Sunday, May 17, 2020
The Weapons Of Nuclear Weapons - 1627 Words
Nuclear weapon, as defined by Oxford dictionary, is a bomb or missile that uses nuclear energy to cause an explosion. This explosion can cause a massive obliteration within a very short time. The first and only appalling event these nuclear weapons have ever been used was in Japan 1945 against the innocent civilians of Nagasaki and Hiroshima which killed around 185,000 citizens in total, as stated by BBC UK. (1)Despite the development and creation of several treaties and solutions to eradicate or reduce the use of weapons in order to increase security around the world, the abolition of these weapons is a very far away dream. The possession of nuclear weapons, at present day, is a very futile utility as it causes catastrophic harm towardsâ⬠¦show more contentâ⬠¦More so, this essay will elaborate on several incidences where nuclear weapons, along with their management and development by extension, have been disastrous. As a catastrophically negative effect humanity would not be able to rise from the pain, suffering and death. I strongly believe that ownership of nuclear weapons leads to harm and destruction with the long term effects of disease and ,eventually, death. The chain of reaction leads to mass destruction. For example, in 1945, the United Stated bombed Hiroshima and Nagasaki city, led to 185,000 deaths, 70% of physical destruction as well as amplified rates of diseases such as Cancer. Japan may have surrendered but the generations to come suffer the effects the most and the world would only experience this effect through movies and historical text. If that was not enough evidence, then the nuclear testing legacies such as Chernobyl and three mile island incidents showed the effects of these nuclear weapons . The Chernobyl disaster, led to the death of thirty people and generations of increased thyroid cancer.(3) As seen by the events mentioned, the making, testing and thereafter empl oyment of these weapons leads to intolerable disasters. ââ¬Å"Nuclear weapons are unique in their destructive power, in the unspeakable human
Wednesday, May 6, 2020
Personal Experience with Alcoholics Anonymous - 3334 Words
It begins like all the other meeting. ââ¬Å"Hi, my name is...and I am an addict.â⬠Iââ¬â¢ve lost count for how many first names I have come to associate with addiction. Alcoholics Anonymous (AA)? Check. Narcotics Anonymous (NA)? Been there, done that. This being the first time I have ever encountered self identified sex addicts. How does this addiction differ from the addictions I have come to know and claim as my own? In a diagnosis of this particular addiction, there must be some form of cohesion. The answer lays in the biological and physiological factors that surround this addiction. These central ideas have lead to examining the conversation surrounding sex addiction and what this conversation has to say. Will a consensus exist for an addiction, that to me, seems harder to ââ¬Å"proveâ⬠or identify as some other forms of addiction. The literature seems varied and with no central consensus seems to exists, which makes for a fascinating research topic. Prior to vent uring into the depth of sexual addiction, defining addiction seems like a logical step. Working through various dictionary definitions and real world applications, a working definition of addiction; a repeated and continuos behavior demonstrated despite negative outcomes (Hyman 1994). Behaviors that can also be a result of one or more neurological impairments (Hyman, 1994). Symptoms of addiction include and/or limited or impaired control over substances (in the case of substance addiction) or behavior, preoccupation, worry,Show MoreRelatedHistory Of Organization : Alcoholics Anonymous ( A.a )1691 Words à |à 7 PagesHistory of Organization Alcoholics Anonymous (A.A.) was founded in 1935 by Bill Wilson and Dr. Bob Smith in Akron, Ohio, and is a spiritual based organization with the sole purpose ââ¬Å"to stay sober and help other alcoholics achieve sobrietyâ⬠threw fellowship. Alcoholic Anonymous (A.A.) foundation is built on a 12 step program that involves taking 12 step that will guarantee your sobriety (according to A.A.) because you start the 12 steps but you never end, it is designed for you to consistently workRead MoreMeeting : Buckeye Easy Dose It1112 Words à |à 5 PagesEasy Dose It Alcoholics Anonymous can help individuals struggling with substance abuse. Low self-esteem in a person has been implicated in the development of alcohol use disorder, and relapse (Donovan, Ingalsbe, Benbow, Daley, 2013). In this report, I will discuss her experience of visiting an Alcoholics Anonymous (AA) meeting at Buckeye Easy Does It (BEDI). I will also present the topic of the meeting, her reaction to the topic, how 12-step can help. The barriers one might experience at the meetingRead MoreAlcoholism and Alcoholics Anonymous1851 Words à |à 7 Pagesï » ¿Alcoholics Anonymous Introduction Alcoholics Anonymous is a community of men and women who put across their experiences with alcohol and who support each-other in recovering from the critical conditions that the substance brought them in. In order to become a member, a person only needs to stop drinking, as there are no fees associated with the institution: it is a self-supporting group using its own contributions to function. A.A. is not related to any religious or political ideology, organizationRead MoreAn Anonymous Group For My Understanding Group Dynamics Project1492 Words à |à 6 Pages I chose to visit an Alcoholics Anonymous group for my Understanding Group Dynamics project. I went on March 20th 2016, to an open discussion group titled Pass it On Group for Beginners that are Living Sober. It was held at the First Congregational Church at 14 Brookside Road in Darien, CT 06854 at 6:15 p.m.. I chose to go to this group as I felt it was a group that I could most strongly connect to, as I am a recovering alcohol ic. I have been cold turkey for two years now. I choose to live a soberRead More An Outsiderââ¬â¢s View of Alcoholics Anonymous (AA) Meetings Essay728 Words à |à 3 PagesAn Outsiderââ¬â¢s View of Alcoholics Anonymous (AA) Meetings Today, one out of every thirteen adults abuse alcohol or are alcoholics. That means nearly thirteen million Americans have a drinking problem. (www.niaaa.nih.gov) This topic offers a broad range of ideas to be researched within the psychological field. For this particular project, the topic of alcoholism and the psychological effects on people best fit the criteria. Alcoholism is defined as a disorder characterized by the excessive consumptionRead MoreBeing A Single Heterosexual Male And Longtime Member Of Alcoholics Anonymous1660 Words à |à 7 PagesBeing a single heterosexual male and longtime member of Alcoholics Anonymous, I often wonder about the issue of Alcoholics Anonymous members and dating. I usually attend four or five AA meetings each week and truth be told, I do scout the room at each AA meeting that I attend, to see which women are present. I think that such a practice is only natural and it does not distract me from my purpose of attaining support for and learning wa ys to effectively deal with my disease of alcoholism. One ofRead MoreAlcoholics Anonymous : A Anonymous865 Words à |à 4 PagesAttending an Alcoholic Anonymous Meeting Alcoholics Anonymous was founded in the basis that alcoholism cannot be healed medically, but spiritually. Alcoholics Anonymous was founded in 1939 by Bill Wilson, and Dr. Robert Smith (Bââ¬â¢s, n.d.). The main goal of Alcoholics Anonymous is recovery from alcoholism, and to fully abstain from consuming alcohol. Several non-stated goals are staying out of jail, fixing a financial situation, or becoming happier (Trizio, 2006). After attending in a meeting forRead MoreA Glimpse Inside Alcoholics Anonymous1662 Words à |à 7 PagesA Glimpse Inside Alcoholics Anonymous ââ¬Å"Animated in the spirit of Jesus Christ, we value all individualsââ¬â¢ unique talents, respect their dignity, and strive to foster their commitment to excellence in our work. Our communityââ¬â¢s strength depends on the unity and diversity of our people, on the free exchange of ideas, and on learning, living, and working harmoniously (Saint Leo University Core Values, Respect). Introduction. I decided I wanted to visit an Alcoholics Anonymous group meeting in my localRead MoreAlcoholics Anonymous An Open Meeting1188 Words à |à 5 PagesAlcoholics Anonymous an Open Meeting Dominique Steinburg describes mutual aid as a process through which people develop collaborative, supportive, and trustworthy relationships; identify and use existing strengths and/or to develop new ones; and work together toward individual and/or collective psychosocial goals. (Steinburg, 2010) Alcoholics Anonymous is mutual aid group that supports individuals in their recovery from alcohol dependence. Established in the mid 1930ââ¬â¢s, Alcoholics Anonymous wasRead More12-Step Research Paper1506 Words à |à 7 Pagesnearly all recovery programs still in use today. The program was originally called Twelve Steps for Alcoholics and is now referred to as the Twelve Step Program. The origins of the Twelve Step Program are unique. The Twelve-Step Program was the creation of a gentleman named Bill Wilson. Wilson was a stockbroker originally from New York who moved to Akron, Ohio, in 1935. Wilson was an alcoholic. After his relocation to Akron, he was extremely lonely and his drinking increased; in spite of this
International Dimensions of Organizational Behavior
Question: Discuss about the International Dimensions of Organizational Behavior. Answer: Introduction: Resistance to change refers to the action taken by specific people or group of people if they perceive that a change has already taken place and it poses threat to them. In other words, it refer to the transformation within organizations, though one can found elsewhere in other style. The rationale of the resistance of change is straightforward as individuals substantiate their actions to themselves. The signs of resistance of change occurs as a result of people unable spotting it emerging and hence get surprised rather than responding appropriately to it(Herscovitch, 2010). In the organization both local and international businesses, employees resist change if the entry of the change is introduced poorly, if it interrupt with their work, and if the employees disqualify the need for change. It is imperative for the mangers to consider what kind of change they bring in to the organization because they can result to serious resistance to the changes. However, if the mangers considers t hose changes and effect in to their organizations using proper introduction, then resistance can be minimized and eschew to process of handling workers resistance to change. The study therefore, discuss the reasons for the resistance to change. The paper will also describe the ways to manage employees resistance, and ethics of the managerial and resistant positions. In addition the paper will critically assess the implications of the managerial and of resistant positions for achieving an effective change management program. The organization should be ready to face resistance to change and plan for it. Right away from the inception of organization change management program will concede it to successfully control objections. The organization should therefore identify the most common reasons employees object to change. The primary objection of resistance will give the organization an opportunity to assess the change strategy to address the reasons. The proactive measure that every organization should be aware and expect resistance to change and be prepared to coup up with them.(Hatch, 2012) Identifying the behaviors that indicate likely hood of resistance will bring forth awareness of the necessity to address the concerns. The following reason may trigger for resistance to change: Reason for Resistance to Change in organization The unclear purpose of the change. When the employees misunderstand the essence of change they lack morale to work. If the workers of a certain organization will be introduced a new policy which contradict they working environment one expect resistance(Conger, 2011). A good example is Coca Cola Company effecting the policy on checking all the employees before they leave the job in the evening. Fear of the unfamiliar. If the motive for the change is unclear, be it about costs, work environment, and equipment. An example of most common factors of the unknown include when employees take an active steps toward those unidentified things that opt to bring change. However, the workers in an organization will show willingness towards the honest believe and feel. The genuine of the feeling will implicate the risks of remaining still than those of moving on in a new direction.(Champy, 2010) Employees will react against change if they have introduced policy with consulting them. Employees may like to identify the authenticity of the policy especially when their job is affected. Knowledgeable employees tend to have higher levels of work gratification than uniformed. The employees also feel lack of proficiency. If the organization requires changes of expertise the employees will feel uncomfortable for the transition. For instance, many companies may Information Technology expert to program the services offered by the company. The will require immediate IT professional either among the employees or the company may source from elsewhere.(Chemers, 2012) Benefits and rewards, if the benefits and rewards have detrimental and gaps for organization change they will trigger to troubles. However, the organizations should set their clear and precise for employees comprehend them. Benefits and rewards result to resistance to change by helping workers to mount pressure towards the organizations. Ethics of the managerial and resistant positions: Employee resistance to managing of change have rated as a complex problem. The process of change may be pervasive. Workers resistance may critically impact to the disappointment of efforts meant to initiate change in the organization. The primary role of managers in every organization is to make employees feel comfortable with any change. Identifying the origins of resistance should be fronted to bring solutions to the problems arising. Moreover, the employees should address their feedback to the management and they help to enhance the process of accepting the change. Change may not be the problem rather the problem may be resistance to change.(Brown, 2012) Managerial moral codes addresses principles and policies. Therefore, ethics of the managerial refers to set of paradigm that prescribe the conduct of a manager operating within organization. The principle-based ethics highlight the consideration in terms of fair and morally in the organization. The scope of working environment include information about departments and the use of organization equipment. On the other hand, policy based managerial ethics clearly shows the conflicts of interest, the right of handling branded information. For example, Enrons companys management inspired workers to buy shares and dividend of the company stock. Though the managers knew that the shares would devalue but they failed to inform their clients. The action therefore, show violation of ethical regulation and reluctant their role to protect the employees over exploitation. Ethics of the managerial help to shape decision making and regulate both internal and external behavior of organization.(Bacal, 2009) Implications and Strategies for achieving an effective change management program: Change is inevitable in modern organizations. Therefore, for the many organization should cultivate the culture of adopting changes. The employee also should be aware of the organizational changes. The following approaches help to impeach resistance to change. Organization should always find a desirable change which accommodate all employees to avoid loss. The perceived urge for change can be enhanced by bringing other issue that workers already care about. If the organization link to health matters, security of job and other things that exist within the working place, changes can easily adopted. Moreover, organization can make change stickier hence, less likely to replace new demands. Organizations must have people for to them to run smoothly. Therefore, they should implement and tailor information to the employees expectations. Workers may hold strong understanding of how the organizations works. For instance, they may incline to the reaction when they introduce a change as something good about to happen. They also perceive the change as a prevention model and reject it to eschew loss.(Terry, 2013) The organization should make the changes internal and very concrete. Frequently, organization change poses some sort of threat. The organizations should weigh if the threat is seen more relevant to keep outsiders away than to the workers in the working place. However, the organization can determine in concrete positions that the threat is local and will have a genuine influence on the employees. For example when the organization introduces a policy that poses threat to climate change, employees may think the change as threat to them and others. Therefore, the change takes time to be effected. On the other hand, if organization demonstrate with a concrete examples precisely how the change will impact the resident community or organization, they adopt the required changes. Organization should prioritize address personal concerns. Most organization rationalize the need for change by showing their workers the implications of change that meant for the organization. The approach of getting the employees to buy in the change may be termed as poor. Employees always react vigorously when a change is introduced. They always get concern with their personal welfare. Organizations should deal with workers personal concerns. The later concerns on the organization will be later effected. Organizations should seek provisional changes to achieve the target. Though transformational change is fundamental, it need a shift in expectations prepared by the organization. They add up to a substantial structure and progressions, values and approach. Therefore result to operation that create developmental approach.(Mabey, 2013) Conclusion: In a nutshell, change is hard to implement. Similarly, change is unavoidable. The complexity of change process may be overcame but enough time and effective managers are required. Organizational change occurs as a result of many factors that play in. the changes may either affect internal or external environment(Mumford, 2012). As discussed above the resistance to change are quite many. Employees will need to adopt with the changes though organization also should streamline them to fit all people. Management of change is used ensure organization success. They are used shape the organizations objectives. Hence without them the risks of meeting the goals can realized. In addition, losing productivity, is as result of poor change management. Organizations effect changes to improve effectiveness of the operation of business. Effective leadership implement change with easiness thus reducing resistance from the employee. It is worth stating that resistance to change strategy depend on the type of organization. Different organization require to overcome resistance of change differently. References Bacal, R. (2009). International Dimensions of Organizational Behavior. Harvard Business School Press, 23-45. Brown, M. C. (2012). Organizational Performance. Adminstrative Science Quartely, 1-10. Champy, J. (2010). Reengineering Management. New York: Harper Business. Chemers, M. M. (2012). Leadership Effectiveness. Blackwell handbook of social psychology, 376-399. Conger, J. R. (2011). Toward a Behavioral theory of Charismatic Leadership in Organization settings. Academy of Management Review, 34-37. Hatch, M. J. (2012). The Culture Dynamics of Organization and Change. Journal Organizational Behavior, 213-225. Herscovitch, L. . (2010). Commitment to Organizational Change. Journal of applied Psychology, 46-53. Mabey, C. .-W. (2013). Managing Change. London: PCP Publishers. Mumford, M. D. (2012). Leading Creative people. Leadership Quarterly, 705-723. Terry, D. (2013). Social Identity Processes In Organizations. Psychology Press, 216-223.
International Dimensions of Organizational Behavior
Question: Discuss about the International Dimensions of Organizational Behavior. Answer: Introduction: Resistance to change refers to the action taken by specific people or group of people if they perceive that a change has already taken place and it poses threat to them. In other words, it refer to the transformation within organizations, though one can found elsewhere in other style. The rationale of the resistance of change is straightforward as individuals substantiate their actions to themselves. The signs of resistance of change occurs as a result of people unable spotting it emerging and hence get surprised rather than responding appropriately to it(Herscovitch, 2010). In the organization both local and international businesses, employees resist change if the entry of the change is introduced poorly, if it interrupt with their work, and if the employees disqualify the need for change. It is imperative for the mangers to consider what kind of change they bring in to the organization because they can result to serious resistance to the changes. However, if the mangers considers t hose changes and effect in to their organizations using proper introduction, then resistance can be minimized and eschew to process of handling workers resistance to change. The study therefore, discuss the reasons for the resistance to change. The paper will also describe the ways to manage employees resistance, and ethics of the managerial and resistant positions. In addition the paper will critically assess the implications of the managerial and of resistant positions for achieving an effective change management program. The organization should be ready to face resistance to change and plan for it. Right away from the inception of organization change management program will concede it to successfully control objections. The organization should therefore identify the most common reasons employees object to change. The primary objection of resistance will give the organization an opportunity to assess the change strategy to address the reasons. The proactive measure that every organization should be aware and expect resistance to change and be prepared to coup up with them.(Hatch, 2012) Identifying the behaviors that indicate likely hood of resistance will bring forth awareness of the necessity to address the concerns. The following reason may trigger for resistance to change: Reason for Resistance to Change in organization The unclear purpose of the change. When the employees misunderstand the essence of change they lack morale to work. If the workers of a certain organization will be introduced a new policy which contradict they working environment one expect resistance(Conger, 2011). A good example is Coca Cola Company effecting the policy on checking all the employees before they leave the job in the evening. Fear of the unfamiliar. If the motive for the change is unclear, be it about costs, work environment, and equipment. An example of most common factors of the unknown include when employees take an active steps toward those unidentified things that opt to bring change. However, the workers in an organization will show willingness towards the honest believe and feel. The genuine of the feeling will implicate the risks of remaining still than those of moving on in a new direction.(Champy, 2010) Employees will react against change if they have introduced policy with consulting them. Employees may like to identify the authenticity of the policy especially when their job is affected. Knowledgeable employees tend to have higher levels of work gratification than uniformed. The employees also feel lack of proficiency. If the organization requires changes of expertise the employees will feel uncomfortable for the transition. For instance, many companies may Information Technology expert to program the services offered by the company. The will require immediate IT professional either among the employees or the company may source from elsewhere.(Chemers, 2012) Benefits and rewards, if the benefits and rewards have detrimental and gaps for organization change they will trigger to troubles. However, the organizations should set their clear and precise for employees comprehend them. Benefits and rewards result to resistance to change by helping workers to mount pressure towards the organizations. Ethics of the managerial and resistant positions: Employee resistance to managing of change have rated as a complex problem. The process of change may be pervasive. Workers resistance may critically impact to the disappointment of efforts meant to initiate change in the organization. The primary role of managers in every organization is to make employees feel comfortable with any change. Identifying the origins of resistance should be fronted to bring solutions to the problems arising. Moreover, the employees should address their feedback to the management and they help to enhance the process of accepting the change. Change may not be the problem rather the problem may be resistance to change.(Brown, 2012) Managerial moral codes addresses principles and policies. Therefore, ethics of the managerial refers to set of paradigm that prescribe the conduct of a manager operating within organization. The principle-based ethics highlight the consideration in terms of fair and morally in the organization. The scope of working environment include information about departments and the use of organization equipment. On the other hand, policy based managerial ethics clearly shows the conflicts of interest, the right of handling branded information. For example, Enrons companys management inspired workers to buy shares and dividend of the company stock. Though the managers knew that the shares would devalue but they failed to inform their clients. The action therefore, show violation of ethical regulation and reluctant their role to protect the employees over exploitation. Ethics of the managerial help to shape decision making and regulate both internal and external behavior of organization.(Bacal, 2009) Implications and Strategies for achieving an effective change management program: Change is inevitable in modern organizations. Therefore, for the many organization should cultivate the culture of adopting changes. The employee also should be aware of the organizational changes. The following approaches help to impeach resistance to change. Organization should always find a desirable change which accommodate all employees to avoid loss. The perceived urge for change can be enhanced by bringing other issue that workers already care about. If the organization link to health matters, security of job and other things that exist within the working place, changes can easily adopted. Moreover, organization can make change stickier hence, less likely to replace new demands. Organizations must have people for to them to run smoothly. Therefore, they should implement and tailor information to the employees expectations. Workers may hold strong understanding of how the organizations works. For instance, they may incline to the reaction when they introduce a change as something good about to happen. They also perceive the change as a prevention model and reject it to eschew loss.(Terry, 2013) The organization should make the changes internal and very concrete. Frequently, organization change poses some sort of threat. The organizations should weigh if the threat is seen more relevant to keep outsiders away than to the workers in the working place. However, the organization can determine in concrete positions that the threat is local and will have a genuine influence on the employees. For example when the organization introduces a policy that poses threat to climate change, employees may think the change as threat to them and others. Therefore, the change takes time to be effected. On the other hand, if organization demonstrate with a concrete examples precisely how the change will impact the resident community or organization, they adopt the required changes. Organization should prioritize address personal concerns. Most organization rationalize the need for change by showing their workers the implications of change that meant for the organization. The approach of getting the employees to buy in the change may be termed as poor. Employees always react vigorously when a change is introduced. They always get concern with their personal welfare. Organizations should deal with workers personal concerns. The later concerns on the organization will be later effected. Organizations should seek provisional changes to achieve the target. Though transformational change is fundamental, it need a shift in expectations prepared by the organization. They add up to a substantial structure and progressions, values and approach. Therefore result to operation that create developmental approach.(Mabey, 2013) Conclusion: In a nutshell, change is hard to implement. Similarly, change is unavoidable. The complexity of change process may be overcame but enough time and effective managers are required. Organizational change occurs as a result of many factors that play in. the changes may either affect internal or external environment(Mumford, 2012). As discussed above the resistance to change are quite many. Employees will need to adopt with the changes though organization also should streamline them to fit all people. Management of change is used ensure organization success. They are used shape the organizations objectives. Hence without them the risks of meeting the goals can realized. In addition, losing productivity, is as result of poor change management. Organizations effect changes to improve effectiveness of the operation of business. Effective leadership implement change with easiness thus reducing resistance from the employee. It is worth stating that resistance to change strategy depend on the type of organization. Different organization require to overcome resistance of change differently. References Bacal, R. (2009). International Dimensions of Organizational Behavior. Harvard Business School Press, 23-45. Brown, M. C. (2012). Organizational Performance. Adminstrative Science Quartely, 1-10. Champy, J. (2010). Reengineering Management. New York: Harper Business. Chemers, M. M. (2012). Leadership Effectiveness. Blackwell handbook of social psychology, 376-399. Conger, J. R. (2011). Toward a Behavioral theory of Charismatic Leadership in Organization settings. Academy of Management Review, 34-37. Hatch, M. J. (2012). The Culture Dynamics of Organization and Change. Journal Organizational Behavior, 213-225. Herscovitch, L. . (2010). Commitment to Organizational Change. Journal of applied Psychology, 46-53. Mabey, C. .-W. (2013). Managing Change. London: PCP Publishers. Mumford, M. D. (2012). Leading Creative people. Leadership Quarterly, 705-723. Terry, D. (2013). Social Identity Processes In Organizations. Psychology Press, 216-223.
International Dimensions of Organizational Behavior
Question: Discuss about the International Dimensions of Organizational Behavior. Answer: Introduction: Resistance to change refers to the action taken by specific people or group of people if they perceive that a change has already taken place and it poses threat to them. In other words, it refer to the transformation within organizations, though one can found elsewhere in other style. The rationale of the resistance of change is straightforward as individuals substantiate their actions to themselves. The signs of resistance of change occurs as a result of people unable spotting it emerging and hence get surprised rather than responding appropriately to it(Herscovitch, 2010). In the organization both local and international businesses, employees resist change if the entry of the change is introduced poorly, if it interrupt with their work, and if the employees disqualify the need for change. It is imperative for the mangers to consider what kind of change they bring in to the organization because they can result to serious resistance to the changes. However, if the mangers considers t hose changes and effect in to their organizations using proper introduction, then resistance can be minimized and eschew to process of handling workers resistance to change. The study therefore, discuss the reasons for the resistance to change. The paper will also describe the ways to manage employees resistance, and ethics of the managerial and resistant positions. In addition the paper will critically assess the implications of the managerial and of resistant positions for achieving an effective change management program. The organization should be ready to face resistance to change and plan for it. Right away from the inception of organization change management program will concede it to successfully control objections. The organization should therefore identify the most common reasons employees object to change. The primary objection of resistance will give the organization an opportunity to assess the change strategy to address the reasons. The proactive measure that every organization should be aware and expect resistance to change and be prepared to coup up with them.(Hatch, 2012) Identifying the behaviors that indicate likely hood of resistance will bring forth awareness of the necessity to address the concerns. The following reason may trigger for resistance to change: Reason for Resistance to Change in organization The unclear purpose of the change. When the employees misunderstand the essence of change they lack morale to work. If the workers of a certain organization will be introduced a new policy which contradict they working environment one expect resistance(Conger, 2011). A good example is Coca Cola Company effecting the policy on checking all the employees before they leave the job in the evening. Fear of the unfamiliar. If the motive for the change is unclear, be it about costs, work environment, and equipment. An example of most common factors of the unknown include when employees take an active steps toward those unidentified things that opt to bring change. However, the workers in an organization will show willingness towards the honest believe and feel. The genuine of the feeling will implicate the risks of remaining still than those of moving on in a new direction.(Champy, 2010) Employees will react against change if they have introduced policy with consulting them. Employees may like to identify the authenticity of the policy especially when their job is affected. Knowledgeable employees tend to have higher levels of work gratification than uniformed. The employees also feel lack of proficiency. If the organization requires changes of expertise the employees will feel uncomfortable for the transition. For instance, many companies may Information Technology expert to program the services offered by the company. The will require immediate IT professional either among the employees or the company may source from elsewhere.(Chemers, 2012) Benefits and rewards, if the benefits and rewards have detrimental and gaps for organization change they will trigger to troubles. However, the organizations should set their clear and precise for employees comprehend them. Benefits and rewards result to resistance to change by helping workers to mount pressure towards the organizations. Ethics of the managerial and resistant positions: Employee resistance to managing of change have rated as a complex problem. The process of change may be pervasive. Workers resistance may critically impact to the disappointment of efforts meant to initiate change in the organization. The primary role of managers in every organization is to make employees feel comfortable with any change. Identifying the origins of resistance should be fronted to bring solutions to the problems arising. Moreover, the employees should address their feedback to the management and they help to enhance the process of accepting the change. Change may not be the problem rather the problem may be resistance to change.(Brown, 2012) Managerial moral codes addresses principles and policies. Therefore, ethics of the managerial refers to set of paradigm that prescribe the conduct of a manager operating within organization. The principle-based ethics highlight the consideration in terms of fair and morally in the organization. The scope of working environment include information about departments and the use of organization equipment. On the other hand, policy based managerial ethics clearly shows the conflicts of interest, the right of handling branded information. For example, Enrons companys management inspired workers to buy shares and dividend of the company stock. Though the managers knew that the shares would devalue but they failed to inform their clients. The action therefore, show violation of ethical regulation and reluctant their role to protect the employees over exploitation. Ethics of the managerial help to shape decision making and regulate both internal and external behavior of organization.(Bacal, 2009) Implications and Strategies for achieving an effective change management program: Change is inevitable in modern organizations. Therefore, for the many organization should cultivate the culture of adopting changes. The employee also should be aware of the organizational changes. The following approaches help to impeach resistance to change. Organization should always find a desirable change which accommodate all employees to avoid loss. The perceived urge for change can be enhanced by bringing other issue that workers already care about. If the organization link to health matters, security of job and other things that exist within the working place, changes can easily adopted. Moreover, organization can make change stickier hence, less likely to replace new demands. Organizations must have people for to them to run smoothly. Therefore, they should implement and tailor information to the employees expectations. Workers may hold strong understanding of how the organizations works. For instance, they may incline to the reaction when they introduce a change as something good about to happen. They also perceive the change as a prevention model and reject it to eschew loss.(Terry, 2013) The organization should make the changes internal and very concrete. Frequently, organization change poses some sort of threat. The organizations should weigh if the threat is seen more relevant to keep outsiders away than to the workers in the working place. However, the organization can determine in concrete positions that the threat is local and will have a genuine influence on the employees. For example when the organization introduces a policy that poses threat to climate change, employees may think the change as threat to them and others. Therefore, the change takes time to be effected. On the other hand, if organization demonstrate with a concrete examples precisely how the change will impact the resident community or organization, they adopt the required changes. Organization should prioritize address personal concerns. Most organization rationalize the need for change by showing their workers the implications of change that meant for the organization. The approach of getting the employees to buy in the change may be termed as poor. Employees always react vigorously when a change is introduced. They always get concern with their personal welfare. Organizations should deal with workers personal concerns. The later concerns on the organization will be later effected. Organizations should seek provisional changes to achieve the target. Though transformational change is fundamental, it need a shift in expectations prepared by the organization. They add up to a substantial structure and progressions, values and approach. Therefore result to operation that create developmental approach.(Mabey, 2013) Conclusion: In a nutshell, change is hard to implement. Similarly, change is unavoidable. The complexity of change process may be overcame but enough time and effective managers are required. Organizational change occurs as a result of many factors that play in. the changes may either affect internal or external environment(Mumford, 2012). As discussed above the resistance to change are quite many. Employees will need to adopt with the changes though organization also should streamline them to fit all people. Management of change is used ensure organization success. They are used shape the organizations objectives. Hence without them the risks of meeting the goals can realized. In addition, losing productivity, is as result of poor change management. Organizations effect changes to improve effectiveness of the operation of business. Effective leadership implement change with easiness thus reducing resistance from the employee. It is worth stating that resistance to change strategy depend on the type of organization. Different organization require to overcome resistance of change differently. References Bacal, R. (2009). International Dimensions of Organizational Behavior. Harvard Business School Press, 23-45. Brown, M. C. (2012). Organizational Performance. Adminstrative Science Quartely, 1-10. Champy, J. (2010). Reengineering Management. New York: Harper Business. Chemers, M. M. (2012). Leadership Effectiveness. Blackwell handbook of social psychology, 376-399. Conger, J. R. (2011). Toward a Behavioral theory of Charismatic Leadership in Organization settings. Academy of Management Review, 34-37. Hatch, M. J. (2012). The Culture Dynamics of Organization and Change. Journal Organizational Behavior, 213-225. Herscovitch, L. . (2010). Commitment to Organizational Change. Journal of applied Psychology, 46-53. Mabey, C. .-W. (2013). Managing Change. London: PCP Publishers. Mumford, M. D. (2012). Leading Creative people. Leadership Quarterly, 705-723. Terry, D. (2013). Social Identity Processes In Organizations. Psychology Press, 216-223.
International Dimensions of Organizational Behavior
Question: Discuss about the International Dimensions of Organizational Behavior. Answer: Introduction: Resistance to change refers to the action taken by specific people or group of people if they perceive that a change has already taken place and it poses threat to them. In other words, it refer to the transformation within organizations, though one can found elsewhere in other style. The rationale of the resistance of change is straightforward as individuals substantiate their actions to themselves. The signs of resistance of change occurs as a result of people unable spotting it emerging and hence get surprised rather than responding appropriately to it(Herscovitch, 2010). In the organization both local and international businesses, employees resist change if the entry of the change is introduced poorly, if it interrupt with their work, and if the employees disqualify the need for change. It is imperative for the mangers to consider what kind of change they bring in to the organization because they can result to serious resistance to the changes. However, if the mangers considers t hose changes and effect in to their organizations using proper introduction, then resistance can be minimized and eschew to process of handling workers resistance to change. The study therefore, discuss the reasons for the resistance to change. The paper will also describe the ways to manage employees resistance, and ethics of the managerial and resistant positions. In addition the paper will critically assess the implications of the managerial and of resistant positions for achieving an effective change management program. The organization should be ready to face resistance to change and plan for it. Right away from the inception of organization change management program will concede it to successfully control objections. The organization should therefore identify the most common reasons employees object to change. The primary objection of resistance will give the organization an opportunity to assess the change strategy to address the reasons. The proactive measure that every organization should be aware and expect resistance to change and be prepared to coup up with them.(Hatch, 2012) Identifying the behaviors that indicate likely hood of resistance will bring forth awareness of the necessity to address the concerns. The following reason may trigger for resistance to change: Reason for Resistance to Change in organization The unclear purpose of the change. When the employees misunderstand the essence of change they lack morale to work. If the workers of a certain organization will be introduced a new policy which contradict they working environment one expect resistance(Conger, 2011). A good example is Coca Cola Company effecting the policy on checking all the employees before they leave the job in the evening. Fear of the unfamiliar. If the motive for the change is unclear, be it about costs, work environment, and equipment. An example of most common factors of the unknown include when employees take an active steps toward those unidentified things that opt to bring change. However, the workers in an organization will show willingness towards the honest believe and feel. The genuine of the feeling will implicate the risks of remaining still than those of moving on in a new direction.(Champy, 2010) Employees will react against change if they have introduced policy with consulting them. Employees may like to identify the authenticity of the policy especially when their job is affected. Knowledgeable employees tend to have higher levels of work gratification than uniformed. The employees also feel lack of proficiency. If the organization requires changes of expertise the employees will feel uncomfortable for the transition. For instance, many companies may Information Technology expert to program the services offered by the company. The will require immediate IT professional either among the employees or the company may source from elsewhere.(Chemers, 2012) Benefits and rewards, if the benefits and rewards have detrimental and gaps for organization change they will trigger to troubles. However, the organizations should set their clear and precise for employees comprehend them. Benefits and rewards result to resistance to change by helping workers to mount pressure towards the organizations. Ethics of the managerial and resistant positions: Employee resistance to managing of change have rated as a complex problem. The process of change may be pervasive. Workers resistance may critically impact to the disappointment of efforts meant to initiate change in the organization. The primary role of managers in every organization is to make employees feel comfortable with any change. Identifying the origins of resistance should be fronted to bring solutions to the problems arising. Moreover, the employees should address their feedback to the management and they help to enhance the process of accepting the change. Change may not be the problem rather the problem may be resistance to change.(Brown, 2012) Managerial moral codes addresses principles and policies. Therefore, ethics of the managerial refers to set of paradigm that prescribe the conduct of a manager operating within organization. The principle-based ethics highlight the consideration in terms of fair and morally in the organization. The scope of working environment include information about departments and the use of organization equipment. On the other hand, policy based managerial ethics clearly shows the conflicts of interest, the right of handling branded information. For example, Enrons companys management inspired workers to buy shares and dividend of the company stock. Though the managers knew that the shares would devalue but they failed to inform their clients. The action therefore, show violation of ethical regulation and reluctant their role to protect the employees over exploitation. Ethics of the managerial help to shape decision making and regulate both internal and external behavior of organization.(Bacal, 2009) Implications and Strategies for achieving an effective change management program: Change is inevitable in modern organizations. Therefore, for the many organization should cultivate the culture of adopting changes. The employee also should be aware of the organizational changes. The following approaches help to impeach resistance to change. Organization should always find a desirable change which accommodate all employees to avoid loss. The perceived urge for change can be enhanced by bringing other issue that workers already care about. If the organization link to health matters, security of job and other things that exist within the working place, changes can easily adopted. Moreover, organization can make change stickier hence, less likely to replace new demands. Organizations must have people for to them to run smoothly. Therefore, they should implement and tailor information to the employees expectations. Workers may hold strong understanding of how the organizations works. For instance, they may incline to the reaction when they introduce a change as something good about to happen. They also perceive the change as a prevention model and reject it to eschew loss.(Terry, 2013) The organization should make the changes internal and very concrete. Frequently, organization change poses some sort of threat. The organizations should weigh if the threat is seen more relevant to keep outsiders away than to the workers in the working place. However, the organization can determine in concrete positions that the threat is local and will have a genuine influence on the employees. For example when the organization introduces a policy that poses threat to climate change, employees may think the change as threat to them and others. Therefore, the change takes time to be effected. On the other hand, if organization demonstrate with a concrete examples precisely how the change will impact the resident community or organization, they adopt the required changes. Organization should prioritize address personal concerns. Most organization rationalize the need for change by showing their workers the implications of change that meant for the organization. The approach of getting the employees to buy in the change may be termed as poor. Employees always react vigorously when a change is introduced. They always get concern with their personal welfare. Organizations should deal with workers personal concerns. The later concerns on the organization will be later effected. Organizations should seek provisional changes to achieve the target. Though transformational change is fundamental, it need a shift in expectations prepared by the organization. They add up to a substantial structure and progressions, values and approach. Therefore result to operation that create developmental approach.(Mabey, 2013) Conclusion: In a nutshell, change is hard to implement. Similarly, change is unavoidable. The complexity of change process may be overcame but enough time and effective managers are required. Organizational change occurs as a result of many factors that play in. the changes may either affect internal or external environment(Mumford, 2012). As discussed above the resistance to change are quite many. Employees will need to adopt with the changes though organization also should streamline them to fit all people. Management of change is used ensure organization success. They are used shape the organizations objectives. Hence without them the risks of meeting the goals can realized. In addition, losing productivity, is as result of poor change management. Organizations effect changes to improve effectiveness of the operation of business. Effective leadership implement change with easiness thus reducing resistance from the employee. It is worth stating that resistance to change strategy depend on the type of organization. Different organization require to overcome resistance of change differently. References Bacal, R. (2009). International Dimensions of Organizational Behavior. Harvard Business School Press, 23-45. Brown, M. C. (2012). Organizational Performance. Adminstrative Science Quartely, 1-10. Champy, J. (2010). Reengineering Management. New York: Harper Business. Chemers, M. M. (2012). Leadership Effectiveness. Blackwell handbook of social psychology, 376-399. Conger, J. R. (2011). Toward a Behavioral theory of Charismatic Leadership in Organization settings. Academy of Management Review, 34-37. Hatch, M. J. (2012). The Culture Dynamics of Organization and Change. Journal Organizational Behavior, 213-225. Herscovitch, L. . (2010). Commitment to Organizational Change. Journal of applied Psychology, 46-53. Mabey, C. .-W. (2013). Managing Change. London: PCP Publishers. Mumford, M. D. (2012). Leading Creative people. Leadership Quarterly, 705-723. Terry, D. (2013). Social Identity Processes In Organizations. Psychology Press, 216-223.
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