Lung Cancer Cases And The Evidence Used For Decide Patient...

I will be discussing two lung cancer cases and the evidence used to decide patient’s management. NSCLC A 65 year-old woman with known COPD on inhalers presented with a one-month history of a cough and increased shortness of breath. Lung function revealed FEV1 1.40 (54% predicted), TLCO (63% predicted) and patient performance status was 1. She proceeded to have staging CT scan/PET scan/EBUS and investigations all revealed final diagnosis stage IIIA T3N2M0 Non small cell lung cancer squamous (NSCLC). The patient’s case discussed at the lung MDT, decision was for concurrent chemoradiotherapy. I will be discussing evidence for concurrent chemoradiotherapy (CRT )in NSCLC versus sequential chemoradiotherapy and radiotherapy( RT)alone . Approximately 30% of NSCLC presented with stage III of which 12% have stage IIIA and 17.6 % stage IIIB disease. The 5 years’ overall survival OS figures for clinically staged IIIA and IIIB disease 18% and 8% respectively. The poor outcome observed are due to the loco regional failure 30% and distant failure 40-60%. Two randomised phase III trial in patients with staged IIIA NSCLC failed to demonstrate benefit of surgery in stage III N2 disease (Van Meerbeek et al .2007 ).4 Overall survival in patient with stag IIIA NSCLC who received concurrent CRT is 20-25% with median survival of 16-17 months .5 Radical radiotherapy, often combined with concurrent or sequential chemotherapy, is theShow MoreRelatedApproach to Cancer Care Essay2354 Words   |  10 PagesApproach to Cancer care Nursing 410v Grand Canyon University October 5, 2011 Staging is the process of finding out how much cancer there is in the body and where it is located. It is how the doctor learns the stage of a persons cancer. Doctors use this information to plan treatment and to help predict a persons outlook (prognosis). Cancers with the same stage tend to have similar outlooks and are often treated the same way. The cancer stage is also a way for doctors to describe the extentRead MoreCommunity Acquired Pneumonia18251 Words   |  74 Pagesprevalent nowadays and affects all ages. It is an acute or chronic infection of one or both lungs caused by microorganisms, such as viruses, bacteria or chemical irritants. (Schmitt, 2011) It has different types, and one of them is Community Acquired Pneumonia (CAP). CAP is a disease in which individuals who have not recently been hospitalized develop an infection of the lungs. It occurs because the areas of the lung which absorbs oxygen (alveoli) from the atmosphere become filled with fluid and cannotRead More Unit 8: Promoting Health and Well Being Essay15634 Words   |  63 Pagesrelevant to one of the services user groups, the services user group that I have choose is Health (ill people) this group are people who are ill or who suffer from any diseases. The target group I have chosen is adulthood that has been suffered Lung Cancer disease. 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New Years Free Essays

Gabriela J. Bachman Professor Lathrop Writing 1 19 October, 2009 New Years at Home As I described in essay one, New Years for my family is a very important event and we celebrate it with a number of activities based in superstition. According to Wikipedia (1) superstition is defined as â€Å"a credulous belief, not based on reason. We will write a custom essay sample on New Years or any similar topic only for you Order Now The word is commonly applied to beliefs and practices surrounding luck, prophecy and spiritual beings, particularly the irrational belief that future events can be influenced†. Despite the fact that Catholicism is the main religion in my country, all Peruvians believe in superstition. New Years Eve is when people confirm these superstitions by performing a variety of strange rituals such as burning a â€Å"Muneco de Ano Nuevo†, wearing yellow wrist bands, eating grapes at midnight, and placing lentils in our pockets, all these in order to push some luck and prosperity into our life. In the following paragraphs I will be making a deeper analysis on the meaning of these rituals and explaining why these rituals are still being carried by Peruvian families. One of the most famous rituals and the first I described in essay one is building and burning our first â€Å"Muneco de Ano Nuevo. † A â€Å"Muneco de Ano Nuevo† is an effigy of an important public person that had caused a big commotion during the year. Since in the past decades, politics has been a topic that has caused deception and discontent to Peruvians; this is the reason why effigies are mostly created to represent politicians as showed in this passage from essay one: â€Å"we made an effigy of Alberto Fujimori, who was the president at that time, and who didn’t have a good reputation. Since my family is very interested in politics, this ritual is a joy for them. The part of the ritual they enjoy the most is the burning of the effigy. This doesn’t mean we want to see the real person in flames, but we see it as type of anger therapy, as means of getting rid of all the frustrations we have accumulated towards the politician during the past year, hopi ng he will change and consequently, he will help to bring prosperity to our country. Besides releasing our anger, building and urning the â€Å"Muneco† is also intended to bring the family together into a last activity of the ending year, and first activity of the starting year, hoping family unity will be maintained throughout the entire year. Everyone has an important role in this activity. Although my siblings and I were in charge of building the â€Å"Muneco de Ano Nuevo,†, my whole family contributed in different aspects, as this sentence from essay one clearly illustrates it: â€Å"we used mom’s tan pantyhose to build the face, dad’s old blue jeans and black suit jacket to build the body, and my grandfather’s white tennis shoes to make the feet. A very important role in this ritual is the role of the males, which is to protect their children by doing the most dangerous activities involved in this ritual, as this passage from essay one shows â€Å"my dad and uncles closed the street, sat the â€Å"Muneco† in the middle of the street, bath it on gasoline, and lighted it on flames†. A superstition that is more focused with our history is wearing a yellow wristband in New Years Eve. As I said in essay one â€Å"my mom gave to each of us a yellow wrist band which we wore the entire night†. In Peru, yellow is the dominating color of New Year because is associated with hope, happiness, and optimism. Likewise, yellow is the color of the good things in life such as the sun and gold. But this superstition has a deeper meaning of just being the color that identifies a celebration; in fact it has a connection with the past. For our ancestors, the sun was our God, and the gold was the treasure used to venerate him, but when Spain colonized Peru, they stole our gold and forced natives to change their religion. This is the main reason why we celebrate New Year in Yellow, as a way to award homage to our roots and ancestors, hoping our country will never have to go through this pain again. Lastly, two family oriented superstitions that were also mentioned in essay one are eating grapes at midnight and placing lentils in our pockets. Eating grapes right when the clock strikes midnight is a common superstition practiced in Peru and Latin America in general. â€Å"†¦ Right after, my mom and aunts ran to the kitchen to get the grapes (†¦) they handed us a bowl with twelve grapes each, which we ate under the table†. This example, as strange as it seems, involve us getting under the table to eat twelve grapes in only twelve seconds. Per each grape that we eat, which represents a month of the year, we get to ask a wish. If all the grapes are sweet, it means it will be a good year; in contrast, if for example the fourth grape was sour or not as sweet as the other ones, it means that April is not going to be a good month. As for the reason why we have to get under the table to eat the grapes, I think this just help us on concentrating when asking for the wishes and to avoid choking since all the grapes must be eaten very fast. Another family oriented superstition I mentioned is to carry lentils in our pockets during New Years Eve. In my country, people consider lentils as being a very nutritious food because it contains a big amount of proteins, minerals, and vitamins. As I mentioned in essay one â€Å"my mom handed us a handful of lentils that we put in our pockets for the entire night. † The illustration of the mother handing out lentils to her kids symbolizes the love and care the mother has towards their kids, providing nourishment and making sure they have the vitamins they need to grow strong. By practicing this superstition, we believe food will be available on our table throughout the whole year. Also, lentils resemble coins, thus we believe that carrying lentils in our pockets during New Years Eve will bring money to our home. (Transition) Although I have immigrated to a new country and culture, I will maintain these beliefs in my family, and I will pass it onto my children as my grandparents did to my parents, and my parents did to me. And whether or not all these superstitions are true, they have become part of the Peruvian history and folklore, making our New Year’s celebration unique. Work Cited (1) Wikipedia, the Free Encyclopedia. â€Å"Superstition. † Web. 19 Oct. 2009. http://en. wikipedia. org/wiki/Superstition How to cite New Years, Essay examples

A Global Perspective on Social Determinants

Question: Discuss about the Global Perspective on Social Determinants. Answer: Introduction Ebola is a condition with global dimensions attributed to factors such as its rapid and devastating transmission, and high fatality rate. The condition is yet to get a vaccine, hence making it a primary public health management and prevention challenge. Source and Transmission of Ebola Ebola is caused by Ebola virus (a filovirus), which affects humans and other primates (Gunn, 2008). It is a zoonotic disease; however, the natural reservoir is yet to be known regardless of extensive investigation. The primary source of infection has been determined to be non-human primates; but they are not reservoirs of the virus (Public Health England, 2016). According to Public Health Englands 2016 update on Ebola, the first cases in Ebola outbreaks are acquired through human contact with blood, body fluids, secretions or organs of infected animals. The virus has been found in people who handled infected wild animals such as antelopes, either alive or dead, in regions of outbreaks in Africa. Among humans, the virus is transmitted through close and direct physical contact with infected bodily fluids, of which blood, vomit and faeces being the most infectious (WHO, 2014). There are also reports of the virus being detected in urine, semen and breast milk. There is also some risk in saliva and tears, but there are no confirmatory study findings on them. According to WHO (2014), the virus can also be transmitted indirectly through contact with surfaces and objects that have been previously contaminated with infected secretions. Why the Condition Does Not Have a Vaccine Yet One of the most evident reasons hampering the development of the vaccine is attributed to the socio-economic and political forces in regions where the outbreaks often occur. Ebola outbreaks often occur in poor regions of the world, especially West Africa. The local facilities are limited in terms of medical research. Additionally, main pharmaceutical companies worldwide have no interest in vaccine development during the early phases of the disease. It is true that most tropical infectious diseases in poor tropical nations evoke little interest in funding and research for the development of vaccines by pharmaceutical companies (MacNeil Rollin, 2012). The Ebola virus has been detected for several decades but it seems to be neglected (Geisbert Jahrling, 2003). Geisbert and Jahrling further argue that there is minimal commercial interest for the development of this vaccine. Due to the minimal possibility that it may be a worldwide pandemic, there is minimal research and development dir ected for such. The second issue hampering the process is challenges in production cost and logistics. There are complex regulatory and liability issues surrounding the development. There is disagreement among major players such as the US, UK, and France regarding the issues of regulation and liability. Countries such as the UK suggest that producers and distributors of the vaccines should be provided with some form of relief from liability in order to fast-track the process (Cohen Kupferschmidt, 2014). This is however not the same views held by all countries involved in the development. Financing issues also exist. Economic powerhouses of the world are divided between unilateral financing or the use of a multi-donor club strategy (Cohen Kupferschmidt, 2014). In addition, logistical challenges in aspects such as the availability of storage facilities and cold chain capacity of receiving countries, are also inevitable Third, developing treatments for viral diseases proves more challenging compared to developing other treatments such as antibacterial therapy. This is attributed to the fact that viruses produce a few proteins, hence there are fewer targets for treatment. Due to this, it is challenging to develop a vaccine against the virus as the persons immune system has a small target. In addition, the evolution of the virus poses more challenges. Ebola viruses do evolve at a rapid pace; hence it is not certain whether vaccines developed today would be able to offer the same protection against future outbreaks. Still, on laboratory practices, another reason for the lack of a vaccine for the Ebola virus may be attributed to it being a dangerous virus. The virus has a very high mortality rate as high as 90 percent (Public Health England, 2016). Being that such dangerous requires that researchers work with the virus in special facilities equipped with the highest level of safety precautions. This li mits the number of experiments that can be done by researchers around the world. Working with the virus requires a biosafety level 4 laboratory (Rettner, 2014). Lastly, development of a vaccine for a viral condition such as Ebola may be hampered by the lack of human study subjects. Relatively few people do get infected with this condition, and even fewer of these do survive, hence making it difficult to study the virus in human subjects. In addition, there is the lack of new vaccine trial candidates (Wiwanitki Viroj, 2015). Comparing Public Health Management and Prevention of Ebola in Wealthy Vs. Poor Nations For purposes of comparison in this context, United Kingdom will serve as the wealthy nation whereas Uganda will be the poor nation. The UK has never experienced an Ebola outbreak, further, the risk for the same is quite negligible (NHS Choices, 2015). However, the government has always been vigilant whenever outbreaks have occurred anywhere else in the world. Other than local management interventions, the country has also participated in international management at the sites of outbreaks. On the other hand, Uganda has a record of Ebola outbreaks, the latest being the five outbreaks between 2000 and 2012 with 425 cases and 224 deaths occurred (Okware, et al., 2015). In an event of an Ebola outbreak anywhere, the UK government closely monitors the spread of the virus and also takes action both at home and abroad. The initial response is to prepare the NHS by developing and testing the systems for the management of unusual infectious diseases (UK government, 2016). In addition, screening at UKs ports of entry is heightened. Anyone coming into the country and who had a chance of being exposed to the virus is referred for screening. Any passenger coming from the affected countries are also followed up for risk assessment (UK government, 2016). In its response to outbreaks in Africa, UK works with the WHO and the wider international community in combating the infection at the source. On the countrys government website, it also offers support to international agencies such as the world bank, directly offers medical help on the ground, deploys teams of experts from the NHS to offer support, trains frontline workers, supports scientific research and tes ting, and also fast-tracks vaccine trials (UK government, 2016). Ugandas response to the manage the outbreak and also prevent further spread was based on early detection and action, community mobilisation, and international collaboration (Okware, et al., 2015). The countrys efforts were focused on treatment and not just quarantine in an effort to enhance public trust and also promote health seeking behaviours. Early detection and action lead to favourable outcomes and results. This is evidenced by the ability to easily contain the rural outbreaks. Community-imposed quarantines further prevented the spread and introduction of the virus into neighbouring districts. Community mobilisation and leadership were well-adapted to support early case detection and isolation, and also for the purposes of public education and contact tracing (Okware, et al., 2015). Early detection and action facilitated containment of the outbreak to the source. Outbreak control efforts were further supported by the elements of community mobilisation and leadership. Internatio nal support was also sought to augment the nations efforts in containment and management. Survivability was also improved through palliative care measures. Ugandas efforts in isolation and case management in managing the outbreak especially in cases such as the Gulu outbreak evidenced by a reduction in mortality (Lamunu, et al., 2004). As reiterated by Okware, et al., (2015), in summary; Ugandas efforts were; first, strengthening of leadership at the community level, second, strengthening of laboratory capacity for early detection, third, the improvement of supportive treatment and not just quarantine and isolation, fourth, elimination of gaps in barrier nursing through the institutionalisation of infection control policies, and lastly the development of human resource policy and plans to attract and retain workers. References Cohen, J., Kupferschmidt, K. (2014, October 23). Leaked documents reveal behind-the-scenes Ebola vaccine issues. Retrieved from Science: https://www.sciencemag.org/news/2014/10/leaked-documents-reveal-behind-scenes-ebola-vaccine-issues Geisbert, T. W., Jahrling, P. B. (2003). Towards a vaccine against Ebola virus. Expert Review Vaccines, 2(6), 777-789. Gunn, S. W. (2008). Understanding the Global Dimensions of Health. New York: Springer Science Business Media. Lamunu, M., Lutwama, J. J., Kamugisha, J., Opio, A., Nambooze, J., Ndayimirije, N., Okware, S. (2004). Containing a haemorrhagic fever epidemic: the Ebola experience in Uganda (October 2000-January 2001). International journal of infectious diseases : IJID : official publication of the International Society for Infectious Diseases, 27-37. MacNeil, A., Rollin, P. E. (2012). Ebola and Marburg hemorrhagic fevers: neglected tropical diseases? PLoS Neglected Tropical Diseases, 6(6), e1546. doi:https://dx.doi.org/10.1371/journal.pntd.0001546 NHS Choices. (2015, March 12). Ebola risk remains low as medic flown home. Retrieved from NHS Choices: https://www.nhs.uk/news/2014/07July/Pages/UK-Ebola-case-confirmed-but-risk-remains-low.aspx Okware, S. I., Omaswa, F., Talisuna, A., Amandua, J., Amone, J.Onek, P.Kagwa, P. (2015). Managing Ebola from rural to urban slum settings: experiences from Uganda. African Health Sciences, 15(1), 312-320. Public Health England. (2016, August 19). Ebola: overview, history, origins and transmission. Retrieved from Public Health England: https://www.gov.uk/government/publications/ebola-origins-reservoirs-transmission-and-guidelines/ebola-overview-history-origins-and-transmission Rettner, R. (2014, June 23). Retrieved from LiveScience: https://www.livescience.com/46479-ebola-treatment-cure.html UK government. (2016). How the UK government is responding to Ebola. Retrieved from Gov.uk: https://www.gov.uk/government/topical-events/ebola-virus-government-response/about WHO. (2014, October 6). What we know about transmission of the Ebola virus among humans. Retrieved from World Health Organization : https://www.who.int/mediacentre/news/ebola/06-october-2014/en/ Wiwanitki, S., V. W. (2015). Ebola vaccine 2014: remained problems to be answered. Asian Pacific Journal of Tropical Biomedicine, 85-86.

Simile, Metaphor, Personification, Symbolism with Examples Essay Example

Simile, Metaphor, Personification, Symbolism with Examples Paper Simile (Definition) Comparing things that at first dont seem similar using like or as or than Personification (Definition) Having a non-human object act like it is a person Metaphor (Definition) Saying one object IS something that it really cant be. Symbolism (Definition) Using a word to stand for something with a deeper meaning Metaphor (Example) Time is money. Personification (Example) The sun played hide and seek with the clouds. Simile (Example) She is as sweet as pie. Personification (Example) The stars in the sky blinked and winked. Metaphor (Example) She froze with fear. Symbolism (Example) Using a red rose to show love. Metaphor (Example) She has a bubbly personality. Symbolism (Example) Using a storm cloud to show something bad is about to happen. Simile (Example) The street felt as hot as the surface of the sun. Simile (Example) This pudding is as smooth as silk. Personification (Example) The leaves on the ground danced in the wind. Symbolism (Example) Using the sun coming out to show the bad times are over. Simile (Example) It flew as high as a kite. Metaphor (Example) The internet is the information super highway. Personification (Example) The teapot sang for me to take it off the stove Symbolism (Example) Using a road trip to show the protagonist is searching to find out about himself .

When It Was Legal to Mail a Baby

When It Was Legal to Mail a Baby Once-upon-a-time, it was legal to mail a baby in the United States. It happened more than once and by all accounts, the mailed tots arrived no worse for wear. Yes, baby mail was a real thing. On January 1, 1913, the then Cabinet-level U.S. Post Office Department - now the U.S. Postal Service  - first started delivering packages. Americans instantly fell in love with the new service and were soon mailing each other all sorts of items, like parasols, pitchforks and, yes, babies. Smithsonian Confirms Birth of Baby Mail As documented in the article, â€Å"Very Special Deliveries,† by curator of the Smithsonian’s National Postal Museum Nancy Pope, several children, including one â€Å"14-pound baby† were stamped, mailed and dutifully delivered by the U.S. Post Office between 1914 and 1915. The practice, noted Pope, became affectionately known by letter carriers of the day as baby mail. According to Pope, with  postal regulations, being few and far between in 1913, they failed to specify exactly â€Å"what† could and could not be mailed via the still very new parcel post service. So in mid-January 1913, an unnamed baby boy in Batavia, Ohio was delivered by a Rural Free Delivery carrier to its grandmother about a mile away. â€Å"The boy’s parents paid 15-cents for the stamps and even insured their son for $50,† wrote Pope. Despite a â€Å"no humans† declaration by the Postmaster General, at least five more children were officially mailed and delivered between 1914 and 1915. Baby Mail Often Got Very Special Handling If the very idea of mailing babies sounds sort of reckless to you,  don’t worry. Long before the then-Post Office Department had created its â€Å"special handling† guidelines for packages, children delivered via â€Å"baby-mail† got it anyway. According to Pope, the children were â€Å"mailed† by traveling with trusted postal workers, often designated by the child’s parents. And fortunately, there are no heartbreaking cases of babies being lost in transit or stamped â€Å"Return to Sender† on record. The longest trip taken by a â€Å"mailed† child took place in 1915  when a six-year-old girl traveled from her mother’s home in Pensacola, Florida, to her father’s home in Christiansburg, Virginia. According to Pope, the nearly 50-pound little girl made the 721-mile trip on a mail train for just 15 cents in parcel post stamps. According to the Smithsonian, its â€Å"baby mail† episode pointed out Postal Service’s importance at a time when traveling long distances was becoming more important  but remained difficult and largely unaffordable for many Americans. Perhaps even more importantly, noted Ms. Pope, the practice indicated how the Postal Service in general, and especially its letter carriers had become â€Å"a touchstone with family and friends far away from each other, a bearer of important news and goods. In some ways, Americans trusted their postmen with their lives.† Certainly, mailing your baby took a lot of​ plain old  trust. The End of Baby Mail The Post Office Department officially put a stop to â€Å"baby mail† in 1915, after postal regulations barring the mailing of human beings enacted the year before were finally enforced. Even today, postal regulations allow the  mailing of live animals, including poultry, reptiles, and bees, under certain conditions. But no more babies, please. About the Photographs As you can imagine, the practice of â€Å"mailing† children, usually at costs far lower than regular train fare, drew considerable notoriety, leading to the taking of the two photographs shown here. According to Pope, both photos were staged for publicity purposes and there are no records of a child actually being delivered in a mail pouch. The photos are two of the most popular among the extensive Smithsonian Photographs on Flicker photo collection.

Follow This Word Order for the Best French Sentences

Follow This Word Order for the Best French Sentences The order of words in a French sentence can be confusing, especially if you have, as we do, dual-verb constructions, object and adverbial pronouns, and negative structures. Here, were going to take a look at all of these and suggest the best positioning of words so that you dont end up with French sentences that make no sense. Dual-Verb Constructions Dual-verb constructions consist of a conjugated  semi-auxiliary verb, such as  pouvoir and  devoir  (called  modal verbs  in English),  vouloir,  aller,  espà ©rer, and  promettre, followed by a second verb in the infinitive. The two verbs may or may not be joined by a preposition.   Dual-verb constructions have a slightly different word order than compound verbs tenses. Word order is important because, if you get it wrong, the sentence will read like nonsense in French. Object and Reflexive Pronouns Object and reflexive pronouns are usually  placed between the two verbs and after the preposition(if any) that follows the conjugated verb. Adverbial pronouns are always placed in this position. Je dois me les brosser.   I need to brush them.Je vais te le donner. Im going to give it to you. Nous espà ©rons y aller. We hope to go there. Je promets de le manger. I promise to eat it.Il continuera ten parler.   Hell continue to talk to you about it. Sometimes the object pronoun should precede the first verb. In order to determine this, think about which verb is being modified. Why? Because in French, the object pronoun must go in front of the verb it modifies.  The wrong place may give you a grammatically incorrect sentence or may even change the meaning of the sentence. Consider the examples in this chart. Correct Pronoun Placement X Il aide nous travailler. X Hes helping work us. Il nous aide travailler. Hes helping us work. X Elle invite me venir. X Shes inviting to come me. Elle minvite venir. Shes inviting me to come. X Je promets de te manger. X I promise to eat you. Je te promets de manger. I promise you that Ill eat. Je promets de le manger. I promise that Ill eat it. Je te promets de le manger. I promise you that Ill eat it. Negative Constructions Negative structures surround the conjugated verb and precede the preposition (if any). Correct Negative Structure Placement Je ne vais pas tudier. Im not going to study. Nous nesprons jamais voyager. We never hope to travel. Je ne promets que de travailler. I only promise to work. Il ne continue pas lire. Hes not continuing to read. Pronouns Plus Negative Construction In a sentence with both pronouns and a negative structure, the order is: ne   object pronoun (if applicable) conjugated verb part two of negative structure preposition (if any) object pronoun(s) adverbial pronoun(s) infinitive Correct Placement of Pronouns and Negative Structures Je ne vais jamais te le donner. Im never going to give it to you. Nous nesprons pas y aller. We dont hope to go there. Il ne continue pas y travailler. He isnt continuing to work there. Je ne promets pas de le manger. I dont promise to eat it. Je ne te promets pas de le manger. I dont promise you that Ill eat it. Je ne te promets pas dy aller. I dont promise you that Ill go there.

The C.I.A Research Paper Example | Topics and Well Written Essays - 750 words

The C.I.A - Research Paper Example so coincided with the alleged UFO crash in Roswell, New Mexico, causing many people to believe that the creation of the agency also had to deal with the probability of extra terrestrial visitors. The main task of the Central Intelligence Agency is to gather, process and analyze situations or people, both inside and outside of the United States, that can be threatening or harmful to the United States. If the agency comes upon any information that suggests that someone is doing something harmful at the expense of the United States, they take the proper actions to ensure that nothing comes of these actions and that the person is dealt with accordingly. The agency also looks for threats that may come to an interest that the United States has in the world. In essence, the Central Intelligence Agency seeks out threats and dangers to the United States and the world and does what need to be done to prevent both negative actions and the leaking of the threat to the general public. The CIA also monitors activities that have the potential of turning dangerous, such as a foreign country creating a new nuclear power plant to produce electricity. The CIA would monitor the progress of this plant to ensure that it really is being created for the intended purpose and not for something that can prove to be harmful. The Central Intelligence Agency, in their mission of protecting the United States and the places of interest throughout the world, also helps in making the important decisions surrounding national security. The agency does not make the policies, they simply provide foreign intelligence information for the agencies and groups that do make the policies based on the information provided (Weiner, 2008). At times the agency is allowed to suggest possible policies or changes to current policies as starting points for the groups actually able to make the changes. Their sole job is gathering the information needed to make the decisions that can help keep the United States and

The use of ICT across the curriculum and evaluate the benefits and Essay

The use of ICT across the curriculum and evaluate the benefits and disadvantages of its use - Essay Example There are general goals defined in the National Curriculum, such as â€Å"ICT promotion in favor of students’ opportunities to apply and develop ICT capabilities and apply these capabilities to all subjects learning† (ICT  - The  National Curriculum). The main goal of the National Curriculum is to enable students to increase the efficiency of their learning process. ICT intends to widen the horizon of a learning discipline. ICT is effectively used in the lessons oh history or language learning. Audio records, video films and picturesque Power Point presentations enable students to enrich their knowledge in an effective and interesting way. During lessons teachers have to propagate the usage of ICT and students would in such a way facilitate the learning process. For this purpose educational institutions would have to effectively train their teaching stuff. School leadership ensures effective spread of ICT in the curriculum as well. â€Å"Strategic management and wh ole-school plan† together with essential investments into ICT in curriculum would make this resource an effective one (Titus and Potter, 2005). For example, it would be more interesting for students to learn new information not written on a whiteboard, but in the process of multimedia presentations. Moreover, technological access to the latest information would make researches and presentations of students informative and in such a way students will be able to develop their decision-making abilities and investigating methodologies (Teacher Training Agency, 1998; Dede, 2000). Creative thinking of the students would direct their capabilities to develop their learning and communicative strategies. What is more important is the fact that abilities gained by means of ICT enable students to communicate with their co-thinkers around the world both in local and global environments. ICT resources help students and teachers to complete curriculum objectives. Such kinds of resources as t echnological facilities are mediators between a new well-developed educational process, teaching and learning capabilities (Yelland, N., 200; Ololube, 2006). When ICT is used in monitoring, recording, assessing and reporting in the curriculum, then the process of examination and students’ achievement is facilitated. Nevertheless, in order to reach the efficiency of ICT to the fullest extent, the leading positions of ICT have to be developed. Students’ performance is increased in case there is a well-balanced ICT management. For example, it is relevant to interview students and teachers and ask their opinions about efficiency of ICT in the curriculum. Moreover, in order to facilitate the process of ICT implementation, it is relevant to organize trainings and develop strategies on â€Å"strengthening weaker aspects of ICT provision† (Blake, 2008, p. 21). There are also drawbacks of ICT in the curriculum. Once students have an access to numerous information resourc es, they would loose their own initiative and creative thinking. In previous years when students only had a chance to get information from books or other printed sources, they could rely only on themselves (Christen, 2009; Davies and Ellison, 2003). Nowadays Internet access and thousands of ready essays confuse students. At this point a crucial role may play a teacher: â€Å"

Mobile phones Essay Example for Free

Mobile phones Essay In this high-tech fast world, undeniably, mobile phones became an inevitable part of everybody’s life without any age limit. Although, it has lots of merits, in my point of view, the intense use of mobile phones among children may be discouraged because of its adverse impacts on them. To begin with, mobile phones have numerous benefits. Presently, it is not merely a simple device, which allows an easy connectivity between people. It is supporting a number of other programs such as calculators, alarm clocks, voice recorder and so on. these programs boost their academic performances, if they use it cleverly. For instance, alarm clocks in mobile phones are useful for them to woke up early in the morning or adjust the time duration to write an essay. The easy accessibility of parents and friends make them comfortable and enable them to meet any emergency or unexpected conditions. Parents also will be much relaxed, as they know their children are safe. On the other hand, these wonderful devices have negative sides also. Most importantly, the radiations from these devices are harmful for their developing brains. Researches proved that, these radiations might lead to cancers. The destruction of studies is another matter of concern. The games in the mobile phones create additions to children. Chatting and telephonic conversations with anonymous people may result in insurmountable impacts to their young minds. These contacts may indulge them in bad company and mafia especially drug and sex, spoil their future. Furthermore, easy connectivity to internet attracts them to unhealthy web sites and their total character may change. Additionally, children can effortlessly cheat their parents by convincing a false. To illustrate, if they are enjoying a television program at his friends home, they can make to believe their parents that they are on the way to their tuition class. To conclude, mobile phones are beneficial devices, if we use it sensibly. Children, as they are not mature to handle it effectively, it may leave drastic disadvantages on them. Hence, I believe that mobile phones are not favorable for children, especially if it is used uncontrolled without proper guidance and time limit.

Carol Ann Duffy Essay -- Carol Ann Duffy Biography Poets Writers Essay

Carol Ann Duffy Carol Ann Duffy was born in Glasgow on 23rd. December 1965 .she is widely commended as Britain's leading female poet. She has studied philosophy at Liverpool University. Her mother was Mary Black, an Irish. And her father was called Frank Duffy. She has four younger brothers. She attended St Austin Roman Catholic Primary School, Stafford from 1962 to 1967, after which she attended St Joseph's convent school, Stafford. She was encouraged in poetry by her teacher June Scriven. She decided that she was going to be a poet at the age of 14. At the age of 16 she met a 39-year-old Liverpool poet Adrian Henri and they started going out together. When she was 18, She had her first pamphlet of poems, Fleshweathercock, published by Outposts in 1973. In 1977 she graduated with a BA honours degree in philosophy. She was influenced by the writings of Ludwig Wittgenstein during her studies. After graduating she worked for Granada Television. In 1981 she moved to London where she lived until 1995. In the early 1980s she took up freelance writing, and...

Organisational Behaviour Assignment

Performance Review Report ————————————————- Cho Cho Phyu Company Limited Group – 2 â€Å"We can say that there can be a change situation, when the people are dissatisfied with the current status or current situation. † Kurt. W. Lewin â€Å"Change can be happened when the people in the organization are open-minded and willing to change. † U Aye Kyaw(MHR) Acknowledgements We would like to express our sincere acknowledgements to all those who have helped us in preparation for this project.Initially, we would especially like to express my gratitude to our teachers- TakeruOhe, PhosyChanhming, and Yasushi Ishida who give the training of COBLAS Myanmar (Consulting Based On Learning Asean Small and Medium Enterprises). We are greatly in debt of gratitude to all of our Myanmar teachers for their encouragement, unflagging support and invaluable guidance throughou t our project. We are very much grateful to Daw Phyu Phyu Seinn, Managing Director of Cho Cho Phyu Co. , Ltd (SPIKE Fashion Collection) who allows us to do the research in her company and gives us invaluable datas, information and help which is very important for our project.Furthermore, our special thanks are due to the employees in Cho Cho Phyu Co. , Ltd, for their contribution and help in our change process. Last, we would like to offer my thanks to the authors and publishers mentioned in the references for using their materials in preparing this project. Many thanks to everybody who gave us help and support throughout our project. Executive Summary People are talking about the powerful word called ‘Change’, which is really popular in the human society started from the not more than the past three decades.And yes, this will be happened continuously at every time and in every situation. This is also happened in our business environment. Many literatures say that the e nvironment that the businesses operate is ‘rapidly and massively changing’. So, here are only two questions for all the businesses. Those questions are â€Å"kill? † or â€Å"be killed? †. For the business to be successful in the foreseeable future, it has to be killed the change before it is too late. So, the businesses must have aligned its internal arrangement with the demand of external changes.In this project, we focus on the aspect of ‘Starting up the Human Resource Department and introducing about Customer-led Culture’ at the company called â€Å"SPIKE Fashion Collection†, which is a successful fashion brand in Myanmar. ORGANIZATION PROFILE Cho Cho Phyu Company is started with a humble sole trader business structure in 1992, in the Third Capital City of Myanmar, Mandalay. And then, the business moves to Yangon in 2006 and formed as a private limited company. Also in 2006, Cho Cho Phyu company launched a fashion brand called †˜SPIKE’, which offers woman clothing to both business and consumer markets.Now, SPIKE is very popular brand for its local target markets of both Upper Lower and Lower Middle classes who live in suburb areas. Now Cho Cho Phyu hasTwoShow Rooms, in some downtown areas and TwoGarment Factories, which are operating very well. Business Canvas CUSTOMER SEGMENTS 1 Upper Lower Classes Lower Middle Classes VALUE PROPOSITION 2 ‘Spike’ is a fashion brand which is well established and has a good quality and reasonable price to its target market. the design is the main proposition for it, which is mostly emphasise on the comfort and confidence for its targets. CUSTOMER RELATIONSHIP 4Personal Assistant, Email, Phone, Letters DISTRIBUTION CHANNELS 3 Indirect Channel Direct Channel Consignment KEY RESOURCES 6 Reasonable Market Experience KEY ACTIVITIES 7 Cutting, Making , Packaging, Selling and Distribution PARTNERS 8 COST STRUCTURE 9 Social / Environmental Costs Financial Risk Capital Investment REVENUE STREAMS 5 Business community Well established Brand Seven Colour Textile Co. ,Ltd Long Foung Laung Yee ‘Spike’ aims to generate small revenues from a large number of customer designed items. This represents a valuable addition to Spike Fashion Collection. SWOT Analysis Strengths Customer loyalty / relationshipsProduction quality High production efficiency Skillful employees S W O T Weaknesses Poor Human Resource Management Lack of Plan Lack of clear mission, vision & goals Opportunities Changing customer’s needs Technological advance Get offer from ASEAN free trade Fashion trend changes of different ages Threats Changing the taste and preferences of the customers. the direct investment of the foreign companies. Main Issues As Cho Cho Phyu Co. , Ltd is just transforming from Sole Trader business structure to Limited Liability Company (LLC), there are many problems associated with conventional or traditional management style.Many theorist s say that most of the business owners are still getting lost in this change period, as they do reflect and remember their past behaviors, which are very well relevant for them in the past. In this firm, employee are dissatisfied with their job as they do not get the benefits and privileges that can get easily in the external market or in other companies. The Bureaucratic decision-making and less delegating also lead the whole organization to feel stifle and less important. Moreover, no Human Resource Department leads to become unstructured and unsystematic procedure in dealing with employee aspects.As a consequence, there are many unmatched job responsibilities and position. Employees do not know ‘what are their rights? ’ and â€Å"what are strictly forbidden/†. Initial Stage (prelude) We met with the Managing Director of Cho Cho Phyu Co. , Ltd and discussed about the matters that are currently arising within the Company. After discussing about the matters, we m ade an agreement with MD of Cho Cho Phyu Co. , Ltd and we sent TOR (Term of Reference) Letter to make the agreement. After due consideration of all aspects, our group started to work the following activities. Investigation methodsResearch Design Exploratory: After getting the permission from company’s board of director, we started to discuss what factors of Cho Cho Phyu Co. ,Ltd contribute to employee satisfaction. Because of time and budget constraints, we were unable to conduct focus groups or in depth interviews. By doing interview, we developed the research design. Descriptive: To gain a better un derstanding of the problem, and to clarify the research questions, we conducted secondary research to discover what experts say aboutemployee salary scales. This research allowed us to gain a solid understanding of the business.We clearly describe about the process of our research and data process through clear clarification in our ‘Employee Job Satisfaction Report’ . Force Field Analysis For every change management, the most vital thing to consider is that whether this change is needed or not. To know the solution, we made investigations by using interviewing, questionnaire and scanning the environment. After being investigated the whole environment, we can suggest that the Cho Cho Phyu is needed to set the Human Resource Department. As the nature of organization comprises with human beings, there can be complexity of human emotions and psychological implications.People always feel threaten because of change. So in this situation, there is no doubt that this will be happened too. Then when we look at Lewis Force Field, there are two forces – the positive forces for change and obstacles of change. there will be change of the positive forces are greater than obstacles. Driving Forces * Demographic Changes In previous days, there are few places for all customers to buy products or whatever they want. After 1998, the demographic changes inc ur and customers now have habits to buy things at retail stores. Now, customers are very choosy, know they have a right to sue and knowledgeable.Moreover, every customer thinks they are paramount for every businesses. * Various Stakeholders Interests Stakeholders are those who are interested in the business activities and can be affected by the business operations. There is declined in organization’s profit level at those days. Poor customer management skills and overlooking the customers’ needs and expectations made the Cho Cho Phyu bad image. For Cho Cho Phyu, employees are the best valuable assets which cannot be copied or imitate. Also, there is a strong relationship between the Employee Job Satisfaction and Customer satisfaction. * Political ChangesAfter changing government and political policies in 1989, the economic condition of Myanmar is gradually increasing. Changing from socialist economy to market economy gave the Myanmar economy to become more developments and beneficial returns. In 2015, there will be an AFTA (ASEAN Free Trade Agreement) issues. So, many SMEs and large scale businesses are starting to prepare for the unseen able future changes. * Competitors’ Reactions In Myanmar, there are same businesses like SPIKE Fashion Collection. The main rivalries for the SPIKE are D2, ,who are aggressively aiming to satisfy the customer requirements. * Economic IssuesIn Myanmar economy, there are too many uncertainties for every businesses. Also the implication of globalization of markets, organization must learn to break the limited mindset of national markets to compete on a worldwide basis (Ghoshal and Butler, 1992). Restraining Forces * Habits For every complexities, everybody rely on habits or programmed responses. People are difficult to change if they are naturally habited. * Security Even people at the high level can resist if the change is threatening to their feeling of safety. For staffs, there can be a sense of insecurity of being the nature of culture change due to the fear of unknown. Group Inertia Even if individual want to change, there can be resistances, which are constraint to the group norms. In Cho Cho Phyu Company Limited, there are many resistances – perceived habits of the shop floor workers, the current perceived culture of the worker, the status quo of the workers, and uncertainty of the desire situation. So, we made some assumptions that as this is a culturaland department change, the incremental change could be more appropriate forCho Cho Phyu Company in this development process. RESTRAINING FORCES (Obstacles for Change) Present State or Desired State DRIVING FORCES Positive Forces for Change) Lewin’s Force Field Analysis Excerpt from www. changemanagement-coach. com Impact Area Analysis Impact area analysis means analyzing the area which will have impacts because of the nature of effect of change. So, weanalyzed the whole organization and after the investigation, this change is mainly depended on the whole organization but the Top management has already been committed to set up the HR department. Then, the impact area was now clarified, our main aim is to change the perceived culture of the Middle and First Floor level of the organization. The Required BehavioursThe required behavior for this change are as followed: The customers in Myanmar are now very educated, knowledgeable and very complaining. Not only about customer, also the competitive reactions are so intense. So, for retail chain like SHMT Home Mart, the required behavior will be as followed; * Lean and structured Organization * Well and systematic HR Department, HR Policies, Practices and Procedures * Rightful design of job * Better place to work. Prudence that We All need to Aware * This process is a ‘Change’ process. * Examine whether it needs to do or not. * We must have ‘Management’ it well, until it reaches the proper end. This is not an ‘Event†™, this a â€Å"Journey†. * Many people give ‘Bloods and Lives’ during the Change Process. * ‘Resentments or conflicts’ can occur during the whole phase. * We cannot do it lightly, and when we dealt with it ‘there is no turning back’ * There is a ‘Time Constraint’. Role of Change Sponsor or Leader In this change process, Ms. Phyu Phyu Seinn, MD, is the leader, an inspirational leader. Before she communicates about the new ‘Culture’, firstly, she must build the level of trust, which Stephen. P. Robbins means that there are dimensions of integrity, competence, consistence, loyalty and openness.As she is a leader, she must do the to minimize the possible employees’ resistance. The main task for the leader are as followed: * Know his employees. * Know his customers * Think about the desired results * Empower People * Create a Win–Win situation In this situation, Phyu Phyu Seinn acted as a ‘Tran sformational Leader’, that is, â€Å"Leaders who inspire followers to transcend their own self-interests for the good of the organization by clarifying role and task requirements. †, â€Å"Leaders who are also capable of having a profound and extraordinary effect on their follower. † Stephen P. Robbins.For Mr. Chan, changing the nature of ‘Customer unimportant Culture’ to ‘Customer-centric Culture’. Transforming the old believes to new opposite one. On the other hand, Phyu Phyu Seinn also acted as a ‘Sponsor’ who provides resources, authority, or reinforcement neededto accomplish change and has the authority to modify reward systems or otheraspects of organizational culture. Role of Change Agent Change Agent means that â€Å"Persons who act as catalysts & assume the responsibility for managing change†Robbins et al 1994 Qualities of the Change Agent * Flexibility * Objectivity * Commitment Leadership and inspiration o f others * Ability to handle uncertainty * Organizational Awareness * Sense of Humor Here are tasks for the Change Agent, which was identified by for SHMT Home Mart culture change process. The tasks of the change agent are: to get the commitment to the change from the impact groups, to set up and strengthen the change network, to disseminate the information about change, to help and support the groups in implementing change processes, to make involvement and educate others to participate in the change, to monitor the whole change process. The First Stage . We prepared an Employee Profile Form to know the length of services, knowledge, qualifications, and summary of the current position. The total workforce number is 46 in Head Quarter. We made the entire total workforce to fill up the employee profile to know the record of the employees. 2. Analyzed the detail aspects of the job by using interviewing methods. 3. Sent out the job satisfaction questionnaires to know the satisfaction r ate of employee. 4. Redraft and rethink the old bloated and ineffective organizational chart to ensure that human resources are fit with the right job. . Sent out the new job description HR Manager post to set up the proper HR Department. * Posted in Institutes and in some Universities. * Advertised through internet * Linked with Employment Agency * Posted in internal Notice Board 6. Started to with Billion Forces Co. , Ltd to introduce the HRIS software. The Second Stage 1. Draft and prepared Job Descriptions and Person Specifications to know the detail of their tasks, duties and responsibilities. 2. Set HR Policies in line with Organization Strategy and Philosophy 3.Prepared HR Forms in accordance with HR policy and procedures to have a proper and systematic HR system. 4. Completed an Employee Handbook, both in English and Myanmar, which constitutes all the aspects of HR policies, Attendance and leaves, and some procedures. 5. Interviewed to all the applicants, to get the right pe rson at the right job in the right place. 6. Redrew a New Organization Chart, which is more effective, and lean structure than ever. the Third Stage 1. Implement the new organizational structure andHR procedures and rules, and transferred all the necessary HR forms. 2.Set new salary scale level in accordance with secondary research data published by MRS (Myanmar Research Survey), 2011. 3. Held Human Resource Management Training to all the managerial and supervisor level, to know the importance of the Human Resource Management in the business organization. 4. Introduce the new figure print system to know the attendance of each and every employee. 5. Introduce the Employee Cards to record and improve the customer service and know the attendance of each and every employee. MD HR Manager Sr. Operation Manager Finance Manager Sale & Marketing ExecutiveAdministrative Manager Sr. Designer HR Officer As. Production Manager As. Logistic Manager As. Procurement Manager Chief Accountant Accoun tant-1 Accountant-2 Stock Controller Cashier (Shop 1) Cashier (Shop 2) SCM Administrative Officer Sale Manager Mobile Team Leader Sale Staff (Shop-2) Sale Staff (Shop-1) Mobile Team member IMC Officer Jr. Designer Inbound L. Officer Production Supervisors Production Leaders SCM Outbound L. Officer Managing the People issues – Human Resource Management Strategy As organizationis comprising with people, there is more or less human resource factors for us to consider.Torrington and Hall (2008) defined ‘Human Resource Strategy’ as ‘a central philosophy that people in the organization are managed and transition of this into HR policies and practices, to become effective, policies and procedures need to be integrated with business or organizational strategy’. In here, we are needed to be considered is that the HR strategy must ‘Fit’ with business strategy which means ‘employees are seen as key in the implementation of the declared organi zational strategy and human resource strategy is designed to fit with it. ’ Torrington and Hall (2008)The main aims of aligning the HRM with organizational strategy are to ensure the best utilization of Cho Cho Phyu Co. , Ltd employees to generate the organization performance and to reduce the level of risk by arranging and organizing the right people, in the right place, to the right job and in the right time. For human resource issues, we drew a plan, which is to cover most likely cases of Cho Cho Phyu Company people issues. Topics covered for Cho Cho Phyu Co. , Ltd are as followed: Motivating, Training and development, Reward System, managing Psychological issues and Appraisal systems. Motivating or Committing others to Change For every successful change management process, the motivation of the followers is one of the factors to consider. ‘For most changes, people’s past experience of change can affect the level of commitment and willingness to support furthe r change’ John Hayes (2002). So, as this is the first time for Cho Cho Phyu, we have a responsibility to win this change. To motivate the workforce, we set, firstly, a proper goal and linked with the non-financialreward system of Cho Cho Phyu Co. , Ltd.We also set MD and Human Resource Manager as a role model for this change by visiting stores for every weeks, dealing with customers and giving speeches to employees about the importance ‘customers’. * Training Program Another issue during the department start-up time, we need to think about the ‘training program’. This is a new culture, people will not be familiar with it. For the first step, they have to understand what the new culture means for them. As this is the new culture, most of the sale staffs and supervisors would require a certain specific training for their job purposes.Each and every individual employees will be tested to ensure that they do have qualifications, skills and experiences to work with the new culture. We empowered change agents (managers) to persuade the workforce to attend and commit to the new culture. * Reward and appraisal system Another aspect is the reward and appraisal system. Organizational rewards are powerful incentives for improving employee and work group performance. Based on ‘carrot and stick’ metaphor, we set both tangible and intangible rewards for workforce. We made variety of reward, which is linked, with the culture of the organization.Reward such as recognition, contests, games, financial rewards, incentives, employee of the month or year awards which are mainly to show the appreciation for employee effort. We also made the reward systems link to the needs and wants of the individual employees. We used House’s Path-goal theory to motivate the workforce. * Managing Psychological Issues As people are human beings, there was many resistances to the new culture. Many people feel they were defeated, threatened, coerci ve by the new culture. Some people feel demoralized, stressful and frustrated for the change.So, from human resource management view point, we have a responsibility to take care and manage the psychological issues of the affected employees. That is why, we have made an agreement with HR department to make employee assistance program (EAP), stress management program and work-life-balance program. During the culture changing process, there can be some degree of redundancy. So, for survivors from the cuts, there can be shock, bitterness, anger and also peer and group pressures. Survivors need information about ‘why action had to be taken’ and ‘what the future holds for them personally’. Compensation and Ethical Considerations During the change process, there can many be issues like layoffs and compensations for those who resist change. So, we made some financial and non-financial transition arrangements. we arranged transition stay bonus and outplacement progr ams for all the layoffs employees. As most of employees at Cho Cho Phyu are between twenty and twenty-eight, there are much potential for their whole life long. So, Ms. Aung arranged personal career counseling, resume preparation and typing services, interviewing workshops and referral assistance in the outplacement programs.Initiating and implementing the new ‘Customer-centric’ Culture â€Å"The change process goes through a series of stages that, in total, usually require a considerable length of time. Skipping stages creates only the illusion of speed and never produces a satisfying result. †John Kotter, Leading Change To implement the new organizational culture, we were followed the model described by Kurt Lewis (1951). This is one of the best change model that is combining the theories of sociology and psychology, developed a three stage model for large-scale system change. Unfreezing phase This is the establishing stage for Cho Cho Phyu Co. , Ltd, which is forced by the environment to implement the customer-centric culture as their competitors, or back off from this aggressive market. Unfreezing phase is first step of the Lewin’s change transition stages, where people are taken from the situation of being unready to change to the firststep of being able and willing to change. Schein(1995) states that in order for change to occur, there must be a combination of both adding driving force and removing restraining forces.Creating a sense of crisis will bring the whole components in the company into one voice. As the main aim of this stage is to ‘let go’ the old culture of the organization, we, firstly, searched the bad points of the current culture and linked it with the issues and problems currently faced by the SHMT Home Mart. This step is the most important fundamental step for this whole change, we created a crisis – ‘burning platform’ to reduce the level of trust on the currently using culture. According to many researchers, most of the change processes are failed because of the unreliable vision and strategy.So, for second, we created a persuasive vision – ‘what we want to be? , then communicate it to the whole organization, to overcome the current crisis situation of the Cho Cho Phyu Co. , Ltd. By drawing a clear vision and strategy in how to achieve that vision, the employees will understand how the new system will benefit them and they will progressively change their effort to support the implementation of the new culture. We made change agentsto set clear vision of customer-centricculture in implementation process of Cho Cho Phyu Co. , Ltd.According to Lewin, this is a phase, which melt down the old beliefs, assumptions, and paradigm of organization. * Transition Phase this is a changing phase form the old undesired situation to the new desire situation. This is the hardest part for every individual to start. So, Ms. Aung, also made a pioneer team to fac ilitate the change situation. In this phase, the leader has to act like a king or role model. We made some form of coaching, counseling, reward, appraisal system, motivation and other psychological support for this phase.This phase get rid of anything which may vulnerablethe implementation plan of change process, including any unsuitable ideas, company structures, activities as well as existing beliefs which may potentially undermining or threatening the new culture implementation. Linking the reward and performance is very important for all change management process, and also with punitive actions. A sense of motivation is now needed for all employees to go to the goal of the organization. The project team also provided plenty of penalties of options for employee involvement in this change process.Giving opportunities to have delegation and empowerment can get the commitment of the employees. By announcing the short-term success also made the whole organization to generate motivati on. * Refreezing phase At the end of our journey, the final goal is to ‘refreeze’ the situation. Making short-term wins made the whole change process to run smoothly. As this new culture is very beneficial for both organization and staffs, each and every employees are very enthusiastic with the change. But in every change, there can be a ‘Marathon Effect’ that is some people reached the aim while other people are still running from the start.Visionary and icon leadership supports, proper reward systems, and reliable feedback systems made the change process to get success. we also made the training and development sessions for all the impacted employees to get the desired and required results from change management. For every change, there can be a fall back to the old undesired stage. That is why we made ‘burning bridges’ to ensure that there is no way to go back by establishing proper rules, regulations and policies and rewarding the successfu l employees whose behavior are aligned with the desired behavior. Communication StrategyCommunicating about the change throughout the whole organization is also the main point for all change champion, change leader and change agents to consider. Varey also said that ‘culture and communication cannot be separated’. People may feel shock, and deny in the first place, if the communication strategy is not well. So, we found out that we have to arrange it in the right timing during the transition process. We also used both formal and informal communication structure. In this strategy, we made people more rely on the formal communication system (that is – meetings, speeches, briefing, discussion, memo, notice etc. rather than informal (that is – rumors, gossips, conjectures and opinions). We planned the communication more focus on ‘what, when, who and how’, but there is no formula about the communication that can apply in all situation. In some circ umstances, change agents may advocate a complete openness of about all the issues to the impact groups. Conclusion This change management is concerned not only for the employee job satisfactions and delights but also for the business organizations to get competitive advantage.In this changing environment, the environment that the businesses operate is rapidly and massively changing. Notable experience is that, in Myanmar, the demographic changes have hugely impact on the Myanmar Businesses. As it is a culture change for Cho Cho Phyu Co. , Ltd, we faced with many problems and it may take more than 1 year for the whole organization to accept and exercise the new culture. Although it is a new culture for the whole organization, it is very beneficial for both employees and employer. Because of that point, we can implement the whole change management in successful behavior. Organisational Behaviour Assignment Performance Review Report ————————————————- Cho Cho Phyu Company Limited Group – 2 â€Å"We can say that there can be a change situation, when the people are dissatisfied with the current status or current situation. † Kurt. W. Lewin â€Å"Change can be happened when the people in the organization are open-minded and willing to change. † U Aye Kyaw(MHR) Acknowledgements We would like to express our sincere acknowledgements to all those who have helped us in preparation for this project.Initially, we would especially like to express my gratitude to our teachers- TakeruOhe, PhosyChanhming, and Yasushi Ishida who give the training of COBLAS Myanmar (Consulting Based On Learning Asean Small and Medium Enterprises). We are greatly in debt of gratitude to all of our Myanmar teachers for their encouragement, unflagging support and invaluable guidance throughou t our project. We are very much grateful to Daw Phyu Phyu Seinn, Managing Director of Cho Cho Phyu Co. , Ltd (SPIKE Fashion Collection) who allows us to do the research in her company and gives us invaluable datas, information and help which is very important for our project.Furthermore, our special thanks are due to the employees in Cho Cho Phyu Co. , Ltd, for their contribution and help in our change process. Last, we would like to offer my thanks to the authors and publishers mentioned in the references for using their materials in preparing this project. Many thanks to everybody who gave us help and support throughout our project. Executive Summary People are talking about the powerful word called ‘Change’, which is really popular in the human society started from the not more than the past three decades.And yes, this will be happened continuously at every time and in every situation. This is also happened in our business environment. Many literatures say that the e nvironment that the businesses operate is ‘rapidly and massively changing’. So, here are only two questions for all the businesses. Those questions are â€Å"kill? † or â€Å"be killed? †. For the business to be successful in the foreseeable future, it has to be killed the change before it is too late. So, the businesses must have aligned its internal arrangement with the demand of external changes.In this project, we focus on the aspect of ‘Starting up the Human Resource Department and introducing about Customer-led Culture’ at the company called â€Å"SPIKE Fashion Collection†, which is a successful fashion brand in Myanmar. ORGANIZATION PROFILE Cho Cho Phyu Company is started with a humble sole trader business structure in 1992, in the Third Capital City of Myanmar, Mandalay. And then, the business moves to Yangon in 2006 and formed as a private limited company. Also in 2006, Cho Cho Phyu company launched a fashion brand called †˜SPIKE’, which offers woman clothing to both business and consumer markets.Now, SPIKE is very popular brand for its local target markets of both Upper Lower and Lower Middle classes who live in suburb areas. Now Cho Cho Phyu hasTwoShow Rooms, in some downtown areas and TwoGarment Factories, which are operating very well. Business Canvas CUSTOMER SEGMENTS 1 Upper Lower Classes Lower Middle Classes VALUE PROPOSITION 2 ‘Spike’ is a fashion brand which is well established and has a good quality and reasonable price to its target market. the design is the main proposition for it, which is mostly emphasise on the comfort and confidence for its targets. CUSTOMER RELATIONSHIP 4Personal Assistant, Email, Phone, Letters DISTRIBUTION CHANNELS 3 Indirect Channel Direct Channel Consignment KEY RESOURCES 6 Reasonable Market Experience KEY ACTIVITIES 7 Cutting, Making , Packaging, Selling and Distribution PARTNERS 8 COST STRUCTURE 9 Social / Environmental Costs Financial Risk Capital Investment REVENUE STREAMS 5 Business community Well established Brand Seven Colour Textile Co. ,Ltd Long Foung Laung Yee ‘Spike’ aims to generate small revenues from a large number of customer designed items. This represents a valuable addition to Spike Fashion Collection. SWOT Analysis Strengths Customer loyalty / relationshipsProduction quality High production efficiency Skillful employees S W O T Weaknesses Poor Human Resource Management Lack of Plan Lack of clear mission, vision & goals Opportunities Changing customer’s needs Technological advance Get offer from ASEAN free trade Fashion trend changes of different ages Threats Changing the taste and preferences of the customers. the direct investment of the foreign companies. Main Issues As Cho Cho Phyu Co. , Ltd is just transforming from Sole Trader business structure to Limited Liability Company (LLC), there are many problems associated with conventional or traditional management style.Many theorist s say that most of the business owners are still getting lost in this change period, as they do reflect and remember their past behaviors, which are very well relevant for them in the past. In this firm, employee are dissatisfied with their job as they do not get the benefits and privileges that can get easily in the external market or in other companies. The Bureaucratic decision-making and less delegating also lead the whole organization to feel stifle and less important. Moreover, no Human Resource Department leads to become unstructured and unsystematic procedure in dealing with employee aspects.As a consequence, there are many unmatched job responsibilities and position. Employees do not know ‘what are their rights? ’ and â€Å"what are strictly forbidden/†. Initial Stage (prelude) We met with the Managing Director of Cho Cho Phyu Co. , Ltd and discussed about the matters that are currently arising within the Company. After discussing about the matters, we m ade an agreement with MD of Cho Cho Phyu Co. , Ltd and we sent TOR (Term of Reference) Letter to make the agreement. After due consideration of all aspects, our group started to work the following activities. Investigation methodsResearch Design Exploratory: After getting the permission from company’s board of director, we started to discuss what factors of Cho Cho Phyu Co. ,Ltd contribute to employee satisfaction. Because of time and budget constraints, we were unable to conduct focus groups or in depth interviews. By doing interview, we developed the research design. Descriptive: To gain a better un derstanding of the problem, and to clarify the research questions, we conducted secondary research to discover what experts say aboutemployee salary scales. This research allowed us to gain a solid understanding of the business.We clearly describe about the process of our research and data process through clear clarification in our ‘Employee Job Satisfaction Report’ . Force Field Analysis For every change management, the most vital thing to consider is that whether this change is needed or not. To know the solution, we made investigations by using interviewing, questionnaire and scanning the environment. After being investigated the whole environment, we can suggest that the Cho Cho Phyu is needed to set the Human Resource Department. As the nature of organization comprises with human beings, there can be complexity of human emotions and psychological implications.People always feel threaten because of change. So in this situation, there is no doubt that this will be happened too. Then when we look at Lewis Force Field, there are two forces – the positive forces for change and obstacles of change. there will be change of the positive forces are greater than obstacles. Driving Forces * Demographic Changes In previous days, there are few places for all customers to buy products or whatever they want. After 1998, the demographic changes inc ur and customers now have habits to buy things at retail stores. Now, customers are very choosy, know they have a right to sue and knowledgeable.Moreover, every customer thinks they are paramount for every businesses. * Various Stakeholders Interests Stakeholders are those who are interested in the business activities and can be affected by the business operations. There is declined in organization’s profit level at those days. Poor customer management skills and overlooking the customers’ needs and expectations made the Cho Cho Phyu bad image. For Cho Cho Phyu, employees are the best valuable assets which cannot be copied or imitate. Also, there is a strong relationship between the Employee Job Satisfaction and Customer satisfaction. * Political ChangesAfter changing government and political policies in 1989, the economic condition of Myanmar is gradually increasing. Changing from socialist economy to market economy gave the Myanmar economy to become more developments and beneficial returns. In 2015, there will be an AFTA (ASEAN Free Trade Agreement) issues. So, many SMEs and large scale businesses are starting to prepare for the unseen able future changes. * Competitors’ Reactions In Myanmar, there are same businesses like SPIKE Fashion Collection. The main rivalries for the SPIKE are D2, ,who are aggressively aiming to satisfy the customer requirements. * Economic IssuesIn Myanmar economy, there are too many uncertainties for every businesses. Also the implication of globalization of markets, organization must learn to break the limited mindset of national markets to compete on a worldwide basis (Ghoshal and Butler, 1992). Restraining Forces * Habits For every complexities, everybody rely on habits or programmed responses. People are difficult to change if they are naturally habited. * Security Even people at the high level can resist if the change is threatening to their feeling of safety. For staffs, there can be a sense of insecurity of being the nature of culture change due to the fear of unknown. Group Inertia Even if individual want to change, there can be resistances, which are constraint to the group norms. In Cho Cho Phyu Company Limited, there are many resistances – perceived habits of the shop floor workers, the current perceived culture of the worker, the status quo of the workers, and uncertainty of the desire situation. So, we made some assumptions that as this is a culturaland department change, the incremental change could be more appropriate forCho Cho Phyu Company in this development process. RESTRAINING FORCES (Obstacles for Change) Present State or Desired State DRIVING FORCES Positive Forces for Change) Lewin’s Force Field Analysis Excerpt from www. changemanagement-coach. com Impact Area Analysis Impact area analysis means analyzing the area which will have impacts because of the nature of effect of change. So, weanalyzed the whole organization and after the investigation, this change is mainly depended on the whole organization but the Top management has already been committed to set up the HR department. Then, the impact area was now clarified, our main aim is to change the perceived culture of the Middle and First Floor level of the organization. The Required BehavioursThe required behavior for this change are as followed: The customers in Myanmar are now very educated, knowledgeable and very complaining. Not only about customer, also the competitive reactions are so intense. So, for retail chain like SHMT Home Mart, the required behavior will be as followed; * Lean and structured Organization * Well and systematic HR Department, HR Policies, Practices and Procedures * Rightful design of job * Better place to work. Prudence that We All need to Aware * This process is a ‘Change’ process. * Examine whether it needs to do or not. * We must have ‘Management’ it well, until it reaches the proper end. This is not an ‘Event†™, this a â€Å"Journey†. * Many people give ‘Bloods and Lives’ during the Change Process. * ‘Resentments or conflicts’ can occur during the whole phase. * We cannot do it lightly, and when we dealt with it ‘there is no turning back’ * There is a ‘Time Constraint’. Role of Change Sponsor or Leader In this change process, Ms. Phyu Phyu Seinn, MD, is the leader, an inspirational leader. Before she communicates about the new ‘Culture’, firstly, she must build the level of trust, which Stephen. P. Robbins means that there are dimensions of integrity, competence, consistence, loyalty and openness.As she is a leader, she must do the to minimize the possible employees’ resistance. The main task for the leader are as followed: * Know his employees. * Know his customers * Think about the desired results * Empower People * Create a Win–Win situation In this situation, Phyu Phyu Seinn acted as a ‘Tran sformational Leader’, that is, â€Å"Leaders who inspire followers to transcend their own self-interests for the good of the organization by clarifying role and task requirements. †, â€Å"Leaders who are also capable of having a profound and extraordinary effect on their follower. † Stephen P. Robbins.For Mr. Chan, changing the nature of ‘Customer unimportant Culture’ to ‘Customer-centric Culture’. Transforming the old believes to new opposite one. On the other hand, Phyu Phyu Seinn also acted as a ‘Sponsor’ who provides resources, authority, or reinforcement neededto accomplish change and has the authority to modify reward systems or otheraspects of organizational culture. Role of Change Agent Change Agent means that â€Å"Persons who act as catalysts & assume the responsibility for managing change†Robbins et al 1994 Qualities of the Change Agent * Flexibility * Objectivity * Commitment Leadership and inspiration o f others * Ability to handle uncertainty * Organizational Awareness * Sense of Humor Here are tasks for the Change Agent, which was identified by for SHMT Home Mart culture change process. The tasks of the change agent are: to get the commitment to the change from the impact groups, to set up and strengthen the change network, to disseminate the information about change, to help and support the groups in implementing change processes, to make involvement and educate others to participate in the change, to monitor the whole change process. The First Stage . We prepared an Employee Profile Form to know the length of services, knowledge, qualifications, and summary of the current position. The total workforce number is 46 in Head Quarter. We made the entire total workforce to fill up the employee profile to know the record of the employees. 2. Analyzed the detail aspects of the job by using interviewing methods. 3. Sent out the job satisfaction questionnaires to know the satisfaction r ate of employee. 4. Redraft and rethink the old bloated and ineffective organizational chart to ensure that human resources are fit with the right job. . Sent out the new job description HR Manager post to set up the proper HR Department. * Posted in Institutes and in some Universities. * Advertised through internet * Linked with Employment Agency * Posted in internal Notice Board 6. Started to with Billion Forces Co. , Ltd to introduce the HRIS software. The Second Stage 1. Draft and prepared Job Descriptions and Person Specifications to know the detail of their tasks, duties and responsibilities. 2. Set HR Policies in line with Organization Strategy and Philosophy 3.Prepared HR Forms in accordance with HR policy and procedures to have a proper and systematic HR system. 4. Completed an Employee Handbook, both in English and Myanmar, which constitutes all the aspects of HR policies, Attendance and leaves, and some procedures. 5. Interviewed to all the applicants, to get the right pe rson at the right job in the right place. 6. Redrew a New Organization Chart, which is more effective, and lean structure than ever. the Third Stage 1. Implement the new organizational structure andHR procedures and rules, and transferred all the necessary HR forms. 2.Set new salary scale level in accordance with secondary research data published by MRS (Myanmar Research Survey), 2011. 3. Held Human Resource Management Training to all the managerial and supervisor level, to know the importance of the Human Resource Management in the business organization. 4. Introduce the new figure print system to know the attendance of each and every employee. 5. Introduce the Employee Cards to record and improve the customer service and know the attendance of each and every employee. MD HR Manager Sr. Operation Manager Finance Manager Sale & Marketing ExecutiveAdministrative Manager Sr. Designer HR Officer As. Production Manager As. Logistic Manager As. Procurement Manager Chief Accountant Accoun tant-1 Accountant-2 Stock Controller Cashier (Shop 1) Cashier (Shop 2) SCM Administrative Officer Sale Manager Mobile Team Leader Sale Staff (Shop-2) Sale Staff (Shop-1) Mobile Team member IMC Officer Jr. Designer Inbound L. Officer Production Supervisors Production Leaders SCM Outbound L. Officer Managing the People issues – Human Resource Management Strategy As organizationis comprising with people, there is more or less human resource factors for us to consider.Torrington and Hall (2008) defined ‘Human Resource Strategy’ as ‘a central philosophy that people in the organization are managed and transition of this into HR policies and practices, to become effective, policies and procedures need to be integrated with business or organizational strategy’. In here, we are needed to be considered is that the HR strategy must ‘Fit’ with business strategy which means ‘employees are seen as key in the implementation of the declared organi zational strategy and human resource strategy is designed to fit with it. ’ Torrington and Hall (2008)The main aims of aligning the HRM with organizational strategy are to ensure the best utilization of Cho Cho Phyu Co. , Ltd employees to generate the organization performance and to reduce the level of risk by arranging and organizing the right people, in the right place, to the right job and in the right time. For human resource issues, we drew a plan, which is to cover most likely cases of Cho Cho Phyu Company people issues. Topics covered for Cho Cho Phyu Co. , Ltd are as followed: Motivating, Training and development, Reward System, managing Psychological issues and Appraisal systems. Motivating or Committing others to Change For every successful change management process, the motivation of the followers is one of the factors to consider. ‘For most changes, people’s past experience of change can affect the level of commitment and willingness to support furthe r change’ John Hayes (2002). So, as this is the first time for Cho Cho Phyu, we have a responsibility to win this change. To motivate the workforce, we set, firstly, a proper goal and linked with the non-financialreward system of Cho Cho Phyu Co. , Ltd.We also set MD and Human Resource Manager as a role model for this change by visiting stores for every weeks, dealing with customers and giving speeches to employees about the importance ‘customers’. * Training Program Another issue during the department start-up time, we need to think about the ‘training program’. This is a new culture, people will not be familiar with it. For the first step, they have to understand what the new culture means for them. As this is the new culture, most of the sale staffs and supervisors would require a certain specific training for their job purposes.Each and every individual employees will be tested to ensure that they do have qualifications, skills and experiences to work with the new culture. We empowered change agents (managers) to persuade the workforce to attend and commit to the new culture. * Reward and appraisal system Another aspect is the reward and appraisal system. Organizational rewards are powerful incentives for improving employee and work group performance. Based on ‘carrot and stick’ metaphor, we set both tangible and intangible rewards for workforce. We made variety of reward, which is linked, with the culture of the organization.Reward such as recognition, contests, games, financial rewards, incentives, employee of the month or year awards which are mainly to show the appreciation for employee effort. We also made the reward systems link to the needs and wants of the individual employees. We used House’s Path-goal theory to motivate the workforce. * Managing Psychological Issues As people are human beings, there was many resistances to the new culture. Many people feel they were defeated, threatened, coerci ve by the new culture. Some people feel demoralized, stressful and frustrated for the change.So, from human resource management view point, we have a responsibility to take care and manage the psychological issues of the affected employees. That is why, we have made an agreement with HR department to make employee assistance program (EAP), stress management program and work-life-balance program. During the culture changing process, there can be some degree of redundancy. So, for survivors from the cuts, there can be shock, bitterness, anger and also peer and group pressures. Survivors need information about ‘why action had to be taken’ and ‘what the future holds for them personally’. Compensation and Ethical Considerations During the change process, there can many be issues like layoffs and compensations for those who resist change. So, we made some financial and non-financial transition arrangements. we arranged transition stay bonus and outplacement progr ams for all the layoffs employees. As most of employees at Cho Cho Phyu are between twenty and twenty-eight, there are much potential for their whole life long. So, Ms. Aung arranged personal career counseling, resume preparation and typing services, interviewing workshops and referral assistance in the outplacement programs.Initiating and implementing the new ‘Customer-centric’ Culture â€Å"The change process goes through a series of stages that, in total, usually require a considerable length of time. Skipping stages creates only the illusion of speed and never produces a satisfying result. †John Kotter, Leading Change To implement the new organizational culture, we were followed the model described by Kurt Lewis (1951). This is one of the best change model that is combining the theories of sociology and psychology, developed a three stage model for large-scale system change. Unfreezing phase This is the establishing stage for Cho Cho Phyu Co. , Ltd, which is forced by the environment to implement the customer-centric culture as their competitors, or back off from this aggressive market. Unfreezing phase is first step of the Lewin’s change transition stages, where people are taken from the situation of being unready to change to the firststep of being able and willing to change. Schein(1995) states that in order for change to occur, there must be a combination of both adding driving force and removing restraining forces.Creating a sense of crisis will bring the whole components in the company into one voice. As the main aim of this stage is to ‘let go’ the old culture of the organization, we, firstly, searched the bad points of the current culture and linked it with the issues and problems currently faced by the SHMT Home Mart. This step is the most important fundamental step for this whole change, we created a crisis – ‘burning platform’ to reduce the level of trust on the currently using culture. According to many researchers, most of the change processes are failed because of the unreliable vision and strategy.So, for second, we created a persuasive vision – ‘what we want to be? , then communicate it to the whole organization, to overcome the current crisis situation of the Cho Cho Phyu Co. , Ltd. By drawing a clear vision and strategy in how to achieve that vision, the employees will understand how the new system will benefit them and they will progressively change their effort to support the implementation of the new culture. We made change agentsto set clear vision of customer-centricculture in implementation process of Cho Cho Phyu Co. , Ltd.According to Lewin, this is a phase, which melt down the old beliefs, assumptions, and paradigm of organization. * Transition Phase this is a changing phase form the old undesired situation to the new desire situation. This is the hardest part for every individual to start. So, Ms. Aung, also made a pioneer team to fac ilitate the change situation. In this phase, the leader has to act like a king or role model. We made some form of coaching, counseling, reward, appraisal system, motivation and other psychological support for this phase.This phase get rid of anything which may vulnerablethe implementation plan of change process, including any unsuitable ideas, company structures, activities as well as existing beliefs which may potentially undermining or threatening the new culture implementation. Linking the reward and performance is very important for all change management process, and also with punitive actions. A sense of motivation is now needed for all employees to go to the goal of the organization. The project team also provided plenty of penalties of options for employee involvement in this change process.Giving opportunities to have delegation and empowerment can get the commitment of the employees. By announcing the short-term success also made the whole organization to generate motivati on. * Refreezing phase At the end of our journey, the final goal is to ‘refreeze’ the situation. Making short-term wins made the whole change process to run smoothly. As this new culture is very beneficial for both organization and staffs, each and every employees are very enthusiastic with the change. But in every change, there can be a ‘Marathon Effect’ that is some people reached the aim while other people are still running from the start.Visionary and icon leadership supports, proper reward systems, and reliable feedback systems made the change process to get success. we also made the training and development sessions for all the impacted employees to get the desired and required results from change management. For every change, there can be a fall back to the old undesired stage. That is why we made ‘burning bridges’ to ensure that there is no way to go back by establishing proper rules, regulations and policies and rewarding the successfu l employees whose behavior are aligned with the desired behavior. Communication StrategyCommunicating about the change throughout the whole organization is also the main point for all change champion, change leader and change agents to consider. Varey also said that ‘culture and communication cannot be separated’. People may feel shock, and deny in the first place, if the communication strategy is not well. So, we found out that we have to arrange it in the right timing during the transition process. We also used both formal and informal communication structure. In this strategy, we made people more rely on the formal communication system (that is – meetings, speeches, briefing, discussion, memo, notice etc. rather than informal (that is – rumors, gossips, conjectures and opinions). We planned the communication more focus on ‘what, when, who and how’, but there is no formula about the communication that can apply in all situation. In some circ umstances, change agents may advocate a complete openness of about all the issues to the impact groups. Conclusion This change management is concerned not only for the employee job satisfactions and delights but also for the business organizations to get competitive advantage.In this changing environment, the environment that the businesses operate is rapidly and massively changing. Notable experience is that, in Myanmar, the demographic changes have hugely impact on the Myanmar Businesses. As it is a culture change for Cho Cho Phyu Co. , Ltd, we faced with many problems and it may take more than 1 year for the whole organization to accept and exercise the new culture. Although it is a new culture for the whole organization, it is very beneficial for both employees and employer. Because of that point, we can implement the whole change management in successful behavior.