Literature Review of Research Aims and Objectives

Literature Review of Research Aims and Objectives Organizational change is a broad term which can be explained by both content and process. For better understanding of this term both of its components should be considered. Both process and content can be independent or dependent, it depends upon the nature of change and scenario of change .Most of the researches focus on only one component. To understand organizational change a better understanding of organizational approach is necessary which is employed to bring about change. Following is a literature review of some articles, cases and research papers related to organizational change; David Chaudron. (2003). Assessing and improving your organization, It states that to assess whether an organization really need organizational change or not, an organization need to undergo four stages. These of four stages are, get started, assess problem and identify cause, choose treatment and periodically evaluate. For bringing successful change it is very important to identify problem and solutions to that problem. In my research this article would help me because it would tell me how organizations come to know that they really need change and how this process of change is started and carried on. I would be better able to write on organizational change if I am aware of starting point of change. William P. Barnett. (1995). Modeling internal organization change, William talks about two theories of change. Adaptational and selectional mechanism of organizational change. Adaptional model states that Change occurs mainly through adaptive response of individual firms to prior change in technology, environment or whatever. He also talks about internal and external factors responsible for change. Organizations with this type of approach are more innovative and discovery driven. To save them self from being obsolete and outworn such organizations have a close eye on environment and successful environment scanning leads them to successful change. Second approach says organizations cannot change easily. Whenever they do change greater risks are entitled. This approach talks about resistance to change and hesitation of top management in bringing about change. Organizations following this approach are more conservative and do not anticipate change. Effort to bring change is only made wh en it is necessary to survive. For instance, technology change in market makes such organizations to change existing technology to remain competitive. Internal factors such as culture, organization politics force an organization to change while internal factors like competitors, suppliers and customers and legislation make an organization to change. These variables are very important for me because it would help me to base my research on these factors. These factors would guide me to understand type of change and factors involved in change. Booz, Allen, Hamilton. (2004). Overall approach to change management, It creates relation between logical and emotional approach to change, change team and change ladder. Integrating logical and emotional approach means that focus should not be only on process and structure of change, people factor should also be considered. For instance, in changing technology, if technological and structural aspect is considered only and behaviors of people are overlooked then it is very difficult to bring about this technological change. For better and successful change process task/system and people/teams both should be kept in mind. To minimize resistant to change, people should be convinced and shown incentives in upcoming change so that they could propose change for personal benefit that would lead to organizational benefit in long run. It also says that the team which is communicating change should be credible. Once top management has decided to bring change, now its up to change team that ho w affectively they communicate the positive change message to every stake holder of organization. Change ladder part of article talks about communicating change around the organization from top management to lower staff. The higher the ladder of change, the more chances of successful change are created. Jonathan Becker, Roy Gill, Susan Moy, Veena Seshasdri. (1989). Managing change. T his case study addresses different problems and difficulties in implementing change. It also gives recommendation that how to overcome resistance to change. This is more helpful for a student of change management because with theoretical knowledge it is also giving hint about practical knowledge. It says about a medical center which had to face many challenges when they decided to change processes and facilities but with great courage and decision making like training and better communication network helped them to implement change successfully. Henry Mint Berg, Francs Wesley. (1992). cycles of organization change, authors talk about two types of organization changes; change in state and change in direction. Change in state is concerned with culture, structure, system and people. While change in direction is concerned with vision, position, programs, facilities. It also talks about inductive and deductive changes. Change process starts with inductive change and then it reaches to deductive change. In inductive we need to change our vision, mission and goals while when it leads us to deductive changes it needs the change of organization like culture, system and people behavior and power hierarchy. This research paper also talks about different stages in life of an organization that lead an organization to stage of revolution. According to comprehensiveness model of change discussed in this research paper, Change starts as an incremental process like adding value to some process or product/service but it reaches to different s tages of comprehensiveness like incremental to isolate, isolated to focused, focused to piecemeal, in the end it becomes revolutionarily .The sequence of stages is as follow; stage of stability, stage of adaptation, stage of struggle and stage of revolution. This article has specific relevance with my research topic because it deals with all stages related to change in organizational life. To understand complete change process all stages need to be understood. J.T.Hage. (1999). organizational innovation and organizational change, It differentiates innovation from change. According to writer, innovation is an isolated process. It neither has long lasting impact on organization nor does change organization as a whole. It is like innovating a process or product. For innovation, you have to focus on single innovation but set of innovations lead to change when innovation is not centered upon a single process but centered upon organization as a whole. Most of the research students confuse innovation with change and use both terms interchangeably. In my research, this article is a good piece of information that helps to differentiate two most important concepts in change management topic. Craig Eric Schneier. (1994). The training and development source book, in which writer talks about organizational change and members behavior change. According to write the first step towards change is to develop appositive perception about change among all members of organization. One chapter of this book talks about organizational life cycle stages which are; setup, survival and change. Organization starts with Entrepreneurial stage and reaches to decline then reengineering stage starts it includes continuous improvement and involving employees to ensure change. This book also talks about different agents involved in change and reengineering, as mature organizations need to involve both internal and external agents both because internal agents like employees endorse change while external agents like customers perceive change. This chapter of source book is very important for me in this research because it talks about agents in change thats why this part of literature is very consis tent with my topic. Curtis M. Grimm, Ken J. Smith. ( 1991). Research notes and communication management and organizational change this article talks about characteristics of management that what type of managerial expertise can lead to successful change and ensure acceptance of change by all the agents involved in change process. Attributes included in this research were education, experience in related field and age. Results showed that managers who succeeded to bring change are young and dynamic since they are young their industry experience is less but still they are very successful in bringing about change. In education those managers with MBA degree are more likely to bring change in organization. This type of research paper is very much relevant to my topic because it assist me to understand relation between change and managerial characteristics and attitudes, it also help me to understand multi dimension field of change management. John Holt. (1989). Managing change in extension, explains some forces of change what make an organization to change. These forces include perspective, niche, competition, people and program. These forces can be elaborated as perspective of an organization can be the market leader in low cost products for that they may need to change organizations processes and work system. To create a niche for a new product they may need to change approach like from mass customization they may opt for full customization. For this very reason organization would need to change complete approach and perspective to cater a specific niche for their product. Because capitalizing on tomorrows niches will require system-wide cooperation, from university presidents to county agents. A shared sense of mission and a renewed sense of its importance are vital in improving teamwork, especially as diverse as these team members are. The competition is fierce and increasing for all our niches. That is as it should b e: education, that long term national treasure, is far too important to be left in the hands of a monopoly. Monopoly there is not; competition for extension education markets abounds. In commercial agriculture, there are consultants of all stripes; universities such as Harvard and Stan- ford conduct agribusiness seminars; input companies are entering management consulting by dangling the carrot of financing well- planned operations. Dr.Kathleen K. Reardon, Dr. Kevin J. Reardon, Dr. Alan J. Rowe. (1998). Leadership styles for the five stages of radical change. It talks about leadership style and change. Top level leadership is most important agent in organization change. This article explains different type of organizational leadership and results in enforcing change. These types are commanding, logical, inspirational and supportive. Commanding leader is directing and focuses on results thus this type of leaders brings changes rapidly. Logical leaders are innovative and they are very careful about change. They have a thoughtful process before undertaking any change. Inspirational leaders focus on opportunities so change is radical there is no guarantee for change. Supportive leaders are those who facilitate work and involve others thats why they are very slow in bringing about change. This article also talks about change phases and leadership style needed for each phase. Planning phase require logical while launc hing phase require commanding leadership. This article is very relevant to my topic because it talks about most important agent in change that is leader. Aims and objectives of Research: The research seeks to determine: description of variables explanation of relationship between different variables and factors broadening the knowledge of field evaluation and diagnosis of problem statement solution to problem

Job Rotation

Job rotation is the surest way of keeping the employee away from complacency and boredom of routine. It is difficult for an employee to sustain his interest in a given Job for any substantial length of time as humans have the tendency of outgrowing their jobs through the learning and experience that they gain over a period of time. Stimulating human mind through diversity of challenges is a sure way to bring to forefront its creative instincts and in taking the individual and organizational performance to a higher plane.This is where Job rotation can prove to be a handy tool. Job rotation involves the movement of employees through a range of jobs in order to increase interest and motivation. It can also be described as an approach to Management Development where an individual is moved through a schedule of assignments designed to give him/her a breadth of exposure to the entire operation. Job rotation can improve â€Å"multi-skilling† but also involves the need for greater tra ining. In a sense, Job rotation is similar to Job enlargement.This approach widens the activities of a worker by switching him or her around a range of work. For example, an administrative employee might spend part of the week looking after the reception area of a business, dealing with customers and enquiries. Some time might then be spent manning the company telephone switchboard and then inputting data onto a database. Job rotation may offer the advantage of making it easier to cover for absent colleagues, but it may also reduce' productivity as workers are initially unfamiliar with a new task.Job rotation is also practiced to allow qualified employees to gain more insights into the processes of a company, and to reduce boredom and increase job satisfaction through job variation. POTENTIAL OF JOB ROTATION A well planned Job rotation programme in an organization has immense potential of positive impact on job satisfaction/motivation, engagement and finally on retention of employee s. Few of the outcomes of job rotation with respect to the individual are: †¢ †¢ †¢ †¢Job enrichment Overall development Intrinsic motivation to perform caused by newer challenges Career development BENEFITS OF JOB ROTATION For an organization, the benefits could include some or all of the following: †¢ †¢ †¢ †¢ Leadership development Aligning competencies with organizational requirements Lower attrition rates Performance improvement driven by unique view points of new people THE PRACTICE OF JOB ROTATION Today, in the industry, Job rotation is viewed â€Å"as just another transfer† rather than as an important tool for implementing HR strategy of the company.Job rotation has become a ritual at best, without any focus on the outcomes that can be achieved through a little planning and implementation effort. Today, Job rotation is a means of punishing poor performers, settling scores arising from organizational politics, or going through pe rcentage rotation scheme, where a certain percentage of employees in a certain area are shifted to pre-designated areas every year. REALIZING THE POTENTIAL OF JOB ROTATION In order to realize the true potential of Job rotation, there must be a planned system in place with the policy taking into account, †¢ †¢ †¢ †¢ †¢Organizational interest – employee commitment, attrition rates, specific business issues etc. Eligibility of the employees – qualification, prior experience, aptitude, attitude etc. Nature – mandatory or voluntary Duration Basis of selection etc. In the absence of aspects brought out above, there is every possibility that the seriousness with which Job rotation scheme is implemented in the company may get diluted and become a cause of sagging employee motivation.JOB ROTATIONS AT DIFFERENT LEVELS OF MANAGEMENT At the senior management levels, job rotation – frequently referred to as Management rotation, is tightly link ed with Succession Planning – developing a pool of people capable of stepping into an existing job. Here the goal is to provide learning experiences which facilitate changes in thinking and perspective equivalent to the â€Å"horizon† of the level of the succession planning. For job rotations at this level, it is absolutely necessary that the business problems in various areas are identified. This calls for the active involvement of top management to select most suitable people to be shifted rom their current jobs to tackle the challenges at hand by considering individual attributes already described above. This will not only provide an insight for the future leaders in various aspects of the business but also will enhance their confidence levels as they solve these critical problems for the organization. In many cases, senior managers seem unwilling to risk instability in their units by moving qualified people from jobs where the lower level manager is being successfu l and reflecting positively on the actions of the senior manager.It is however important to note that Job rotation at this level is less frequent as workers who fall under this category are already at the strategic stages and peak of their career. Job rotation at junior and middle level executives may be pivoted around their strengths and attributes and the future roles expected of them. Focus must be on exposure in all related areas of his domain of expertise, so that as they grow to higher rungs of the management, they have an overall experience of their domain.For this level, job rotation has normally one of two purposes: Promotability or Skill Enhancement although at Middle Management, Succession planning also becomes one of the purposes of job rotation. Job rotations for workers must include aspects related to work environment, also along with other individual attributes already explained, so that it adds to his satisfaction derived from balanced distribution of work load, work ing conditions and learning opportunities.Done this way job rotation gets aligned with career development, leadership development and employee satisfaction which would finally result in higher levels of intrinsic motivation among the employees and hence may contribute in retaining talent. WHY IS JOB ROTATION IMPORTANT? Job Rotation is seen as a possible solution to two significant challenges faced by business: (1) Skills shortages [when there is a lack of skilled individuals in the workforce] and Skills gaps [when there is a lack of skills in a company’s existing workforce which may still be found in the labour force as a whole]. (2) Employee motivation

Good Psychology Essay Topics Explained

Good Psychology Essay Topics Explained Life, Death, and Good Psychology Essay Topics If you're discussing a theory or research study make sure that you cite the origin of the info. When you search for assistance from a dependable source, you guard yourself from lots of problems. Therefore, students who are looking for a psychology research paper topic have a panoply of choices from which to pick. Generally, there's no issue with studies and other sources readily available online that you may use in your work. Lies You've Been Told About Good Psychology Essay Topics The very first step to writing a great psychology essay introduction is to get a rough idea about what you are just about to write. If you discover that it's difficult to develop psychology essay topics for your essay, get interesting suggestions for your upcoming topic. To guarantee a logical stream of thoughts, you must start your essay with an introduction. A financial essay can begin with a thesis, or it may begin with a theme. Psychology essays usually begin with the abstract. It is a very broad and diverse field of study, and you can find a variety of lists of possible topics for psychology essay papers online. Psychology essay sample is a beneficial tool for understanding the basis of the psychology papers. As a result, it can provide you with necessary psychology essay tips. If you would like excellent paper essay examples, reach out to us here today and we are going to do our very best to offer you the most suitable help. Because of this, an individual may choose to compose a paper hurriedly. Thus, when you order your paper here, you can be sure it will be totally original. Since you may see, writing a psychology paper is not quite as simple as it seems. Morality has a collection of unsolved problems, the solution on which usually presents a decision. Finding the correct idea or material for an essay isn't the only challenge you're most likely to encounter. AP Psychology exam questions usually incorporate exactly the same sort of structure. The previous matter to share is an average psychology essay topics list. Even if you decide on the most exciting topic, odds are high that you could struggle to finish the research paper. The great thing about our service is that you may download Psychology Article examples free of charge. To begin with, it can be difficult for you to narrow your topic. If you don't know your topic inside-out, you are probably going to find it pretty difficult to write anything of superior quality. Selecting a topic is really important as it makes it possible for you to maintain appropriate focus and comply with your professor's instructions. It's always much much better to locate a specific, narrow topic. The 30-Second Trick for Good Psychology Essay Topics Many Deaf individuals feel uncomfortable visiting a psychologist due to the demand for a third individual. The one thing that keeps me moving towards college is the notion of being in a position to help different people once I graduate. Well, the best method of learning something is studying good examples and it's exactly that which we do. Some students utilize the very first idea that arrives in their head and work on it, but the outcome isn't profitable. Psychology is a sizable and diverse field that has many compelling r egions of interest. Students will need to determine which psychology branch they'd love to concentrate on and it's very simple for them to lose their bearings in such a diverse atmosphere. Who Else Wants to Learn About Good Psychology Essay Topics? Every spot on earth has a story. Well, with us you can find the sort of essay you want at an inexpensive price tag. You might need to slightly shift the focus to a broader context so you'll leave your readers with something to consider. So, it's a remarkable foundation for assorted epic stories!

Physiology Symptoms And Treatment Of Cancer Essay

Aram Bebekyan Physiology 01 Mon/Weds. Physical Activity In Relation to Cancer The fever, aches, pains, weakness and the feeling of death nearby comes by as one never expects it, and this is called cancer. It has become an epidemic as statistics show an increase of deaths from this horrible disease throughout the years. There are many organizations that support the development of new treatments and strategies to decrease these numbers. Although, this battle has been going on for a long time, there is one thing that always has shown to benefit people. As we take a look through medical/scientific research, we can understand the relation between physical activity and cancer. When somebody is diagnosed with cancer, they usually get the options of different treatments. Depending on the severity, location of the abnormal cell growth, and other factors, the option varies with each individual. There are the options of surgery, chemotherapy, radiation therapy, immunotherapy among others. Mdanderson.org states that there are possible side effects from treatment includin g fatigue, endocrine changes, increase in blood glucose levels and many more. As a result, many doctors after treatment will tell you to let your body rest. However, there are recent researches showing the benefits of physical activity in relation to cancer. One of the biggest symptoms one will see in a cancer patient is weight loss, muscle loss, fatigue, and appetite loss. In medical terms, this is what is knownShow MoreRelatedSignificance Of Prostate Cancer, Anatomy And Physiology Systems1127 Words   |  5 Pagespurpose of this paper is to discuss the significance of Prostate cancer, anatomy and physiology systems affected by Prostate cancer, the disease pathology, and how the disease is being controlled. Within the significance of Prostate cancer there is incidence rate and prevalence of the disease, there are national trends that are by age, gender, race, and geographic region. In the anatomy and physiology systems that are affected by Prostate cancer, there is which bodily system that the disease affects, theRead MorePhysical Correlation Between Physical Activities And Prevention1081 Words   |  5 PagesAram Bebekyan Physiology 01 Mon/Weds. Physical Activity In Relation to Cancer The fever, aches, pains, weakness and the feeling of death nearby comes by as one never expects it, and this is called cancer. It has become an epidemic as statistics show an increase of deaths from this horrible disease throughout the years. There are many organizations that support the development of new treatments and strategies to decrease these numbers. Although, this battle has been going on for a long time, thereRead MoreNursing Essay: Pain Management.1463 Words   |  6 Pagesto look at the main principles of cancer pain management on an acute medical ward in a hospital setting. My rational for choosing to look at this is to expend my knowledge of the chosen area. 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