Cell Theory essays

Cell Theory expositions Cell hypothesis all living beings are made of at least one cells and the results of those cells. A life form might be a solitary cell, for example, a bacterium, or numerous cells sorted out to work together as in a creature or plant. In numerous celled creatures, there might be intercellular material made by the cells. All cells carry on life exercises. The existence exercises of a numerous celled living being are the joined aftereffect of the exercises of its individual cells. New cells just show up from other living cells by the procedure of cell division. This is the place the DNA is kept and RNA is deciphered. RNA is shipped out of the core through the atomic pores. Proteins required inside the core are moved in through the atomic pores. The nucleolus is normally obvious as a dim spot in the core (note the dim nucleolus in this electron magnifying lens photograph of a core), and is the site of ribosome arrangement. Ribosomes are the destinations of protein combination, where RNA is converted into protein. Protein union is critical to cells, thus enormous quantities of ribosomes are found all through cells (regularly numbering in the hundreds or thousands). Ribosomes exist gliding unreservedly in the cytoplasm, and furthermore bound to the endoplasmic reticulum (ER). ER bound to ribosomes is called unpleasant ER in light of the fact that the ribosomes show up as dark dabs on the ER in electron magnifying instrument photographs, giving the ER a harsh surface. These organelles are very little, comprised of 50 proteins and a few long Ranks complicatedly bound together. Ribosomes have no film. Ribosomes dismantle into two subunits when not effectively blending protein. Mitochondria (particular: mitochondrion) are the locales of high-impact breath, and by and large are the significant vitality creation focus in eukaryotes. Mitochondria have two layers, an inward and an external, unmistakably obvious in this electron magnifying lens photograph of a mitochondrion. Note the reticulations, or many including, of the internal... <!

Organizational Communication in New Zealand-MyAssignmenthelp.com

Question: Examine about theOrganizational Communication in Vodafone New Zealand. Answer: Presentation Reason This report investigates on hierarchical correspondence while concentrating on Vodafone New Zealand. It centers around inspecting the significance of authoritative correspondence concerning the moral problems identified with correspondence. The reports likewise center around hypothetical methodologies with respect to authoritative correspondence while further assessing the moral problems identified with hierarchical correspondence. The report looks to discover how Vodafone New Zealand does its authoritative correspondence. Foundation Information Vodafone NZ is an auxiliary organization of London-recorded Vodafone Plc., working in the media transmission division of New Zealand. It has propelled in Auckland, in the time of 1998 and Vodafone NZ is another organization, which is the biggest cell phone administrator in New Zealand. This organization has utilized in excess of 3000 individuals from everywhere throughout the New Zealand, and it is related with the New Zealand Telecommunications Forum (Porcu et al., 2017). In 2013, Vodafone propelled LTE organize, and by speed testing of Ookla, it was positioned first in the year 2014. It is serving to around 200000 clients and the sky is the limit from there, everywhere throughout the nation (Fearn, 2016). The report targets discovering what procedures Vodafone has set up to improve their authoritative correspondence. Research Process Instrumental Tool On this report, in Vodafone New Zealand, the instrumental apparatus utilized was completing a meeting. This responses to the meetings planned for get-together data on how correspondence is acted in this association. This exploration venture depends on the subjective investigation that was done through the meeting procedure of the zone administrator of Vodafone NZ (Akobeng, 2016). Information Collection The assortment of information occurred in a time of one day. The director was posed a progression of inquiries, during the meeting concerning the correspondence in the organization. The director of Vodafone New Zealand addressed all the inquiries addresses well. The meeting reactions were reasonable for 88% reaction rate. Constraints In this overview of hierarchical research, there were scarcely any impediments acquired. In the first place, the director was hesitant on giving full data on the association. Also, the administrator significantly centered around the positive side of authoritative correspondence methodologies in the association and was hesitant to give any negative correspondence examples in the association. In conclusion, the director concentrated more on different triumphs of the association as opposed to concentrating on authoritative correspondence. The above confinements upset the extent of the examination. Discoveries and Discussion From the review results procured from the meeting in regards to the issues of correspondence and keeping up morals inside Vodafone New Zealand, different discoveries were found and underneath is an examination of the issues done. They were different issues that surfaced. There are different hypotheses that oversee hierarchical correspondence in organizations. They help associations to acknowledge and appreciate connections and correspondence practices (Papa et al. 2008) Authoritative Structure Association correspondence is impacted by the structure of an association. The manner in which an association is masterminded impacts how connections are framed in the association. For example, in Vodafone New Zealand, from the meeting reactions, it is sorted out into a practical structure, where workers are each planned into explicit assignments to perform. Through the association structure, an association can decide its qualities and shortcomings. Order As per the bureaucratic hypothesis by Max Weber, each association needs to have a various leveled hierarchy of leadership where subordinates have directors to reply to. These would make an immediate correspondence connect in the association, improving the connections inside the association. Having chains of orders make productivity in the association. From the reactions assembled, in Vodafone NZ association, because of absence of various leveled expert in the association, there has been poor correspondence between the staff and the administration. This has influenced the dynamic procedure in the association. Formalization (Rules and Procedures) To direct every correspondence in an association, supervisors figure arrangements. These standards structure an asset on correspondence. The outcomes from the meeting with Vodafone chief showed that this association is guided by strategies planned by the supervisor himself. This has to a great extent helped in upgrading correspondence among individuals from the association. Time Orientation Time modification includes having a timetable in the association, dispensing the ideal opportunity for each movement and the length. Time direction helps in coordinating correspondence and building up progressively unmistakable relations in the association. From the reactions accumulated in this establishment, discoveries show that this association doesn't have a calendar, which has to a great extent influenced the productivity in choices made. As indicated by Taylor (2013), states that most associations bomb because of absence of deliberate administration. Authority Change Leadership. Authority is a pivotal viewpoint in upgrading correspondence in an association. Administration hypothesis of hierarchical correspondence, expresses that association ought to pick bureaucratic pioneers as per the goals of the association. This hypothesis has confidence in picking nonpartisan position, where pioneers won't be discriminative or practice nepotism in the association. Such pioneers elevate reasonable correspondence to all individuals from the association. In Vodafone, bureaucratic pioneers, who advance association correspondence upgrading choices in the association, portray it. Authoritative Culture Convictions and Values The supervisor's reactions to the authoritative culture in Vodafone NZ, show that contentions command the way of life of the association because of broadening in the association. Most workers have clashes between one another, for example, because of the language obstruction. Vodafone organization does not have any type of criticism stages to improve correspondence. This hierarchical culture drag correspondence in the association behind. Hierarchical culture is a significant part of authoritative correspondence. Ends From the above examination done from this overview, the followings ends are produced using the discoveries distinguished. Hierarchical correspondence in Vodafone New Zealand isn't at its best and needs improvement. They are such huge numbers of holes in the correspondence in this association that should be viewed. The central point that has added to poor correspondence in this organization is the hierarchical culture in the association. Besides, despite the fact that the association is qualities by acceptable pioneers, the association needs to receive various leveled power to make better correspondence connects inside the association. The authoritative structure embraced by Vodafone has generally helped in upgrading correspondence in the association. The division of work to explicit abilities assists with making unmistakable correspondence directs in correspondence among representatives and the administration. Suggestions From the discoveries and examination of this overview on authoritative correspondence in Vodafone New Zealand, different proposals are delineated that could profit this association. The administration ought to compose preparing gatherings for the representatives on subjects of improving correspondence inside the association. Also, the administration could mastermind a gathering after at regular intervals, for the representatives to associate with the administration and let some circulation into their feelings on the association. This would make a cordial environment, improving correspondence. The administration should take a shot at giving an input discussion to the workers to improving correspondence inside the association. The administration ought to likewise make a calendar to manage on when exercises are done, with whom, where and the span it is probably going to take. Time direction will build the correspondence in the association and diminish equivocalness. This will likewise make center among workers. The administration should concentrate on making a hierarchical culture that is ideal for all representatives and advances correspondence, through creation new strategies to oversee the way of life. This association should test its workers after at regular intervals on their hierarchical culture commitment.This will guarantee that representatives are adhering to their qualities and following the correct culture profoundly. References Daddy, M.J., Daniels, T.D., Spiker, B.K., Daniels, T, D. (2008). Hierarchical Communication: Perspectives and patterns. Los Angeles: Sage Publications. Joseph, K., OBrien, T., Correa, H. (2017). Expense systems and authoritative correspondence in MNC gracefully chains: case studies.International Journal of Logistics Research and Applications,20(2), 105-128. De Nobile, J. (2017). Hierarchical correspondence and its associations with work fulfillment and authoritative duty of grade school staff in Western Australia.Educational Psychology,37(3), 380-398. Varey, R. J. (2016). Coorens Organizational Communication.'The American Journal of Semiotics,21(1/4), 133-134. Paturas, J. L., Smith, S. R., Albanese, J., Waite, G. (2016). Between hierarchical reaction to disasters.Journal of Business Continuity Emergency Planning,9(4), 346-358. Becker, J. S., Leonard, G. S., Potter, S. H., Coomer, M. A., Paton, D., Wright, K. C., Johnston, D. M. (2017). Hierarchical Response to the 2007 Ruapehu Crater Lake Dam-Break Lahar in New Zealand: Use of Communication in Creating an Effective Response. Seidl, D. (2016).Organizational character and self-change: An autopoietic point of view. Routledge. Putnam, L. L., Banghart, S. (2017). Interpretive Approaches.The International Encyclopedia of Organization

SIPA Love Stories It was hard to recognize you with clothes on COLUMBIA UNIVERSITY - SIPA Admissions Blog

SIPA Love Stories It was hard to recognize you with clothes on COLUMBIA UNIVERSITY - SIPA Admissions Blog Heres our fourth  love story of the week. Is it a racy as the headline suggests? Ill let you figure that answer out yourself. Enjoy!   Carole and Matthews SIPA love story: “So how does a SIPA girl stumble across one of these rare finds, you may ask? Surely one cannot plunge blindly into the APAM corridors, where a new female presence is immediately detected and where half of the lab doors are labeled “Radioactive: Do Not Enter”. Another challenge is that these scientists often hide their fascinating personalities under an external screen of shyness â€" which although endearing, complicates the first approach. Here comes the second secret: meet the man outside of the lab, preferably in a more relaxed environment. I chose Uris Pool, which comes with two additional advantages: first, you may have a higher chance of catching the eye of the man in question if you glide by in a swimsuit rather than wandering the corridors of his department looking lost (and fully clothed); and second, sharing a lane in the pool means crossing each-other over and over again, providing repeated opportunities for striking up casual conversation even for the shyest among u s. Now to be perfectly truthful, I am quite shy myself and not really as scheming as it may appear. Rather, mutual shyness made Matt and I swim in the same lane, at least three times a week every lunchtime, for about six months without exchanging more than polite pleasantries. “Oh, I’m doing kicks now, I’ll be slower, you first”; “No no, you first, I’m switching to breast-stroke”. But eventually, in May 2010 it happened â€" on the first stormy day of the sticky New York summer, after a memorable downpour, we met at the gates of 116th and Broadway for coffee. “It was hard to recognize you with clothes on”. A killer pick-up line, but I wouldn’t recommend trying it in too many other situations. As it was, when he said that I just remember noticing how the very dark grey of the sky matched his gorgeous eyes. We’ve been caught in somewhat of a whirlwind since that coffee on a Riverside Park bench (during which, I admit, I oh-so-charmingly choked on a chocolate chip cookie…) We now live in Paris and have travelled to multiple countries together, but one place will always remain particularly dear to us: Uris Pool on the Columbia campus.” â€" Carole, ‘11SIPA and Matthew, PhD, ‘13APAM Find the entire Love Stories collection in  Columbia Alumni Associations  Facebook album.

Questions On Gender Identity And Gender Essay - 1251 Words

List 8: 1. Gender Identity (p.369): This concept is important for our understanding and sensitivity to other peoples’ gender. When we say gender, we initially mean the biological characteristics that determine whether we are male or female. This is somewhat different in gender identity because it involves the thoughts and acceptance of an individual’s gender no matter what their biological gender may be. An example of this would be someone who is born with biological characteristics of a female, but identifies with a male gender. 2. Psychoanalytic Theory of Gender (p.371): This theory stems from Sigmund Freud. It states that from the ages of 3-5 a child has a sexual attraction to their opposite sex parent. Freud claims that as the child grows, they become anxious and ashamed of these feelings and subsequently adopt the mannerisms and characteristics of their same sex parent. I think that this is interesting because Freud was very adamant that even as a young child we had innate sexual desires. 3. Gender Schema Theory (p. 374): This concept develops as we develop. As we age, we see the people around us performing gender appropriate and gender inappropriate activities. Based on the culture that we grow up in, we learn which actions are appropriate and add that to our gender schema. This is interesting because it is primarily centered around the environment that we grow up in. Children are motivated to perform those gender appropriate actions in order to conform to social normsShow MoreRelatedQuestions On Feminist Identity And Reactions Of Gender Discrimination1902 Words   |  8 PagesMCS*3500 – Reflection 1 – Threats to Feminist Identity and Reactions to Gender Discrimination Tyler Ciprietti – 0786162 – tcipriet@mail.uoguelph.ca 1. 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For outside a rather narrow segment of the academic world, the term ‘gender’ has come to functionRead MoreQueer Theory And Intersex Individuals867 Words   |  4 Pagesindividuals may have more difficulty finding fixed and stable identity-categories for themselves. Labeling and queer theory and intersex individuals is also a topic for discourse. Queer Theory Teresa de Lauretis coined queer theory in 1991 (Bell). Queer theory is a set of ideas based around the idea that identities are not fixed and do not determine who we are. It suggests that it is meaningless to talk in general about any group, as identities consist of so many elements that to assume that peopleRead MorePerforming Gender And Being In Nepantla. In Judith Butler’S1466 Words   |  6 PagesPerforming gender and being in Nepantla In Judith Butler’s Performative Acts, and Gloria Anzaldà ºa’s Light in the Dark, they explore concepts of the performance of gender and sexuality, and clashes between one’s identities they impose upon themselves, and the structure of identities imposed upon them by external actors. In both works, there’s a push by the authors to redefine gender and sexuality performances in ways that radically challenge the social norms. While there is much value in altering

Improving and Developing Leadership Characteristics Essay...

INTRODUCTION â€Å"It is centered in groups or organizations, rather than individuals, and engages the group in heart, mind, spirit, and energy†. [Lorilee,R.S., Lela,V..(1995)]. {From this point of view, we can assume that leadership will change from the individual-centered to collective-centered. Leadership also can change from a group of curriculum to a developing, adapted educational process where it focused on building a good relationship. Its mean the leadership is a process of social influence, which maximizes the efforts of others, towards the achievement of a goal. So that, leadership are important in manage the sustainability of natural resources in Malaysia from harm or demolish of our daily life. Thus, in this study there are†¦show more content†¦Most†© senior †©leaders †©of†© large †©hierarchies †©believe †©in†© their †©intrinsic†© authority,†©as †©proven†© by†© the †©position â₠¬ ©they’ve †©attained.†©Ã¢â‚¬ © BODY PARAGRAPH 1: Leaders Characteristic First effective ways in encourage the leaderships in manage the natural resources in by Improving and develop leader characteristic to help in connected the goals of managing natural resources. Every organization has a particular work environment, which order to a significant degree how its leaders respond to problems and opportunities. So with good character of leader, the leaders it can help in achieve the goals of sustain the natural resources.†Charismatic leaders are dominant, exceptionally self-confident, and have a strong conviction in the moral righteousness of their beliefs†. [Thomas,S.B. Scott,A.S..(2013)]. Ultimately, the leader must improved their performance and challenge their self confidence so that they can be respected leader and the natural resources will be saved because the other peoples’ are satisfy with the characteristic that been shown. Furthermore, people can be lead by the good leaders who posses excellent characteristic and be inspire to others. [Thomas,S.B. Scott,A.S..(2013)].. Clearly others people must have acknowledge the importance of natural resources in the Malaysia for the human being and so on. BODY PARAGRAPH 2: The Educational Opportunities SecondShow MoreRelatedServant Leadership : Characteristics, Nursing Practice, And Personal Growth1090 Words   |  5 PagesServant Leadership: Characteristics, Application to Nursing Practice, and Personal Growth The servant is a novel that depicts the life of a man who has a successful life that is lacking a leadership role, directly correlated with his personal, social, and professional life (Hunter, 1998). 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Creative Writing with Academic Writing Free Essays

COMPONENT CREATIVE WRITING ACADEMIC WRITING Organization and Text Development The writer develops his or ideas freely, in creative writing. There may be comparisons present, but there is no need for numerical evidences or processes. The author may use personal anecdotes or stories in writing, and may appeal to his or her own character or expertise. We will write a custom essay sample on Creative Writing with Academic Writing or any similar topic only for you Order Now The text is organized in the writer’s preference because creative writing allows for the writer to maximize their imagination, therefore giving less importance on a standardized format. The author may start the piece with an introduction and follow through with the traditional flow of a discussion or body and a conclusion immediately after, or the order can be mixed up. Others, for example, start with the ending and make their way to the beginning, or start from the middle. This suggests that the audience may be composed of a diverse group of people who do not necessarily mean to learn solid facts, but rather to emotionally connect and possibly form their own opinions of the topic. The writer develops his or her ideas in a systematic manner to promote the cohesiveness and clarity of the material. The author may compare and contrast between ideas for better argumentation. The material may make use of statistics or numerical evidences, and it may describe a process, if applicable. Personal stories about one’s own experiences are not encouraged and are only used to put emphasis on the significance of the study. Opinions may be shared for evaluation, but only to an extent such that the argument still heavily relies on evidence and logical reasoning. The text is organized in a way that the systematic flow of events is evident. This is so that the main ideas are relayed to the reader as clearly as possible. Usually, it is started with an introduction, followed by a lengthy discussion of often complex ideas, and ended with a tie back of ideas at the conclusion. This suggests that the audience is a group of people who intend mainly to gain knowledge of the material for better understanding. Voice and Register The voice of the material may be informal and humorous. The language may include informal terms and there may exist sarcasm and irony. All this, along flowery words and other literary devices, aid the author in creating a purposeful piece with originality and individuality. The sentence rhythm may vary, depending on the specific type of creative writing. It may be quite fast for poetry, given the staccato sentences or phrases. For (poetic) prose, on the other hand, there may be a greater variety, depending on the topic, the audience, and on the writer’s individual style. The rhythm contributes to the author’s intended emotions to be associated in the piece. Â  The voice of the material is formal and serious. There is also no sarcasm or irony. This functions to effectively promote the author’s purpose in relaying accurate, concise, and straightforward ideas. The sentence rhythm may vary, but is often rushed or sped up due to the complex sentences used to relay complex ideas. It contributes to the voice by possibly giving a sense of urgency. The author does not refer him or herself using the first person. Furthermore, the voice is distanced and impersonal. The language used is objective often avoids emotional language. Purpose and Functions The material may be about anything the author wishes to write about. It does not have any specificities or boundaries with regards to the topic or subject. The purpose of creative writing is to relay the writer’s opinions, and to possibly affect the reader’s own opinions on the matter. It may be biased toward a certain argument to invoke certain responses from the target audience. This is evident in the way creative writers use informal language to emotionally connect to the reader. The material’s main idea is what the author writes about. It is usually the author’s own perspective on a certain topic. The author may be anyone at all, because there is no need for any proper training for this kind of writing. The writer does not necessarily have any authority in the subject area, but may still choose to write about it given their interest or passion. The material’s topic is often concerned with the study or research of specific areas of expertise. It covers the general subject of intellectual discourses, branching out to more specific areas. The purpose of academic writing is to inform the reader of the topic/s involved. It introduces an idea, or a research, and is supported by unbiased arguments. This is evident in the author’s introduction seeing as they would have to set up the focus of the material. The material’s thesis or main idea is what the material is all about. It tells the reader the idea that the author wishes to convey throughout the whole piece. Often, it is an argument, or a stand, on a particular topic. The author of the material may be anyone who is well-informed of the particular field of study. More often than not, these are researches or experts who specialize in a certain subject area. Audience The material may be printed or digital. It may exist in magazines, literary materials, and it may also be easily accessible through online sources. It may also be in periodicals, such as popular magazines. This suggests that there are particular kinds of readership, depending on the periodical. The language used may be informal and is accessible to a more general readership. It may include regional terms and slangs, but it does not necessarily involve technical terms that even fewer understand. The material may still include forms of reference so as to comply with the law. It can be seen in referenced quotations within the text. The target audience may be anyone at all depending on the general subject involved. The broadest discourse community may be the community of poetic prose and poetry. The material is often printed in academic journals, professional publications for people in particular fields, and possibly archived in the database of official and professional organizations. The periodical it is in suggests a specific readership which is influenced by the subject or purpose of the material. The language is usually technical and is field-specific. The specialized terminology may be defined and explained in the material to assure that the ideas of the author are clear and are not misinterpreted by the reader. The material includes a list of works cited or other references in order to give proper acknowledgements and to avoid committing any form of plagiarism. The target audience is a group of people involved in a specific field of expertise. It includes the academic discourse community, with all its branches (specific areas), as suggested by the topics tackled and the conventions used. How to cite Creative Writing with Academic Writing, Papers

University Market Essays - Menu, Restaurant,

University Market There is a problem because Kathy Kelleher, manager of Bentley's wanted to keep the market open to everyone. But everything seemed to be targeted toward the student and faculty at the University of Arizona. What is the critical question? The critical question is if she wanted to provide a facility that would appeal to all why is Kathy Kelleher putting so much effort into exposing the University market to Bentley's. This is the basis for the problem because Kelleher had neglected to offer specials or other promotional items to attract people other than the university crowd. What are the critical factors? 1) Pleased to see many students seated throughout the restaurant due to a current advertisement in the local newspaper. 2) Promoted a University of Arizona student/faculty dinner for $5.95 from 4:00 to 6:00 daily. 3) Students dismissed Bentley's in the past because it was out of their price range. 4) Kelleher wanted everyone to feel comfortable in her establishment, and thought it was time to expose the university market to the restaurant. 5) The overall sales mix was 80 percent food and 20 percent alcoholic beverages. 6) Kelleher made her mission statement very clear. "We offer a little bit of everything for everyone. The last thing I want to do is limit the market to one particular group." 7) Kelleher decided to offer two separate menus beginning in August of 1988. 8) The dinner check average was $17.00 including beverages. 9) Front-of ?the house employees were unhappy because they had to serve more customers to make the same amount of money. 10) The chef and cooks were less enthusiastic since they considered the lower price additions to the dinner menu to be incompatible with the overall concept and not worthy of their attention. 11) Lunch service was discontinued on weekdays in early 1989 after covers plummeted by 75%. 12) Management blamed the decrease on the construction on a former parking lot, which had previously been used by the restaurant guests. 13) Lunch customers were unable to park and went elsewhere. 14) Kelleher eliminated significant overhead by closing during the day. 15) Averaged 100 covers Monday to Wednesday. Averaged 125 covers Thursday and Friday Averaged 200 covers Saturday and Sunday. Averaged 300 covers for Sunday brunch. 16) Management attempted to fill the slow periods by offering dinner for two for $11.95 on Monday. 17) Advertising was directed toward different markets during different seasons. 18) Tucson television channel 13 has awarded the establishment with 4 stars. 19) Kelleher spent a lot of time visiting competitors in order to identify new ideas and trends to implement at her restaurant. 20) Comment cards were distributed as a means of monitoring the Bentley's experience and comparing it to the competition. 21) As an incentive to complete the comment card a random drawing awarded a complimentary Sunday brunch for two. 22) Results from the comment cards rated the menu and service very high. 23) Customers requested less expensive menu items. 24) Spends a considerable amount of money on a large arrangement of flowers for the entranceway and fresh flowers for each table. The flowers confused customers since they assumed that the restaurant was out of their price range. 25) Originally initiated the cut-rate specials as a means of reaching the price sensitive market. 26) First time customers were surprised they could afford Bentley's if they timed it correctly. The conditions for solution 1) If they invest in a parking lot then they would attract more lunch customers. 2) If they advertised their outside bar to the surrounding businesses then they could attract people after work for a drink at the end of the day. 3) If Kelleher offered $5.95 specials to all customers during off peak times then they would attract more people outside the university. 4) If they invested in artificial flowers they would have money to put somewhere else. She could increase wages for the angry workers that have to work twice as hard. 5) If she is really trying to attract tourists then she could offer a discount for persons who show an out of state ID card. 6) If she chose a particular market to target then there would more likely be a higher rate of success. 7) If they continue to offer specials then they will more likely develop an ongoing relationship with customers. 8) If they continue to have good food and service then people will refer their friends and family. 9) If Bentley's had a new concept with light meals, relatively low prices, good service and

Titillating Types of Sound Effects in Language

Titillating Types of Sound Effects in Language Its a basic principle of modern language studies that individual sounds (or phonemes) dont possess meanings. Linguistics professor Edward Finegan offers a simple illustration of the point: The three sounds of top dont individually have meaning; they form a meaningful unit only when combined as in top. And its precisely because the individual sounds in top dont carry independent meaning that they can be formed into other combinations with other meanings, such as pot, opt, topped, and popped.(Language: Its Structure and Use, 5th ed. Thomson/Wadsworth, 2008) Yet this principle has an escape clause of sorts, one that goes by the name of sound symbolism (or phonaesthetics). While individual sounds may not possess intrinsic meanings, certain sounds do seem to suggest certain meanings. In his Little Book of Language (2010), David Crystal demonstrates the phenomenon of sound symbolism: Its interesting how some names sound good and some sound bad. Names with soft consonants such as [m], [n], and [l] tend to sound nicer than names with hard consonants such as [k] and [g]. Imagine were approaching a planet, where two alien races live. One of the races is called the Lamonians. The other is called the Grataks. Which sounds like the friendlier race? Most people opt for the Lamonians, because the name sounds friendlier. Grataks sound nasty. In fact, sound symbolism (also called phonosemantics) is one of the ways in which new words are fashioned and added to the language. (Consider frak, the all-purpose swear word coined by the writers of the Battlestar Galactica TV series.) Of course, poets, rhetoricians, and marketers have long been aware of the effects created by particular sounds, and in our glossary youll find numerous overlapping terms that refer to specific arrangements of phonemes. Some of these terms you learned in school; others are probably less familiar. Give a listen to these linguistic sound effects (an example, by the way, of both alliteration and assonance). For more detailed explanations, follow the links. Alliteration The repetition of an initial consonant sound, as in the old slogan of Country Life butter: Youll never put a better bit of butter on your knife. Assonance The repetition of identical or similar vowel sounds in neighboring words, as in the repetition of the short i sound in this couplet from the late rapper Big Pun: Dead in the middle of little Italy little did we knowThat we riddled a middle man who didnt do diddly.Twinz (Deep Cover 98), Capital Punishment, 1998 Homoioteleuton Similar sound endings to words, phrases, or sentencessuch as the repeated -nz sound in the advertising slogan Beans Means Heinz. Consonance Broadly, the repetition of consonant sounds; more specifically, the repetition of the final consonant sounds of accented syllables or important words. Homophones Homophones are two (or more) wordssuch as knew and newthat are pronounced the same but differ in meaning, origin, and often spelling. (Because peas and peace differ in the voicing of the final consonant, the two words are considered near homophones as opposed to true homophones.) Oronym A sequence of words (for example, the stuff he knows) that sounds the same as a different sequence of words (the stuffy nose). Reduplicative A word or lexeme (such as mama, pooh-pooh, or chit-chat) that contains two identical or very similar parts. Onomatopoeia The use of words (such as hiss, murmuror the Snap, Crackle, and Pop! of Kelloggs Rice Krispies) that imitate the sounds associated with the objects or actions they refer to. Echo Word A word or phrase (such as buzz and cock a doodle doo) that imitates the sound associated with the object or action it refers to: an onomatope. Interjection A short utterance (such as ah, doh, or yo) that usually expresses emotion and is capable of standing alone. In writing, an interjection (like Fred Flintstones Yabba dabba do!) is often followed by an exclamation point. To learn more about phonosemantics in the context of a wide variety of modern languages, have a look at the cross-disciplinary essays collected in Sound Symbolism, edited by Leanne Hinton, Johanna Nichols, and John J. Ohala (Cambridge University Press, 2006). The editors introduction, Sound-Symbolic Processes, offers a lucid overview of the different types of sound symbolism and describes some universal tendencies. Meaning and sound can never be fully separated, they conclude, and linguistic theory must accommodate itself to that increasingly obvious fact.

11 Popular Romance Tropes †and How to Make Them New Again

11 Popular Romance Tropes - and How to Make Them New Again 11 Popular Romance Tropes - and How to Make Them New Again â€Å"And they lived happily ever after.† This line alone should give you an idea that this article is talking about the romance genre. And while a Happily Ever After is really a non-optional feature of the genre, authors can choose to incorporate romance tropes to provide readers with instantly recognizable markers that help them immediately relate to the love story at hand.Tropes are plot devices, characters, images, or themes that are incorporated so frequently in a genre that they’re seen as conventional. â€Å"Trope† is often seen as a dirty word, because it feels interchangeable with the word â€Å"clichà ©.† And while authors shouldn’t simply duplicate story formulas that have proven popular, incorporating tropes can provide a signal to readers about what kind of book they’re dealing with. At their core, tropes are really just things that are familiar. And people enjoy the familiar.So if you’re an aspiring romance writer, do yo urself a favor by getting acquainted with the popular romance tropes out there. It will help you get an idea of what romance readers already like, and will help you write stories that feel refreshing and new. You can start with this list! 10 of the most popular romance tropes - and how to make them new again Character Development: How to Write Characters Your Readers Won't Forget Read post Develop unique characters, write meet-cutes that resonate with the theme of your story, pepper your narrative arc with conflict and tension that feel real. Most of all, pay attention to the love story you’re writing, and work on developing that in a way that draws readers in and encourages emotional investment. Finally, evaluate whether you’re using a trope simply because you know readers like it, or because it adds value to your story. There’s nothing wrong with including elements you know readers love, so long as it enhances the story in one way or another.With love, ReedsyIf you want even more amazing tropes, check out the following Reedsy Discovery posts on romance:The 25 Best Romance Authors (And Their Must-Reads)30+ Best Young Adult Romance Books That You Can't Miss Out On40+ Paranormal Romance Books with BiteAnd let us know your own favorite tropes in the comments!  Ã°Å¸â€™â€"

In Bacon's rebellion, why was it said to be only a rebellion, not a Essay

In Bacon's rebellion, why was it said to be only a rebellion, not a revulation - Essay Example Bacon thought the Indians, all Indians, were the enemy. After warring Indians made raids on the white population, Bacon wanted to eradicate them. The common men liked this sentiment, so started following Bacon. Fear and racism led to Bacons successful recruitment of his followers. Bacon did not have a revolutionary statement. His rallying cry to the men was kill the Indians, not overthrow the government. Since, the government wanted to capture and execute the warring Indians, Bacons ideas were not revolutionary. Bacon rebelled because the government would not give him permission to kill the Indians. Even the permission that Bacon did receive was forced by Bacons men. The King never gave Bacon permissio to lead this band of men. If Bacon would have stuck to fighting Indians, his actions might not have even been considered a rebellion. However, his men started plundering richer citizens that sided with Berkeley. Racism against the Indians motivated Bacon, but so did greed. He plundered not only from the Indians, enslaving them, but Berkeleys friends and the richer class. When Bacon died of the bloody flux, his followers quickly disbanded. Other than a few followers, when Berkeley came back the men switched allegiance to him. The Bacon followers who did not vow allegiance to Berkeley were executed. No real change was made in the government by Bacons influence. Bacons original message about eradicating Indians was the intent of the Berkeley led government all along. Thus Bacon did not even influence this aspect of governmental policy. Berkeley had made up his mind that all Indians were bad. Bacon did not give Berkeley a chance to implement this idea, until after Bacons own death. Both men shared their hatred of the Indians. If Berkeley would have focused on taxes, corruption, or lack of protection from the Indians, a revolution could have occured. Real change could

International Business - Franchising Essay Example | Topics and Well Written Essays - 1000 words

International Business - Franchising - Essay Example Arnold (2003) claims franchising is an under-explored entry mode in international markets but that it has been widely used in North America and Western Europe, most notably by fast food chains, hotel or car rental services. The business format is fixed, including the operation and guidelines so that its ability to adapt is limited. The same is expressed by Toncar (2005), where franchising, he said, is dependent upon the ability to provide a marketing mix that matches expectations of consumers in different cultures. But major players are said to be increasingly learning. McDonalds, for example, as described in MFFI (2003) is "thinking globally and acting locally," a fortunate global marketing strategy. This sensitivity for the locals is expressed in so many ways to include their not using beef in India in their food preparations, their not using lard also in food preparations in Muslim areas, their launching of China burger in Asia in recognition of China as market for them, their introduction of chicken sandwich the Arab way. Further, management experts credit McDonalds for its maintaining the same efficiency in time to deliver, work-processes, cleanliness, changes in their menus, and ad-campaigns which are region-specific. Their use of franchising helps them set up business all over the world. One thing that could be credited to McDonalds's success is their "location, location, location" strategy which their executives know too well (ibid.). Consider this - A friend of mine was in a seminar recently where one of the McDonald's executives was speaking. He asked the audience what kind of business they were in. Half the crowd laughed and said, "Restaurant business". "Wrong", he said. "We're in the REAL ESTATE business." If you thing about it, he's right. Think about the location that every McDonald's is at. Isn't it in a prime real estate location And McDonalds owns the land that just about every stand-alone McDonald's located at. That's a TON of equity that the company has built up over the years in each real estate location. They could sell any lot and make a killing off it compared to how much they paid for it a number of years ago. I would say the secret to McDonald's success is very similar to real estate - location, location, location. (MFFI 2003) In targeting for international growth, the first step according to Siebert (1998) is identifying the best counties for one's particular concept with such factors as franchise climate, the market for one's particular product or service, competitive factors, proximity, language barrier, political climate, and relevant legal concerns. Once a market is identified, he says one effective means of targeting prospects is the use of trade missions. Sponsored by groups such as the International Franchise Association, trade missions attempt to provide franchisors with introductions to a number of qualified candidates in each country. Accordingly, the franchisor is said to typically be responsible for their own expenses (which can run upwards of $10,000 currently), their own follow-up, and their own negotiations. The sponsoring organization is only responsible for the introduction. Another alternative Siebert (ibid.) suggests for franchisors interested in global expansion is the use of brokers. Brokers are said to work by promoting one's franchise within a particular market, and will often employ a

The Necessity Of Computer Security :: essays research papers

The Necessity Of Computer Security When the first electronic computers emerged from university and military laboratories in the late 1940s and early 1950s, visionaries proclaimed them the harbingers of a second industrial revolution that would transform business, government and industry. But few laymen, even if they were aware of the machines, could see the connection. Experts too, were sceptical. Not only were computers huge, expensive, one-of-a-kind devices designed for performing abstruse scientific and military calculations, such as cracking codes and calculations missile trajectories, they were also extremely difficult to handle. Now, it is clear that computers are not only here to stay, but they have a profound effect on society as well. As John McCarthy, Professor of Computer Science at Stanford University, speculated in 1966: "The computer gives signs of becoming the contemporary counterpart of the steam engine that brought on the industrial revolution - one that is still gathering momentum and whose true nature had yet to be seen." Today's applications of computers are vast. They are used to run ordinary household appliances such as televisions and microwaves, to being tools in the workplaces through word processing, spreadsheets, and graphics software, to running monumental tasks such as being the heart and soul of the nations tax processing department, and managing the project timetables of the Space Shuttle. It is obvious that the computer is now and always will be inexorably linked to our lives, and we have no choice but to accept this technology and learn how to harness its total potential. With any progressing technology, an unauthorized application can almost be found for it. A computer could and has been used for theft and fraud - for example, as a database and manager of illegal activities such as drug trafficking and pornography. However, we must not just consider the harmful applications of the computer, but also take into account the good that they have caused. When society embraced the computer technology, we have to treat this as an extension of what we already have at hand. This means that some problems that we had before the computer era may also arise now, in the form where computers are an accessory to a crime. One of the problems that society has faced ever since the dawn of civilization is privacy. The issue of privacy on the Internet has risen many arguments for and against having it. The issue of privacy has gotten to the point where the government of the United States has placed a bill promoting a single chip to encrypt all private material on the Internet. Why is privacy so important? Hiding confidential material from intruders

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.