New Article Reveals the Low Down on Short Essays and Why You Must Take Action Today

New Article Reveals the Low Down on Short Essays and Why You Must Take Action Today Short Essays - Overview Creative Essay writing is currently recognized among the most helpful activity for kids for their general personality development. It seems to you the most complex part of an academic pathway, let alone when it comes to writing according to a specific task with a lot of restrictions. Composing an appropriate career goals essay can be hard should you not actually have any ambitions. Writing an essay that explains what goals you would like to pursue in your upcoming career is a skill you are going to have to demonstrate a lot for a student. In reality, besides asking for help with the subject, you may also request for a customized paper, written based on the instructions as set out in your prompt. You will also receive ideas on how best to limit your choice and allow it to be manageable. Because you just have a quick space, you must be mindful with your word choices AND make certain you fit in everything you've got to say in only a few pages. Death due to the color of somebody's skin is only a terrible fact in the contemporary times. Short Essays - the Conspiracy Obama even joked that Carter is among the few individuals who actually understands how a number of our defense techniques get the job done. It isn't as demanding as other forms of academic papers, but nevertheless, it can provide you an overall insight on writing providing you with the fundamental skills of information gathering, creating an outline, and editing. You desire a very clear focus and evidence to back up your claims. While such freedom provides you an opportunity to choose what you find interesting, there's also the chance that you could stray from the topic or your field of analysis might be too wide. You should have at least three argument to back up your thesis statement to begin with. The last portion of short essays ought to be short but succinct, coherently linke d with the former statement of the human body paragraph. Be sure your conclusion is catchy. Should you wish, read an instance of a fantastic answer and contrast it using an inadequate answer you created. Things You Should Know About Short Essays Odds are you get a mixed class, so it's advised to tie essay writing skills to other crucial skills like using equivalencies, the appropriate use of linking language and sequencing in writing. Don't forget to begin your essay strongit should be able to spark the interests of your readers. Personal essays can at times include things like personal information which you would not like to share. If you take a close look at descriptive essays from a different perspective, you will locate them very much like everyday news reports. Scholarship providers would never tell you exactly what they are searching for in an essay. Students often complain about a specific kind of essay they've been assigned with. They will get real-time feedback each week in brief workshop sessions (sometimes in small groups). Life, Death and Short Essays Books have existed for thousands of years. Think about a few of the movies you have lately watched. The movie demonstrates that a woman's value is dependent on how she looks. To the contrary, all the early princess movies produced by Disney pass the Bechdel test, though they portray rigidly traditional gender roles. What Everybody Dislikes About Short Essays and Why All you have to do now is make awrite essays for me' call, and we'll do the remainder of the complicated endeavor for you Do not be afraid to call us when you should. To begin with, you need to know about the three most typical ones. Thus, your target is to produce a brief scenario that will fit into a few sentenc es. Some individuals have short attention span so that you want to have the writing skills to earn your point with merely a few words. A Secret Weapon for Short Essays Thus, there are various ways an essay can be written. Narrative Essays If you're not quite certain what a certain kind of essay is, just look during its name. Short essays are still spend the type of formal essay because the parts want to get included in it. Of all Of the varieties of essay, writing a brief essay may appear to be the easiest. An essay outline will allow you to organize the total structure of your essay. It's simple to point out an essay which has been written solely for the interest of it. Informative essays should supply the reader with data on the essay topic that you've chosen. Short essays, just like regular creative essays or, for instance, psychology coursework essays, could be assigned as homework or last assessment work at the close of the term or academic calendar year. A Startling Fact about Short Essays Uncovered When you work with us, you're guaranteed that every one of the samples and topics will be customized to fit your purposes. Moreover, our English-speaking writers make sure every order has original content and an appropriate structure. Besides, for every type of writing, you can come across several examples in our database. The general format of your essay, for example, font size and margins, will solely are based on the instructions offered to you. Before you commence writin g the core of your story, we advise you to take into account where you're likely to publish it. Once you've got an outline, it is possible to clearly understand your direction, writing the entire story according to a specific structure. It's a lot simpler to begin writing a story in a suitable way, than to rebuild structure of the whole story afterwards. When the students receive a topic to compose a brief story, it actually becomes a huge one.

Managing organisational change The case of Omega Industries - Free Essay Example

Sample details Pages: 9 Words: 2759 Downloads: 4 Date added: 2017/06/26 Category Management Essay Type Analytical essay Level High school Did you like this example? Section-1 Doggett (2005) believes that there is always a cause behind any problem and this cause must be identified and addressed to solve the problem or else the problem may continue. So, a consultant must use the diagnostic process as the initial step to identify the actual cause of the problem (Cope, 1999). This approach of continuous probing helps a consultant to differentiate symptoms from root causes. The symptoms of problems face by OI along with the root cause(s) can be: . Don’t waste time! Our writers will create an original "Managing organisational change: The case of Omega Industries" essay for you Create order Low moral of the management and the work force. The root causes identified here are the policies of redundancy and cost cutting and also the low confidence of workforce in the newly appointed management. Poor communication between managers. This is possibly due to the conflict of interests and lack of trust among the general mangers. Low productivity. This is due to the lack of coordination between the departments and the poor warranty handling and client handling policies. Others causes include lack of innovation in designing product(s) and poor marketing strategy. Overstocking of products. This is due to the inaccurate demand forecasting, inadequate insufficient information about customer needs and the lack of understanding about the customer needs. Fischer, which made a cascading impact on the OI and thus resulted into most of the above mentioned symptoms and their respective root causes. Much of the chaos in Business Services is because of the complex departmental structure within it. One way of handling this structure is to integrate the Sales and the Marketing departments into one department under the director of the Sales as he has got the better client contacts and who can understand and address the customer needs better. Similarly, the Parts services department can also be brought under the GM Engineering support services by which overspending budget can be controlled and the demands of the parts can be met on time. This particular integration will handle the overstocking problem as well. Another structural approach for improving the salesmarketing interface or parts-engineering support is to form cross-functional teams composed of people from the two functional areas along by rotating managers and other workforce within the dependent departments. This approach can serve two purposes; first, through job rotation, employees develop a larger network of people with in the firm that can be called on when opportunities or challenges arise and second, through immersion in different functional areas, managers can develop a better understanding of their counterparts culture, activities, constraints, and objectives. The next piece of advice would be to implement Information System such as Customer Relationship Management (CRM) application software across OI or especially across Business Services, where information about customers, customer interactions, procurements, inventory etc can be entered, stored and accessed by employees across departments. The data thus maintained can be analyzed to determine the customer needs and forecast demand thus helping OI to improve its services, inventory management and products. Besides improving communication and coordination across different departments within Business Services, this application software will also help in attaining better customer satisfaction and retaining existing customers. The last advice would be to stop the redundancy program, as it builds fear and insecurity and can lead to lack of coordination and individualistic approach of departments. So, to encourage cooperation and coordination the HR department needs to strengthen the rela tionships between the inter-departments, by means of Appreciative Inquiry and thus encourage people to share the best practices in the organisation (Hayes, 2007). The above mentioned advices when implemented can face some serious resistances like the resistance from affected key stakeholders; the GM Marketing and the GM Part services, who would definitely resist this change as their positions would be affected directly. This resistance can be handled by making the GM Marketing redundant as this post is not directly in touch base with customers and always depends on sales and support department to make marketing forecasts. Similar approach can be taken for the post of GM Part services, which can be handled by the GM Support services. Other key stakeholders that may also resist the change can either be made redundant or can be given roles with better incentives or roles with more responsibilities within OI or in other companies under the same parent company. According to Clampitt et. al. (2000), the most effective way of communicating change is to underscore and explore, where the individuals are empowered to generate creative ideas and alternatively listen to potential misunderstanding and unrecognized obstacles rather than being forced to adopt the ideas of management. So, for this presentations or seminars can be organised where employees can be made aware of the change and its associated benefits and can be asked about their opinions. Cross department training and development programs can also be organised by the HR department to develop the necessary skills and minimize the resistance towards the change and to make a department such as sales or marketing, aware of the functioning of other departments such as engineering support services so that each of the departments communicate with one another on a longer run. Another problem can be in the implementation of the Information system where employees such as the sales personnel w ould be least interested and have the minimum scope of using computers to access the information system. In this case these employees need to be convinced about the potential benefits of using this IS and can be given gradual training to know more about the information system. The basic idea is to involve more people in the change process by making them understand their responsibilities in contributing to the transition process and thus minimising the resistances faced by the top management. Here the need of the hour is the strong leadership and commitment from the CEO and senior management, where they should ensure that the whole change process is in line with the new strategies of the company. Section-2 Management Consulting is defined as delivering skills from outside an organisation (Markham, 2004). It is important for an external consultant like Timothy to choose an appropriate model that delivers the real value for the client organization. A good consulting model should also allow a consultant to deliver his knowledge, skills and experience in an efficient way in improving the consultancy practice. Now, in the context of the case, the initial steps towards addressing the problems are by using consultancy and therefore calls for understanding of client-consultant relationship in depth using the below models and theories. Edward Scheins (1987) three models for consulting are commonly viewed as a starting point from which client expectations can be understood and consultant roles can be defined (Wickham Wickham, 2008). These are; purchase-of-expertise, doctor-patient, and process consultation. The Purchase-of-Expertise model is one in which the client hires the consultant to bring a separate and autonomous perspective to existing issues. The client communicates the problem to the consultant and he executes a solution by using specialist knowledge (Wichkham Wickham, 2008). This model may meet immediate needs or the efforts to put structural changes into place, but will do little to sustain development or the organisation over the time. The Purchase-of-Expertise model is one in which the client hires the consultant to bring a separate and autonomous perspective to existing issues. The client communicates the problem to the consultant and he executes a solution by using specialist knowledge (Wichkham Wickham, 2008). This model may meet immediate needs or the efforts to put structural changes into place, but will do little to sustain development or the organisation over the time. The Process Consultation model is a client centred approach in which the consultant acts as a facilitator and brings his own expertise to methods for directing potenti al organisational behaviours. The consultant works with the organisation to find internal methods for resolving the issues and for implementing change, and utilising existing resources within the organisation. This process is based primarily in the ability of the organisation to sort through its needs, discover its own resources and the best methods for change, and implement changes using its own internal resources. The consultant simply acts as a catalyst directing and redirecting activities to help the organisation achieve the best outcomes based on its needs and thus making the change happen (Schein, 1987). The consultant does not push a solution to the client and it is the client who makes the ultimate choice of implementing the solution (Wickham Wickham, 2008). Reason for selecting Process consultation model: In this case study, the initial attention is paid to the client-consultant relationship where, Timothy is hired for his expertise and for guiding OI, which has less clarity about its specific issues and concerns. Timothy works with the OI management through the diagnostic and intervention stages (Czander Eisold, 2003). In the diagnostic stage Timothy gathers the data required to understand the problem by meeting and interviewing managers and finally evaluates it to understand the root cause of the problem (Cope, 1999). The consultant then uses his expertise to plan an intervention model to address the root causes of the issues faced by the OI. As there is high risk involved, OI would look for solution which involves intensive analysis and is exclusively customized to its needs and for this the process consultation model provides OI the power and flexibility to decide and take action on implementing the intervention proposed by the consultant (Whittle, 2006). Five phase Model of Management Consulting Over the years researchers suggested various models and approaches to consulting, but they all seem to be built around the five phase consulting process or cycle model (Kubr, 2002). For instance, Markham (2004) also suggested model the CONSULT delivery process with five stages; Entry, Contracting, Diagnostic, Intervention and Closure. The five phase consulting model provides a systematic phase by phase framework to consultants about how to plan their approach to a particular assignment and for the same reason this model can be associated with the case of OI. This consulting model consists of five phases; Entry, Diagnosis, Action Planning, Implementation and Termination. Entry: It is the initial phase of consulting process cycle that involves the initial meeting of the consultant with the client and the discussion about the purpose of bringing in the consultant. The consultant prepares for the first meeting by gathering information about the client, their business, history and organizational culture and structure. The client tries to apprise the consultant of the problems it is facing and the consultant does a preliminary diagnosis of the problems. According to Kubr (2002), both the client and the consultant, together decide the scope of the assignment and the client ensures that it has approached the right consultant and the consultant has the necessary expertise to deliver the results as per the clients needs. In the case study, it is evident that the consultant Timothy Edwards has been appointed and apprised of the problems of the OI. He has a fair idea regarding what the firm is trying to achieve by taking his services. Diagnosis: This phase involves an in depth analysis of the root causes of the problems and collection of information to develop solutions to those problems. This phase is regarded as most value addition from consultants side as it involves understanding the issues further by establishing timelines, processes and the information needed to be gathered to work out solution. The main idea is to discover more about the issues faced by the client and what could be helpful in addressing them. More importantly, the client has to be involved actively. Kubr (2002) considers this phase as an important one as there is a need to maintain a positive client consultant relationship, where the client must be provided feedback about the consultants progress and investigation approach to prevent any confrontation from the clients side. The diagnosis phase ends with submission of report regarding the progress on the assignment and signing off the consulting contract. The case study indicates that Timothy has gathered information about the issues by interviewing the senior management and has provided the feedback to the CEO, who has given his consent to the consultant to further analyse and design a new structure for the Business Services. Action Planning: The action planning phase is the stage where the actual solutions are prepared and proposed by the consultant. The consultant generally finds more than one solution which he proposes to the client and helps the client understand and choose the one best ones suited to their need. The consultant makes sure that any factor that might be a risk to the change implementation is recognised and addressed in advance. He also explains about the conditions that might be necessary for the solution to be implemented and about the future plans/strategies of the organisation that might be affected by the change. The consultant also puts together a plan for implementation with details of key people involved and the way the solution will be implemented. The action plans identified in this case study include the change in the management structure of the Business services where merging of departments like the marketing and the sales will address the customer needs better and reduce the conflict of interests within those departments; the implementation of CRM application will result in better demand forecasting and customer service. Implementation: It is final phase of the collaborative approach between the client and the consultant, where the actual implementation of the agreed solutions takes place. The consultant may also be actively involved in guiding the client about the continuous improvements in a case where the client feels that the action plan requires a major change in the structure and the culture of the organization; and it cannot handle the change without proper expertise or guidance of the consultant. It is evident from the action plan phase that the Business Services would require a restructuring and an introduction of a new CRM technology. This type of change could evoke resistance from the key stakeholders such as the general managers or the employees of the company. Hence, the implementation phase may require guidance of the consultant to manage the key stakeholders and align their interest with the business strategy of the OI. The crucial thing here can be the change implemented with roles and expectati ons may require proper communication to the employees and for this consultant can play important role along with the HR department for designing a proper training program to enhance employees skills to fit them in the new organizational culture. Termination: This is the final phase which marks the end of the assignment, provided the project has served its purpose as per the satisfaction of the client and the consultant, which can be evaluated at the end of the implementation phase. There can also be a room for extension of the project if the client feels there is a need for revising some part of the implementation or for expanding the scope of the project to other parts of the organisation. In this phase, the client and consultant can take a call whether the implementation has been a failure, success or something in between (Kubr, 2002). The circumstances and situation under which the client consultant relationship terminates will determine the repeat business for the consultant. In the context of the case study of the OI, it is difficult to anticipate how the current assignment of the consultant, Timothy Edwards, ended. Conclusion: The above analysis has been drawn based on the information available from the case study and the models used should not be considered one that fit all solutions as these provide a framework that can be adapted depending on the situation. References: Clampitt, P.G., DeKoch, R.J., and Cashman, T., (2000) A Strategy for Communicating About Uncertainty, Academy of Management Executive, 14(4), pp. 41-57. Cope, M. (1999). The Seven Cs of Consulting: The Definitive Guide to the Consulting Process. London: Prentice Hall. Czander, W. Eisold, K. (2003). Pyschoanalytic perspectives on organisational consulting: Transference and counter-transference. Human relations. 56(4), pp. 475-490. Doggett, A.M., (2005) Root Cause Analysis: A Framework for Tool Selection. The Quality Management Journal, 12, pp. 34-45. Hayes, J. (2007). The Theory and Practice of Change Management. Second Edition. Hampshire: Palgrave Macmillan Kubr, M. (2002). Management Consulting: A Guide to the Profession, 4th edition, Geneva: International Labour Office. Markham, C. (2004). The Top Consultant: Developing Your Skills for Greater Effectiveness, London: Kogan Page Schein, Edgar H. (1987). Process consultation Volume II: Lessons for managers and c onsultants. Reading, Mass: Addison-Wesley Whittle, A. (2006). The paradoxical repertoires of management consultancy. Journal of Organisational Change Management. 19(4), pp. 424-436. Wickham, P and Wickham, L. (2008). Management Consulting: Delivering an Effective Project. Third Edition. Essex: Pearson Education Limited. Managing organisational change The case of Omega Industries - Free Essay Example Sample details Pages: 9 Words: 2759 Downloads: 4 Date added: 2017/06/26 Category Management Essay Type Analytical essay Level High school Did you like this example? Section-1 Doggett (2005) believes that there is always a cause behind any problem and this cause must be identified and addressed to solve the problem or else the problem may continue. So, a consultant must use the diagnostic process as the initial step to identify the actual cause of the problem (Cope, 1999). This approach of continuous probing helps a consultant to differentiate symptoms from root causes. The symptoms of problems face by OI along with the root cause(s) can be: . Don’t waste time! Our writers will create an original "Managing organisational change: The case of Omega Industries" essay for you Create order Low moral of the management and the work force. The root causes identified here are the policies of redundancy and cost cutting and also the low confidence of workforce in the newly appointed management. Poor communication between managers. This is possibly due to the conflict of interests and lack of trust among the general mangers. Low productivity. This is due to the lack of coordination between the departments and the poor warranty handling and client handling policies. Others causes include lack of innovation in designing product(s) and poor marketing strategy. Overstocking of products. This is due to the inaccurate demand forecasting, inadequate insufficient information about customer needs and the lack of understanding about the customer needs. Fischer, which made a cascading impact on the OI and thus resulted into most of the above mentioned symptoms and their respective root causes. Much of the chaos in Business Services is because of the complex departmental structure within it. One way of handling this structure is to integrate the Sales and the Marketing departments into one department under the director of the Sales as he has got the better client contacts and who can understand and address the customer needs better. Similarly, the Parts services department can also be brought under the GM Engineering support services by which overspending budget can be controlled and the demands of the parts can be met on time. This particular integration will handle the overstocking problem as well. Another structural approach for improving the salesmarketing interface or parts-engineering support is to form cross-functional teams composed of people from the two functional areas along by rotating managers and other workforce within the dependent departments. This approach can serve two purposes; first, through job rotation, employees develop a larger network of people with in the firm that can be called on when opportunities or challenges arise and second, through immersion in different functional areas, managers can develop a better understanding of their counterparts culture, activities, constraints, and objectives. The next piece of advice would be to implement Information System such as Customer Relationship Management (CRM) application software across OI or especially across Business Services, where information about customers, customer interactions, procurements, inventory etc can be entered, stored and accessed by employees across departments. The data thus maintained can be analyzed to determine the customer needs and forecast demand thus helping OI to improve its services, inventory management and products. Besides improving communication and coordination across different departments within Business Services, this application software will also help in attaining better customer satisfaction and retaining existing customers. The last advice would be to stop the redundancy program, as it builds fear and insecurity and can lead to lack of coordination and individualistic approach of departments. So, to encourage cooperation and coordination the HR department needs to strengthen the rela tionships between the inter-departments, by means of Appreciative Inquiry and thus encourage people to share the best practices in the organisation (Hayes, 2007). The above mentioned advices when implemented can face some serious resistances like the resistance from affected key stakeholders; the GM Marketing and the GM Part services, who would definitely resist this change as their positions would be affected directly. This resistance can be handled by making the GM Marketing redundant as this post is not directly in touch base with customers and always depends on sales and support department to make marketing forecasts. Similar approach can be taken for the post of GM Part services, which can be handled by the GM Support services. Other key stakeholders that may also resist the change can either be made redundant or can be given roles with better incentives or roles with more responsibilities within OI or in other companies under the same parent company. According to Clampitt et. al. (2000), the most effective way of communicating change is to underscore and explore, where the individuals are empowered to generate creative ideas and alternatively listen to potential misunderstanding and unrecognized obstacles rather than being forced to adopt the ideas of management. So, for this presentations or seminars can be organised where employees can be made aware of the change and its associated benefits and can be asked about their opinions. Cross department training and development programs can also be organised by the HR department to develop the necessary skills and minimize the resistance towards the change and to make a department such as sales or marketing, aware of the functioning of other departments such as engineering support services so that each of the departments communicate with one another on a longer run. Another problem can be in the implementation of the Information system where employees such as the sales personnel w ould be least interested and have the minimum scope of using computers to access the information system. In this case these employees need to be convinced about the potential benefits of using this IS and can be given gradual training to know more about the information system. The basic idea is to involve more people in the change process by making them understand their responsibilities in contributing to the transition process and thus minimising the resistances faced by the top management. Here the need of the hour is the strong leadership and commitment from the CEO and senior management, where they should ensure that the whole change process is in line with the new strategies of the company. Section-2 Management Consulting is defined as delivering skills from outside an organisation (Markham, 2004). It is important for an external consultant like Timothy to choose an appropriate model that delivers the real value for the client organization. A good consulting model should also allow a consultant to deliver his knowledge, skills and experience in an efficient way in improving the consultancy practice. Now, in the context of the case, the initial steps towards addressing the problems are by using consultancy and therefore calls for understanding of client-consultant relationship in depth using the below models and theories. Edward Scheins (1987) three models for consulting are commonly viewed as a starting point from which client expectations can be understood and consultant roles can be defined (Wickham Wickham, 2008). These are; purchase-of-expertise, doctor-patient, and process consultation. The Purchase-of-Expertise model is one in which the client hires the consultant to bring a separate and autonomous perspective to existing issues. The client communicates the problem to the consultant and he executes a solution by using specialist knowledge (Wichkham Wickham, 2008). This model may meet immediate needs or the efforts to put structural changes into place, but will do little to sustain development or the organisation over the time. The Purchase-of-Expertise model is one in which the client hires the consultant to bring a separate and autonomous perspective to existing issues. The client communicates the problem to the consultant and he executes a solution by using specialist knowledge (Wichkham Wickham, 2008). This model may meet immediate needs or the efforts to put structural changes into place, but will do little to sustain development or the organisation over the time. The Process Consultation model is a client centred approach in which the consultant acts as a facilitator and brings his own expertise to methods for directing potenti al organisational behaviours. The consultant works with the organisation to find internal methods for resolving the issues and for implementing change, and utilising existing resources within the organisation. This process is based primarily in the ability of the organisation to sort through its needs, discover its own resources and the best methods for change, and implement changes using its own internal resources. The consultant simply acts as a catalyst directing and redirecting activities to help the organisation achieve the best outcomes based on its needs and thus making the change happen (Schein, 1987). The consultant does not push a solution to the client and it is the client who makes the ultimate choice of implementing the solution (Wickham Wickham, 2008). Reason for selecting Process consultation model: In this case study, the initial attention is paid to the client-consultant relationship where, Timothy is hired for his expertise and for guiding OI, which has less clarity about its specific issues and concerns. Timothy works with the OI management through the diagnostic and intervention stages (Czander Eisold, 2003). In the diagnostic stage Timothy gathers the data required to understand the problem by meeting and interviewing managers and finally evaluates it to understand the root cause of the problem (Cope, 1999). The consultant then uses his expertise to plan an intervention model to address the root causes of the issues faced by the OI. As there is high risk involved, OI would look for solution which involves intensive analysis and is exclusively customized to its needs and for this the process consultation model provides OI the power and flexibility to decide and take action on implementing the intervention proposed by the consultant (Whittle, 2006). Five phase Model of Management Consulting Over the years researchers suggested various models and approaches to consulting, but they all seem to be built around the five phase consulting process or cycle model (Kubr, 2002). For instance, Markham (2004) also suggested model the CONSULT delivery process with five stages; Entry, Contracting, Diagnostic, Intervention and Closure. The five phase consulting model provides a systematic phase by phase framework to consultants about how to plan their approach to a particular assignment and for the same reason this model can be associated with the case of OI. This consulting model consists of five phases; Entry, Diagnosis, Action Planning, Implementation and Termination. Entry: It is the initial phase of consulting process cycle that involves the initial meeting of the consultant with the client and the discussion about the purpose of bringing in the consultant. The consultant prepares for the first meeting by gathering information about the client, their business, history and organizational culture and structure. The client tries to apprise the consultant of the problems it is facing and the consultant does a preliminary diagnosis of the problems. According to Kubr (2002), both the client and the consultant, together decide the scope of the assignment and the client ensures that it has approached the right consultant and the consultant has the necessary expertise to deliver the results as per the clients needs. In the case study, it is evident that the consultant Timothy Edwards has been appointed and apprised of the problems of the OI. He has a fair idea regarding what the firm is trying to achieve by taking his services. Diagnosis: This phase involves an in depth analysis of the root causes of the problems and collection of information to develop solutions to those problems. This phase is regarded as most value addition from consultants side as it involves understanding the issues further by establishing timelines, processes and the information needed to be gathered to work out solution. The main idea is to discover more about the issues faced by the client and what could be helpful in addressing them. More importantly, the client has to be involved actively. Kubr (2002) considers this phase as an important one as there is a need to maintain a positive client consultant relationship, where the client must be provided feedback about the consultants progress and investigation approach to prevent any confrontation from the clients side. The diagnosis phase ends with submission of report regarding the progress on the assignment and signing off the consulting contract. The case study indicates that Timothy has gathered information about the issues by interviewing the senior management and has provided the feedback to the CEO, who has given his consent to the consultant to further analyse and design a new structure for the Business Services. Action Planning: The action planning phase is the stage where the actual solutions are prepared and proposed by the consultant. The consultant generally finds more than one solution which he proposes to the client and helps the client understand and choose the one best ones suited to their need. The consultant makes sure that any factor that might be a risk to the change implementation is recognised and addressed in advance. He also explains about the conditions that might be necessary for the solution to be implemented and about the future plans/strategies of the organisation that might be affected by the change. The consultant also puts together a plan for implementation with details of key people involved and the way the solution will be implemented. The action plans identified in this case study include the change in the management structure of the Business services where merging of departments like the marketing and the sales will address the customer needs better and reduce the conflict of interests within those departments; the implementation of CRM application will result in better demand forecasting and customer service. Implementation: It is final phase of the collaborative approach between the client and the consultant, where the actual implementation of the agreed solutions takes place. The consultant may also be actively involved in guiding the client about the continuous improvements in a case where the client feels that the action plan requires a major change in the structure and the culture of the organization; and it cannot handle the change without proper expertise or guidance of the consultant. It is evident from the action plan phase that the Business Services would require a restructuring and an introduction of a new CRM technology. This type of change could evoke resistance from the key stakeholders such as the general managers or the employees of the company. Hence, the implementation phase may require guidance of the consultant to manage the key stakeholders and align their interest with the business strategy of the OI. The crucial thing here can be the change implemented with roles and expectati ons may require proper communication to the employees and for this consultant can play important role along with the HR department for designing a proper training program to enhance employees skills to fit them in the new organizational culture. Termination: This is the final phase which marks the end of the assignment, provided the project has served its purpose as per the satisfaction of the client and the consultant, which can be evaluated at the end of the implementation phase. There can also be a room for extension of the project if the client feels there is a need for revising some part of the implementation or for expanding the scope of the project to other parts of the organisation. In this phase, the client and consultant can take a call whether the implementation has been a failure, success or something in between (Kubr, 2002). The circumstances and situation under which the client consultant relationship terminates will determine the repeat business for the consultant. In the context of the case study of the OI, it is difficult to anticipate how the current assignment of the consultant, Timothy Edwards, ended. Conclusion: The above analysis has been drawn based on the information available from the case study and the models used should not be considered one that fit all solutions as these provide a framework that can be adapted depending on the situation. References: Clampitt, P.G., DeKoch, R.J., and Cashman, T., (2000) A Strategy for Communicating About Uncertainty, Academy of Management Executive, 14(4), pp. 41-57. Cope, M. (1999). The Seven Cs of Consulting: The Definitive Guide to the Consulting Process. London: Prentice Hall. Czander, W. Eisold, K. (2003). Pyschoanalytic perspectives on organisational consulting: Transference and counter-transference. Human relations. 56(4), pp. 475-490. Doggett, A.M., (2005) Root Cause Analysis: A Framework for Tool Selection. The Quality Management Journal, 12, pp. 34-45. Hayes, J. (2007). The Theory and Practice of Change Management. Second Edition. Hampshire: Palgrave Macmillan Kubr, M. (2002). Management Consulting: A Guide to the Profession, 4th edition, Geneva: International Labour Office. Markham, C. (2004). The Top Consultant: Developing Your Skills for Greater Effectiveness, London: Kogan Page Schein, Edgar H. (1987). Process consultation Volume II: Lessons for managers and c onsultants. Reading, Mass: Addison-Wesley Whittle, A. (2006). The paradoxical repertoires of management consultancy. Journal of Organisational Change Management. 19(4), pp. 424-436. Wickham, P and Wickham, L. (2008). Management Consulting: Delivering an Effective Project. Third Edition. Essex: Pearson Education Limited.

The Argument For Complete Abolition Of The Use Of Animals...

In this essay I will outline and defend the argument for complete abolition of the use of animals in biomedical research. I will ultimately agree with Tom Regan’s claim that â€Å"the fundamental wrong is the system that allows us to view animals as our resources.† I will describe DeGrazia’s and Carruthers’ important objections to Regan’s claim as well as Regan and Singer’s responses. I will show that none of the objections overcomes Regan’s central argument. 1) Regan’s Argument: Regan states that the use of animals in research assumes that their value is reducible to their possible utility relative to the interests of others. Regan states that it is wrong for us to use animals to be eaten, exploited for money or sport, or surgically manipulated. Regan has a Kantian view of how we should treat animals in research and in general. The possible utility of animals approach shows that people believe that we have no duties directly to animals, that we owe nothing to them, that we can do nothing that wrongs them. One problem with this view is that it is anthropocentric and does not take account of the possible sufferings of other species. Animals are subject to painful and inhumane treatment during biomedical research and testing, they have entered into a contract that they have not given contest to. The violation of animals’ rights means that decisions are made for them, and usually do not benefit them. It is wrong for humans to decide what should be done wi th animals. The use ofShow MoreRelatedIts Time for a More Responsible Approach to Animal Research, Testing, and Experimentation1387 Words   |  6 PagesThe debate about using animals for medical testing has been ongoing for years. The struggle is usually between extreme animal rights activists and scientists. The animal rights activists believe animals should never be used for research, and the scientists believe any use of animals is acceptable. Listed below are factual historical accounts of animal use, statistics, and arguments against the use of animals. In ancient Greece animals were used for the study of life science. To learn aboutRead More A More Responsible Approach to Animal Research, Testing, and Experimentation1506 Words   |  7 Pagesto Animal Research, Testing, and Experimentation The debate about using animals for medical testing has been raging for years. The struggle always seems to be between extremist animal rights activists who believe that animals should never be used for research, and scientists who believe that any use of animals is acceptable. There are a growing number who argue that there must be a reasonable middle ground. I contend that there must be a significant decrease in the number of animals usedRead MoreThe Hypocrisy Of American Slavery1666 Words   |  7 PagesFrederick Douglass gave a speech entitled â€Å"The Hypocrisy of American Slavery,† slavery was still a prominent feature of American society, especially in the Southern States. Douglass, like many others, was an abolitionist, someone who advocates the abolition or ending of something, such as slavery. Douglass’s speech was intended to shine a light on what he called the hypocritical practice of slavery within the United States of America. Lyndon B. Johnson on th e other hand, was the 36th president of theRead MoreFrederick Douglass : A Fugitive Slave And A Free Man1192 Words   |  5 Pagesdepriving them of an education.[] By doing so, slave owners reduced their slave’s state of mind to that of an animal, unable to think, speak and advocate for themselves. After reading â€Å"The Columbian Orator,† in particular the Dialogues Between a Master and Slave by John Aikins, Douglass understood the â€Å"pathway from slavery to freedom;† becoming educated.[] Fredrick Douglass provides the strong argument that in order to achieve physical freedom, a slave must achieve mental freedom. Through knowledge and anRead MorePros And Cons Of Nuclear Weapons Essay1996 Words   |  8 PagesSince nuclear weapons came into production, the question regarding their abolition has been on the minds of many global citizens. Nuclear weapons are described as being, â€Å"†¦ the most destructive, inhumane and indiscriminate weapons ever cre ated. Both in the scale of the devastation they cause, and in their uniquely persistent, spreading, genetically damaging radioactive fallout† (icanw.org,n.d.). Their disastrous nature would make anyone think that the answer should be a unanimous â€Å"yes†, but in factRead MoreEssay on Capital Punishment Cheapens the Value of Human Life1588 Words   |  7 Pagesremains a divisive, polarising and emotionally charged subject abundant with passionate conviction from both retentionists and abolitionists: it is ridden with morally persuasive arguments on both side of the fence. It was as far back as in 1830, that the Marquis de Lafayette vociferously stated: â€Å"I shall ask for the abolition of the punishment of death until I have the infallibility of human judgment demonstrated to me†. Why? The following quote by Stewart J sums it up perfectly in that: [T]heRead MoreEmancipation and Apprenticeship3508 Words   |  15 Pagesquestioned whether slavery was right but they still practiced it. They argued that slavery although wrong was necessary in order to develop their empire and to convert heathens to Christians. The Bible itself was ambiguous enough for Europeans to use it as the foundation for supporting slavery e.g.: the story about the curse on Ham and his posterity and their ‘blackness’ giving them inferiority and making them slaves forever. 18th Century Attitudes to Slavery In the 18th century, thereRead MoreThe Life Of Frederick Douglass, An American Slave1917 Words   |  8 Pagesmovement. In Narrative of the Life of Frederick Douglass, an American Slave, Douglass many stories to portray the horrors of slavery. The narrative consists of Douglass’ life as a slave, and his path to freedom. The story also doubles as a persuasive argument, written in hopes that one day slavery would be abolished. Douglass is born a slave and spends much of his childhood discovering what it is to be enslaved. During this time growing up, he only sees the horrors of slavery. As he becomes older, DouglassRead MoreThe Destruction Of The Second Temple1558 Words   |  7 Pageswas originally offered in the Jerusalem Temple (Sanders 2016). They sacrificed animals to gain peace and forgiveness, and the animals were distributed among the priest, the altar and the worshipper after the ritual slaughter (Sanders 2016). The exile disrupted the religious identity of Jew ish people that was closely tied to their native land, the place that was seen as YHWH’s house. The captivity resulted in the abolition of their temple, which led to the changes in their religious practices as JewishRead MoreAnalysis Of The Book Uncle Tom s Cabin 1827 Words   |  8 PagesSlave Law is a set of â€Å"laws passed by the United States Congress in 1793 and 1850 to provide for the return of slaves who escaped from one state into another state or territory.† Throughout the book, Stowe uses many examples to show the link between slavery and religion, emancipation/abolition and religion, and the values of capitalism. To begin with, the link between slavery and religion starts with Stowe writing for an overall religious and Protestant audience, Stowe shows that the system of slavery

Mendeleev Was Born In Tobolsk, Siberia. He Was The Youngest Child Of A Essay Example For Students

Mendeleev Was Born In Tobolsk, Siberia. He Was The Youngest Child Of A Essay large family . his father was a local school teacher whose career was ended by blindness and o support his family his mother ran a glass factory. Mendeleev learned some science from a political refugee who married one of his sisters. His father died in 1847, and soon after his mothers factory was destroyed by fire. She left Tobolsk with Mendeleev, she was determined that her last son should receive a good education. He studied chemistry at the University of Saint Petersburg, and in 1859 he was sent to study at the University of Heidelberg. There he met the Italian chemist Stanislao Cannizzaro, whose views on atomic weight influenced his thinking. Mendeleev returned to Saint Petersburg and became professor of chemistry at the Technical Institute in 1863. He became professor of general chemistry at the University of Saint Petersburg in 1866. Mendeleev was a renowned teacher, and, because no good textbook in chemistry was available, he wrote the two-volume Principles of Chemistry. He wrote them in-between 1868-1870. They became a classic. Mendeleev became best known for his development of the periodic law of the properties. In Saint Petersburg, Mendeleev investigated the periodic law, the composition of solutions, and the nature and origin of petroleum. His first periodic table was developed in 1871. His new finds led him to believe that three previously unknown elements existed. He assigned these elements and their compounds specific structures, terming them boron, eka-aluminum, eka-silicon. Chemist took an interest in his findings when they were confirmed within fifteen years. During the writing of this book, Mendeleyev tried to classify the elements according to their chemical properties. In 1869 he published his first version of what became known as the periodic table, in which he demonstrated the periodic law. In 1871 he published an improved version of the periodic table, in which he left gaps for elements that were not yet known. His chart and theories gained increased acceptance when three predicted elements were discovered. The three elements were gallium, germanium, and scandium.Mendeleev is remembered as a brilliant scholar, an inspiring teacher, and a prolific writer. Besides his career in chemistry, he was interested in art, education, and economics. A man who was not afraid to express his strong opinions, even when they might offend others, he was apparently bypassed for a few academic appointments and honors because of his irritable nature. Nonetheless, his development of the periodic table of elements made his reputation in the science community solid.