof. Janet Conrad, at Fermilab near Chicago (travel and housing provided by Fermilab). I am researching the characteristics of an extremely rare QCD (Quantum Chromodynamics the study of how quarks and gluons interact via the strong force) interaction called anomaly-produced photons within a newly proposed neutrino experiment at Fermilab, NuSOnG (NeUtrinos Scattering On Glass). Essentially, the interaction has a very common signature so it may be a very significant background to current and future experiments. For this reason, studying the event rate and other properties of this interaction is critical to reducing uncertainty in new measurements. Once the research is complete, I will co-author on a paper describing the range of QCD measurements that are possible with NuSOnG. Jeremy James 09 (Course 2, of Skullhouse): Im working at ARES Corporation with a few Skullhouse alums. ARES corporation is a engineering and technology consulting company that provides outside companies with a variety of services ranging from consulting advice, to risk analysis, to actually designing products and software that they require. We do a lot of work for government companies such as NASA and the Department of Defense, but we also work for non-government companies such as Boeing. We have several offices around the country and I am interning for the one in Arlington, VA. As an intern, my tasks vary, but so far Ive worked on building databases of old information, researching relevant material for future proposals, and assisting in building presentations or software that will be presented to clients. Stanislav Nikolov 11 (Course 18, of Putz in East Campus): I have a story that is a good example of the fact that MIT gives you a ridiculous amount of opportunities, all the time. In fact, sometimes its hard not to stumble on opportunities. This summer Im working in a lab at Columbia playing around with mathematical models of signal detection in the brain (the signal being some sort of external stimulus, like a flash of light, corrupted with internal noise as it gets processed in your brain). Its pretty interesting and involves statistical decision theory, signal processing, and other cool mathy stuff. Im hoping to take the project Im currently working on in some new direction and ultimately get first authorship on a publication. The cool part is that I got the position without really looking for it. I was actually looking up stuff for my philosophy class (minds and machines) I wanted to do a presentation on how consciousness relates to theory of computation. So I googled consciousness and computation. One of the first links was a lab at Columbia exactly by that name, that was involved in mathematical and computational cognitive science. It looked like really cool stuff, so I emailed the PI (Principal Investigator) of the lab, told him Im a freshman at MIT interested in doing computational science and a couple of emails later, I had a summer research position. The ease with which it happened was really startling, when I thought about it later. I basically said Im a guy that can do stuff, let me work with you, and they said sure! And it probably didnt hurt that I go to MIT. Now I really feel like I can email any prof, at MIT or elsewhere, and say I want to work on such and such interesting and challenging project. At the very least, theyll point you in the right direction and advise you, and in the best case, you could get a UROP, publish papers, make your own discoveries, etc. I actually went and talked to the computational cognitive science people at MIT and I could have a UROP there in the fall if I wanted to. The problem at MIT is not whether opportunities are available, its which one of these crazy awesome things do I want to do? Sally Peach 09 (Course 7, of WILG): ZOMG I LOVE BRAGGING!!!! Not really, but I like my summer, so its worth sharing. I hope youll edit this? Please edit this [Pauls Note: What follows is completely unedited. Oops? :D] Now- June 24th: Gastonia, NC: Thats right, for the first time since August 20th, 2005, Im spending an extended amount of time in my hometown. A combination of chillaxing, reading, prepping for MEET (more on that in a second), and selling Moms stuff on eBay. Not to mention: going to the beach, swimming in Lake Wylie, visiting Atlanta, Charleston, and Raleigh, and hiking Crowders Mountain way too much. June 24th July 4th: Cambridge/Boston: Back in Cambridge, doing absolutely nothing. July 5th: Zurich. A 12 hour layover means Im totally opening a Swiss bank account. (Not really). July 6th August 21st: MEET, aka Middle Eastern Education through Technology. MEET brings Israelis and Palestinian high school students together to work toward a common goal. MEET is a three-year program, but the students begin by learning Java as part of an intense five-week summer program on the campus of Hebrew University that also includes business training and bonding experiences. Forty rising sophomores half Israeli and half Palestinian unite to suffer through lectures, recitations, and labs, ultimately learning about programming and about the other side. I am one of the instructors for this Year One experience. Despite being a Biology major and a girl (Im very much in the minority, only two other girls are on the trip!), I was interviewed and selected to participate even though I didnt know Java! I learned my first programming language in the Fall by taking 6.00 (aka Python, the best programming language ever). Ive worked hard this semester and have taught myself Java, and t hrough weekly meetings with other Year One instructors, have helped to prepare a curriculum for the summer. I have no idea what to expect, but have been told by many past instructors that it was the best summer of their lives! (Did I mention that the trip is entirely free, plus we get a stipend?) Middle East, here I come! You can check out a blog of my adventures too I cant wait to start telling you all about the land of far far away. August 21st August 27th: MEET ends on the 21st, but Im hanging around to do some good old fashioned tourism. Ive always wanted to go to Egypt, and since its RIGHT FREAKING THERE, hopefully this will happen. August 27th: Back to MIT. Yay? Colin McSwiggen 11 (Course 18, of First East in East Campus): This summer is going to rawk. Im going to be doing some volunteer work with the International Society for Ecology and Culture, in Ladakh, India (up in the Himalayas). Ill be there for a month, working to fight the damage that increased Westernization has done to the regions environment and culture, while staying with a native family and working on their yak farm. However, since Ill be going all the way to India anyway, I thought I might as well make it a grand adventure, so Im going to go through Rome and London on the way there, and through Beijing (where Ill catch a bit of the Olympics), Shanghai, Nagoya and Tokyo on the way back, staying with friends or friends of friends or just bumming around the whole way. If all goes well (i.e. I dont get kidnapped by Kashmiri bandits), by the end of August Ill have circled the world in 78 days. Then Ill have about 36 hours to pack up and fly back to MIT! Cathy Melnikow 10 (Course 15, of Burton 1): Im doing a 4-week ROTC training camp at Fort Knox Kentucky this summerit should be fun. It is done through the MIT ROTC program, and will basically catch you up on the first 2 years of ROTC so that you are able (if you choose to do ROTC) to join in the fall with your classmates. Its basically boot camp and leadership training, plus I get to shoot a real gun and go bouldering. As for whether I do ROTC, this camp will definitely help me make a decision. Then Im gonna come back to MIT to work in a restaurant somewhere around Boston and train for volleyball. Catherine Redfield 11 (Course 16, of Burton-Conner): Im producing a show, Into the Woods, with the Musical Theater Guild. It goes up the last weekend of August, and first two of September. Sopeople should come see it. (Yes, I am shamelessly using you as an advertising service; if you mind, just ignore me. [Pauls Note: I dont mind. :D]) Im also UROPing (I do need to pay for housing), but thats less interesting. Michael Stunes 11 (Course 6, of Simmons): Im doing a UROP at CSAIL (specifically with the Decentralized Information Group) entitled Addressing Privacy Leakage from Search Engine Logs. Jason Whittaker 09 (Course 10, of Skullhouse): ExxonMobils Automation and Optimization Division down in Fairfax, Virginia. In a refinery, you have a whole host of instruments that measure process variables with time. Their job is to keep those variables close to what you set them to be by opening an associated valve, much like a thermostat in your house. The only difference in the refinery case is that there are hundreds of variables, and the actions of one affect many others downstream. So you need to control the whole system together, at a higher level then that of a home thermostat. Computers need to real-time optimize the system and ensure stability to get the most out of every barrel of oil. Everybody benefits from efficient refining: more energy, less impact on environment, more savings to the consumer. I work for the department that does that higher level control and optimization process, called Advanced Controls. If I told you more than that, Id have to kill you.

An Analysis of Wilburs Mayflies Essay - 1590 Words

An Analysis of Wilburs Mayflies Richard Wilburs recent poem Mayflies reminds us that the American Romantic tradition that Robert Frost most famously brought into the 20th century has made it safely into the 21st. Like many of Frosts short lyric poems, Mayflies describes one persons encounter with an ordinary but easily overlooked piece of naturein this case, a cloud of mayflies spotted in a sombre forest(l.1) rising over unseen pools(l.2),made surprisingly attractive and meaningful by the speakers special scrutiny of it. The ultimate attraction of Wilburs mayflies would appear to be the meaning he finds in them. This seems to be an unremittingly positive poem, even as it glimpses the dark subjects of human†¦show more content†¦17). More surprising yet, though surely emblems of the ephemeral (of the order ephemeroptera), they suggest by their choreographed life an interconnectivity in nature that transcends an individual?s mortality. Indeed, in the third and final stanza they become a foil for the spea ker?s own sense of ?separateness? and mortality ?as night close[s] in?(l.18). At a literal level the poem all along insists on the speaker?s separation, as ?witness?(l. 9), from this ?manifold/ And figured scene?(ll. 13-14). To see the dance so well, he has had to be stationed outside it. This exclusion, it would seem, is the poet?s classic occupational hazard. Yet this darker revelation is quickly eclipsed by one last happy irony, a revelation of sorts: the poem so artfully represents it subject, its conspicuous ingenuities of form so undulate and glitter like the mist of mayflies, that the poem itself becomes the mayflies?or means to come as close as language can take it. As a special way of seeing, the poem means to breech the gulf between seer and thing seen and thus forge a connection to the object world, the speaker?s own absence from which he ostensibly laments. That this attempt is successful seems implicit in the last lines of the poem. There, it occurs to the speaker that his sense of separateness and mortality can be allayed by the idea that he has been ?called? to be a poetic seer, ?one whose task is joyfully to see/ How fair

Separation And Divorce Common Phenomena - 1429 Words

Separation and divorce are common phenomena in the community today, but still represent one of the major life stressor for most individuals involved, with a strong negative consequences for the physical and mental health of all members within the family. When parents separate from their children, the children experience the loss or reduction of their family unit and the security that comes with it. Separation can destabilize the inclination that the globe or the world is safe and predictable. For young people and children, particularly younger children, the family is their world. It is the fundamental structure for providing the emotional, physical and social framework they need to develop an understanding of who they are. Children might face many losses including the loss of the family they once knew, they may loose time with parent, extended family, their family home, a pet, they may even move from one neighborhood to another, change schools which means loss of familiar friends or group and even their closest friends. During those periods of separation, the children develop some strong emotions such as fear, sadness, uncertainty, anger, confusion etc Attachment and separation has been a major aspect in every individual’s life. For this purpose Bowlby with other researchers have done a lot of researches to tell and educate us about attachment, separation and loss in an individual’s life especially in relation to their childhood. My research and peer-reviewed articles orShow MoreRelatedDivorce Is A Old As Marriage1765 Words   |  8 Pagesâ€Å"Divorce is as old as marriage (Cohen, 2015).† The United States and Spain differ in many ways, one example is the difference in divorce r ates among the two countries. The divorce rate in the United States is declining, while the divorce rate in Spain is inclining. Divorce in these countries vary in many different ways. For example, there are different laws, economic problems, and cultural aspects that all affect divorce. Multiple factors contribute to divorce, along with varying differencesRead MoreImmigrant Advantage On Academic Achievement And Mental Health Essay1959 Words   |  8 PagesImmigrant Advantage on Academic Achievement and Mental Health Foreign-born citizens are correlated with better academic achievement and mental health in comparison with native-born. The phenomena are widely recognized as immigrant advantage. 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Islamic law is controlled, ruled and regulated by the Islamic religion; a theocracy. Islamic law purports toRead MoreSoc 204 Notes Essay3969 Words   |  16 Pagesshould be a source of happiness and a haven from the har sh world ↠ Pineo, Rollins, Feldman †¢ They found that on the graph of length of marriage vs. degree of happiness, there is a U-shaped phenomena †¢ At the early stages of marriage, before children, and at the later stages of marriage, after children, couples are most happy †¢ However, other factors can contribute to the dip in happinessRead MoreMarriage12231 Words   |  49 Pagesfamily is built. Basically marriage is a social and legal contract. People marry great number of reasons- personal or social. Usually they have a certain preconceived notions about the kind of person they would like to marry. The large percentage of separation each year, non-marital pregnancies and premarital cohabitation have all dramatically changed the traditional family structure (Amato et.al, 2003). Millions of children are no longer being raised in nuclear families. The institution of marriage,

Challenges for Professional Care of Advanced Dementia Free Essays

Challenges for professional care of advanced dementia The research purpose of this study was clear, as it was intended to report on the challenges for health professionals in caring for people with advanced dementia living in long term care facilities. This study used a qualitative methodology based on action research. â€Å"Action research collects information from key stakeholders and provides ongoing feedback to participants, thereby facilitating change that improves practice. We will write a custom essay sample on Challenges for Professional Care of Advanced Dementia or any similar topic only for you Order Now † (Chang et al. , 2009, p. 42). The essence of the study aimed to expose the challenges for key professional providers of care for people with advanced dementia. â€Å"Descriptions of these challenges provide professional carers and policy makers with insights into the unique needs of the person with advanced dementia†. (Chang et al. , 2009, p. 42) Participants were selected from professional providers in Australia from 2003-2006. All of the participants cared for patients with advanced dementia in their profession. They brought a comparative perspective to the success of the study. There were several focus groups compiled that included general practitioners, palliative care speciality staff, palliative care volunteer managers and volunteers, aged or dementia specialist health care professionals, and residential aged care facility staff. All participants were highly qualified with all having more than ten years experience in their field. The sample was non-random, interviewing 13 participants that were recruited from staff of 10 residential aged care facilities. There was a total of 20 in-depth interviews. Within the sample, five of them large high care facilities, two medium-sized high care (51-74 beds), one small high care ( 50 beds), one medium sized low care (hostel) facility and one small low care facility. The Director of Nurses nominated the the staff for the interviews. â€Å"The sampling was purposive, with expertise in palliative dementia care of the selection criterion†. (Chang et al. , 2009, p. 43) The data collection process was adequately described. It may have been beneficial with respect to gaining deeper personal insight, if the researchers had sought to answer more probing questions in the approach. The researchers used semi-structured questions with focus groups that lasted 1. 5-2 hours. The role of the researcher was to find question that were critiqued by an expert panel. The questions seemed to be based on pre-defined information given to the researcher agreed on by the panel. The information was gathered by interview questions in the focus groups. The uestions seemed to be based on pre-defined information given to the researcher agreed on by the focus groups. The ethical considerations of participants were followed using standard procedures and approved by area health service ethics review committee. Informed consents were used as well as anonymity of patients and participants. â€Å"The data analysis was by constant comparative method†. (Chang et al. , 2009, p. 43). They used five focus groups (total n = 24) and 20 follow-up individual interviews (Chang et al. , 2009, p. 41). The concepts collected were organized and compared with other ideas that emerged from the data. Regarding the background of the study, it was noted that there are many behavioural symptoms and comorbiditics associated with advanced dementia. In the last 12 months of life, it also was noted that many symptoms occur that need to be managed by decision makers such as family members. The researchers noted that during this time, the complex care decisions, such as whether to administer antibiotics and whether to place the patient in a facility or hospital are important decisions that must be validated. There are a number of other factors that could effect the study, yet were not addressed by the researchers. The catagories, themes and findings presented a whole picture and yielded a meaningful picture of the study by attesting to the complexity of caring for people with advanced dementia living in residential aged care facilities, and the challenges of professionals. Participants did agree that assessing a verbally non-communicative person is difficult. Physicians found that examining patients also was difficult. Skills deficit were noted. One-third of participants noted a reluctance to use appropriate amounts of analgesia regarding pain. There was a clear connection between the data and the participants regarding the management of dementia-related behaviors. The data collected did attest to the complexity of caring for patients with advanced dementia who reside in residential care facilities and the challenges that they bring to health care professionals. Researchers identified the philosophical and theoretical basis for the study. Educating aged care professionals about early palliation might improve care outcomes for residents†. Aged care staff need a strong rationale for their decisions. † (Chang et al. , 2009, p. 45) This study highlighted the challenges in meeting the demands of caring for patients with advanced dementia who reside in residential care facilities. The researchers found there was a number of factors that could effect the aged care of residents with advanced de mentia; however challenges will always remain. All of the participants found that is was very difficult to assess patients with advanced dementia. They found that these patients were unable to report symptoms such as pain and exhibited many different behavioral issues. There were study limitations regarding the sample size and the non-random sampling. The sample size was small and not representative of a population owing to that size. Other challenges and limitations may have been noted if different questions had been asked of the patients. In conclusion, the researchers found that it may be crucial to use continuity of care when caring for these patients. According to some of the participants, their lack of knowledge about palliative care was limited. This study did highlight the challenges that key professional care encounter when caring for patients with advanced dementia. Increase in education will provide a better understanding of the needs of patients with advanced dementia. Key professional will be able to initiate an appropriate care plan if the clinical progress of dementia is described. How to cite Challenges for Professional Care of Advanced Dementia, Papers

Stanford Data Stream Management System †MyAssignmenthelp.com

Question: Discuss about the Stanford Data Stream Management System. Answer: Introduction: The objective of the plan is to study a disruptive technological innovation in organisations and the steps to bring them about. The firm chosen for the study is Cotton On Group, the Austrlian retail chain known for premium clothing for men, women and teenagers. The company has its headquarters in Geelong, Australia and has presence in several other countries like the UK, Brazil and Singapore (cottonongroup.com.au, 2017). The plan would cover the processes to bring about technological innovations and the issues companies face while bringing about those innovations. The proposed project would aim to build a technological application would have advanced features, which would allow the staff to accede to information subject to certain restriction. The new data management and sharing software should be synthesis of HR software, data management software, performance monitoring software and formal communication enabling software. The name of the new innovative system would be Data Synthesis and Management or DSM. The system would use the official mail ids and passwords of the staffs when they attempt to enter the system. The email ids would be linked to the designations and employee information database. For example, the sales staffs would be able to see data related to clients but not pertaining to other departments. Their managers would be able to view their details of the employees reporting to them. The portal would allow the superiors to allocate tasks to their subordinates and monitor their performance on the same. The superiors would be able t o give feedback to the employees they command. The employees should update their performances on the portal on regular basis. The HR would be able to gain information about the performances of individual employees while appraising. The new product to be introduced in Cotton On Group would be an advanced data management and access system following the technological process innovation. Technological process innovation involves improvement in the production or delivery method. Adoption of the advanced data management and access system would require changes in the working methods of Cotton On Group like installation of advanced technology and well trained human resource capable of operating the technology. It would involve obtaining of patents and copyrights before commercialising the new technology to prevent the competing firms from copying it. This analysis shows that the appropriate method would be the most appropriate method to introduce an innovative data management and access system (Hollis et al., 2015). The development of new product and commercialisation can follow state-gate model, which involves managers, apex management and the intermediate managers. It is appropriate for development of new products li ke software. The state-gate model considers the business needs, risks involved with the innovation and the resources required for the innovation. The figure below shows that the model consists of five stages starting from idea conceiving followed by idea screening and scoping. The stages to bring about the innovation consider aspects like concept tests and risk assessment. The case study speaks about an introduction of a innovative software. In the light of the above, it can be inferred that state-gate model is the appropriate innovation model. The analysis of the new technological portal shows that can be adopted and commercialised by training of employees to change the ways they work. The company would have to invest huge amount of capital in technology to bring about the advancement. The management body and the middle level managers of Cotton On Group should have thorough knowledge about the new system and they should arrange of employee training in the same direction. The company must educate the suppliers and customers about the tool, which would help it to commercialise it successfully. Thus, it can be construed from the discussion that the appropriate ways to adopt and commercialise the portal would be technological process innovation (Cavallo et al., 2014). Preparedness of Cotton on Group for advanced data management and sharing system: The innovation diamond shows that readiness of the firms for innovations which would requirement them to advance their modus operandi, human resource and financial resource allocation (Arasu et al., 2016). The research would judge the readiness of Cotton On Group to embrace the advanced data management DMS based on the following criteria: The market index of Cotton On Group shows that the retail chain has a strong international presence. As a per a leading international daily, Cotton ON Group is gradullay strentheing its presence in the US and Europe (latimes.com, 2017). The cotton apparel retail chain already has captured the Australian retail fashion market (fibre2fashion.com, 2017). These two evidence show that Cotton On enjoys highest position on the market index. This analysis shows that the position of Cotton On on the innovation diamond is 1. The highest position Cotton On enjoys in the market shows its power to bring about innovation in its products to cater to a vast diverse consumer base. Its presence in several nations like, Brazil, the United Kingdom and Malaysia proves its capability to cater the needs of a diverse customer profile. The official website of the company shows the locations of the retail outlets but does not provide the online purchase links. Thus, Cotton On features at 5th position in the innovation diamond index (Reddy et al., 2014) Cotton On sources high quality organic cotton from all round the world. This international presence points out to the capability of Cotton On to allocate human, financial and material resources. This places it above the 4th position on the innovation diamond, which shows that the company is ready to adopt the new data management system. The strategic planning of Cotton On is above fifth position and hence, sound on the innovation diamond. This is evident by the strong foreign presence and top position in its home market in Australia. The sustainable production strategy of the retail chain proves its strategy to use highly advanced sustainable technology. The strong presence points out to the efficient market expansion strategies. This proves that Cotton On Group is capable of adoption of Data Synthesis and Management (Kipnis, Broderick Demangeot, 2014).. Explanation on the innovation diamond diagram: The discussion of the four indices namely, market index, innovation index, strategy index, innovation index and resource index shows that Cotton On occupies high position in all these indices. The figure of innovation diamond in the appendix 1 is divided into four quadrants each belong to one of the indices. The axes X and Y are divided into ten equal divisions, five divisions belonging to each quadrant as shown above. Since, according to the analysis, Cotton On Group occupies positions above 5, the position assumed for all the indices is 5. The blue lines show the highest position of Cotton On shows that it is capable of adopting DSM (Carayannis, Sindakis Walter, 2015). Return Risk analysis of the new technological innovation-DSM: The return risk profile of the new technology Data Synthesis and Management or DSM would follow the RENT model. The RENT model tries to compare the amount of return the use of an innovation can bring and the investment to adopt the innovation (Mazzarol Reboud, 2017). According to a leading Australian daily, the sales target of Cotton On is $1.51 billion with the profit margin is twenty percent. The tenure for the target is a year. Component of RENT Indicators Volume Size of industry or market sector-International Geographic diffusion potential-Australia, Brazil, the UK etc Size of end-user markets-Large market Limits due to prior patents-NA Rate Type of innovation process involved- technological process innovation Type of innovation involved-synthesis Level of prior protection for intellectual property Length Technological basis of innovation-advanced technology Innovation intensity of the user centre-high Legal and technical protection of intellectual property-Yes Innovation champions and champions of innovation Cotton On should employ specialists who have deep knowledge in innovations. They would drive the software innovation in company. Cotton On Group should collaborate with other firms to bring about the innovations. This would help it in becoming a champion of innovation. Figure 2. Planning contingency matrix (Source: Mazzarol Reboud, 2017) The planning contingency matrix consists of two axes, the organisational configuration showing the Y-axis and the level of uncertainty showing the X-axis. The figure clearly shows that when level of complexity increases, the apex management body has to form central operation strategy which they communicate with the subordinates. The preferred channels to communicate such extreme complex strategies to handle contingency situations are formal communication channels like emails and conferences. The CEO in the same situations becomes the representative of the company to communicate contingency plans to the external stakeholders like government and shareholders. As discussed in the RENT model, the aim of Cotton On is to achieve a sale of $1.51 billion. The company is seeking to expand its reach in Europe and North America. This would require complex business strategies formation to adopt the new data management technology, which would require the top management to form business strategies . The CEO would use the formal channel of communication like press releases to communicate the complex business strategies including adoption of the new advanced data management technology to external stakeholders like government (smh.com.au, 2017). Hence, as per the response contingency matrix model, Cotton On Group belongs to the two top quadrants, joker and champion. Consider the readiness of the market: Companies aiming to commercialise their technical innovation should first consideration the uniqueness of the innovation. If the technological innovation is difficult to copy by other firms and has been protected by intellectual property rights, the firms should them commercialise it. For example, the Data Synthesis and Management or DSM combines HR portal, performance management portal and communication system. It is evident that the software requires great investment in human resources and technology which most of the firms will not be able to avail. Hence, Cotton One can commercialise the software because it is a strong innovation hard to replicate. The companies seeking to commercialise their technology should take into consideration the availability of premium pricing in a particular market. They should also consider the factors like the cost of obtaining the IPRs. If the IPRs can be obtained easily in a market, the companies can commercialise their technological innovations. The pricing strategy should help the companies to obtain IPRs and resources at differential rates. This facility would prevent the competitors of the companies from availing the IPRs and the resources at the same price. This would prevent them from making similar innovations. The companies like Cotton One should take into considerations existing market plays like the present companies who are capable of making similar innovations. The companies should take into consideration the legal factors prevailing in the countries of operations before commercialising their technological innovations. If the legal frameworks of a country take strong actions against infringements of copyrights and trademarks, the company can release the technological innovations in those markets. These laws provide protection to these companies against fraud organisations, which illegally utilise the products to earn profits. End user and stakeholder consideration: The companies seeking to commercialise software should take into account the support of the stakeholders like financial institutions, customers and suppliers. This is because the technological innovations require huge investments in technology and man power. The companies obtain the financial resources from institutions like banks which finance them. As a result, the proposal for the technological innovations have to be approved by the banks. Secondly, if the suppliers and customers do not accept the innovations, it causes huge losses to the companies like Cotton One. That is why the companies like Cotton One should obtain the support of the stakeholders before commercialising the technological innovations. The companies like Cotton One should be able to choose from the various innovative technological models available. The companies should at first, gain information about similar technologies in use in companies across diverse industry. They should choose from the best available technology which they can use to bring about disruptive technological to gain higher competitive advantage over competing firms. The companies before adopting the technology should study the use of similar technology and its performance. Cotton One should take into account similar technology in use and make sure that the new technology is unique and more efficient than the existing applications. The company should find a suitable market for the new technological innovations. This would ensure high returns due to acceptance of the technology among the stakeholders. Three critical tests of implementing strategies to implement technological innovations: The three critical examinations of implementing technological innovations are: The company must gain support from customer who seek multitasking technology. The company must target customers to seek technology to make their work easier. Cotton One must target customers who seek new modern technology to enhance their benefit. Four key issues regarding adoption of technological innovation: The four important problems on adopting technological innovation are: Failure to accept new technology among customers. Customers often cannot compare between new and existing technology. The customers often keep on shifting from one technology to another. The new technological innovation should be a synthesis innovation instead of being a combination of a combination of radical, synthetic and incremental innovation. This because the current technological products the company uses already have the attributes of the new technology, DSM. The firm has an efficient structure in terms of experts and champions of innovation and a capable management to deal with expensive advanced technological innovations. The finding and analyses of the various concepts show that disruptive innovations are necessary for the companies to maintain their competitive advantage. The companies must allocate huge investments and human resources to support those innovations. Conclusion: It can be concluded from the discussion that companies must enter new markets and adopt new technologies to maintain their market positions. They must seek approval from the stakeholders like customers and government to make those innovations profitable. References: Acs, Z. J., Audretsch, D. B., Lehmann, E. E., Licht, G. (2017). National systems of innovation.The Journal of Technology Transfer,42(5), 997-1008. Arasu, A., Babcock, B., Babu, S., Cieslewicz, J., Datar, M., Ito, K., ... Widom, J. (2016). Stream: The stanford data stream management system. InData Stream Management(pp. 317-336). Springer Berlin Heidelberg. Carayannis, E. G., Sindakis, S., Walter, C. (2015). Business model innovation as lever of organizational sustainability.The Journal of Technology Transfer,40(1), 85-104. Cavallo, E., Ferrari, E., Bollani, L., Coccia, M. (2014). Attitudes and behaviour of adopters of technological innovations in agricultural tractors: A case study in Italian agricultural system.Agricultural Systems,130, 44-54. Cotton On top performing fashion retailer of 2017: Report. (2017).Fibre2fashion.com. Retrieved 11 November 2017, from https://www.fibre2fashion.com/news/fashion-news/cotton-on-top-performing-fashion-retailer-of-2017-report-205981-newsdetails.htm Daswani, K. (2017).Australian retail giant Cotton On gears up for big California expansion.latimes.com. Retrieved 11 November 2017, from https://www.latimes.com/business/technology/la-fi-cotton-on-20160531-snap-story.html Global headquarters - Cotton on Group. (2017).Cotton on Group. Retrieved 11 November 2017, from https://cottonongroup.com.au/contact-us/global-headquarters/ Hollis, C., Morriss, R., Martin, J., Amani, S., Cotton, R., Denis, M., Lewis, S. (2015). Technological innovations in mental healthcare: harnessing the digital revolution.The British Journal of Psychiatry,206(4), 263-265. Kipnis, E., Broderick, A. J., Demangeot, C. (2014). Consumer multiculturation: consequences of multi-cultural identification for brand knowledge.Consumption Markets Culture,17(3), 231-253. Mazzarol, T., Reboud, S. (2017).Entrepreneurship and Innovation(17th ed., pp. Ch.11, pp. 339-348; 350-351; and 362-370). Mitchell, S. (2017).Cotton On: The inside story of the retailer's rise to $1.5b in revenue.The Sydney Morning Herald. Retrieved 11 November 2017, from https://www.smh.com.au/business/retail/cotton-on-the-inside-story-of-the-retailers-rise-to-15b-in-revenue-20150326-1m8e67.html Reddy, T. B., Thomas, A. D., Stamatis, D., Bertsch, J., Isbandi, M., Jansson, J., ... Kyrpides, N. C. (2014). The Genomes OnLine Database (GOLD) v. 5: a metadata management system based on a four level (meta) genome project classification.Nucleic acids research,43(D1), D1099-D1106.

Computers In Math Essays - Computer Arithmetic, Binary Arithmetic

Computers in Math Ever since the first computer was developed in the early 1900's the computer has been using math to solve most of it's problems. The Arithmetic and Logical unit helps the computer solve some of these problems. All type of math can be solved on computer's which it uses. Binary Arithmetic A computer understands two states: on and off, high and low, and so on. Complex instructions can be written as a combination of these two states. To represent these two conditions mathematically, we can use the digits 1 and 0. Some simple mathematical operations, such as addition and subtraction, as well as the two's complement subtraction procedure used by most computer's. Evaluating an Algebraic Function It is frequently necessary to evaluate an expression, such as the one below, for several values of x. y= 6x4+4x3-5x2+6x+4 First to start with developing the power's of x to perform the necessary multiplications by the coefficients, and finally produce the sum. The following steps are the way the computer "thinks" when it is calculating the equation. 1.Select x 2.Multiply x by x and store x2 3.Multiply x2 by x and store x3 4.Multiply x3 by x and store x4 5.Multiply x by 6 and store 6x 6.Multiply stored x2 by 5 and store 5x2 7.Multiply stored x3 by 4 and store 4x3 8.Multiply stored x4 by 6 and store 6x4 9.Add 6x4 10.Add 4x3 11.Subtract 5x3 12.Add 6x 13.Add 4 Binary Coded Decimal One of the most convenient conversions of decimal to binary coded decimal's is used today in present day computer's. BCD(Binary Coded Decimal) is a combination of binary and decimal; that is each separate decimal digit is represented in binary form. For example the chart below represents the Binary and Decimal conversions. Decimal Binary 0 0 1 1 2 10 3 11 4 100 5 101 6 110 7 111 8 1000 9 1001 10 1010 BCD uses one of the above binary representations for each decimal digit of a given numeral. Each decimal digit is handled separately. For example, the decimal 28 in binary is as follows: (28)10 = (11100)2 The arrangement in BCD is as follows: 2 8 0010 1000 Each decimal digit is represented by a four-place binary number. Direct Binary Addition In binary arithmetic if one adds 1 and 1 the answer is 10. The answer is not the decimal 10. It is one zero. There are only two binary digits in the binary system. Therefore when one adds 1 and 1, one gets the 0 and a carry of 1 to give 10. Similarly, in the decimal system, 5 + 5 is equal to zero and a carry of 1. Here is an example of binary addition: column 4 3 2 1 0 1 1 1 + 0 1 1 1 1 1 1 0 I n column 1, 1+1=0 and a carry of 1. Column 2 now contains 1+1+1. This addition, 1+1=0 carry 1 and 0+1=1, is entered in the sum. Column 3 now also contains 1+1+1, which gives a carry of 1 to column 4. The answer to the next problem is found similarly. 1 0 0 1 1 0 1 1 + 0 0 1 1 1 1 1 1 1 1 0 1 1 0 1 0 Direct Binary Subtraction Although binary numbers may be subtracted directly from each other, it is easier from a computer design standpoint to use another method of subtraction called two's complement subtraction. This will be illustrated next. However direct binary subtraction will be discussed. Direct Binary Subtraction is similar to decimal subtraction, except that when a borrow occurs, it complements the value of the number. Also that the value of the number of one depends on the column it is situated. The values increase according to the power series of 2: that is 20, 21,23, and so on, in columns 1, 2, 3 and so on. Hence, if you borrow from column 3 you are borrowing a decimal 4. ex column 3 2 1 1 1 0 - 1 0 1 0 0 1 In the example a borrow had to be made from column 2, which changed its value to 0 while putting decimal 2 (or binary 11) in column 1. Therefore, after the borrow the subtraction in column 1 involved 2-1=1; in column 2 we had 0-0=0; and in column 3 we had 1-1=0. If the next column contains

Free Essays on Theories Of Child Development As They Pertain To Middle Childhood And Adolescence

changes in behavior over time. The use of the word â€Å"development† implies just that; for the theory should describe, explain, and predict behaviors or mental processes over time. The five major developmental theories are the psychoanalytic, cognitive, behavioral and social learning, ethological, and ecological. This paper will summarize each of these theories and elucidate their relevance to middle childhood and adolescence. The psychoa... Free Essays on Theories Of Child Development As They Pertain To Middle Childhood And Adolescence Free Essays on Theories Of Child Development As They Pertain To Middle Childhood And Adolescence â€Å"†¦the trouble about arguments is, they ain’t nothing but theories, after all, and theories don’t prove nothing, they only give you a place to rest on, a spell, when you are tuckered out butting around and around trying to find out something there ain’t no way to find out†¦ There’s another trouble about theories: there’s always a hole in them somewhere, sure, if you look close enough.† -Tom Sawyer Abroad â€Å"It is theory that decides what can be observed.† -Albert Einstein Whether one believes Mark Twain’s fictional street smart character or the brilliant architect of the theory of relativity, it must be acknowledged that theories are a valuable way to think (and argue) about the world. For the scientific method of discovery, theories are essential. Theories are the starting point from which all systematic efforts can be directed for a theory is fundamental in the first step of the scientific method- conceptualizing the problem. Specifically, a theory is a set of interconnected statements that describe imperceptible, unobservable processes, events, or structures and relate them to each other and to observable events. In psychology, a theory provides general principles that help us to observe, explain, and predict behavior. In other words, it allows us to ask non trivial questions and to provide meaningful, interesting answers. There have been numerous theories that attempt to lay a framework of reference for examining changes in developm ent or in other words changes in behavior over time. The use of the word â€Å"development† implies just that; for the theory should describe, explain, and predict behaviors or mental processes over time. The five major developmental theories are the psychoanalytic, cognitive, behavioral and social learning, ethological, and ecological. This paper will summarize each of these theories and elucidate their relevance to middle childhood and adolescence. The psychoa...

Whats Holding Back Small Businesses Article Example | Topics and Well Written Essays - 500 words

Whats Holding Back Small Businesses - Article Example The hardest hit is small businesses due to the small capital base as they are not able to invest in big research projects to propel the business entity forward and continue to maintain their market share or better still increase the market share (Shleifer, 2004). The major challenge according to the article is not related to overregulation or taxation but low demand for business products. Over thirty percent of American small businesses attributed their underperformance mainly to poor sales. However, the research carried out by the National Federation of Independent Business also attributed the underperformance to competition from large businesses, financing and interest rates, insurance cost and availability, red tape, government requirements, cost of labor and quality of labor among others. All these factors are mostly attributed to the global inflation facing the world economy. The debate in the recent past on how to improve growth of small businesses and encouraging hiring has concentrated on transforming the tax picture to be more business-friendly. However, from the research, small businesses attribute underperformance to other factors other than taxes. Only a small percentage, about 17-22%, of the businesses attribute underperformance to the amount of taxes paid to the government. Though the government has imposed hefty taxes on the businesses, the amount paid to the authority as tax has little impacts on the performance of the businesses. Businesses are just tax collection agencies to the government as the amount of money collected from the client is that which is paid as tax. Businesses transfer the tax burden to their clients and thus businesses do not pay taxes but collect tax from their clients on behalf of and later submit their collections to the government. The other factor holding down small businesses is the accessibility of loans to stimulate growth in operations.

Causes of the AT&T-BellSouth Takeover Essay Example | Topics and Well Written Essays - 1000 words

Causes of the AT&T-BellSouth Takeover - Essay Example Consequently, the revenues of the company were falling, stock process declining and incurred huge cost price. Things looked even bleaker given the coming of internet phone calls and more serious competition from cable and wireless companies. AT&T, which is a holding company agreed to take-over BellSouth as a strategy to position it as a company committed in enhancing convergence, progressive innovation and competition in the communication and entertainment industry (Reardon, 2006). The take-over guaranteed AT&T Inc the rights to own and manage Cingular Wireless which is a leading provider of wireless data and voice services (Reardon, 2006). Moreover, AT&T would have the exclusive rights on ownership of YellowPages.Com which offer Yellow Pages and local search site. Reardon (2006) asserts that the AT&T-BellSouth takeover would help AT&T company cut down its labor by 10,000 jobs between 2007 and 2009. AT&T also hoped to increase its revenues and customer to about $ 130 billion in sales and 70 million customers by increasing its market niche from the previously 13 states to 22 states following the acquisition of the 9 southeast states previously served by BellSouth. Basis for the Final Agreed Price Before a company can be taken-over by another or in the case of merger, it is important that the value of the company is determined (Gould and Leisner, 2009). The value of the company is its net worth and is used to determine the final price to be paid out during acquisition. Whitney (2012) describes seven things that should be considered in valuing a business during a merger and acquisition of resources. He argues that the value of the business consists of not only the price but also includes the associated terms and the deal structure. He further explains that there exist different values of the business due to different operation assumptions, terms of payment and deal structure and not because of use of different valuation methods. Whitney (2012) describes future per formance, asset type, exit strategy, cash flow and deal structure as some of the determinants of business value. In 2006, AT&T Inc resolved to merger with a fellow telephone company BellSouth in a stock transaction worth $ 67 billion (Reardon, 2006). In the proposal for the merger, AT&T shareholders were to receive 1.325 shares of AT&T common stock for every BellSouth Common share. Reardon (2006) explains that under these terms, the deal would represent a premium of 17.9 percent over the closing stock price on Friday, 3rd March, 2006. Each of BellSouth common shares would be quote eat 37.09. However, Public Service Commission, (2006) explains that merger was subject to approval by the regulatory authorities and shareholders from both companies and was to be completed within six months. On December, 29th 2006, the takeover of BellSouth by AT&T was approved by Federal Communications Commission after the two companies settled on extra concessions that had been demanded by two Democrats members of the agency. The takeover price was agreed to be $ 85 billion as reported (Bartash, 2006). The take-over was approved four members while one abstained from voting. In determining the final price, a ratio of the closing prices of the stock of each company was calculated after which BellSouth shareholders were allocated the

change management: Resistance

change management: Resistance Chapter 2 A Review of the Literature 2.1. Introduction This part will focus on how to overcome resistance to change. We will discuss theories on resistance to change and any other theory related to change management. The notion of change is something that we are facing everyday in our life; it is therefore the only constant. Change process can take gradual, rapid or radical form. Society is made up of human beings as well as inanimate organisms are subject to change over time. Environment is the only factor that is subject to and the only thing that does not change is the change itself. Change always affects employees in the organisation, therefore it is important to manage it successfully in order to avoid a failure of change or resistance to change. The change concept was studied by Authors like: Lewin, Trist, Hardy, Nieto and more. Nieto (2006) highlighted that a good definition of change is where the refreezing stage of Lewins model is no longer an option because nowadays change is faster in the twenty first century, there is no need to refreeze or you will be left behind by the competition. 2.2. A Review of the Literature If we conduct a survey we will find out that many employees have a negative attitude, behaviour and perceptions towards change. Employees feel more insecure about their jobs, status and also the fear of doing more work. Very often, the impacts of change on employees in the organisation are negative. There are fears, stress, frustration and resistance of change. Therefore most employees tend to resist to the change and change is always first resisted than accepted or seeing as an opportunity for improvement. Change, as death and taxes cannot be avoid, is it necessary bad? Even though uncomfortable and embarrassing, change can also be positive. The marriage, the birth of a child and a promotion are examples of change, very often we are happy and therefore it can be easily accepted rather than the negatives one like the divorce and the death. Good or bad, any change that happens whether to a person or inside an organisation requires adaptation and management. Nothing is unchangeable, even organizations are required to change. It is important to know understand why people resist change, to support those who cannot cope with change by motivating and coaching them and also handling the problems that change brings. Organisations are dynamic entities. They are changing all the time as they develop their operations and outputs in the pursuit of efficiency and effectiveness. The management of change is concerned with how change is effected in organizations and the principles and processes are essentially the same whether applied to the resign of the working practices of one section or the re-specification of the whole organisation and management structure According to Balogun et al (1999) change management is fast becoming one of the most talked about topics in management circles. Discussions about organizational change often focus on how important it is for organizations or individual managers to possess a capacity in this area. Likewise, business school courses on strategic change stress that change competence is fast becoming a key promotion differentiator within a managers toolbox. 2.3. Change management According to Ventris (2004), change management is all about inspirational leadership, detailed planning and rigorous, comprehensive implementation. A successful change management programme can be helpful to establish a continuous change in the organisation. But the most important thing is to make people realizing the value of change. Once people and have good experience about change management, and recognize the need for almost continuous change. As William Shakespeare said Things must change or cease. This sentence illustrates what has been said before about the Constance of change. Organisational change is a modification to employee attitudes, expectations, and skills (Robertson, Roberts, and Porras, 1993), it can also be a deliberate introduction of new ways of thinking, acting and operating ( Shalk, Campbell and Freese, 1998). The general aim of organizational change is an adaptation to the environment ( Barr, Stimpert and Huff, 1992; Leava and Barry, 2000) or an improvement in performance (Boeker, 1997; Keck and Tushman, 1993) This definition shows the importance of culture on change management, for the management to be able to implement these changes successfully, they will require changing the organizational culture which is not something easy to accomplish. Therefore by change employees attitudes, expectation and kills as suggested by many authors it will be necessary to make sure they adapt to the new environment and improve their performance which will also improve the organisational performance. Organisational change involves moving from the known to the unknown. Because the future is not certain and may affect employees performance, worth, and coping abilities, people inside the organisation do not want change unless they are forced to do so. It will be therefore important to create readiness for change. Implementing change in an organisation involves moving from the existing organisation state to the desired future state. (Cummings and Worley 2005) Change is omnipresent in society, and can occur in many forms. It is not a new phenomenon. Many Authors have developed a model of change process as it was argued by Moorhead and Griffin (2004) cited by McKenna (2006), that an alternative model of lewins process model will be the continuous change process model, which incorporates facets of the Lewin model. It is considered more realistic because it studies the change in an organisation from the top and recognizes that change is continuous. It is not good enough for an organisation to change; it must try to anticipate it as well by being proactive. This would require the planning of organisational change as part of the organisational strategy. According to McLagan ( 2003), managing changes as they emerge is not enough nowadays. As the number and complexity of changes increasing, it is time to plan and rethink about the structure of the organisation. It is time to accept the change in our life and move along with it, avoid doing business as usual or staying in the status quo. It is time to look at how the organisation is running its daily activities so that it is not a case of constantly trying to override the usual organisational processes. Such approach requires a structural and mental regesign of the organisation. The author emphasizes that change should not be managed during a period of crises or when strategies shift. It is a continuous challenge and condition in organisational life. A successful change management depends on how ready is the organisation to change its culture that is the attitude and the behaviour of members of the organisation. It is pointless to have only a part the employees who agree to the proposed changes. The aim of the executives is to ensure that all employees in the organisation are accepting the desired changes. The biggest motivator is to see other people embrace change management and witness the successful implementation of the companys vision. 2.3.1 The importance of change Change will always be there and will not disappear. Technology, civilizations and creative thought will keep their ever- accelerating drive onwards. It could be argued that change has almost become a continuous routine. (Luecke, 2003) Change management plays a significant role in any organisation since the task of handling change is not an easy one. Managing change in this case, mean making change in a planned way. Changes involve more challenge and life without challenge can become boring, therefore it is important to notice any small change because it will create an impact inside the organisation. The speed of change has increased significantly. Managers and the organisations they work for will be judged by their ability to manage change successfully. Unfortunately, for the managers of the early twenty-first century their ability to cope with complex change situations will be judged over ever decreasing time scales. Change is important because it enables to business managers to be more effective as a leader and sponsor of change. Knowing the importance of change will also enable you to prevent and manage resistance to change, decrease the cost, avoid unnecessary turnover and increase the probability that your business changes produce the desired results.( Hiatt, J and Creasey, 2003) As change is essential in an organisation, it is crucial to continue to improve and sustaining the change. The results about the organisational leaderships ability to continue and sustain performance improvement will be observed after a long period of time. Schein (2004 and Kotler (1995, 1996) have suggested that change is only Sustainable, when the organisational culture will match the new ways of thinking. These new ways of thinking must reflect the new behaviors and approaches that Become institutionalized. Change is important in any organisation and it contributes to its success, but the people perceive it in a different way, some employees might resist the change in a passive way or in the opposite way. 2.4. Types of change Change is inevitable in an organisation. Different types of change require different strategy strategies to implement the change successfully. According to Dessler(2004) there are four types of change which are: strategic change, technological change, structural change and people/Behavioural/Cultural change. Strategic change could be one option. For example, a company can face declining profits and decide to adopt this kind of change. This type of changes are usually triggered outside the company. External threats or challenges, such as deregulation, intensified global competition, and dramatic technological innovation like the internet generally make organisation to embark on companywide, strategic change. Strategic changes are often required for survival. For example researchers discovered that implementing strategic change did not necessary lead to success, but companies which did not change failed to survive. Another types of strategic changes will the one implemented during a crisis period, these types of change are highly risky. Technological change is the second basic approach of Desslers type of change. It means bringing change in the way the company is creating and marketing its products or services. Here, for example, the owner of a small farm might want to improve the productivity by buying new machines, training employees to use the new machines and also modifying the relationship between employees and their physical environment. Structural change is all about modifying the organisational structure or it is about how to reorganize. Structural change means changing one or several aspects of the companys organisation structures.( Here, for example, GEs new CEO, Jeffrey Immelt, recently reorganized his firms huge GE Capital division. He broke it into four divisions, with their four managers reporting directly to him rather than to the former GE Capital head) Structural change can also be applied by downsizing, recruiting or replacing. Or managers can change the firms infrastructure by changing its policies, procedures, and rules. People/Behavioural/Cultural change This is the last approach; strategic, technical and structural changes invariably trigger various changes in the behavioural side of the firm, including the employees attitudes, values, and skills to the job. This type of change is very difficult to manage because it is related to people and people always resist change, culture is hard to change. Some Authors have also discussed about other types of change. According to the punctuated equilibrium paradigm, incremental change is associated with those periods when the industry is in equilibrium, and the focus is doing things better through a process of continuous tinkering, adaptation and modification. Nadler and Tushman (1995) argue that incremental changes are not always about small changes. They can be large in terms of both the resources needed and the impact on people. A key point of this type of change is that is builds on what has already been accomplished and focuses on the continuous improvement. According to the gradualist paradigm incremental change can be cumulative and, over time, can lead to an organisation transforming its deep structures and reinventing itself. Transformational change is another type of change and it occurs during periods of instability. This kind of change can be referred to be revolutionary, but most writers- for example Tichy and Devenna (1986), Kotter (1999) and Burke and Litwin (1992) use the term transformational change. It involves a break with the past, a step function change rather than an extrapolation of past patterns of change and development. It is applied on new relationships and dynamics within the industry that may undermine core competencies, and try to know the very purpose of the organisation. This king of change involves doing things in a different way or doing different things. Transformational change is change which cannot be handled within the existing paradigm and the organisational routines; it entails a change in the taken-for-granted assumptions and the way of doing things around here. Nadler and Tushman have summarized the work of Tushman and colleagues, and the studies suggest that continuous incremental and discontinuous transformational change are faced by most companies but that: ââ€" ª This pattern of change keep on coming with some degree of regularity ââ€" ª Patterns change across sectors (e.g. periods of discontinuity may follow a thirty-year cycle in mini computers) ââ€" ª in almost all industries the rate of change is increasing and the time between periods of discontinuity is decreasing. The Authors also suggest that this holds true whether the focus is episodic or continuous change, and they propose that the ideal company in both cases would look like the successful self-organising firms that have been studied by Brown and Eisenhardt in the computer industry. There are three main categories of organisations that may not experience periods of discontinuous change; the self-organising and continuous changing learning organisation, companies that operate in the niche markets and last organisations that are able to continue functioning without transformating themselves. Weick and Quinn (1999) and Gersick (1991) Combining the incremental change and the transformational change which have been discussed so far- the extent to which change involves incremental adjustment or transformational change- provides a useful typology of organisational change (see Figure xxx). Nadler et al. (1995) also identify four types of change: Tuning is a type of change that occurs when there is no rush to change. It involves looking for better alternatives of achieving and defending the strategic vision. Here, for example, improving policies, methods, procedures; introducing new technologies; redesigning processes cost or developing people with required competencies. Adaptation is an incremental and adaptive response to a pressing external demand for change. It might involve responding to a successful new marketing strategy adopted by a competitor or to a change depending on the availability of the resource. Re-orientation involves a re-definition of the enterprise. It is introduced in anticipation of future opportunities or issues. The aim is to ensure that the firm will be aligned and successful in the future. Re-creation is a reactive change that leads to the transformation of the organisation or the restructuring through the fast and simultaneous change of all its basic elements. The Authors state that it inevitably involves a break down and destruction of some elements of the system. 2.5. Change process theory This theory as formulated by Lewin (1948) called force field analysis states that change can be divided into three stages namely; unfreezing phase when people realize that the old ways of doing things is no longer an option due to crisis, threats or opportunities; changing phase when people look for new way of doing things and select a promising approach; refreezing phase when people implement new approach as it becomes established. The problem for many organisations is not that they need to change, but that they do not see the need for change. This is especially true for organisations which have been successful in the past and cannot see why they should change what they see as a winning formula that everyone has become safe and comfortable with. By looking at the position of leadership towards change, the theorist states that leader can achieve change by either of the following two actions: to approach it by increasing the driving forces towards change through increase in incentives, use of position power to force change or to approach a change by reducing the restraining forces that create resistance to change, e.g. reducing fear of failure or economic loss, co-opt or remove opponents. Or using dual approach, which is a combination of the two approaches. Considerable research in the process of change management has been conducted in the work of Lewin, his model focused on changing the behaviour of groups, involves actions beginning in phases over time. The unfreezing stage according to Schein (2004) is about improving motivation and getting ready for the change, the changing stage is when the change is implemented, and the refreezing stage involves reinforcing and integrating the change. One of a popular model in the business literature about the change process has been developed by Kotters (1995, 1996) into an eight-step process for leading change management: (1) the first step is about establishing a sense of urgency, (2) forming a guiding coalition, (3) creating a vision, (4) communicating that vision, (5) empowering individuals to act and removing obstacles, (6) creating short-term wins, (7) consolidating improvements and creating more change, and lastly (8) institutionalizing new approaches. 2.6. The impact of change on organisational members The theory of reaction to change process describes how people in organisations react to an imposed change, is founded upon the typical sequence of peoples reaction to sudden traumatic events like death of loved ones, marriage collapse or natural disaster. The four stages of reaction pattern, which also happen during organisational change are: denial- deny the change is necessary; anger- get angry and look for someone to blame; mourning- stop denying that change is inevitable, acknowledge the loss and mourn it; adaptation- accept the need to change and go on with ones life. There is a related opinion regarding the effect of experiencing a repeated traumatic change has on different people. One effect of such repeated change is to leave people less resilient and more vulnerable to adverse effect from subsequent change. Another effect of repeated traumatic event can inoculate and leave them better prepared to change again without such an intense or prolonged period or adjustment. Repeated change can make some people more resilient and others less resilient. It is over thirty-five years since Toffer has published his book on Future Shock in which he discussed three aspects of change and assumed about the impact it will have on people. Toffer (1970) suggests that future shock is similar to culture shock, but with a crucial difference- there is no going back. If people find it hard to adapt to a new culture there is often an alternative to go back to the old culture, however this option is not possible with future shock. For example, if emigrants fail to settle in a new country it may be possible for them to return home. The management of change poses many challenges for managers. Burnes (2005) observes that: Managing and changing organisations appears to be getting more rather less difficult, and more rather than less important. Given the quickly changing environment in which firms operate, there is a small doubt that the capacity to manage change successfully needs to be a core competence for organisations. 2.7. The benefits for change According to Bradley (2006), changes must be well designed and managed in order to generate benefits which the author refers to benefits not generated, but removed from budgets. One realization can be made by a team effort; achieving benefits and agreed targets needs team effort. The author defines benefit as something that can be related to a cost reduction or increase revenue. A better definition of a benefit is an outcome of change which is perceived as positive by stakeholder. Changes consume resources, cost money, and need managing. Benefits are the outcomes, which cannot be directly made to happen and have no direct cost. The benefits of change can be also well explained by elaborating the following characteristics of an effective change management team which has been developed by Kotter(1996) as follows: The team member must share a keen sense of discomfort with the inertia They should be in substantial agreement on a vision for the future The team should include people who represent diverse points of view They must have a good reputation in the firm They must be willing to demonstrate public support for the change The team must commit to being involved for the long-haul Enough of the key players in the organisation must actively support the change to legitimize the process 2.8. Theories of change 2.8.1 Lewins three step model of change Lewin ( has worked on assessing the extent to which organisational change might be resisted by members of the organisation as we saw earlier when considering force field analysis in the change process. In addition, his work on group dynamics has resulted in what is known as Lewins three step model, which is usually used in change programmes. Introducing a programme of change into an organisation tends to arouse expectations in those involved; thus a subsequent failure to come up with the goods can lead to a state worse than it was before the innovation, because of these hopes and expectations not being realized. Thus Lewin considered that attention should not simply be made on the change itself, but should address what happens both before and after. The process of change should be implemented into three steps according to Lewin (1951) which are: Unfreezinf, changing and refreezing. The first step is unfreezing, where the motivation for change in the workforce is created. It is important to move the organisation away from its current position. This step is often not taking into consideration and is related with dividing old patterns of behaviour. People must be given reasons about the change and a good communication should be created before the implementation of change. To unfreeze the resistance to change, managers must increase the tension and dissatisfaction with the present, and improve the desirability and feasibility of the alternative. This stage takes more time because people have to change attitudes and behaviour. People do not like change because they are comfortable with old habits and it is important to consult them, let them know adopt the project as their own. To avoid resistance to change, we must encourage the staff, discuss and explain them the reasons for change. Once employees are aware, and have accepted the need for change, we can now move to the second stage. Changing is the second step where we have to identify the new behaviour, process or procedure and also encouraging individuals to adopt the new behaviour. It involves the development of new responses by the personel, based on the new information being made available to them and moving towards the new culture as necessary to fit strategic requirements of the organisation. At this stage it is important to make sure that there is a successful implementation of change, we also monitor the change and find out how people are feeling about their team. Refreezing is the final stage and we need to reinforce the changes made and stabilize the new culture in order to avoid people to go back to their old habits. At this stage, motivating employees by incentives will occur in the form of praise or reward for adapting to the new culture. The process as a whole is achieved through leadership, communication, education and training. In the twenty-first century it will be difficult to implement the refreezing stage, the term refreezing need a critical evaluation. The slush model was introduced by Nieto (2006), where he stated that changes in technology, employees, tasks and structure are more frequent. Organisations should have a flexible structure as having employee who is always been learning. The motivation of employees by using incentives will be a good idea. Refreezing is no longer an option because in this century, the change is moving faster than before, there is no need to refreeze otherwise you will be left behind by your competitors. Lewins model has been developed by edgar Schein through the integration of the latters perception of the response to change involving seven stages. This is known as the three conditions change model. See figurexxxx!!!!!!!! 2.8.2 Interrelationship of change The interrelationship of change or Trist model was developed by Trist (1981), this model helps to understand the interconnection of activities that influence change in organisations. It is important for the HR to understand because the model can be applies to our attention on the influence that changes in a firms activities can have on employees. For example a change of technology would lead to training people, changing task and the structure of the organisation, all elements are interconnected that means one element affects the others. Reid and Barrington (2000), argues the sociotechnical model suggests that management should learn how to understand and cope to changing relationships between people, tasks, technology and structure. It is therefore helpful to review the kinds of internal changes which have occurred in the organisation and to what extent to appropriate HR initiatives have been put in place to prepare employees to cope with the new technology but neglected to invest sufficiently in staff training, it is likely to be as effective as planned. Deciding what to change is very important for the organisation, it means any change should be planned effectively. The managers change programme can aim to alter one of the four basic things: the firms strategy, technology, structure and people/behaviour/culture. For example an organisation can change its strategy when the profit is declining. Technological change is a second basic approach and it means changing the way the firm innovates and markets its products or services. Structural change means changing one or more aspects of the companys organisation structure. Reorganizing is a familiar organisational change technique in todays fast-changing times. Dessler (2004) 2.9. Resistance to change Change can create uncertainty and therefore lead to personal insecurity. Therefore, we are not surprised to notice resistance to change within organisations. An organizational change, such as being promoted, is mostly accepted, simply because it is perceived to have obvious advantages. But not all changes fit into this category. Where changes create confusion and uncertainty, then resistance is likely to take place; the resistance is not to change as such- rather it is to the personal loss (or possibility of personal loss) that people believe will accompany the change (Burke, 1982). 2.9.1 Reasons for resistance (1) Perceived negative outcomes Employees are resisting to the change most of time because they perceive it as a negative outcome. According to Manfred (1995) change is creating a multitude of fears, of the unknown, of loss of freedom, of loss of status or position, of loss of authority and responsibility, and loss of good working conditions and money. This can be summarised as being in the comfort zone. People do not like change; they like staying in the same position and keep on doing the same old things. Once any change is introduced it will automatically create a resistance because it does not allow them to be in a comfort zone. Before undertaking any change management exercise, managers must identify where the changes will occur in the organisation and also anticipate how the change will affect employees in their job. After an economic assessment of the proposed change, managers will highlight the nature of the changes that need to be made for the benefits to be realized. (Berry 2002) (2) Fear of more work By introducing new changes it creates the fear of more work and less performance by employees, there is fear that additional work will be required at the same level of compensation. Change mostly involves additional work, change of culture and responsibility. We can also face some changes on the working hours, possible relocation, working condition, technology and more. As people fear of additional work, we will notice that people always resist change; Strebel (1996) argues that resistance to change is based on the disturbance of an employers implied pact with the company. This pack is formed of cultural values, job description and social dimensions. (3) Misunderstanding and lack of trust This is a situation when the people affected do not understand the real reasons and benefits of the change and mistrust the management who are introducing the change. They often do not believe what the management says and believe that they have secret ulterior motives. This may be because the management can access too many information than the people affected. This situation is commun in any organisation which have been organised traditionally on antagonistic industrial relations lines and have developed an us and them culture. Nowadays, most organisations try to engender a harmonious spirit which sees everyone as having a common interest, but for organisations which have a long history of conflict this is not something which is easily changed. The lack of trust is due to imaginary hidden implications; we can also list other elements that caused the resistance of change like: belief that change is not necessary or feasible, economic threat, relative high cost, fear of personal failure, loss of status and power and lastly threat to values and ideals. Kotter and Schlesinger (1979) (4) Lack of communication Communication is the exchange of information in an organisation. For organisations to work effectively, it is vital that information be communicated to those who need