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.

JPMorgan Finance Group Essay

1. Why do you think JPMorgan and Merrill Lynch were selected to underwrite and book-run all $23.3 billion in financings (all debt, common stock, and convertible), instead of sharing the underwriting with additional firms? JPMorgan and Merrill Lynch had positive reputations after they both ranked highly in convertibles and common stock underwriting. These trustworthy banks had well-established ties to FCX. Also, these two firms agreed to issue a bridge loan to FCX prior to the acquisition. 2. What was the role of the leveraged finance group at JPMorgan and why was its involvement important to the acquisition? The leveraged finance group was responsible for the analysis behind making the bridge financing commitment to FCX. This was important to the acquisition because the bridge loan enabled FCX to show Phelps Dodge that they were committed to financing them. 3. Describe the forms of risk that an investment bank must consider in relation to acquisition and underwriting transactions. Describe what it means for a firm to set aside capital when it completes underwriting transactions. Capital Risk-financial risk a bank takes on when it agrees to finance an acquisition. Reputation Risk-comes from associating the investment firm with the company for which it is raising capital for or funding. When a bank sets aside capital when completing underwriting transactions it is usually cash invested in risk-free securities to hedge their risk. 4. Describe the role and importance of credit rating agencies in the Freeport-McMoRan transaction. Which group within an investment bank has the primary responsibility to work with companies regarding rating agency considerations? The credit rating agencies were important because they were needed to secure the highest possible ratings on the upcoming bond offerings. This determines how much a bank can borrow and at what cost. The debt capital markets group works with the credit rating agencies. 5. Describe the role of equity research at JPMorgan in the transaction. How has the role of equity research changed since 2003? Equity research groups provide investment ideas to the institutional salespeople who take these ideas to portfolio managers. Equity research analyst provided the institutional sales force an overview of the equity and convertible offerings. Then, a presentation was done by the FCX’s sales team to explain the acquisition of Phelps Dodge and gave information to convince employees of the acquisition. The role of equity research has changed since 2003  because now analysts are able to give investment opinions. 6. Who are the clients of the institutional sales team at JPMorgan? What is meant by a â€Å"limit order,† and what is its impact on the sales function? Describe the role of an Equity Capital Markets Syndicate group. The clients of the institutional sales team are portfolio managers of large assets. A limit order is the highest price in whi ch is willing to pay for stock in the primary stock market. Its impact on the sales function is that firms have to set a good limit order so that the price of the newly issued stock is neither too high nor too low. The role of an equity capital markets syndicate group is to track investor’s worries and concerns and their feedback about the transaction. This group helps the firm properly price stock and convertibles to better keep investors happy. 7. Assume the following fees were paid: M&A fee of 0.5 percent of the transaction value; debt fees of 0.75 percent on all debt and loan financing; equity fees of 3 percent on all equity and convertible financing. Calculate the estimated total fees for both JPMorgan and Merrill Lynch. Indicate whether you think these fees were justified and support your views. These fees represent paying for risk and also for commissions. These fees are justified because of the long process of acquiring another business and what goes into this process to make sure that it is done without error. A lot of equity research is done prior to the investment and credit rating companies need to be paid too. These fees are valid because it took so many groups within JPMorgan, Merrill Lynch, and FCX to make an informed decision to acquire Phelps Dodge. This totals 4.25% in fees for both JPMorgan and Merrill Lynch.

The Harvesters

The Harvesters The Harvesters In Bruegel's 1565 painting, The Harvesters, he portrays a season most closely resembling late spring, right after the harvest. He does this on the surface level with the peasants and the wheat. However, he solidifies this relationship by forming concrete relationships with diagonals and parallels, depth, colors, and nature.Bruegel's use of diagonals and parallels are easily visible in this work. In fact, he uses two different diagonals that intersect one another: one has a negative slope and one has a positive slope. The latter of which is perhaps more evident, because it outlines large portions of land that lie on this positive slope. One can see it at first glance. The gold foreground, and the green and gold middle ground are both on diagonal line paths going from bottom left to upper right. The most prominent peasant, the one lying on the ground against the tree, also falls on this diagonal.The Harvesters

The Gods of the Olmec

The Gods of the Olmec The mysterious Olmec Civilization flourished between roughly 1200 and 400 B.C. on Mexicos Gulf coast. Although there are still more mysteries than answers about this ancient culture, modern researchers have determined that religion was of great importance to the Olmec. Several supernatural beings appear and re-appear in the few examples of Olmec art that survive today. This has led archaeologists and ethnographers to tentatively identify a handful of Olmec gods. The Olmec Culture The Olmec culture was the first major Mesoamerican civilization, thriving in the steamy lowlands of Mexicos Gulf coast, mainly in the modern-day states of Tabasco and Veracruz. Their first major city, San Lorenzo (its original name has been lost to time) peaked around 1000 B.C. and was in serious decline by 900 B.C. The Olmec civilization had faded by 400 B.C.: no one is certain why. Later cultures, like the Aztec and the Maya, were heavily influenced by the Olmec. Today little survives of this grand civilization, but they left behind a rich artistic legacy including their majestic carved colossal heads. Olmec Religion Researchers have done a remarkable job of learning so much about Olmec religion and society. Archaeologist Richard Diehl has identified five elements of Olmec religion: a particular cosmos, a set of gods who interacted with mortals, a shaman class, specific rituals and sacred sites. Many specifics of these elements remain a mystery: for example, it is believed, but not proven, that one religious rite mimicked the transformation of a shaman into a were-jaguar. Complex A at La Venta is an Olmec ceremonial site which was largely preserved; much about Olmec religion was learned there. Olmec Gods The Olmec apparently had gods, or at least powerful supernatural beings, which were worshiped or respected in some way. Their names and functions - other than in the most general sense - have been lost over the ages. Olmec deities are represented in surviving stone carvings, cave paintings, and pottery. In most Mesoamerican art, gods are depicted as human-like  but are often more gruesome or imposing. Archaeologist Peter Joralemon, who has studied the Olmec extensively, has come up with a tentative identification of eight gods. These gods show a complicated mixture of human, bird, reptile and feline attributes. They include the Olmec Dragon, the Bird Monster, the Fish Monster, the Banded-eye God, the Maize God, the Water God, the Were-Jaguar and the Feathered Serpent. The Dragon, Bird Monster, and Fish Monster, when taken together, form the Olmec physical universe. The dragon represents the earth, the bird monster the skies and the fish monster the underworld. The Olmec Dragon The Olmec Dragon is depicted as a crocodile-like being, occasionally having human, eagle or jaguar features. His mouth, sometimes open in ancient carved images, is seen as a cave: perhaps, for this reason, the Olmec were fond of cave painting. The Olmec Dragon represented the Earth or at least the plane upon which humans lived. As such, he represented agriculture, fertility, fire and otherworldly things. The dragon may have been associated with the Olmec ruling classes or elite. This ancient creature may be the forebear of Aztec gods such as Cipactli, a crocodile god, or Xiuhtecuhtli, a fire god. The Bird Monster The Bird Monster represented the skies, sun, rulership, and agriculture. It is depicted as a fearsome bird, sometimes with reptilian features. The bird monster may have been the preferred god of the ruling class: carved likenesses of rulers sometimes are shown with bird monster symbols in their dress. The city once located at the La Venta archaeological site venerated the Bird Monster: its image appears there frequently, including on an important altar. The Fish Monster Also called the Shark Monster, the Fish Monster is thought to represent the underworld and appears as a frightening shark or fish with sharks teeth. Depictions of the Fish Monster have appeared in stone carvings, pottery, and small greenstone celts, but the most famous is on San Lorenzo Monument 58. On this massive stone carving, the Fish Monster appears with a fearsome mouth full of teeth, a large X on its back and a forked tail. Shark teeth excavated at San Lorenzo and La Venta suggest that the Fish Monster was honored in certain rituals. The Banded-Eye God Little is known about the mysterious Banded-eye God. Its name is a reflection of its appearance. It always appears in profile, with an almond shaped eye. A band or stripe passes behind or through the eye. The Banded-eye God appears more human than many of the other Olmec gods. It is found occasionally on pottery, but a good image appears on a famous Olmec statue, Las Limas Monument 1. The Maize God Because maize was such an important staple of life of the Olmec, its not surprising that they dedicated a god to its production. The Maize God appears as a human-ish figure with a stalk of corn growing out of his head. Like the Bird Monster, Maize God symbolism frequently appears on depictions of rulers. This could reflect the rulers responsibility to ensure bountiful crops for the people. The Water God The Water God often formed a divine team of sorts with the Maize God: the two are often associated with one another. The Olmec Water God appears as a chubby dwarf or infant with a gruesome face reminiscent of the Were-Jaguar. The Water Gods domain was likely not only water in general but also rivers, lakes and other water sources. The Water God appears on different forms of Olmec art, including large sculptures and smaller figurines and celts. It is possible that he is a forebear of later Mesoamerican water gods such as Chac and Tlaloc. The Were-Jaguar The Olmec were-jaguar is a most intriguing god. It appears as a human baby or infant with distinctly feline features, such as fangs, almond-shaped eyes and a cleft in his head. In some depictions, the were-jaguar baby is limp, as if it is dead or sleeping. Matthew W. Stirling proposed that the were-jaguar is the result of relations between a jaguar and a human female, but this theory is not universally accepted. The Feathered Serpent The Feathered Serpent is shown as a rattlesnake, either coiled or slithering, with feathers on its head. One excellent example is Monument 19 from La Venta. The feathered serpent is not very common in surviving Olmec art. Later incarnations such as Quetzalcoatl among the Aztecs or Kukulkan among the Maya seemingly had a much more important place in religion and daily life. Nevertheless, this common ancestor of the significant feathered serpents to come in Mesoamerican religion is considered important by researchers. Importance of the Olmec Gods The Olmec Gods are very important from an anthropological or cultural point of view and understanding them is critical to understanding Olmec civilization. The Olmec civilization, in turn, was the first major Mesoamerican culture and all of the later ones, such as the Aztec and Maya, borrowed heavily from these forebears. This is particularly visible in their pantheon. Most of the Olmec gods would evolve into major deities for later civilizations. The Feathered Serpent, for example, appears to have been a minor god to the Olmec, but it would rise to prominence in Aztec and Maya society. Research continues on the Olmec relics still in existence and at archaeological sites. Currently, there are still more questions than answers about the Olmec Gods: hopefully, future studies will illuminate their personalities even further. Sources: Coe, Michael D and Rex Koontz. Mexico: From the Olmecs to the Aztecs. 6th Edition. New York: Thames and Hudson, 2008 Diehl, Richard A. The Olmecs: Americas First Civilization. London: Thames and Hudson, 2004. Grove, David C. Cerros Sagradas Olmecas. Trans. Elisa Ramirez. Arqueologà ­a Mexicana Vol XV - Num. 87 (Sept-Oct 2007). P. 30-35. Miller, Mary and Karl Taube. An Illustrated Dictionary of the Gods and Symbols of Ancient Mexico and the Maya. New York: Thames Hudson, 1993.

Project Development and Control Coursework Essay

Project Development and Control Coursework - Essay Example To conclude, with management of stakeholders as well as with the inculcation of effective and adequate resources, a mass population of the targeted customers can be attracted towards the offered products. However, various challenges can be observed when implementing the planned campaign in terms of trust building as the product being advertised is relatively a new product with meager brand recognition in the national market. Table of Contents 1.0. Executive Summary 2 2.0. Introduction 4 2.1. Purpose of the Project 4 2.2. Background 4 2.3. Aspects Covered in the Report 5 2.4. Limitations 5 3.0. Project Scope 6 3.1. Project Objectives 6 3.2. Project Deliverables 6 3.3. Constraints 7 4.0. Stakeholder Management 8 5.0. Risk Management 8 6.0. Project Organisation 9 6.1. Resources 9 6.2. Scheduling 10 6.3. Project Quality 10 7.0. Monitoring and Control 11 11 8.0. Conclusion and Recommendations 12 9.0. References 13 10.0. Bibliography 14 11. 0. Appendix: Gantt Chart 15 2.0. Introduction 2.1 . Purpose of the Project This project will aim at developing a campaign for advertising an herbal skin-care product. ... actured by a family business entrepreneur is aimed to be marketed in national consumer markets to satisfy the targeted customers with wide ranging varieties of world class products constituted with herbal and organic ingredients manufactured with the application of Vedic science. The products to be marketed through this advertisement campaign will consists of different materials such as Neem, Tulsi, Saffron, Aloe Vera and other herbal and organic ingredients collected from various parts of the world and also those which are grown by the family in their own farm. This particular attribute can be termed as a vital strength for the proposed advertisement campaign and thus will be highlighted in the message conveyed through the advertising channels. The herbal skin-care product will also consist of sun protection products known as sunscreen products used for obtaining protection against the consequences of Ultra-Violet (UV) radiation to satisfy the customer needs. It is worth mentioning in this context that the targeted customers, i.e. the women populaces are today observed to be highly conscious regarding the consequences of UV rays owing to which this particular attribute of the marketed product shall be considered as quite noteworthy (Rebecca, 2009). 2.3. Aspects Covered in the Report The report addresses the scope, objectives and deliverable of the project proposed. It further moves ahead on addressing the aspects of constraints associated with the implementation of the project planned. Stakeholder management and risk management strategies which can take a vital role in the development and implementation of the proposed advertising project have also be regarded as quite significant in this report. Apart from these aspects, the report also covers relevant information to