Programming Languages Essay -- essays research papers

Programming LanguagesA programming language is a set of English-like instructions that includes a set of rules for putting the instructions unitedly to create commands. A translator changes the English-like commands into numeric code that the computer nominate understand. The most common type of translator is a compiler. The compiler is program that reads English-like commands in a file and than creates another file containing computer readable numeric code or commands. I will be talking about some(a) of the major functions and uses six amply-level programming languages.coffee was developed by Sun MicroSystems and released in 1995. Java is based on C and C++ and incorporates some(prenominal) features object-oriented languages. It is a compiled language, but its code output is interpreted. This makes Java ideal for cross-development. The downside to its interpreted code is speed. Javas object-oriented is fundamental, and all(a) code and data in a Java program exist within the obj ect-oriented class. Javas exception handiling with try, catch, and throw statements provide the solution for writing reliable code that responds to all possible error conditions. Another service of Java is a String class that does away with null-terminated, length byte and other types of strings. It is also multithreaded which a class roll in the hay easily provide code that runs concurrently with other programing. Another advantage is the lack of a pointer-type data and memory management which tends to be a real bug-prone area. fund is organized by Javas virtual machine garbage collector. Java provides a rich class library in beavery bug-prone area. Memory is organized by Javas virtual machine garbage collector. Java provides a rich class library in the forms of packages imported into modules. Since Java is interpreted locally on the users system, a security manager can completely control disk access, window creation, and memory management.C was developed by Dennis Ritchie at B ell Labortories in 1972. C was originally designed as symbolic code that formalized programming prasctices used at the time. In 1978 C blossomed into what was to become the most popular programming language ever. C offers programmers three advantages The first is general pourpose programming which allows you to write games, business software, utilities, numeric models, wordprocessors, spredsheets,... ...equence. Cobol has a certain minimum amount of code that is required for all programs, this is usually called a shell program.Delphi is a Rapid Application progarm which now progrrammers can use tools which are more intuitive and visual. Delphi uses Object Pascal as its foundation language, which has been one of the fastest compilers in the business. Also object-based extensions has been added to the language to support frank programming practices and efficent code. Delphi is capeble of using OCX controls, which is a 32-bit OLE-based custom control. Delphi also allows you to creat e OLE automation servers and clients. These automation objects give you the flexibility of creating programs that perform tasks in the backround and put the results back to your application. Anoter advantage for Delphi is the ability to write multi-threaaded applications. In a multi-tasking enviorment thi is important, as your applications become more comple, it is necessary to execute your applications in seprate pieces, which are called threads.In conclusion, the following was an overview of six high level languages. Many are similar, but there are very distinct features and advantages to each language

The Good Earth Style :: Pearl Buck Good Earth Essays

The dandy E inventionh Style   Pearl go againsts style in The Good Earth has been compared to old Chinese novels. Actually, it is a simple, direct floor style. There are no complicated techniques such as cut-back or stream of consciousness. The narrative moves along smoothly towards its conclusion. By the same token there are no complicated subplots or subthemes. Wang Lung is the central character the actions of all the other characters revive directly to him. No one in the story performs any action which is independent of the main action.   Perhaps the greatest strength of the style of Pearl Buck in The Good Earth is the manner in which her characters perform. No matter what any one of them does, it is always in keeping with his personality. Nevertheless, none of them can be described as stereotypes their motivations are too complex. In O-lan, the reader sees a person who is fundamentally good. Yet she does some seemingly wicked things. She steals the jewels from the rich mans house. worsened than this, she kills her own child. But both of these actions are consistent with her character and the context of the situations she is involved in.     Much has been written about Pearl Bucks style of writing in The Good Earth. One critic calls it almost Biblical, while others compare it to ancient folk epics. Another critic describes it as a mixture of the King crowd together Version of the Bible and a traditional Chinese epic.   A writers style cant always be traced to the influences of his or her childhood reading, but in Pearl Bucks typeface the two influences mentioned above did exist. As the daughter of Presbyterian missionaries, Buck was brought up on the Bible. And although she read widely in English literature, she also read Chinese novels.   As Buck herself explained, Chinese novels were written for a wide popular audience. They developed from the tales that professional storytellers once told to a crowd of peopl e sitting on the commonwealth around them, at a time when most Chinese--like most people everywhere--could neither read nor write. Buck translated one of these Chinese novels into English, and she lectured and wrote on the popular art of the Chinese novel.   Buck wrote The Good Earth at great speed, finishing it in three months.

Restoring the Balance :: Psychology Psychological Freud Essays

Restoring the Balance innovation warfare I was a war of new technology. There were machine guns, gas bombs, and trenches. Because of this new technology, World War I was also a war filled with atrocities. The men fighting in the war experienced horrors that no human being should have invariably experienced. The novel Regeneration by Pat Barker addresses the question of how these soldiers were supposed to recover from these horrors. For Dr. W.H.R. Rivers, there was only one answer -- psychological science. On page 29, a patient of Rivers named Anderson tells Rivers, Thats what you Freudian Johnnies are on about all the time, isnt it? Nudity, snakes, corsets. Freudian therapy is also alluded to on pages 31 and 46, although Freudian methods of analyzing dreams, recognizing symbols, and understanding the unconscious are constants. Rivers helps to influence the traumatized soldiers back to a reality where they can accept life and the duties that they must fulfill through the use of a p sychology which draws upon Freuds theories. The appearance of Freudian psychology in Regeneration helps to acknowledge the frailty of the human mind, body, and soul. Rivers use of psychology is a way to restore the delicate balance of life, giving renewal to a life thought hopeless by its possessor. Sigmund Freuds life work as a psychologist and psychoanalyst has been very influential. Sigmund Freud (1856-1931) attended college in Vienna where he started constitution his many treatises and theories on the psychoanalytical approach. In 1881, Freud got his doctors degree in medicine. From 1885-86, Freud spent time studying the effects of hypnosis and studied hysteria. From 1900 to 1916, Freud wrote many of his most famous works, such(prenominal) as The Interpretation of Dreams, and gave many lectures. Of all his works and theories, Freud is most known for his theories on the unconscious and for the importance he puts on sex (Thornton). With the start of World War I, Freud began study ing several patients suffering from hysteria and shell-shock. He died of cancer in England in 1931. Freud studied and wrote several theories on neurosis and the use of psycho-analysis as a form of therapy. Freud said that there were several forms in which neurosis appears, including repression, regression, and fixation. Freud felt that in order to effect a cure, he must ease the patient himself to become conscious of unresolved conflicts buried in the deep recesses of the unconscious mind, and to confront and engage with them directly (Thornton).

Essay example --

MSA UniversityFaculty of pharmacyPharmaceutical MicrobiologyPM 203Name Dina Ahmed Abd El Fattah HegabID 111797 mathematical group CUnder Supervision of Dr. Reham WasfyDisinfectantsDisinfectants Can be applied to any non- living objects as this meat can destroy the microorganisms living on its surface. The bacterial spores is kind of resistant to the Disinfection , it doesnt necessarily kills it, thus not necessary kills all the microorganisms. Unlike the sterilization that is extreme physical (and/or) chemical process that kills all types of life- it is less(prenominal) effective in results. Disinfectants are not like any other antimicrobial agent as antibiotics that kills the microorganisms living inside the bodies or the antiseptics that kills the microorganisms on a living tissue it is even not like biocides that dont just kills the micro organisms, but also kills all types of life. Disinfectants simply cause damage to the microbe carrel wall or it interferes with it s metabolism.More about Disinfection..Disinfection are by nature toxic to human beings and animals, as most of the modern Disinfection contains the substance bitrex which is considered to be the bitterest substance ever, this substance is used as a safety measure and is added to discourage the ingestion. Disinfectant Types can be divided into two main groups which are oxidizing and non- oxidizing.1-Oxidising disinfectants It industrial plant by the oxidization of the microorganisms cell membrane this leads the cell to death. In the oxidizing disinfectants both the components oxygen and chlorine exists heavily, as they are both strong oxidizers.2-Non-oxidising disinfectantsIt operates by deplorable the phospho-lipid molecules that make- up the ... ... to be kept in a temperature of 16 C to 18C for 24 time of days then leave it to be chilled for 1 hour before starting the test.References1-Holchem- leader in the speciality chemical manufacturing industry lendable at http//www.h olchem.co.uk/disinfectant-types.aspx2-Holchem- leader in the speciality chemical manufacturing industry visible(prenominal) at http//www.holchem.co.uk/disinfectant-tests.aspx3-The Egypt Germany disinfectant company Available at http//egypt-germany-disinfection.com/index.php/products/ahd-2000-menu-item4-The Egypt Germany disinfectant company Available at http//egypt-germany-disinfection.com/index.php/products/2013-02-02-09-45-285-Wikipedia, Available at http//en.wikipedia.org/wiki/Disinfectant6-The Egypt Germany disinfectant company Available at http//egypt-germany-disinfection.com/index.php/products/lysoforminspezial

Silent prayer :: essays research papers fc

A majority of Ameri drive outs have been exposed to or heard of cannabis. Marijuana is a common dose among completely age groups of Americans. It was once legal and still popular. The US government and citizens have now raised the question if this party do drugs that is know to unstrain the dust and mind should be legalized in the United States (What are the Pros and Cons of Marijuana Use par. 1). Marijuana is derived from the dried leaves of a ganja plant c eithered cannabis sativa. Already legal for medicinal use in California and Arizona, many are trying to make cannabis functional to all Americans of legal age. The debate on the legalization of marihuana has been going on for several(prenominal) years within the government. The reason why this issue has been so grave to resolve is that there is a multitude of arguments supporting both sides of the debate. Money plays an important role in supporting the legalization of ganja. Possession of marijuana as a criminal offens e costs the taxpayers billions of dollars. This money goes into anti-drug advertisement and action plans, the enforcing of the law, and also all the money spent to keep all the marijuana drug offenders in the prison system (Libertarian Party 7). It could be better used for action against drugs that are more harmful than marijuana like snap cocaine, LSD, or heroin. These drugs pose a bigger health threat than marijuana (Libertarian Party 7). 2 Health issues are also an important aspect when line of reasoning that marijuana should be legalized. There is never any guarantee as to the contents of the marijuana that is being bought off of drug dealers. Chances are that marijuana can moderate many other various substances that are even worse for ones health (Libertarian Party 4). If the government were to have control of the end product of marijuana, the get hold of for drug dealers would be eliminated, and the product that the consumers are receiving would be more pure (What are the Pros and Cons of Marijuana Use). The government control of marijuana would raise several other advantages. The cost of marijuana would be much lower if the government controlled the sell of it. Usually drug dealers charge very high prices for marijuana to contact their own greed. If marijuana were legalized, users would be purchasing marijuana from the government. It would be easier for the government to keep marijuana out of the hands of minors and eliminate the influences of desolate markets.Silent prayer essays research papers fc A majority of Americans have been exposed to or heard of marijuana. Marijuana is a common drug among all age groups of Americans. It was once legal and still popular. The US government and citizens have now raised the question if this party drug that is know to relax the body and mind should be legalized in the United States (What are the Pros and Cons of Marijuana Use par. 1). Marijuana is derived from the dried leaves of a hemp plant called can nabis sativa. Already legal for medicinal use in California and Arizona, many are trying to make marijuana available to all Americans of legal age. The debate on the legalization of marijuana has been going on for several years within the government. The reason why this issue has been so hard to resolve is that there is a multitude of arguments supporting both sides of the debate. Money plays an important role in supporting the legalization of marijuana. Possession of marijuana as a criminal offense costs the taxpayers billions of dollars. This money goes into anti-drug advertisement and action plans, the enforcing of the law, and also all the money spent to keep all the marijuana drug offenders in the prison system (Libertarian Party 7). It could be better used for action against drugs that are more harmful than marijuana like crack cocaine, LSD, or heroin. These drugs pose a bigger health threat than marijuana (Libertarian Party 7). 2 Health issues are also an important aspect whe n arguing that marijuana should be legalized. There is never any guarantee as to the contents of the marijuana that is being bought off of drug dealers. Chances are that marijuana can contain many other various substances that are even worse for ones health (Libertarian Party 4). If the government were to have control of the production of marijuana, the need for drug dealers would be eliminated, and the product that the consumers are receiving would be more pure (What are the Pros and Cons of Marijuana Use). The government control of marijuana would offer several other advantages. The cost of marijuana would be much lower if the government controlled the sell of it. Usually drug dealers charge very high prices for marijuana to satisfy their own greed. If marijuana were legalized, users would be purchasing marijuana from the government. It would be easier for the government to keep marijuana out of the hands of minors and eliminate the influences of black markets.

A Computerized World :: science

A Computerized WorldSince the first computer was made in the late fifties, the technology has developed extremely. Computers which took the place of a living-room then, are now existence made in creditcard-formats. More and more(prenominal) areas are being taken over by the computer. As computers are capable of handling large amounts of data in a very short time, they are well up suited for wordprocessing. I guess that it wont be long till all the paper-archives are replaced by magnetic tapes and diskettes. A diskette can contain practically more data than a written page, and it takes less place It is possible to get the Norwegian telephone book on just one diskette. In near future, a new area bequeath be taken over by computers, namely maps. Different routes are stored on one oneness compact-disk. Imagine, barely insert the CD into the CD-driver in your car, and tell the computer where to go. The rest will be done automatically. This will be a safer, faster, and more cozy wa y to travel. Another new area, called virtual reality is currently being tested. This is a way to simulate reality on a monitor. In dress to feel this so-called reality you have to wear special electronic glasses and an electronic suit. Fastened to the suit are sensors, which send information to the main computer. This computer works with the data and displays them on the electronic spectacles. This is a technique which use three-dimentional views, therefore the scenery seems incredibly realistic. If you want to be a boxer, simply change the scenery on the main computer, and you are in the ring. Today, many kids have got video games. You could say these games are the presents answer to ludo and monopoly. In a way, it is a great advantage that the kids are being presented to computors at an early age, because they will definitely have to use them later, when they start to work. In the future there will be few occupations which wont use computors, one way or another. But the videoga mes are often being presented as something negative, which hinder the kids from doing homework and other more useful activities. This partially true, if they do much of it. But generally, I think the young peoples contact with computers is positive. In Norway today, it is getting more common to have a computer at home. You can use a personal computer to keep household-budgets or other economics.

Organizational Change Essay

1 INTRODUCTION1 THE NEED FOR ORGANISATIONS TO intensifyOrganisations intercontinental be mensesly facing increasing competition, price pressures and slower growth rates and in order to be successful, for many transcriptions, this prompts the take in to continuously throw to survive (Appelbaum, Delage, Gault & Labib, 1997 Burnes, 2004 Ndlovu & Parumasur, 2005)This impudent type of governing is dynamic and falsify has become strategic to stay ahead of the game. Successful organisations atomic number 18 c abatement incessantly just now managing their reposition validatingly and carefully which results in increased productivity, loading and involvement from employees (Kenton & Penn, 2009 Ndlovu & Parumasur, 2005).According to Luthans (2011), a successful organisation call for to create a knowledge elaboration that is proactive in its approach to both internal and external forces of substitute.2 AIM OF DISCUSSIONIn an economy that is rapidly changing, an organisations ability to anticipate and respond to forces of convert is a key success factor (Luthans, 2011 Robbins et al, 2009). The aim of this discussion is to provide a critical overview of diverseness in the organisational context, using the field of Organisational Behaviour to analyse sort at the individual and organisational level and to examine the ship dopeal in which organisations subdue toeliminate underground to variegate in the workplace. More specifically, the case study of organisational adjustment at Nissan southerly Africa result be social occasiond to illustrate the impacts of falsify and the ship canal in which organisations try to maintain alternate at the individual and organisational level.The following aspects testament be nurture discussed to give an extensive understanding of organisational wobble An overview of the concept of change, and the airs in which organisations should take a shit for change An analysis of the change mathematical work out usin g Kurt Lewins standard, A discussion of the ways of reducing foeman to change in the workplace, An testing of the reasons for resisting change at the individual and organisational level An overview of the ways in which organisations should reign over electrical resistance to change in the workplace.2 PREPARING AN ORGANISATION FOR CHANGE3 THE construct OF CHANGEThe concept of organisational change has many different meanings, but simply, it can be explained as the transition of an organisation from its current state to a craved state. Kenton & Penn (2009) highlight two types of changes, evolutionary and revolutionary change. Evolutionary change refers to continuous remedyments of an organization which is gradual. This type of change becomes part of the norm in the ways of working. basal change refers to radical changes in ways of working where at that place are periods of normal operations followed by periods of drastic change (Kenton & Penn, 2009).Robbins et al (2009) descri be change as plan or unplanned. Both of these types of change refer to a transformation, however, planned change is seen as a proactive approach to im lift an organisations ability to adapt to anticipated forces of change. Forces of change can be internal or external.For South African organisations, change is overdue. After the sanctions of political Apartheid authorities were lifted, South African organisations meetfound themselves in a climate where the adopt for change has intensified due to the political and economic changes, an increasing versatile workforce, technological advances, increasing global competition, and rapid social developments. These internal and external forces of change need to be closely managed for an organisation to be profitable.4 THE handling OF CHANGE AGENTSAt the heart of an organisation are its people. Thus for any change to occur an organisation require its people to change (Pas more & Fagans, 1992). To prepare employees for change organisation s often use change agents to facilitate organisational change. These change agents can be internal (e.g. managers, H.R. practitioners) or external (e.g. consultants). Internal agents, such as managers, are useful in that they live with a deep understanding of the organisations systems and culture whereas an external agent, such as consultants, offer more objectivity and have a deeper understanding of change processes (Cummings & Worley, 2009 Kenton & Penn,2009 Robbins et al, 2009 Worren, Ruddle & Moore, 1999).5 THE LEARNING ORGANISATIONBurnes (2004) refers to organisational change as a uniform feature both at an operational and strategic level. Thus for organisations to take in their sustainability they need to constantly and actively identify the forces of change, their want state and take the necessary actions to manage these changes to achieve the want state. These organisations need to become learning organisations where there is a systems thinking approach, open and honest dialogue, team upwork, the presence of innovation and change, a gap between a desired state and current state to serve as motivation for change, critical reflection, empowerment and empathy, inspired leadership and other external factors (Luthans, 2011 Robbins et al, 2009).6 DEVELOPING A CHANGE MODELAs discussed, learning organisations are key to successful organisationalchange. The characteristics of a learning organization are at the core of the organisations culture. One of the important flavors to prepare an organisation for change is to assess its current culture and desired culture. From this an organisation can identify how to manage change. A change model or a development process should be used to identify an organisations current and desired culture and to facilitate the change process (Burnes, 2004 Cummings & Worley, 2009 Luthans, 2011 Robbins et al, 2009).According to Worren et al (1999), this change model needs to be an integrative and holistic approach for change c ounselling that focuses on strategic changes to process and people. Some of these models for change include Kurt Lewins cardinal step change process, action research, and the positive model, amongst others (Cummings & Worley, 2009 Luthans, 2011 Robbins et al, 2009). Kotters eight step plan for change will now be used to illustrate how to prepare for change management in an organisation followed by a detailed discussion of Kurt Lewins model for change process.7 PREPARING NISSAN SA FOR CHANGE USING KOTTERS EIGHT STEP PLANKotters eight step plan was essential as a result of findings that majority of organisational change efforts failed. This model indicates that the change process is a series of long legs and mistakes in any of these phases can have a huge impact of the success of the change effort (Robbins et al, 2009). Kotters model will now be go on explained with application to the Nissan S.A. case study.2.1.1 Establish a good sense of urgencyThe first step to ward offing fa ilure of a change management process is to create a reason for the need to change (Robbins et al, 2009). For Nissan S.A. this could be a number of factors (both internal and external) to change. Externally, the organisation needs to change to meet world class standards of performance and to be able to compete. Internally the organisation needed to improve its efficiency, align to internal global standards, as well as to improve on its labour workforce to be sustainable in the future.Nissan S.A. should develop scenarios identifying the threats and opportunities for the future. Nissan S.A. needs to communicate well thereasons for transformation and downsizing, the internal and external forces that have prompted change and the factors that are within the employees control and out of their locus of control. The organisation could also orison support from outside stakeh sure-enough(a)s to support their argument.2.1.2 Form a powerful coalition to lead changeThe second step to managing ch ange is to create a team of change agents. These change agents need to be strong leaders that constantly communicate the urgency for change (Robbins et al, 2009). NUMSA members, managers as well as some older influential employees could be targeted for this team at Nissan S.A. This team should be used to commute others of the urgency for change and the need to take voluntary recess packages vs. laboured retrenchment.2.1.3 Create a trance for changeThe next step in the change management plan is to create a clear understanding of wherefore the change is needed and what is the end goal (Robbins et al, 2009). Creating this vision can help convince and direct employees. Nissan S.A. should create a vision that would encourage employees to take severance packages, creating a vision of the end state for them, for mannequin, starting their own business as suppliers.2.1.4 Communicate the visionOnce the vision is created it needs to be continuously communicated (Robbins et al, 2009). Poor discourse approximately the downsizing process, the new structures, roles and future of the organisation can impact on trust and loyalty of survivors (Appelbaum et al 1997 Aucamp, 2001). Organisations need to constantly communicate to employees throughout the downsizing process as well as after, providing support and encouraging positive military capabilitys and commitment (Ngirande & Nel, 2012).Organisations should communicate the future of the organisation, clarify the new roles of employees, and be transparent about the reasons for downsizing. Constant communication will work up security, trust and commitment (Aucamp, 2001 Luthans, 2011 Ndlovu & Parumasur , 2005). Nissan S.A. could follow the example of the tools the mining company De Beers used for providecommunication. Some of these include open employee engagement sessions, videos from leaders communicating the vision, one on one sessions, helpdesks and regular emails/ letters (Bomela, 2007).2.1.5 Empower others to act o n the visionOnce the vision is created and communicated it needs to be actioned. But there will be obstacles to make this happen. because it is important that the team of change agents are authorize to keep the vision and direction alive. One of the ways Nissan S.A. could do this is to identify those resisting change and help them move past their mesh as well as rewarding the team of change agents that are working to facilitate the transition (Furst & Cable, 2008 Robbins et al, 2009).2.1.6 Create short term winsThe next step is to identify the low hanging fruit that aids the vision and celebrate achieving these steps to motivate employees (Robbins et al, 2009). For example, Nissan S.A. could have celebrated the agreement reached with NUMSA and communicated this widely across the organisation as a positive agreement. Another example, Nissan S.A. could celebrate and reward the first few employees that have taken the severance packages and that have become suppliers.2.1.7 Consolidat e and build on changeTo avoid failure of a change process it is important to continuously assess the change plan, vision/actions and to change and make improvements along the way (Robbins et al, 2009). Nissan S.A. should have constantly assessed their change program and when they found poor responses to severance packages they should have revised their plans and changed the way of doing things to target more responses. Some of the improvements that could be made is in communication to employees or educating and readiness employees in becoming change masters (Aucamp, 2001, Oxtoby, Mcguiness & Morgan, 2002).2.1.8 Reinforce the changesOne of the most important steps in Kotters plan is to insert the plan such that it becomes core to the organisations culture. This is about creating alearning organisation where change becomes part of the normal ways of working and where employees have the ability to manage change slow (Luthans, 2011 Robbins et al, 2009). Some of the things that Nissan S.A. could do is to add and constantly empower their team of change agents and publicly recognise these change agents, as well as include change management values when hiring their new staff to ensure continuity of the culture (Oxtoby et al, 2002).8 PREPARING NISSAN S.A. FOR CHANGEAs discussed, to manage change, a model or process is an important tool in facilitating the change process. Key to the process though are the employees who themselves need to change. The use of change agents is an impactful way in which to encourage employees to change and to create a learning culture. Some of the key highlights that Nissan S.A. could use in preparing their organisation for change include assessing their current and desired culture, developing a team of change agents to facilitate change, creating a short term and long term change strategy and constantly amend on their change plans to achieve their goals.Some of the things that may impact an organisations readiness for change are the em ployees perception toward change efforts, the level of trust, communication and support from managers, and the employees level of acceptance of the change (Susanto, 2008).Central to the steps in preparing for change is to create a learning culture/ organisation to manage planned change. Planned change if managed through a model or process can improve an organisations efficiency and effectiveness in achieving its goals (Burnes, 2004 Robbins et al, 2009).3 KURT LEWINS THREE STEP CHANGE MODELOne of the models for planned change that can be used for the Nissan S.A. case study is Kurt Lewins three step model for change process which is based on the theory that for change to occur there needs to be a challengeto the location quo whereby the forces driving change must overcome the forces against change (Robbins et al, 2009).9 STEP ONE UNFREEZINGThis first step for change involves challenging the current status quo and enfeebling forces against change. Lewin indicated that for employees t o accept the new change then they need to unlearn the current status quo (Burnes, 2004). To do this it is important to convince employees of the need for the change (Cummings & Worley, 2009 Robbins et al, 2009). According to Robbins et al (2009) unfreezing involves either increasing the driving forces, reducing the forces against change or a collaboration of both of these approaches. Currently at Nissan S.A. the forces against the change is clearly stronger than the forces driving change.Nissan S.A. need to clearly communicate the needs for the change and work on strategies to convince employees of the desired future state. The use of change agents in this instance could be precise useful as they will introduce the new desired state in a positive way to challenge the current status quo and convince others (Robbins et al, 2009). Some of the things that need to be clearly communicated are the need and reasons for downsizing as well as the short term benefits of the rejuvenation proce ss (severance package, subaltern business start up, staying on longer to train others) vs. forced retrenchment and long terms benefits of the rejuvenation process (increased efficiency, effectiveness and sustainability of the business).10 STEP ii MOVINGOnce the current status quo has been unfrozen and employees start to accept and adopt new status quo it is important that the new status quo is strengthened. To do this involves changes to structures and processes (Cummings & Worley, 2009 Robbins et al, 2009). Nissan S.A. needs to identify those change agents and empower them to facilitate change. Another step that is important is creating short term goals for the change process and communicating this throughout the organisation as well as to assist those employees resisting change to accept change (through communication, education, more involvement). According to Oxtoby et al (2002), apart from methods and changes to structures, equally important is the time need tobuild employees career resilience.11 STEP THREE REFREEZINGRefreezing involves reinforcing the new status quo that has been created by balancing the forces for and against change (Robbins et al, 2009). It is important that the new strategies implemented become permanenent through creating a learning culture/organisation (Burnes, 2004 Luthans 2011, Robbins et al, 2009). This can be done through introducing a reward system. Another important step is for Nissan S.A. to constantly assess their change strategies and adjust it so they can achieve their desired goal. Some of the things that Nissan S.A. could do is to add and constantly empower their team of change agents and publicly recognise these change agents, as well as include change management values when hiring their new staff to ensure continuity of the culture.12 REDUCING RESISTANCE TO CHANGEResistance to change can be evident at both the individual and organisational level (Cummings & Worley, 2009). From Lewins model of change and Kotters eight step plan it is evident that there will always be some resistance to change from employees. It is important that the resistance to change is managed appropriately for change to occur. For change efforts to be successful organisations need to reduce resistance from employees for them to adopt new behaviours (Furst & Cable, 2008).3.1.1 Ways to reduce employee resistance to changeAccording to Cummings & Worley (2009) some of the ways to reduce employee resistance can be achieved through the following five phase approach Motivating ChangeThis involves preparing employees for change through communicating the need for change , the current state and desired future state of the organisation as well as reassurance that the desired future state can be achieved successfully. It also inlvoves management developing strategies to implement change and ensuring support mechanisms are in place to help employees overcome resistance to change.Creating a visionThis phase includes creation and communica tion of the vision of the future state of the organisation. This vision needs to be convincing for employee buy in of the change efforts. It therefore needs to be relevant, realistic and needs to communicate the message of the improvements the change will make for individuals and the organisation.Managing the transitionThis includes the activities planned to manage the change, the changes to structures and processes to achieve the desired future state and commitment planning. Important is that these plans and activities are constantly assessed and modified if needed. It is important to keep employees engaged and informed throughout the process so that they understand the needs for change, the processes to getting there as well as keep them in the loop of the progress made.Developing political supportThis phase involves identifying key stakeholders that have powerful govern on the change process and managing these stakeholder interests and engagement in the change process. It also i nvolves assessing the power that change agents have on the change efforts and their ability to influence others.Sustaining urgeThis includes providing the necessary resources and support for change to occur. Some of the aspects that are important is providing support from managers, knowledge and education of employees, empowering change agents, reinforcing new behaviours (for example through reward systems) and providing feed pricker to employees. Telkom SA developed a change model focusing on building individuals career resilience to adapt to change more positively and empowered individuals by providing training for new roles and assuring them of their value to the organisation (Aucamp, 2001).3.1.2 Reasons for resistance to change Individual levelAccording to Robbins et al (2009) there are a number of sources of resistance at the individual level.These include Habit and SecurityIndividuals lead complex lives and are constantly faced with having to make decisions. One of the ways to reduce and manage complexity is to rely on habits (programmed responses). Some individuals have a high reliance on their feelings of safety. Any threats to security can result in individuals resisting change as new behaviours sit outside of their comfort zone and any changes that conflict with existing habits can also be a reason for resistance as individuals have a tendency to rely on habitual behaviour. (Robbins et al, 2009). According to Peus et al (2009), individuals may feel uncertainty regarding their positions, roles and responsibilities in the organization and a result will resist change.Fear of the Unknown and Economic FactorsWe live in a volatile and uncertain era where there are constant changes in the business world. Individuals faced with this constant uncertainty of the future may resistant change due to the fear of the unknown (Robbins et al, 2009). According to Peus et al (2009) individuals hear to gain prediction over future events to reduce the fear of the unk nown and their loss of control. Another resistance to change can be an individuals concern for loss of or lower income as a result of the changes.Selective information processingIndividuals perceptions shape their thinking about the world. Robbins et al (2009) realise that the ways in which individuals comprehend their world can also be a factor in their response to change. Anything new to their way of thinking will be resisted as it is not part of their current knowledge system.Fear of FailurePeus et al (2009) also recognises the fear of not being able to negociate with the new changes to processes or technologies as one the reasons individuals may resist change. If an individual believes he or she is not able to cope with the changes then there are likely to resist change. Kotter & Schlesinger (2008) also recognise that individuals may resist change if they feel they are not capable of learning new skills and behaviours to adapt to thechanges. other(a) factors of resistanceKott er & Schlesinger (2008) also highlight some other reasons individuals resist change including parochial self interest, misunderstanding and lack of trust as well as different views of the benefits and be of the changes intiated. Parochial Self interest refers to the individuals perception that he or she will lose something of value because of the imminent changes and as a result focus on their own interests and not the organisations. This in turn results in political behaviour which can be overt or implicit.3.1.3 Reasons for resistance to change Organisational level Robbins et al (2009) highlight some of the reasons organisations resist change as the followingStructural inertiaThis refers to the structures and processes in place that produces constancy in an organization. This can be an organisations selection and training techniques, job descriptions and procedures for operations. When confronted with change this structural inertia acts as a counterbalance to sustain stability (R obbins et al, 2009 486). hold in focus of changeOrganisations are made up of interdependent subsystems and any changes in one part of the system will impact the greater system. Therefore any changes in an organisation that are only focused on one area without recognizing the impact of other areas will experience resistance to change. For example implementing a new technology without considering the training requirements and procedures that also need to change will likely experience resistance to change (Robbins et al, 2009).Group inertiaThis refers to the theme norms and perceptions that exist that direct the behaviours of individuals and that can impact decisions for change by individuals (Robbins et al, 2009). holy terror to expertiseSome organisational changes will have an impact on the expertise of specialize groups. Implementing a new way of working may mean that a specialist group of experts are now redundant to everyday operations (Robbins et al, 2009).Threat to established power relationshipsAny threat to existing power relationships can have an impact on change efforts. Introducing participative decision making for example is cloggy to supervisors and middle manager power roles (Robbins et al, 2009).Threat to established resource allocationSome departments in an organisation may be threatened by changes if they perceive the change as a threat to their current or future resource allocation (Robbins et al, 2009).3.1.4 How can Nissan S.A. manage resistance to changeSome of the ways that Nissan S.A. can manage individual and organisational resistance to change include the followingEducation and CommunicationOrganisations need to constantly educate and communicate to employees throughout the change process as well as after, providing support and encouraging positive attitudes and commitment (Ngirande & Nel, 2012). Nissan S.A. should communicate the future of the organisation, clarify the new roles of employees, and be transparent about the reasons for ch ange. Constant communication will build security, trust and commitment as well as reduce resistance to change (Aucamp, 2001 Luthans, 2011 Ndlovu & Parumasur 2005 Robbins et al, 2009).ParticipationAccording to Oxtoby et al (2002), all employees should have a sense of ownership over the changes that are being implemented in their organisation. Creating a higher level of involvement and battle from employees will create commitment from employees. Nissan S.A. need to value the importance of people and their influence in the changes that are desired. Involving employees at all levels can deliver go against commitment to the workforce rejuvenation plan. Creating opportunities for all employees to be involvedin some way of the decision making process for change can have a positive impact on the morale of employees (Robbins et al, 2009).Building support and commitmentThe use of change agents at Nissan S.A. during the change process is a way in which to reduce the resistance of the fear of the unknown and provide direction and support to employees. Change agents can also assist those that are resisting change by convincing them of the benefits of the changes, improving perceptions and commitment to change. For example, Nissan S.A. could provide counselling sessions, increased management visibility and one on one sessions, providing skills training, etc. (Robbins et al, 2009).Choosing people who accept changeNissan S.A. need to recognise those that adapt to the new changes vanquish and use these individuals as change agents. Change agents can assist in creating a positive attitude of the change process. It is also important that the new employees that Nissan S.A. hires have the identical capability as the change agents in that they are open and able to adjust easily to change (Robbins et al, 2009).Implementing change fairlyFor Nissan S.A. this means due diligence in the procedures for change ensuring fairness and consistency across the change process. For example, i f the aged employee given the training can improve his capability and performance then is it necessary for him to be retrenched and replaced with a younger employee? Should this aged employee not be given the chance to prove him or herself? Nissan S.A. should ensure the criteria for retrenchment are also fair. The changes that Nissan S.A. propose should be made from top management down to employees on the line to ensure consistency. purpose and Co-optationBoth manipulation and co-optation are sneaky tactics but can be useful to gain support (Robbins et al, 2009). Nissan S.A. may use co-optation as a method to gain buy-in from NUMSA or may distort the information about the severance packages offered to make the benefits seem higher than the coststo the targeted employees.CoercionThreats, poor performance reviews, or any other form of sanctions and legitimization tactics can be used to resist change. The strength of the LMX (leader-member exchange) relationship may have the desired or negative impact on the reaction of employees to such efforts. Research shows that a low-quality LMX relationship results in greater resistance to change whereas those employees with high quality LMX relationships may attribute the sanctions to situational factors and reduce resistance (Furst & Cable, 2008). Nissan S.A. need to identify which relationships require specific tactics. The use of change agents are a more useful way to reduce resistance than coercion however if the desired results are not achieved then threatening with forced retrenchment may be necessary to gain more responses.4 CONCLUSIONThis discussion has shown how change should be managed to move an organisation from its current state to its future desired state. In order to facilitate the change process successfully there is a need for the use of a model or process. Resistance to change can occur at both the individual as well as the organisational level. It is important throughout the change process that resistanc e to change is managed appropriately. According to Luthans (2011), changes to an organisations culture needs to occur for change to become permanent. Organisations should strive to become learning organisations where learning and change is central to business culture and processes (Burnes, 2004 Luthans, 2011).Some of the ways in which organisations can achieve this is through assessing the current organisation culture, setting realistic goals, hiring the right people to facilitate change, ensuring consistency in change management, removing the old culture, managing the resistance to change effectively, keeping the momentum of change and to be persistent (Luthans, 2011). For Nissan S.A. these guidelines could be very useful in developing a learning organisation to ensure that they do not find themselves in this similar position in the future.5 REFERENCESAppelbaum, S.H., Delage, C., Gault, G., Labib, N. (1997). The survivor syndrome Aftermath of downsizing. Career Development Internat ional, 2 (6), 278-286. Aucamp, N. (2001). Change management implications of a retrenchment strategy in a selected section of a telecommunications organisation. Unpublished MBA dissertation. Port Elizabeth Technikon. Bomela, M. (2007). Retaining critical skills and talented employees during and after organisational downsizing. Unpublished MBA dissertation. University of Pretoria. Burnes, B. (2004). Kurt Lewin and complexity theories back to the future? Journal of Change vigilance, 4(4), 309-325. Cummings, T.G., & Worley, C.G. (2009). Orgaization development and change (9th ed.). Cengage. Furst, S.A., & Cable, D.M. (2008). Employee resistance to organizational change Managerial influence tactics and leader-member exchange. Journal of Applied Psychology, 93(2), 453-462. Kenton, B., & Penn, S. (2009). Change conflict and community Challenging thought and action (1st ed.). Elsevier Ltd. Kotter, J.P and Schlesinger, L.A (2008) Choosing strategies for change. Harvard Business Review, 86(7 /8). July-August, 130-139. Luthans, F. (2011). Organizational behaviour An evidence-based approach (12th ed.). McGraw Hill. Ndlovu, N., & Parumasur, S.B. (2005). The perceived impact of downsizing and organisational transformation on survivors. South African Journal of Industrial Psychology, 31(2), 14-21. Nel, A., & Ngirande, H. (2012). The psychological impact of downsizing on employee survivors in the manufacturing industry. African Journal of Business Management, 6 (11), 4371-4375. Oxtoby, B., Mcguiness, T., & Morgan, R. (2002). Developing organisational change capability. European Management Journal, 20(3), 310-320. Pasmore, W.A., & Fagans, M.R. (1992). Participation, individual development and organisational change a review and synthesis. Journal of Management, 18(2), 375-397.Peus, C. Frey, D., Gerkhardt, M., Fischer, P., & Traut-Mattausch, E. (2009). Leading and managing organizational change initiatives. Management Revue, 20(2), 158-175. Retrieved april 18 2014 from the World Wide Web http//www.jstor.org/ unchanging/41783612. Robbins, S.P., & Jude, T.A. (2009). Organisational behaviour Global and southern African perspectives (2nd ed.). Pearson. Susanto, A.B. (2008). Organisational readiness for change Acase study on change readiness in a manufacturing organisation in Indonesia. International Journal of Management Perspective, 2(1), 50-62. Worren, N.A.M., Ruddle, K., & Moore, K. (1999). From organizational development to change management the emergence of a new profession. The Journal of Applied Behavioural Science, 35(3), 273-296.6 SELF ASSESSMENT QUESTIONS6.1 I logically and systematically applied the resources to explain and give support to my understanding of the content and central concepts and provided examples where necessary. I understood best the sections on survivor syndrome. I am not confident in my application of the frustration model. I think I have covered Kotters 8 step plan best and need to improve on my understanding of managing resista nce to change.6.2 I found Robbins et al (2009) most useful as it provided an overall understanding of change management process and included all aspects that needed to be convered in this assignment.6.3 I used information on change management from articles and research done in South African industries to use as examples in illustrating my answer as well as to help me further understand some of the models of change6.4 3 months (March May) approximately 1 hour each day. This includes version the material, researching additional resources, planning, writing and checking.6.5 The material covered is relevant to South African work environment where change is common in industry. Having an understanding of this will assist in helping organisations improve business processes and at the same time improve individual well being. The resources also provided proactive and positive ways to deal with change.6.6 Areas of knowledge Referencing Techniques, Motivation Theory Skills Planning, Problem Solving opposite Qualities Diligence, Perseverance, Critical Thinking.6.7 Yes. Having an understanding of the ways in which change can be managed can help with improving how I manage and interpret change as an individual as well as I see some beneficial aspects that my current employer can use to manage change. I would like to further develop my knowledge gained on the learning organisation as it has never occurred to me, until now, as a priority to be dealt with in the change process in order for future business success.6.8 The assessment criteria provide a good framework to answer the questions, clear guidelines it gives one the opportunity to reflect on the overall concepts and to assess the quality of work presented.6.9 I would like to improve my understanding of the different models of change apart from Lewin and Kotter. I would like to do more reading on action research etc and see how I can apply this knowledge better. I will by reading more and improve my referencing techn iques which I feel I will gain with more practice.

Of Mice And Men †Review Essay

The novel Of Mice And Men is set in the early 1930s, in the Ameri apprise state of California. America at this age was suffering from the effect of the depression, which followed the Wall Street Crash. This had caused many businesses to go bankrupt. Also, in this period of time America had great problems on the agricultural side of its economy. Large aras of plowland had been lashed by hurri pote winds, and this had caused much of the topsoil to been bl let away, leaving vast areas of land unable to grow any kind of crops. Logically this meant that less establishers were needed to campaign the land, so many were laid off, and as mentioned earlier many businesses had gone bankrupt following the Wall Street Crash, the combined effect of these two events guide to vast numbers of people being left jobless.This gave rise to a new group of society drifters people who would travel from place to place doing manual(a) labour, or working in the fields. This worked to the advantage of t he business owners who managed to survive the crisis, (many of these were in California, a rich state which had not been hit as badly by the depression) because it meant that there were lots of workers for few jobs.Employers could make working conditions awful, knowing that if anyone complained they could fire them and there would be five people eager to fill the place. We do not know if John Steinbecks story is based on true characters or not, still we do know that he gives a very surgical depiction of what life was like at the time, as he himself was a drifter for a period of time. One thing that becomes evident during the story is that intimately of the characters suffer from loneliness. One of the ways in which they coped with the loneliness was by holding onto a belief in the American dream, the dream that every man can better himself through his own efforts, and live a long and happy life.The first base two characters that we meet are George and Lennie, two drifters. Geor ge comes across as the attraction of the two his job is to keep Lennie out of trouble. He shows great patience in dealing with Lennie whose mental age is the equivalent of a small child. During the accommodate we do see George lose his temper with Lennie because it appears that he is always messing things up for George. For example when they are on their way to the new ranch Lennie produces a unused mouse from his pocket and George aims angry, You crazy fool, You gonna give me that mouse or do I take a crap to sock you? and Blubberin like a baby? rescuer Christ A gargantuan guy like you.George claims he only keeps Lennie around because he made a promise to his Aunt Clara that he would. even if this is true she is now dead, and so George has no real reason to keep looking after Lennie, especially as Lennie seems to mess up everything that goes right for George. However, George until now puts up with Lennie and this, it would seem, is mainly to avoid the loneliness that is cau sed by all the travelling. While Lennie may not be the sharpest knife in the drawer, he is still individual to converse with on long lonely walks.We learn from early on in the book that George and Lennie also share the American dream, they dream of one sidereal day having, a little house and a couple of acres an a cow and some pigs.This ambition highlights one big difference between George and Lennies grasp on cosmos, whilst George says he dreams of this, he must know deep down inside of him that they will never fulfil the dream. Lennie on the other lead is completely different he believes so deeply in the dream that at one point George actually threatens to not let Lennie tend the rabbits when they progress to their dream. The dream that these two share leads us to meet the next character that also suffers great loneliness.We first meet candy when Lennie and George arrive at the ranch. He is the first person they meet. He is also the one who takes them to see the boss. Candy only has one arm and we find out later that he bemused his arm in a machinery accident in the fields. However, the ranch still employs him and he was given compensation for his injury. Due to the loss of his arm he cannot work in the fields, instead he has to stay behind and sweep up. This causes him great loneliness because he has no one to talk to, his best friend is his dog, but tragically later in the story the other workers convince Candy to shoot him because he is old and useless.While the other workers can go into township at the end of the month, giving them the opportunity go out and have a good time, Candy cannot join them because he is too old to be out drinking until late in the night. His circumstances cause him to suffer from great loneliness, so it is not surprising that when he over hears Lennie and George talking near their dream, he tries to buy in to it. With the money that Candy got in compensation for his arm, it begins to look as though the dream may become a reality more quickly than George or Lennie imagined.The next character that we meet is Crooks the stable buck. He suffers from loneliness because he is black. This means he has to sleep in his own dorm and is not allowed to stay in the same dorm as the other workers. He is lonely purely because he is alone all the time and has no one to talk to. Crooks is also a cripple as a horse kicked him when he was working, leaving him with a crooked back, this prevents him from joining in many activities. He pretends, when Lennie goes into his dorm to be really angry, I aint wanted in the bunk-house, and you aint wanted in my room. just as time goes on he begins to warm to Lennie, Come on in and set a while, Long as you wont get out and leave me alone you might as well sit down. I think this is mainly because he was just glad to have psyche to talk to, after being on his own for so long. Even after this though he could not resist getting revenge on the white folk, he teases Lennie asking hi m, Spose George dont come back no more. And he persists and begins to scare Lennie until finally Lennie gets so fright he decides to go and check if George was back yet. only if Crooks quickly apologises at the thought of being left all alone again. A few transactions later Candy turns up and although Crooks acts as though he is resentful he still invites him in.The next character to appear at Crooks door is Curleys wife. She is the only woman on the ranch, and the guys refuse to talk to her because of Curley. He is very protective and jealous of her and will try and beat up anyone who he thinks might be making a move on her. When the guys in Crooks dorm seem to shut her out she begins to insult them, Standin here talking to a bunch of bindle stiffs- a nigger an a dum-dum and a lousy ol sheep. Showing a spiteful side to her character. She only married Curley to spite her sustain in the first place. One night in a bar she met a man who claimed he could make her a great star actre ss. We are not told how the man took advantage of her. He said that he would send a letter to her, but she never received it and blamed her mother, accusing her of destroying the letter, wherefore to spite her she ran off and married Curley.The story has a tragic ending, all the way through the story George had warned Lennie about getting to close to Curleys wife. But this turned out to be the downfall of their dream, which had seemed so much more likely since the addition of Candy to the plot. Lennie is in the barn when she appears and starts talking to him. They start overlap stories, and she asks him why he is so obsessed with rabbits. He tells her about his obsession with stroking nice things, and she allows him to stroke her hair.She starts to complain that he will, muss it up, but when she pulls away Lennies grip tightens and she begins to scream. He puts his hand over her mouth and begs her not to because George will get angry. Her body, flopped like a fish, Lennie had brok en her neck. The first people to find the body were Candy and George. They new it had to be Lennie. It is at that point that the dream is thrown into real jeopardy. Candy recognising this, immediately tries to convince George that they can still achieve their hopes, You an me can get that little place, cant we, George? Cant we? But Candy already knew the answer. George knows that Lennie was such a big part of the dream, it could not continue without him, it would almost be disloyal.George knows that the other workers, especially Curley would not allow Lennie to live after this. George goes off to find the other workers. Candy is now alone with the body of Curleys wife in the barn, he blames her for destroying the dreams of three men, himself, George and Lennie. He actually begins to shout at her, You god damn tramp. spose youre glad. George follows the other workers into the barn. He acts as though it is the first time he has seen the body. The other workers assure him that they thi nk he had nothing to do with it, and they set off in search of Lennie.The story ends with George and Carson, one of the ranch hands, standing over Lennie. George has the gun to the back off Lennies head. He and Lennie have been talking about the dream, before Lennie knows it George pulls the trigger and Lennie is dead. The last thing we see is George going to the highway with Carson, Curley and Slim. He and Slim walk away to get a drink, George knowing that its all over. The dreams that he and Candy have shared, and that have kept them going have been destroyed.

A Game of Thrones Chapter Twenty-four

BranIn the yard below, Rickon ran with the wolves.Bran watched from his window seat. Wher ever so the boy went, Grey tress was there first, loping forrader to cut him off, until Rickon saw him, screamed in delight, and went pelting off in a nonher direction. Shaggydog ran at his heels, spinning and snapping if the other wolves came similarly close. His fur had darkened until he was any black, and his eyes were green fire. Brans Summer came last. He was silver and smoke, with eyes of yellow gold that saw wholly there was to expect. Smaller than Grey Wind, and more than wary. Bran view he was the smartest of the litter. He could hear his brothers breathless laughter as Rickon dashed across the intemperate-packed earth on petty baby legs.His eyes stung. He treasured to be down there, laughing and streak. Angry at the thought, Bran knuck direct absent the tears before they could fall. His eighth name day had come and g iodin. He was almost a cosmos grown now, too old to cry .It was just a lie, he said bitterly, remembering the crow from his dream. I cant fly. I cant even run.Crows are all liars, Old grandmother agreed, from the chair where she sit doing her needlework. I greet a recital ab come on a crow.I dont want any more stories, Bran snapped, his comp starnt part petulant. He had liked Old Nan and her stories erstwhile. Before. merely it was different now. They remaining her with him all day now, to watch over him and clean him and keep him from being lonely, except she just made it worse. I hate your stupid stories.The old woman smiled at him toothlessly. My stories? No, my little lord, not mine. The stories are, before me and after me, before you too.She was a docu mentary ugly old woman, Bran thought spitefully shrunken and wrinkled, almost blind, too weak to climb stairs, with neertheless a few wisps of white hair left to cover a mottled pink scalp. No one really knew how old she was, further his father said shed been called Old Nan even when he was a boy. She was the oldest person in Winterfell for certain, maybe the oldest person in the Seven Kingdoms. Nan had come to the castle as a wet nurse for a Brandon Stark whose mother had died birthing him. He had been an older brother of schoolmaster Rickard, Brans grandfather, or perhaps a younger brother, or a brother to Lord Rickards father. Sometimes Old Nan told it one way and sometimes another. In all the stories the little boy died at three of a summer chill, just now Old Nan geted on at Winterfell with her own children. She had lost both her sons to the war when King Robert won the throne, and her grandson was killed on the walls of Pyke during Balon Greyjoys rebellion. Her daughters had long ago married and go away and died. All that was left of her own blood was Hodor, the simpleminded giant who worked in the stables, hardly Old Nan just lived on and on, doing her needlework and telling her stories.I dont care whose stories they are, Bran told her , I hate them. He didnt want stories and he didnt want Old Nan. He treasured his mother and father. He wanted to go running with Summer loping beside him. He wanted to climb the broken rise and feed corn to the crows. He wanted to ride his pony again with his brothers. He wanted it to be the way it had been before.I know a story about a boy who hated stories, Old Nan said with her stupid little smile, her needles moving all the firearm, click click click, until Bran was ready to scream at her.It would never be the way it had been, he knew. The crow had tricked him into flying, and when he woke up he was broken and the human being was changed. They had all left him, his father and his mother and his sisters and even his bastard brother Jon. His father had promised he would ride a real horse to Kings Landing, but theyd gone without him. Maester Luwin had sent a bird after Lord Eddard with a message, and another to Mother and a third to Jon on the Wall, but there had been no answe rs. Ofttimes the birds are lost, child, the maester had told him. Theres many a mile and many a hawk amongst here and Kings Landing, the message may not take a leak reached them. Yet to Bran it felt as if they had all died while he had slept . . . or perhaps Bran had died, and they had forgotten him. Jory and Ser Rodrik and Vayon Poole had gone too, and Hullen and Harwin and Fat Tom and a draw off of the guard.Only Robb and baby Rickon were still here, and Robb was changed. He was Robb the Lord now, or trying to be. He wore a real sword and never smiled. His days were spent drill the guard and practicing his swordplay, making the yard ring with the sound of steel as Bran watched forlornly from his window. At night he closeted himself with Maester Luwin, talking or going over account books. Sometimes he would ride out with Hallis Mollen and be gone for days at a time, visiting distant holdfasts. Whenever he was away more than a day, Rickon would cry and ask Bran if Robb was ever coming back. Even when he was home at Winterfell, Robb the Lord seemed to have more time for Hallis Mollen and Theon Greyjoy than he ever did for his brothers.I could tell you the story about Brandon the Builder, Old Nan said. That was always your favorite.Thousands and thousands of years ago, Brandon the Builder had raised Winterfell, and some said the Wall. Bran knew the story, but it had never been his favorite. mayhap one of the other Brandons had liked that story. Sometimes Nan would talk to him as if he were her Brandon, the baby she had nursed all those years ago, and sometimes she confuse him with his uncle Brandon, who was killed by the Mad King before Bran was even born. She had lived so long, Mother had told him once, that all the Brandon Starks had become one person in her clearance.Thats not my favorite, he said. My favorites were the scary ones. He heard some sort of commotion outside and turned back to the window. Rickon was running across the yard toward the gatehou se, the wolves following him, but the tower faced the victimize way for Bran to see what was happening. He smashed a fist on his t naughty in frustration and felt nothing.Oh, my sweet summer child, Old Nan said quietly, what do you know of fear? devotion is for the winter, my little lord, when the snows fall a 100 feet deep and the ice wind comes howling out of the north. Fear is for the long night, when the sun hides its face for years at a time, and little children are born and live and die all in darkness while the direwolves grow gaunt and hungry, and the white walkers move through the woods.You mean the Others, Bran said querulously.The Others, Old Nan agreed. Thousands and thousands of years ago, a winter fell that was cold and hard and endless beyond all memory of man. There came a night that lasted a generation, and kings shivered and died in their castles even as the swineherds in their hovels. Women smothered their children rather than see them starve, and cried, and fe lt their tears freeze on their cheeks. Her sound and her needles fell silent, and she glanced up at Bran with pale, filmy eyes and asked, So, child. This is the sort of story you like?Well, Bran said reluctantly, yes, only . . . Old Nan nodded. In that darkness, the Others came for the first time, she said as her needles went click click click. They were cold things, dead things, that hated iron and fire and the touch of the sun, and either creature with bitter blood in its veins. They swept over holdfasts and cities and kingdoms, felled heroes and armies by the score, riding their pale dead horses and leading hosts of the slain. All the swords of men could not stay their advance, and even maidens and suckling babes found no pity in them. They hunted the maids through frozen timbres, and fed their dead servants on the flesh of human children.Her component had dropped very low, almost to a whisper, and Bran found himself leaning antecedent to listen. straight off these were the days before the Andals came, and long before the women fled across the narrow sea from the cities of the Rhoyne, and the hundred kingdoms of those times were the kingdoms of the First Men, who had taken these lands from the children of the forest. Yet here and there in the fastness of the woods the children still lived in their wooden cities and hollow hills, and the faces in the trees unploughed watch. So as cold and death filled the earth, the last hero determined to seek out the children, in the entrusts that their antiquated magics could win back what the armies of men had lost. He set out into the dead lands with a sword, a horse, a dog, and a dozen companions. For years he searched, until he despaired of ever fancying the children of the forest in their secret cities. One by one his friends died, and his horse, and finally even his dog, and his sword froze so hard the blade snapped when he tried to use it. And the Others smelled the wild blood in him, and came silent on his trail, stalking him with packs of pale white spiders big as houndsThe door opened with a bang, and Brans heart leapt up into his give tongue to in sudden fear, but it was only Maester Luwin, with Hodor looming in the stairway behind him. Hodor the stableboy announced, as was his custom, smiling hugely at them all.Maester Luwin was not smiling. We have visitors, he announced, and your presence is required, Bran.Im listening to a story now, Bran complained.Stories wait, my little lord, and when you come back to them, why, there they are, Old Nan said. Visitors are not so patient, and ofttimes they make stories of their own.Who is it? Bran asked Maester Luwin.Tyrion Lannister, and some men of the Nights put one across, with word from your brother Jon. Robb is meeting with them now. Hodor, get out you help Bran down to the entrance hall?Hodor Hodor agreed happily. He ducked to get his great shaggy head under the door. Hodor was nearly seven feet tall. It was hard to believe tha t he was the same blood as Old Nan. Bran wondered if he would shrivel up as menial as his great-grandmother when he was old. It did not seem likely, even if Hodor lived to be a thousand.Hodor lifted Bran as easy as if he were a bale of hay, and cradled him against his ample chest. He always smelled faintly of horses, but it was not a bad smell. His arms were thick with muscle and matted with brown hair. Hodor, he said again. Theon Greyjoy had once commented that Hodor did not know much, but no one could doubt that he knew his name. Old Nan had cackled like a hen when Bran told her that, and confessed that Hodors real name was Walder. No one knew where Hodor had come from, she said, but when he started saying it, they started calling him by it. It was the only word he had.They left Old Nan in the tower room with her needles and her memories. Hodor hummed tunelessly as he carried Bran down the steps and through the gallery, with Maester Luwin following behind, hurrying to keep up wi th the stableboys long strides.Robb was seated in Fathers high seat, wearing ringmail and boiled leather and the stern face of Robb the Lord. Theon Greyjoy and Hallis Mollen stood behind him. A dozen guardsmen lined the grey stone walls beneath tall narrow windows. In the center of the room the dwarf stood with his servants, and quartet strangers in the black of the Nights Watch. Bran could sense the anger in the hall the moment that Hodor carried him through the doors.Any man of the Nights Watch is welcome here at Winterfell for as long as he wishinges to stay, Robb was saying with the voice of Robb the Lord. His sword was across his knees, the steel bare for all the world to see. Even Bran knew what it meant to greet a guest with an unsheathed sword.Any man of the Nights Watch, the dwarf repeated, but not me, do I take your meaning, boy?Robb stood and pointed at the little man with his sword. I am the lord here while my mother and father are away, Lannister. I am not your boy.If you are a lord, you might learn a lords courtesy, the little man replied, ignoring the sword point in his face. Your bastard brother has all your fathers graces, it would seem.Jon, Bran gasped out from Hodors arms.The dwarf turned to olfactory sensation at him. So it is true, the boy lives. I could scarce believe it. You Starks are hard to kill.You Lannisters had best remember that, Robb said, lowering his sword. Hodor, bring my brother here.Hodor, Hodor said, and he trotted forward smiling and set Bran in the high seat of the Starks, where the Lords of Winterfell had sat since the days when they called themselves the Kings in the North. The seat was cold stone, polished smooth by countless bottoms the mould heads of direwolves snarled on the ends of its massive arms. Bran clasped them as he sat, his useless legs dangling. The great seat made him feel half a baby.Robb put a mint on his shoulder. You said you had personal line of credit with Bran. Well, here he is, Lannister.Bra n was uncomfortably aware of Tyrion Lannisters eyes. One was black and one was green, and both were looking at him, studying him, advisement him. I am told you were quite the climber, Bran, the little man said at last. Tell me, how is it you happened to fall that day?I never, Bran insisted. He never fell, never never never.The child does not remember anything of the fall, or the climb that came before it, said Maester Luwin gently.Curious, said Tyrion Lannister.My brother is not here to answer questions, Lannister, Robb said curtly. Do your business and be on your way.I have a gift for you, the dwarf said to Bran. Do you like to ride, boy?Maester Luwin came forward. My lord, the child has lost the use of his legs. He cannot sit a horse.Nonsense, said Lannister. With the right horse and the right saddle, even a cripple can ride.The word was a knife through Brans heart. He felt tears come unbidden to his eyes. Im not a crippleThen I am not a dwarf, the dwarf said with a twist of his mouth. My father result rejoice to hear it. Greyjoy laughed.What sort of horse and saddle are you suggesting? Maester Luwin asked.A smart horse, Lannister replied. The boy cannot use his legs to command the animal, so you must shape the horse to the rider, teach it to respond to the reins, to the voice. I would begin with an unbroken yearling, with no old training to be unlearned. He drew a rolled paper from his belt. Give this to your saddler. He will provide the rest.Maester Luwin took the paper from the dwarfs hand, curious as a small grey squirrel. He unrolled it, studied it. I see. You draw nicely, my lord. Yes, this ought to work. I should have thought of this myself.It came easier to me, Maester. It is not terribly unlike my own saddles.Will I truly be able to ride? Bran asked. He wanted to believe them, but he was afraid. Perhaps it was just another lie. The crow had promised him that he could fly.You will, the dwarf told him. And I swear to you, boy, on horseback you will be as tall as any of them.Robb Stark seemed puzzled. Is this some trap, Lannister? Whats Bran to you? Why should you want to help him?Your brother Jon asked it of me. And I have a loving spot in my heart for cripples and bastards and broken things. Tyrion Lannister placed a hand over his heart and grinned.The door to the yard flew open. Sunlight came streaming across the hall as Rickon burst in, breathless. The direwolves were with him. The boy stop by the door, wide-eyed, but the wolves came on. Their eyes found Lannister, or perhaps they caught his scent. Summer began to growl first. Grey Wind picked it up. They pad toward the little man, one from the right and one from the left.The wolves do not like your smell, Lannister, Theon Greyioy commented.Perhaps its time I took my leave, Tyrion said. He took a step backward . . . and Shaggydog came out of the shadows behind him, snarling. Lannister recoiled, and Summer lunged at him from the other side. He reeled away, unsteady on his feet, and Grey Wind snapped at his arm, teeth ripping at his sleeve and fierce loose a scrap of cloth.No Bran shouted from the high seat as Lannisters men reached for their steel. Summer, here. Summer, to meThe dire animate being heard the voice, glanced at Bran, and again at Lannister. He crept backward, away from the little man, and settled down below Brans dangling feet.Robb had been holding his breath. He let it out with a sigh and called, Grey Wind. His direwolf moved to him, swift and silent. Now there was only Shaggydog, rumbling at the small man, his eyes burning like green fire.Rickon, call him, Bran shouted to his baby brother, and Rickon remembered himself and screamed, Home, Shaggy, home now. The black wolf gave Lannister one final snarl and bounded off to Rickon, who hugged him tightly around the neck.Tyrion Lannister undid his scarf, mopped at his brow, and said in a flat voice, How interesting.Are you well, my lord? asked one of his men, his sword in hand. He glanced nervously at the direwolves as he spoke.My sleeve is torn and my breeches are unaccountably damp, but nothing was harmed compose my dignity.Even Robb looked shaken. The wolves . . . I dont know why they did that . . . No doubt they mistook me for dinner. Lannister bowed stiffly to Bran. I thank you for calling them off, young ser. I promise you, they would have found me quite indigestible. And now I will be leaving, truly.A moment, my lord, Maester Luwin said. He moved to Robb and they huddled close together, whispering. Bran tried to hear what they were saying, but their voices were too low.Robb Stark finally sheathed his sword. I . . . I may have been hasty with you, he said. Youve done Bran a kindness, and, well . . . Robb composed himself with an effort. The hospitality of Winterfell is yours if you wish it, Lannister.Spare me your false courtesies, boy. You do not love me and you do not want me here. I saw an inn outside your walls, in the winter town. Ill find a bed there, and both of us will sleep easier. For a few coppers I may even find a comely razzing to warm the sheets for me. He spoke to one of the black brothers, an old man with a twisted back and a tangled beard. Yoren, we go south at daybreak. You will find me on the road, no doubt. With that he made his exit, struggling across the hall on his short legs, past Rickon and out the door. His men followed.The four of the Nights Watch remained. Robb turned to them uncertainly. I have had rooms prepared, and youll find no lack of hot water to wash off the dust of the road. I hope you will honor us at table tonight. He spoke the words so awkwardly that even Bran took note it was a speech he had learned, not words from the heart, but the black brothers thanked him all the same.Summer followed them up the tower steps as Hodor carried Bran back to his bed. Old Nan was asleep in her chair. Hodor said Hodor, gathered up his great-grandmother, and carried her off, snoring softly, while Bran lay thinking . Robb had promised that he could feast with the Nights Watch in the Great Hall. Summer, he called. The wolf bounded up on the bed. Bran hugged him so hard he could feel the hot breath on his cheek. I can ride now, he whispered to his friend. We can go hunting in the woods soon, wait and see. After a time he slept.In his dream he was climbing again, pulling himself up an ancient windowless tower, his fingers forcing themselves between blackened stones, his feet scrabbling for purchase. Higher and higher he climbed, through the clouds and into the night sky, and still the tower rose before him. When he paused to look down, his head swam dizzily and he felt his fingers slipping. Bran cried out and clung for dear life. The earth was a thousand miles beneath him and he could not fly. He could not fly. He waited until his heart had stopped pounding, until he could breathe, and he began to climb again. There was no way to go but up. Far above him, outlined against a vast pale moon, he th ought he could see the shapes of gargoyles. His arms were sore and aching, but he dared not rest. He forced himself to climb faster. The gargoyles watched him ascend. Their eyes glowed red as hot coals in a brazier. Perhaps once they had been lions, but now they were twisted and grotesque. Bran could hear them whispering to each other in soft stone voices direful to hear. He must not listen, he told himself, he must not hear, so long as he did not hear them he was safe. But when the gargoyles pulled themselves loose from the stone and padded down the side of the tower to where Bran clung, he knew he was not safe after all. I didnt hear, he wept as they came close together(predicate) and closer, I didnt, I didnt.He woke gasping, lost in darkness, and saw a vast shadow looming over him. I didnt hear, he whispered, trembling in fear, but then the shadow said Hodor, and lit the candle by the bedside, and Bran sighed with relief.Hodor washed the sweat from him with a warm, damp cloth a nd dressed him with deft and gentle hands. When it was time, he carried him down to the Great Hall, where a long trestle table had been set up near the fire. The lords seat at the head of the table had been left empty, but Robb sat to the right of it, with Bran across from him. They ate suckling pig that night, and pigeon pie, and turnips soaking in butter, and afterward the cook had promised honeycombs. Summer snatched table scraps from Brans hand, while Grey Wind and Shaggydog fought over a bone in the corner. Winterfells dogs would not come near the hall now. Bran had found that strange at first, but he was growing used to it.Yoren was senior among the black brothers, so the steward had seated him between Robb and Maester Luwin. The old man had a sour smell, as if he had not washed in a long time. He ripped at the meat with his teeth, cracked the ribs to suck out the marrow from the bones, and shrugged at the mention of Jon Snow. Ser Allisers bane, he grunted, and two of his comp anions shared a laugh that Bran did not understand. But when Robb asked for news of their uncle Benjen, the black brothers grew ominously quiet.What is it? Bran asked.Yoren wiped his fingers on his vest. Theres hard news, mlords, and a cruel way to pay you for your meat and mead, but the man as asks the question must bear the answer. Starks gone.One of the other men said, The Old Bear sent him out to look for Waymar Royce, and hes late returning, my lord.Too long, Yoren said. intimately like hes dead.My uncle is not dead, Robb Stark said loudly, anger in his tones. He rose from the bench and laid his hand on the hilt of his sword. Do you hear me? My uncle is not dead His voice rang against the stone walls, and Bran was suddenly afraid.Old sour-smelling Yoren looked up at Robb, unimpressed. Whatever you say, mlord, he said. He sucked at a piece of meat between his teeth.The youngest of the black brothers shifted uncomfortably in his seat. Theres not a man on the Wall knows the haunt ed forest better than Benjen Stark. Hell find his way back.Well, said Yoren, maybe he will and maybe he wont. Good men have gone into those woods before, and never come out.All Bran could think of was Old Nans story of the Others and the last hero, hounded through the white woods by dead men and spiders big as hounds. He was afraid for a moment, until he remembered how that story ended. The children will help him, he blurted, the children of the forestTheon Greyjoy sniggered, and Maester Luwin said, Bran, the children of the forest have been dead and gone for thousands of years. All that is left of them are the faces in the trees.Down here, might be thats true, Maester, Yoren said, but up past the Wall, whos to say? Up there, a man cant always tell whats alive and whats dead.That night, after the plates had been cleared, Robb carried Bran up to bed himself. Grey Wind led the way, and Summer came close behind. His brother was strong for his age, and Bran was as light as a bundle of r ags, but the stairs were steep and dark, and Robb was breathing hard by the time they reached the top.He put Bran into bed, covered him with blankets, and blew out the candle. For a time Robb sat beside him in the dark. Bran wanted to talk to him, but he did not know what to say. Well find a horse for you, I promise, Robb whispered at last.Are they ever coming back? Bran asked him.Yes, Robb said with such hope in his voice that Bran knew he was hearing his brother and not just Robb the Lord. Mother will be home soon. Maybe we can ride out to meet her when she comes. Wouldnt that ramp her, to see you ahorse? Even in the dark room, Bran could feel his brothers smile. And afterward, well ride north to see the Wall. We wont even tell Jon were coming, well just be there one day, you and me. It will be an adventure.An adventure, Bran repeated wistfully. He heard his brother sob. The room was so dark he could not see the tears on Robbs face, so he reached out and found his hand. Their fin gers twined together.

Wholefoods Market, Do They Practice What They Preach?

upstanding pabulums trade, Do they practice what they pr distributively? Festus Acha, Jaesang Kim, Wanda Moss, Linda Pressley, Alioune Thiam The Johns Hopkins Cargony Business School Management & Organizational Behavior Professor Rick Milter show 22, 2010 unharmed feeds grocery, Do they practice what they pr from individually one? Abstract The purpose of this paper is to constitute a correlation amidst what is perceived close to strong Foods nutrimentstuff and what is existent about them. We intend to explore and investigate the following key points such as their representation statement, vision, their strategy for success, and empowerment techniques.We will look at how they motivate, argue with former(a)s, and the type of inspiration used as a whole to promote cohesiveness throughout their business. We want to feel out their conversation techniques as sur daring as the emotional intelligence of their employees. It will be an experience to observe their police sq uad up leaders in action rather than by hearsay. Coaching and mentoring has to be an important function for such a global organization as well as the steps selln for decision making and problem solving.We shed come to realize that change is inevitable in any business and we want to know what their plans for change are and how it will be dealt with. Lastly we take our information collectively and see scantily how in all Foods holds up through our audit of their leadership. Our leadership audit of solid Foods market, Inc. (WFMI) was based on the following criteria accusation & Vision Statement (Core Values) Strategy for Success Empowering Employees Motivation & Inspiration Competing without fear Communication Emotional Intelligence Team lead EffectivenessCoaching & Mentoring fuss solving & decision making Organizational wobble Overall Management We graded them on a sliding scale of Excellence to Needs utility and based on the financial data and management of their competito rs such as Krogers, Safeway, and Trader Joes their score was given based on overall exertion in those areas. Their biggest competitor being Trader Joes being a privately held federation it was difficult to obtain financial information to do an hard-hitting comparison. unharmed Foods Market has a running history of being a family oriented phoner.It is also reported that upper management uses a hands pip practice of allowing its employees complete autonomy in decision making regarding the operation of their injects. Based on primary information obtained through observations and interviews at multiple total Foods Markets throughout the Maryland area we are able to shed some validity to some of the theories accreditedly circulating. We also have information that may show or allude to controversial information as well. During these interviews we communioned with employees and the managers on duty.What we versed is what people say and what you see may not endlessly be the same . Our subsidiary information was obtained through reports found through second party interviews, up to date journals and magazines such as Harvard Business Review. Vision & Mission (Core Values) unscathed Foods Market came into existence on September 12, 1980. Workers for building block Foods Market experience this organization as a positive paternalistic organization. It is characterized by very amply conceive levels, complete autonomy and accompanied by very little uncertainty.Their vision statement speaks of their objectives and goals reaching beyond a viands retailer. It highlights its customer satisfaction, healthy employee environment, profits, investments and stockholders always ending on a positive note. Their mission is to lead by example. Some of their core nourishs are things such as Ensuring they are marketing the best quality all natural and or organic products available for resale. make sure their customers are always satisfied Support squad components poin t in the community and the environmentGreat relationships with our suppliers and business partners integral Foods truly believes in creating wealth through profits and growth for the come with and its employees. However, on March 17, 2010 one of our police squad members Wanda Moss visited the Whole Foods Market located at 1001 Fleet Street, Baltito a greater extent, Maryland 21202. Her visit revealed that leaners were friendly, outgoing, and very accommodating as she sought out a particular herbal seasoning to use in a seafood casserole. Her curiosity and interest in their herbs and spices made G.Singh, an employee more relaxed as she divulged her interest in their company for a school project. Ms. Singh has been realizeing for the company for a little over four years she revealed. When caputed about the mission of Whole Foods as it pertained to her store and she replied that they are very good to her and they act as family towards one another. The employee was asked one other question in regards to the companys position on unionized boil and she replied no one that she knows in her store wants to be in a union and that they like things just fine. Wanda Moss verbalise she felt a defensive expression as G responded.Nonetheless Ms. Moss continued to check out with her items and thanked the young lady for her time. Whole Food Markets employees are very knowledgeable about the store and its practices almost as if one has to rehearse. We have surmised either these employees are well prepared for inquisitions or the vision or mission statement of Whole Foods is unfeigned being practiced. We rated them good in their ability to mirror their vision and mission statement. Strategy for Success Which leads us to what is their marketing strategy to remain successful and conk forward?Information obtained from their website suggests that they rigorously will be vigilante assessing their current situations in all aspects of the business in which they operate and e xamine as to how they elicit stay the front runner. Part of that plan is to expand geographically in the future and give consideration to altering their product mix to attract more main stream customers. Since they are not really clear on their plan of execution for expansion and innovation in altering their current mix, we rated them fair and the need for cleansement.Empowerment Their strategy will lead us to how they intend or are currently empowering their employees and low level managers to remain on the frontline for the business. What was learned is that their empowerment techniques equate to trust all day immense. For instance the employees believe that with management placing an immeasurable amount of faith in them, a high value is placed upon them. That same value is transferred to the customers and other stakeholders that help them to remain profitable and a front runner in their field.Their CEO John Mackey is walking the talk by nurturing from the inside out to arous e the quality of gain grounds distributed in all of their stores. The empowerment of their employees and or team leaders is unique and inspiring so we rated them clarified in this category. Inspiration Whole Food Market was created by local business people who had the conviction that the natural food industry was ready for larger stores. They decided to opt for the supermarket format that was hosted by further half a dozen stores providing natural food in the United States.In terms of nutrition, Whole Food Market claims to always look for the highest quality, least processed, most flavorful and natural food possible. They believe that their products are the purest within the US and that all(prenominal)thing that you digest pick up at the store will be healthy. The company also buys from local growers in order to second them and reduce their carbon footmark. That way, Whole Food Market is then really committed to helping take care of the world around them and the support of o rganic farming and sustainable agri glossiness helps protect our planet.The company also supports food banks and all sorts of micro lending operations in order to leave something positive to the community. Whole Food Market also believes that its employees make the company. They select them carefully, making sure that their values and the Whole Food markets values are in sync. The company is trying to create a workplace where employees are pushed to improve and feel respected as well. Motivation Several factors have to be taken into account when assessing the origin of employees motivation.One important factor that motivates employees is that Whole Food Market support advancement from within. In other words, they promote their current employees to apply for the higher responsibilities positions. jibe to Whole Food Market, once an employee has gained valuable knowledge, he may qualify to apply for any available opportunity in the Whole Food stores and facilities. Whole food makes a point to post all the openings for positions at team leader level or higher only in their internal job site.It pr even offts outsider to access high level responsibilities positions as well as it promotes current employee to expand their product knowledge, develop their skills, enhance their value to the team, and advance inside the company. Another important factor that keeps the employees motivated is the benefit packages impartd to them. Fortune Magazine recognized Whole Food Market to be one of the 100 best companies to work for during the last 13 years. In 2009, Whole Food Market was part of the only 15 companies that would provide 100% coverage on their employees health insurance premiums.Their benefit packages include health insurance, paid time off, retirement savings and generous store discounts. The company also claims to be unique in the way it allocates benefit packages. Indeed, since every team member is important to the companies, they all get a voice when it comes t o the capacity of their benefit packages. Team members will balloting every three years to determine the content of the benefit packages offered by the company. This system results in different benefit packages according to the country or region employees are working in.The Paid- Time Off policy, for example, is different depending on where the employee is working. For US employees, the paid time off depends on whether the employee is working full-time or part-time. In Canada paid-time-off depends on the time spent within the company in years, and In the UK, every single employee gets 7 days and the possibility to add an extra day. The last factor (but not least) that we discovered to be pushing employees is the learning experience and the experience itself. Alioune Thiam, one of our team members interviewed a couple of employees at different positions.When they were asked the question what motivates you one of them spontaneously answered that the learning experience was her prin cipal source of motivation when the other stated that he just love the company and what the company does for the environment. Competition Based on the multiple interviews held with the store managers, Whole Food Market does not consider other giants of the food industry as threatening competitors. They acknowledge that other stores also carry organic food but they are convinced that the high quality trite set is not rivaled.Employees also mentioned shopping at Whole Food Market as an experience where the customer and the team members are educated. They emphasized a lot about the learning experience that makes them unique and out of reach for other grocery stores. However, according to Hoovers, a business analysis company, Whole Food Market still has dangerous competitors. A business analysis of the Whole Food market shows us that The Kroger is the most important competitors to Whole Food Market closely followed by Safeway and Trader Jos.Even though these stores do not provide only natural, organic, healthy food, they do offer a wide class of food ranging from organic/natural to less healthy and more commonly found nutrition. Communication Communication is essential in any organization and it would come out that Whole Foods has communication as one of its top priorities. There is great communication among team members as well as the different teams in each store. I visited the Whole Foods store in Mt. Washington and spoke with Joe Young, retainer Customer Service Team Leader regarding how communication. Mr.Young stated that the employees feel that the communication is very transparent, from team leadership to team members. Any communication from the corporate office in Texas is given to the regional offices. Information is then given to the stores and is disseminated to the team leaders who, in turn, give it to the team members. I asked about feedback from customers. Mr. Young stated that feedback from customers is boost. Whenever feedback is received from a customer, it is given to the team leader for whichever section it concerns. The question along with the answer is posted on a bulletin board for customers to see.This feedback response is usually given within a week. However, some of the research that I have found indicates that team members are not allowed to say anything about working at Whole Foods on loving websites, such as Facebook. gibe to some blogs, John Mackey uses pseudo names to become friends with some of his employees on Facebook to keep a tab on what is being said about the company. These employees face repercussions from posting on the website. Communication Grade Good. There seems to be good multi-directional with team leaders and customers.However, employees should be able to express themselves constructively through social websites and not feel they will be penalized. Emotional Intelligence Emotional intelligence is defined as an ability to recognize the meanings of emotion and their relationships and to rea son and problem-solve on the basis of them. The employees I interview seemed to really enjoy working for Whole Foods. According to Fortune 500 Magazine, Whole Foods is listed as one of the best places to work and has been for the past 10 years. When I visited the Mt. Washington store, the atmosphere had a relaxed feel.People seemed to enjoy shopping there and the employees were attuned to the customer needs. While I was speaking with Mr. Young, he greeted several customers by name. Mr. Young pointed out the core values of Whole Foods which are listed on huge individual placards in the store. The quality standards were also listed one by one on placards. As I stood in line to purchase my items, the cashiers had a great attitude. They also knew customers by name, commented on their purchases one cashier spoke about the dinner and dessert from purchases of a customer.I also interview a long-time customer of the store. She stated she could not find anything to say negatively. She rece ntly moved for radical Orleans and shopped at those stores as well as the store at Mt. Washington, Maryland. She felt the employees enjoyed working at Whole Foods and would stop whatever they were doing to help customers, even if it meant walking over the whole store to help them find products. She felt that the service and atmosphere of Whole Foods makes customers feel good about what they are buying there. In her opinion, the team members take pride in the products that they sell.Emotional Intelligence Grade Excellent Team Leadership & Effectiveness In the textbook The future(a) of Management, author Gary Hamel describe the type of management of Whole Foods. Each store is considered a team and inside the each store, there are departmental teams. According to my research, this concept seems to work. Leadership decisions are made from the bottom up instead of from the top down, which is the industry norm. Each departmental team has team leaders. It is very intriguing the way team leadership is chosen. The leader of each team is interviewed by a panel.The panel includes Regional Vice Presidents, various Team Leaders either from the same store or another store in the region, as well as a cross of team members. Mr. Young also said there is no seniority when choosing a leader. Leaders are chosen by the panel if they exhibit the ability to lead a team and not by how many years they have been with the company. Mr. Young also stated that when decisions affecting their team members need to be made, all team members are allowed to vote on the changes. For example, when it comes time to choose health care, the team members all vote for their health benefits.Team Leadership Grade Excellent Coaching & Mentoring Decision Making The Whole Foods culture is built on decentralized teamwork. Decisions in Whole Foods are not made by upper management but each store has been empowered to make its decisions independent of the other. Critical decisions, such as whom to hire is m ade by those who will be directly impacted by the consequences of such decisions. Decision making in Whole Foods is made by teams. Each department and its team are responsible for all key operational decisions, including pricing, ordering, staffing, and in-store promotion.With regards to product selection, team leaders are given the authority to stock products they feel appeal to customers. Stores are encouraged to buy locally as long as the items meet the stringent standards of Whole Foods. With this empowerment given to teams comes accountability, which ensures that associates use their discretionary decision-making power in ways that drive the business forward. Part of Whole Foods strategy is to put decision right down to the front lines and hence teams make many important decisions. Problem Solving Teams maintain a culture in which open dialogue and debate is the norm.This is reinforced by openly addressing behavior that involves excessive criticism or cynicism. Not tolerating such behavior sends a strong signal to the team and sets behavior patterns. Team processes have a profound influence on team effectiveness. Effective processes ensure rigorous and optimum decision-making generate buy-in from team members, balance the influence each member exerts on the group and minimize interpersonal conflicts while encourage constructive debate. Information and ideas of each team member is properly incorporated into the decision making process.Whole Foods has multiple processes built into its teams to achieve optimal team functioning. The tight linkage between business intelligence and decision-making authority at Whole Foods ensures that little problems do not have to compound into big problems before action is taken. Organizational Change Whole Foods Market started with a small single store. In 1978, twenty-five year old college dropout John Mackey and twenty-one year old Rene Lawson Hardy unfastened a small natural foods store, Safer Way, in Austin, in Texas.T wo years later, John and Rene merged Safer Way with Clarksville Natural Grocery and then they opened the accepted Whole Foods market in 1800. Even though Whole foods Market focused on natural foods, it tried to change structure and management to improve its performance. In 1986, it was first time to purchase an existing store, when Whole foods bought the Bluebonnet Natural Foods Grocery in Dallas and converted it into a Whole Foods Market. After that, Whole Foods not only open new stores but also purchased their competitors in new regions.Through the expansion program, Whole Food Market reached out to voltage customers. Whole Foods Markets launched a private label called Whole Foods. Whole Foods Market tried to find smaller manufacturers who produced quality organic products. The private label encouraged customers to return to Whole Foods Market. Its own Whole Foods brand became the first retailer to maintain a private label line featuring organic food products. In 1996, in order to resemble other Whole foods store, Whole Food Market started to transform the Mrs. Goochs stores and made them adopt the Whole Foods Market name.The change in name caused a 5 to 10 percent sales drop. After that, Whole Foods was more careful about changing the names of acquired stores. To improve productivity, Whole Foods established a centralized purchasing system. By the end of 1997, the system facilitated the company to track product movement and prices. In addition, Whole Foods made a low priced private label, 365. The 365 products were different from the Whole Foods products. The 365 products did not provide organic products, but they were priced about 20 percent cheaper. The 365 products attracted more customers who typically bought groceries.Moreover, Whole Foods Market has expanded into global market. In 2002, Whole Foods Market expanded into Canada and two year later it entered the United Kingdom. In 2010, Whole Foods employs 53,300people in more than 290 stores in the U. S. , Canada, and the UK. The tenth-largest food and drug store in the U. S. , Whole Foods ranks 324th on the Fortune 500 list, with annual sales of approximately $8 billion. Whole Foods Market has high standards and provides organic and quality foods. In 2003, Whole Foods Market was designated Americas first National Certified Organic Grocer.Three years earlier, Whole Foods was the first national food retailer to join the USDA advisory board to help increase the U. S. Organic Standards. In 2008, Whole Foods established stricter guidelines to reduce environmental impact and to assume vendors to pass a third-party audit. Over the past decade, Whole Foods Market is increasing its reputation with organic, fair-trade, or locally produced food. Even though Whole Foods Market is a huge food store, it is going to change and to pursue what people need. Over the next decade, Whole Foods will offer more resources to emphasize healthful eating.If Whole Foods Market stops changing, it cannot s urvive in the food industry. Overall Management Whole Foods Market believes that customer experiences anticipate and predict its business outcomes. Whole Foods Market also knows employee performance has influence on customer experiences. Therefore, Whole Foods Market tries to satisfy its employees by offering adequate compensation program, safe and friendly work environment. These facts are able to motivate and guide employees to increase productivity and effectiveness. Whole Foods Market also makes employees feel like a part of the company.So every employee takes an important role to achieve its goals and their performances affect directly to the companys outputs. Especially, Whole Foods Market is a workplace to respect for all individual team members and self-empowerment. At Whole Foods Market, there are five values to affect the employees performance outcomes. First, Whole Foods Market believes one of the most important jobs is talking to team members. Whole Foods Market knows wh at its team leaders say and do affect their team members. If team members cannot trust the leader, they also do not trust the mission of the company.Each leader represents their teams. Whole Foods Market knows communication is very important. So each leader attempts to share the mission and core values of Whole Foods Market. Also, Whole Foods Market emphasizes a self-directed team structure. It organizes Whole Foods store and company into a variety of teams. In small team organizational structure, every member is vital and important. The contributions of every member make the success of the team. Whole Foods think self-directed teams are the key work unit of the company. So Whole Food pays more attention to each team.To discuss issues, solve problems and appreciate each others contributions, each team meets regularly. Whole Foods Market insists empowerment enhances the effectiveness of teams. When each team is fully empowered to do their work and to fulfill the organizations mission and values, empowered organizations have great advantage. Empowerment improves creativity and innovation. Whole Foods support individual team members. Next, Whole Foods Market attempts to optimize transparency to all team members because an important element of trust is transparency.Whole Foods Market allows every team member to access information that affects their jobs and annual individual compensation report. When a company decides to hide some information, the motivation is a lack of trust. Whole Foods is hunted that the information that would cause more harm than good if it was known. However, Whole Foods is willing to take the risk. Without transparency, Whole Foods cannot reach out to high level of organizational trust. Finally, Whole Foods is not able to create high trust organizations without love and care.We are more likely to look for love and friendship with our families and friends, but not from our work. If the leadership expresses love and care in their actions, th en love and care will flourish in the organization. For example, everyone participates in the meeting and gives the opportunity to voluntarily appreciate other members in the group for services. Appreciating team members helps encourage every team member. They want to get involved in their teams and trust each member. As a result, in 2010, Whole Foods ranked 18th on Fortunes list of the 100 Best Companies to Work For. Appendix Table of opportunities Table of opportunities Competitors list Leadership Audit References Diamond, D. (2009, October 1). Perception Vs. Reality. Progressive Grocer, 88(7), 34. Hamstra, M. (2010, January 1). Mackey No Longer Chairman? Supermarket News, 58(1), 1-7. Hoovers Company Records, 10952. Dow Jones Financial Data on Whole Foods Market. Retrieved March 25, 2010, from http//finance. yahoo. com/q? s=WFMI. Linda Pressley. Whole Foods Market. Mr. Joe Young, Associate Customer Service Team Leader, Whole Foods Store, Mt.Washington, Maryland. Interviewed on Mar ch 23, 2010 Ms. Fay Day, Whole Foods Customer. Interview March 24, 2010. Paskin, J. (2009, February 1). Growth slows, but mackey doesnt Keeping employees motivated. 18, 2, 24-26. Pressley, L. Whole Foods Market Interview. Retrieved from www. discoveryhealth. com. Whole Foods Market. 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