IT Security Essay Example | Topics and Well Written Essays - 1000 words

IT Security - Essay Example For any data framework to be operational, government commanded compliances should be attempted by the main data official (CIO) and government officials. For a framework to pass these security compliances it must meet the measures set for; the framework limits for the equipment, programming, clients and associations with the earth must be unmistakably characterized in order to evaluate any dangers. In this way, a CIO must give a strategy to the framework and furthermore express any possibility estimates required on account of a security danger. In addition, the main data official at that point gets affirmation and accreditation from the legislature once this is accomplished (Enloe, 2002). Data frameworks are required to be secure so as to encourage business achievement and their strength in the changing data society. This implies a CIO should guarantee that the framework is sufficiently secure to convey fundamental data and administrations at the perfect time with no trade off. This i s on the grounds that protected frameworks increment open certainty and trust in the association and in their items or administrations. Data security additionally guarantees that exhibition of the considerable number of partners in the associations from the board to junior staff is successful (Bowen, Chew and Hash, 2007). What's more, security additionally diminishes the odds of hazard to the association and ensures the honesty of the data or information put away in the association. In the structure of a data framework, the CIO should know about data security components, which must be in accordance with government commanded consistence. In addition, taking into account that security arranging of a framework it is significant for a CIO to realize who gets to the framework whenever, and along these lines, the job of a data framework official in the framework should be comprehended and plainly characterized (Enloe, 2002). The approving officials in the association and different clients including the administration should be given with get to codes for approval. Through this he will track and realize who got to the framework at what time and which data was gotten to or altered with utilization of these codes. The CIO ought to furnish the administration with the capital assessments required in running and keeping up the entire framework and the time required to change or update the framework. Likewise, he should lead mindfulness and preparing efforts overall associations. This is to teach the clients of a framework on the various kinds of security dangers present and how to sidestep them. Hence, a CIO is required to direct hazard evaluation for the association the executives, and disclose to the staff and the board how the framework will meet the organization’s crucial objectives (Enloe, 2002). With this impact, the CIO must structure a framework that gives as expressed in NIST: â€Å"Information security assurance from unapproved access, use or divulgence, interruption and change of information.† The framework should likewise agree to the gauges set up for arrangements, systems and rules by national law and enactments. The CIO is likewise liable for creating and keeping up office wide data security projects, strategies and control procedures for the associations frameworks. Also, he is required to create fiasco recuperation the executives program, to

Problems of Globalization Process

Numerous issues of the contemporary world, from neediness to ecological corruption, are calmly connected to the procedure of Globalization alludes to the expanded mindfulness among countries of the world. The term globalization is utilized to allude to the transmission that happens in social orders just as the world economy (Findlay 2002). Globalization results from expanded exchanging, social trade and venture across borders.Advertising We will compose a custom article test on Problems of Globalization Process explicitly for you for just $16.05 $11/page Learn More It is chiefly connected with the cancelation of exchange obstacles among the countries required just as joint effort and harmonization of the establishments among these countries. For example, the idea of globalization expanded after the World War I through the World War II when establishments, for example, the World Bank, the International Monetary store and the World Trade Organization were made. After the World War II, the procedure of globalization expanded drastically. This was profoundly contributed by the Global Economic Institutions. For example, in 1970, Cross fringe exchange and social trade along with its advantages and negative impacts was continuously getting apparent. This in any case, the procedure of globalization, much the same as numerous other human happenings is affected by the morals and the motivation of the individuals in question. In actuality, Globalization ought to be gainful to all as it can create positive financial results (Held 1999). Notwithstanding, this is not really the case. Globalization has had a few destructive impacts. This is found with respect to natural haggardness, destitution, poor working conditions, occurrences of social threatening vibe just as expanded imbalance among people and countries. To begin with, the individuals who rule the market are believed to have neocolonial strategies which they use to abuse the creating nations. These despot countries ar e given credits by the worldwide network and they never do their changes as they guarantee, however leave the destitute individuals to pay the obligations for their sake. Such exploitative advance partners leave the creating countries more unfortunate than they were previously (Hardt Negri 2000). Actually, globalization prompts credit-based economies, which can result to expanded obligation difficulties. Furthermore, worldwide perspectives can likewise prompt loses of jobs.Advertising Looking for exposition on business financial aspects? How about we check whether we can support you! Get your first paper with 15% OFF Learn More This can be in type of privatization of organizations, money devaluations just as remote ventures. For example, Zambia earned a great deal of remote trade through the fare of minerals. Be that as it may, an American worldwide organization pulled back its speculations which made the neighborhood money to drop by about 70% of its outside trade (Gilpin 2001). Su ch reliance among the creating countries is monstrous to such an extent that a significant misfortune can prompt an extraordinary result for the needy countries. Thus, an abatement in remote trade prompts a diminishing in a nation’s capacity to get staple food at sensible costs (Bhagwati 2004). In another model, Zambia expected that it would encounter a shortage of maize in 2002. This made it vital for the nation to import the product from either America or South Africa. Anyway because of the drop in remote trade, the nation didn't have the necessary buying force and in this way the country endured harshly. The more obligation ridden a nation is, the more probable it is to be exposed to the unforgiving arrangements of remote guide, just as multi-parallel and corporate offices. Besides, for a country to remain all around practical for direct outside endeavors, it procures relatively little pay in remote trade, and may frequently bargain ecological and working principles at lon g last. This expands indebtedness among the creating countries. Then again, it is difficult to address ecological issues without managing the nearby acts of individual countries. Undeniably, globalization causes changes in innovation which prompts expanded extraction from nature. Moreover, the new advances that are adjusted from the worldwide town add to the expanded arrival of waste materials into the earth consequently corrupting it. So as to update nature, a country needs to place a great deal of cash and assets into the procedure, which makes it difficult for a nation to accomplish its ecological objectives. Natural strain can likewise cause a country to become underestimated from ventures by the worldwide network (Bhagwati 2004). Poor natural measures influence the exchange design just as speculations adversely. Additionally, globalization makes it incredibly hard for countries to figure arrangements that guarantee the prosperity of countries just as individual residents (Bentl ey 1993).Advertising We will compose a custom paper test on Problems of Globalization Process explicitly for you for just $16.05 $11/page Learn More In the instances of poor ecological practices, the creating countries barely have enough assets to manage the hurtful natural impacts that harvest up from nearby or outside speculations (Friedman 2000). Consequently, exchange markets should consolidate natural qualities so as to continue business as usual inside the worldwide town. Therefore, all the partners ought to take an interest in guaranteeing that ecological dangers have been managed. The instance of oil revelation in Nigeria likewise shows that the most unfortunate individuals are the ones who exposed the best weight, as far as ecological debasement, and are not the prompt and direct recipients of the asset being misused in their own nation. These perspectives lead to misery just as absence of political and monetary security (Gilpin 2001). Moreover, issues, for example, contami nation, natural feebleness and asset limitations in this nation prompted poor expectations for everyday comforts and improved social contrasts among the residents. All in all, Contemporary globalization has had some positive results with respect to social advancement, compelling interchanges, devolution of intensity and financial development. It has connected worldwide associations just as universal frameworks. This in any case, globalization has prompted expanded utilization of the non-sustainable assets. This has prompted expanded contamination just as an Earth-wide temperature boost. Additionally, it likewise makes a significant issue in controlling the degree of creation as certain organizations pick to offer subcontracts to different organizations in remote nations with less ecological limitations. What's more, it permits a ton of opportunity to a country’s workforce making it totally hard for a country to hold its talented representatives as they will regularly decide t o search for greener fields in outside nations. Notwithstanding, so as to take care of this issues, practical jobs just as common asset the executives strategies ought to be set up inside the national and worldwide points of view. This would ensure fruitful contribution identifying with maintainable advancement objectives. So as to accomplish the ideal outcomes, the individuals who control the globalization advertise should regard profound just as social morals. They ought to likewise forego individual monetary pretention and penance themselves for an evenhanded appropriation of the globalization benefits.Advertising Searching for article on business financial matters? How about we check whether we can support you! Get your first paper with 15% OFF Find out More All countries associated with the globalization procedure ought to depict unrivaled administration by guaranteeing genuine rights, upgrading open organization and straightforwardness. These are critical factors in managing the issues of destitution and natural corruption. Maintaining asset uprightness bolsters get to, and furthermore ensures perpetual quality of assets, empowering the poor to meet their everyday needs and plan on the best way to meet their objectives in future. Subsequently, the world as a worldwide town ought to have a typical political, social and social framework sharing an all inclusive language, social practices, and associations. Reference List Bentley, J. H., 1993. Old World Encounters: Cross-Cultural Contacts and Exchanges in Pre-Modern Times. Oxford: Oxford University Press. Bhagwati, J., 2004. In Defense of Globalization. Oxford: Oxford University Press. Findlay, R., 2002. Globalization and the European Economy: Medieval Origins to the Industrial Revolu tion. In Henry Kierzkowski (ed.). Europe and Globalization. London: Palgrave Macmillan. Friedman, T., 2000. The Lexus and the Olive Tree. New York, NY. Grapple Books Gilpin, R., 2001. Worldwide Political Economy: Understanding the International Economic Order. Princeton, New Jersey: Princeton University Press. Hardt, M., Negri, A., 2000. Realm. Cambridge, Mass: Harvard University Press Held, D. et. Al., 1999. Worldwide Transformations: Politics, Economics, and Culture. Palo Alto, California: Stanford University Press. This article on Problems of Globalization Process was composed and put together by client Elliot Wooten to help you with your own investigations. You are allowed to utilize it for research and reference purposes so as to compose your own paper; be that as it may, you should refer to it as needs be. You can give your paper here.

Negative Psychotic Symptoms

Negative Psychotic Symptoms PTSD Symptoms Print Negative Psychotic Symptoms Negative psychotic symptoms are characterized by absence or loss of experience By Matthew Tull, PhD twitter Matthew Tull, PhD is a professor of psychology at the University of Toledo, specializing in post-traumatic stress disorder. Learn about our editorial policy Matthew Tull, PhD Updated on June 24, 2019 Thomas Barwick / Stone / Getty Images More in PTSD Symptoms Causes Diagnosis Treatment Coping Related Conditions PTSD and the Military Psychotic symptoms can be divided into two groups: positive psychotic symptoms and negative psychotic symptoms. Positive symptoms are characterized by the  presence  of unusual feelings, thoughts or behaviors.  Positive symptoms  include such experiences as hallucinations or delusions. A hallucination could be hearing voices that no one else can hear or see things that are not really there. Negative psychotic symptoms are those characterized by absence or loss of experience. Negative psychotic symptoms include: A decrease in or complete loss of the ability to emotionally respond to people, events, etc.A decrease in speaking (alogia).Difficulty sticking with activities and tasks; the appearance of being unmotivated or withdrawn; may have difficulty completing even the simplest of tasks, such as getting dressed in the morning. Psychotic Symptoms and PTSD Researchers at the University of Manitoba, Columbia University and the University of Regina examined the data on 5,877 people from across the United States to determine the rates with which people with posttraumatic stress disorder (PTSD) experience  different psychotic symptoms. They found that, among people with PTSD, the experience of positive psychotic symptoms was most common. Approximately 52 percent of people who reported having PTSD at some point in their lifetime also reported experiencing a positive psychotic symptom. The most common positive symptoms were: Believing that other people were spying on or following them (27.5 percent)Seeing something that others could not see (19.8 percent)Having unusual feelings inside or outside of their bodies, such as feeling as though they were being touched when no one was really there (16.8 percent)Believing that they could hear what someone else was thinking (12.4 percent)Being bothered by strange smells that no one else could smell (10.3 percent)Believing that their behaviors and thoughts were being controlled by some power or force (10 percent) The researchers also found  evidence that the more PTSD symptoms  a person was experiencing, the greater the likelihood that they would also experience positive psychotic symptoms. To take their study a step further, the researchers also looked at what  traumatic events were most commonly related to the experience of psychotic symptoms. They found the following to be most strongly connected: Being involved in a fire, flood, or  natural disasterSeeing someone get seriously injured or killedExperiencing tremendous shock  as a result of a traumatic event  that happened to a close relative, friend, or significant other What This All Means The experience of psychotic symptoms may tell the story of just how severe  a persons case of PTSD  is and how well he or she is coping with the condition. It may also raise red flags about the likelihood of potentially dangerous behaviors. It has been suggested that the experience of psychotic symptoms in those with PTSD may be connected to the experience of  dissociation.  Frequent dissociation  may increase the risk  for the development of psychotic symptoms. And studies have shown that people with PTSD who experience psychotic symptoms, as compared to those who do not, may be at greater risk for a number of problems, such  as suicidal thoughts,  suicide attempts, and greater overall distress. If a loved one has PTSD and is experiencing psychotic symptoms, it is very important that they seek out treatment. Various different resources  are available for people  seeking help  for their PTSD.

Radiocarbon Dating - Reliable but Misunderstood

Radiocarbon dating is one of the best known archaeological dating techniques available to scientists, and the many people in the general public have at least heard of it. But there are many misconceptions about how radiocarbon works and how reliable a technique it is. Radiocarbon dating was invented in the 1950s by the American chemist Willard F. Libby and a few of his students at the University of Chicago: in 1960, he won a Nobel Prize in Chemistry for the invention. It was the first absolute scientific method ever invented: that is to say, the technique was the first to allow a researcher to determine how long ago an organic object died, whether it is in context or not. Shy of a date stamp on an object, it is still the best and most accurate of dating techniques devised. How Does Radiocarbon Work? All living things exchange the gas Carbon 14 (C14) with the atmosphere around them—animals and plants exchange Carbon 14 with the atmosphere, fish and corals exchange carbon with dissolved C14 in the water. Throughout the life of an animal or plant, the amount of C14 is perfectly balanced with that of its surroundings. When an organism dies, that equilibrium is broken. The C14 in a dead organism slowly decays at a known rate: its half life. The half-life of an isotope like C14 is the time it takes for half of it to decay away: in C14, every 5,730 years, half of it is gone. So, if you measure the amount of C14 in a dead organism, you can figure out how long ago it stopped exchanging carbon with its atmosphere. Given relatively pristine circumstances, a radiocarbon lab can measure the amount of radiocarbon accurately in a dead organism for as long as 50,000 years ago; after that, theres not enough C14 left to measure. Tree Rings and Radiocarbon There is a problem, however. Carbon in the atmosphere fluctuates with the strength of earths magnetic field and solar activity. You have to know what the atmospheric carbon level (the radiocarbon reservoir) was like at the time of an organisms death, in order to be able to calculate how much time has passed since the organism died. What you need is a ruler, a reliable map to the reservoir: in other words, an organic set of objects that you can securely pin a date on, measure its C14 content and thus establish the baseline reservoir in a given year. Fortunately, we do have an organic object that tracks carbon in the atmosphere on a yearly basis: tree rings. Trees maintain carbon 14 equilibrium in their growth rings—and trees produce a ring for every year they are alive. Although we dont have any 50,000-year-old trees, we do have overlapping tree ring sets back to 12,594 years. So, in other words, we have a pretty solid way to calibrate raw radiocarbon dates for the most recent 12,594 years of our planets past. But before that, only fragmentary data is available, making it very difficult to definitively date anything older than 13,000 years. Reliable estimates are possible, but with large /- factors. The Search for Calibrations As you might imagine, scientists have been attempting to discover other organic objects that can be dated securely steadily since Libbys discovery. Other organic data sets examined have included varves (layers in sedimentary rock which were laid down annually and contain organic materials, deep ocean corals, speleothems (cave deposits), and volcanic tephras; but there are problems with each of these methods. Cave deposits and varves have the potential to include old soil carbon, and there are as-yet unresolved issues with fluctuating amounts of C14 in ocean corals. Beginning in the 1990s, a coalition of researchers led by Paula J. Reimer of the CHRONO Centre for Climate, the Environment and Chronology, at Queens University Belfast, began building an extensive dataset and calibration tool that they first called CALIB. Since that time, CALIB, now renamed IntCal, has been refined several times--as of this writing (January 2017), the program is now called IntCal13. IntCal combines and reinforces data from tree-rings, ice-cores, tephra, corals, and speleothems to come up with a significantly improved calibration set for c14 dates between 12,000 and 50,000 years ago. The latest curves were ratified at the 21st International Radiocarbon Conference in July of 2012. Lake Suigetsu, Japan Within the last few years, a new potential source for further refining radiocarbon curves is Lake Suigetsu in Japan. Lake Suigetsus annually formed sediments hold detailed information about environmental changes over the past 50,000 years, which radiocarbon specialist PJ Reimer believes will be as good as, and perhaps better than, samples cores from the Greenland Ice Sheet. Researchers Bronk-Ramsay et al. report 808 AMS dates based on sediment varves measured by three different radiocarbon laboratories. The dates and corresponding environmental changes promise to make direct correlations between other key climate records, allowing researchers such as Reimer to finely calibrate radiocarbon dates between 12,500 to the practical limit of c14 dating of 52,800. Constants and Limits Reimer and colleagues point out that IntCal13 is just the latest in calibration sets, and further refinements are to be expected. For example, in IntCal09s calibration, they discovered evidence that during the Younger Dryas (12,550-12,900 cal BP), there was a shutdown or at least a steep reduction of the North Atlantic Deep Water formation, which was surely a reflection of climate change; they had to throw out data for that period from the North Atlantic and use a different dataset. We should see some interesting results in the very near future. Sources and Further Information Bronk Ramsey C, Staff RA, Bryant CL, Brock F, Kitagawa H, Van der Plicht J, Schlolaut G, Marshall MH, Brauer A, Lamb HF et al. 2012. A complete terrestrial radiocarbon record for 11.2 to 52.8 kyr B.P. Science 338:370-374.Reimer PJ. 2012. Atmospheric science. Refining the radiocarbon time scale. Science 338(6105):337-338.Reimer PJ, Bard E, Bayliss A, Beck JW, Blackwell PG, Bronk Ramsey C, Buck CE, Cheng H, Edwards RL, Friedrich M et al. . 2013. IntCal13 and Marine13 Radiocarbon Age Calibration Curves 0–50,000 Years cal BP. Radiocarbon 55(4):1869–1887.Reimer P, Baillie M, Bard E, Bayliss A, Beck J, Blackwell PG, Bronk Ramsey C, Buck C, Burr G, Edwards R et al. 2009. IntCal09 and Marine09 radiocarbon age calibration curves, 0-50,000 years cal BP. Radiocarbon 51(4):1111-1150.Stuiver M, and Reimer PJ. 1993. Extended C14 data base and revised Calib 3.0 c14 age calibration program. Radiocarbon 35(1):215-230.

Oedipus Rex by Sophocles - 889 Words

Fate is defined as the development of events beyond a person’s control. A person’s predetermined course of events better yet. In Sophocles’s Oedipus the King, fate is primary theme in the play. The influence of fate goes beyond the play but how Greeks viewed fate entirely. Also, Oedipus somewhat represented the Athenian political system and the people of Athens by his leadership. And lastly, having the play unfold, one is able to sympathize with Oedipus and strike pity and fear rather than disgust from his sins. The power of fate in Oedipus the King was one that shaped the entire story. In the beginning of the play, Oedipus heard from Creon that the plague has hit the city of Thebes and for it to move out of Thebes, someone was to finish off the person who killed Laius. Oedipus took it upon himself to save the city. When a blind prophet informed him of the prophecies that Oedipus was the murderer and that the man who was responsible for killing Laius will be the brother and the father of his own children, Oedipus was appalled. When he later told Jocasta of the prophecies, she denied them. And explained that fate isn’t real. Oedipus then realizes that all the prophecies he was told in his lifetime were in fact, true. The influence of fate on Oedipus was something that he couldn’t runaway from. When he found out his parents weren’t his actual parents, Oedipus tried to runaway from his problems. But in actuality, he was the son of Laius and Jocasta, which proved that theShow MoreRelatedOedipus Rex, Sophocles1252 Words   |  6 PagesOedipus the ideal Tragic Hero Kelli Richards Liberty University Abstract In the play Oedipus Rex, Sophocles portrays Oedipus who is also the main character, as a good- natured, beautiful, noble yet narcissistic person who has a lapse of judgment and fall from power. Throughout the play Oedipus makes a few profound decisions for which he is condemned to plentiful suffering;Read MoreOedipus Rex, by Sophocles822 Words   |  4 Pagesrelates to Oedipus’s situation from Oedipus Rex by Sophocles. Sophocles‘ Oedipus Rex tells the story of a monarch named Oedipus whowho becomes the unfortunate victim of circumstances beyond his control. In Oedipus Rex, Oedipus‘ downfall is not a result of excessive hubris or his actions, but rather his parents’ disgraceful actions and uncontrollable aspects of fate. Oedipus’ parents actions and decisions are a major element in Oedipus’ tragic downfall. Before Oedipus is born, Laius and Jocasta, theRead MoreOedipus Rex by Sophocles683 Words   |  3 PagesThe play Oedipus Rex is a Greek tragedy written by Sophocles during a time when Athens was the major power of the world. During this period, people believed that the Gods had control over their destiny. The play itself opens up as a detective story, because there is murder, and mystery surrounding the murder, as well as solving the mystery as the central theme and ultimate conclusion of the story. A plague has befallen the city of Thebes and so King Oedipus sends his in-law Creon to the Oracle ofRead MoreEssay on Sophocles Oedipus Rex1369 Words   |  6 PagesSophocles Oedipus Rex As the plot in Sophocles famous play Oedipus Rex unfolds, many aspects of the relationship between ancient Greeks and their gods are revealed. It demonstrates that the people couldRead MoreThe Characters Of Oedipus Rex By Sophocles973 Words   |  4 PagesMaya Fleischer Ms. Hampson World Lit II CPA 11/7/17 Oedipus Essay Whether positive or negative, individuals have various characteristics that define them. Many people struggle to find a balance between confidence and arrogance. Oedipus, King Laius, and Queen Jocasta fall into this category, as they all possess this character flaw. Throughout Oedipus Rex by Sophocles, these characters make decisions based on what is best for themselves. Sometimes putting yourself before others is necessary forRead MoreOedipus Rex by Sophocles Essay1829 Words   |  8 PagesOedipus Rex by Sophocles In Sophocles Oedipus the King which is a tragic play, which discusses the tragic discovery that Oedipus has killed his father and married his mother. Oedipus is the embodiment of the perfect Athenian. He is self-confident, intelligent, and strong willed. Ironically these are the very traits which bring about his tragic discovery. Oedipus gained the rule of Thebes by answering the riddle of The Sphinx. Sophocles used the riddle of The Sphinx as a metaphor forRead MoreOedipus Rex by Sophocles1222 Words   |  5 PagesOedipus a man who’s fate was out to get him, the great king of Thebes formerly prince of Corinth. He had to face many struggles in his life that he had well caused, and even though Oedipus tried to escape his fate by leaving Corinth. His true fate lied in Thebes while Corinth was just an obstacle. Oedipus is a man who in a way caused his own fate to be brought out into the light revealing everything. It was all because of Oedipus determination to figure out who killed the great king before him LaiosRead MoreThe Unavoidable Fate In Oedipus Rex By Sophocles1010 Words   |  5 PagesDestiny Fate is an unavoidable force that controls life. Oedipus Rex by Sophocles is a Greek tragedy about Oedipus finding the truth about his origin, while also trying to save the city of Thebes from a terrible plague. Oedipus unknowingly ends up killing his father and marrying his mother. When the truths about his sins are discovered, Oedipus blinds himself and exiles himself from Thebes. Oedipus ultimately could not control fate. Oedipus could not control the fate of citizens of Thebes as a kingRead MoreThe Flaws Of Arrogance In Oedipus Rex By Sophocles796 Words   |  4 Pagesonce said, â€Å"None are so empty as those who are full of themselves.† The words ring true through the character Oedipus whose tragic flaw of arrogance brought his downfall. In his timeless play, Oedipus Rex, author Sophocles unflinchingly illuminates the haughtiness and hubris displayed by the hero Oedipus. Through his candid exploration of the ship/captain and light/dark motifs, Sophocles makes an e ffort to ultimately bring the reader to the realization that arrogance creates an illusion to the truthRead MoreThe Value Of Leadership In Oedipus Rex By Sophocles1326 Words   |  6 PagesBased on evidence, Athenians valued bravery, confidence and heroic strength in their leaders. For example, the entire reason Oedipus from Oedipus Rex by Sophocles became king of Thebes is because he defeated the Sphinx that was guarding the city, saving the citizens (info from the backstory). On page 11, a senator makes the comment, â€Å"if his bosom holds a grain of fear, curses like yours he never will abide.† The reader can assume the Athenians valued bravery because the senator makes a comment against

Conceptual Skills Free Essays

string(161) " recruiting base has been associated with perceptions of change as a planned process, in which the institution is focused on attracting more talented employees\." Conceptualizing Organizational Change This paper focuses on conceptualising organisational change as a planned and manageable process. Different theoretical assumptions are presented in order to support the argument of change as a planned and manageable process in contemporary organisations. The paper utilises examples from two Nigerian companies, Access Bank Plc and Unilever Nigeria Plc. We will write a custom essay sample on Conceptual Skills or any similar topic only for you Order Now The main conclusion is that Access Bank Plc indicates that change can be a planned process, while Unilever Nigeria Plc shows the case of change as a manageable process. However, it is indicated that change may not succeed as a planned and manageable process especially in the context of Nigerian public education and the food and beverage industry. The paper also contributes to understanding change as a flexible and innovative process occurring in global companies. Introduction It has been suggested that organisational commitment may lead to the proper implementation of change. Managers tend to rely on employees while planning or managing organisational change, but organisational commitment may decrease as a direct response to such change (Grieves 2010). Manifesting positive employee attitudes towards change has been linked with successful change initiatives in organisations. It has been argued that change can be both a planned and manageable process (Caldwell 2006). At the same time, it may appear that change as a planned and manageable process may fail, as it will be shown in the case of Nigerian public education and the food and beverage industry. The objective of this paper is to explore the dimensions of change as a planned and manageable process, with focus on the performance of two Nigerian organisations, Access Bank Plc and Unilever Nigeria Plc. Change as a Planned Process: Access Bank Plc, Nigeria This section provides evidence on change as a planned process as applied in Access Bank Plc, Nigeria. There is an argument outlined in the change management literature suggesting that employee attitudes towards change might be affected by the perceptions employees demonstrate towards organisational change (Olufemi 2009). Employees play an important role in forming specific attitudes towards organisational change as a planned and manageable process (Caldwell 2006). They may either show positive or negative evaluative judgments of the change model. Change as a planned process indicates the presence of two dimensions, change readiness and change resistance. These dimensions reflect the presence of strategic planning within organisations that are ready to embrace the innovative concept of change. Change readiness has been associated with employees’ behavioural responses to change (Hughes 2010). Resistance to change may not take place in case employees strongly believe that they ha ve the capacities to cope with such projected change. Even though resistance to change may take place, it may be perceived in a positive way considering that it would force companies to implement new and more effective strategies to address the issue of change. Change can be a planned process, which managers aim to link with change-oriented activities. It can be argued that planned change occurs when some stakeholders manifest a desire to change, enhance their personal introspection, and modify their behavioural patterns in relevant ways (Hughes 2011). However, it would be unrealistic to state that planned change reflects the idea that everyone decides it is useful. Change as a planned process indicates the presence of solid changing forces in both the internal and external environment of organisations. Kotter’s 8-step model of change indicates that change can be a planned process involving eight proposed steps from creating the urgency for change to managing it accordingly in the organisational context (Hughes 2010). Jarrett (2003) has argued that planned change seems to increase an organisation’s effectiveness. Approaches to change as a planned process may reflect the relevance of different theories and concepts that tend t o describe the stages and procedures of implementing change. The integrative model of organisational change suggests that change can be a planned process through a strong focus on exploration, planning, action and integration (Jarrett 2003). In addition, emergent theories of change present an argument that managers who aim at developing change as a planned process show an in-depth understanding of the organisation, its culture, assets and readiness to change. Researchers have argued that change projects utilising process orientation and learning are more expected to succeed than those manifesting expert planning at all stages of organisational change in contemporary business (Nistelrooij and Sminia 2010). Change planning and management have identified change as an essential competency for the majority of organisational leaders. Planning change in the context of certainty has become a necessary aspect in organisations which openly promotes flexible communication based on change and innovation. Since some individuals may perceive change as an i ntegral part of organisational life, it would be relevant to focus on developing effective strategies to monitor and sustain such change (Hughes 2010). Planning in relation to change refers to a consideration of the current and future needs of organisations. Companies illustrating that change can be a planned process focus on planning as a goal-directed activity, in which emphasis is put on organisational goals while trying to maintain change. This may result in better coordination and easy implementation of change in companies (Carnell 2007). An exploration of the Nigerian banking industry reveals a close relationship between planned organisational change and HRM interventions. New banking management practices in Nigeria require the implementation of planned change that may contribute to improved organisational commitment, performance and compliance with important regulatory standards (Olufemi 2009). The acquisition of Intercontinental Bank by Access Bank Plc, Nigeria, has resulted in the necessity of redefining organisational change as a planned process to reflect the needs of the new workforce and the objectives of the banking organisation (Paton and MacCalman 2008). It has been suggested that successful change planning and management in organisations depends on staffing, alleviating fears, effective communication and planning, and integrating human resource systems (Hughes 2011). In the case of Access Bank Plc, planned organisational change has resulted in creating the need for the human resource department to focus on staffing (Olufemi 2009). The expansion of the bank’s recruiting base has been associated with perceptions of change as a planned process, in which the institution is focused on attracting more talented employees. You read "Conceptual Skills" in category "Essay examples" Even though organisational change may create fear and uncertainty, managers considering change as a planned process may alleviate those fears (Hayes 2010). The acquisition initiated by the Nigerian bank shows that employees have learned to adapt to new processes and procedures within the institution (Olufemi 2009). The case of Access Bank Plc indicates that organisational change can be a planned process due to the interventionist strategies employed by HR managers of the organisation. The creation of new job structures by the bank reflected the necessity to relate organisational change to employees’ roles and expectations (Olufemi 2009). This was done in order to accommodate employees working in both companies considering the acquisition process that took place. The existing human resource systems in the bank showed the trend of planned organisational change which further reflected employees’ commitment to the bank’s long-term objectives. Moreover, Access Bank Plc needed to adjust its HRM policies to achieve its initially determined strategic goals which represent the process of planned change within the institution (Hayes 2010). The model found in the bank presents the existence of convergence among HRM interventionist strategies that were consistent with the perceptions o f change as a planned process. Variables such as fear, planning and development as well as integrated human resources indicate a strong focus on organisational change which has been adequately planned at Access Bank Plc. The bank’s managers have ensured understanding of the planned change process which is fundamental for change implementation (Nistelrooij and Sminia 2010). The interests of various stakeholders are considered as part of such ongoing planning process. As a result of the acquisition, Access Bank Plc tried to alleviate employees’ uncertainty through setting clear corporate objectives and effective communication (Paton and McCalman 2008). Flexibility has been associated with planned organisational change in this Nigerian organisation. Taking various perceptions into consideration was important in encouraging employees’ commitment and planning change. Despite the occurrence of certain conflicts in the institution, the managers demonstrated strong leadership skills while planning and managing change. Another significant aspect of the planned change process in Access Bank Plc is the formation of a change team for better articulation of the stages expected during organisational change. The Nigerian bank has demonstrated readiness of its employees to accept change as it has been linked with improved organisational performance (Olufemi 2009). The organisation’s managers encouraged integration between processes and implementation of new organisational methods to cope with the process of planned change. Strong corporate culture, strategy, structure and relevant organisational priorities emerged as a result of the Nigerian bank’s focus on organisational change as a planned process. The process of planned change tries to incorporate potential situations of crisis that may occur in the organisation (Caldwell 2006). Therefore, the planned approach to change incorporates unpredictable events that may result from different organisational conflicts. The Nigerian bank ensures constant adaptations to changing organisational situations. Considering that organisational change is unpredictable is important in perceiving such process as comprising of different organisational factors and flexible learning (Hughes 2010). Lessons learned from the case of Access Bank Plc involve both practical and theoretical considerations, such as identifying sources of change resistance, involvement of employees on a regular basis and developing proper communication plans (Olufemi 2009). The idea is to help the bank’s employees perceive themselves as part of the ongoing organisational change which reflected elements of a planned process. They need to understand that organisational change may influence them to a significant extent in terms of becoming more confident and competent in accomplishing their roles and responsibilities (Nistelrooij and Sminia 2010). It has been demonstrated that all levels of management of Access Bank Plc were aligned w ith organisational change and thus prevented the formation of negative attitudes among employees. In conclusion, the progress of change in the Nigerian bank was significant due to the role played by HR managers and leaders who placed importance on communication to achieve the planned process of change. Failure of Change as a Planned Process: Nigerian Public Sector This section describes the failure of change as a planned process in the Nigerian public sector. In a study conducted by Abdulraheem et al. (2013), it has been found that government reform agenda in Nigeria failed to achieve proper results in improving the quality of education in the country despite adopting the model of change as a planned process. In-depth interviews were conducted as the results showed that cultural differences are a significant indicator of adherence to organisational values (Abdulraheem et al. 2013). It has been suggested that despite the easy formulation of theories and models of change as planned, such aspects of change were difficult to implement in practice. Employees’ resistance to change was indicated across the Nigerian public sector. Cultural differences in terms of change prevented the successful implementation of change. Different education programmes have been introduced in the context of the Nigerian public sector, but they failed to achieve the objectives of meaningful change in education they initially presented. Abdulraheem et al. (2013) pointed out that change as a planned process was counterproductive to some educational programmes. The divergence of organisational values in Nigeria reflected the unsuccessful adoption of change as a planned process in public education. Despite change efforts, the level of educational development was failed to be comprehended properly. Change as a Manageable Process: Unilever Nigeria Plc This section covers the implications of change as a manageable process in the case of Unilever Nigeria Plc. The business environment in general has created a fast pace of change in the workplaceVarious acquisitions, advanced technological tools, reformation, cutbacks and economic recession are all aspects that contribute to a quite unstable business climate (Hayes 2010). The capability to adjust to the demands of the evolving workplace is considered an essential element for individuals and organisational existence. Organisational change is constantly present at Unilever and individuals are shown ato manage, control and guide it. Such change refers not only to accepting human factors, but also to an ability to organise and manage change factors efficiently, considering that change may be predictable (Grieves 2010). Organisational change taking place in the Nigerian organisation is at a transitory stage in a direction of stabilising its future position in the industry. The process of o rganisational change at Unilever can be managed as the procedure of planning, controlling and executing change in organisations in such a way is to reduce employee confrontation/resistance and cost to the organisation. In turn increasing the usefulness of the change effort becomes a priority to managers. Change is both predictable and attractive for the Nigerian company embracing the idea of innovation (Carnell 2007). The current business environment indicates signs of rapid competitiveness which results from the application of change initiatives that target the development of companies in a relevant direction Aspects of globalised markets and swiftly evolving technology influence businesses to adopt change in order to strengthen their performance in the market (Hughes 2010). For instance, such changes may reflect the introduction of a new software programme, or refocusing a marketing strategy. Companies, it has been suggestsed, must accept the force of change simply because their business environments require constant changes to take place (Jarrett 2003). Different external and internal organisational factors guide companies to consider the importance of change. Internal demands for change are derived from senior management and lower-level employees who drive the urgency for implementing change. External demands reflect changes in the PESTLE business environment (Burnes 2005). In practice, the management of change as presented in the case study of Unilever Nigeria Plc reflects common aspects of change observed in other Nigerian manufacturing organisations. . Observing the level of accepting organisational change among employees of Unilever Nigeria Plc may allow managers to structure the process of change in a manner to reflect employees’ different perceptions and expectations of change (Anthonia et al. 2013). This example also focuses on drawing lessons that can be functional and useful to other companies operating in the business environment of Nigeria. Approving and implementing organisational change indicate Unilever employees’ eagerness and willingness, support and assurance to the organisation which is important during the phase of major shifts in the structure of the organisation (Jarrett 2003). It has been suggested that senior managers are usually not in a rush in introducing change. They adhere to the belief that such procedure must be slow, balanced and systematic, particularly in large manufacturing companies like Unilever Nigeria Plc. Results from the survey conducted among employees of the Nigerian organisation revealed that the mean acceptance of change for all participants was reasonable. It has been indicated that characteristics of work settings do not represent any barriers to adopting change by Unilever employees. Acceptance of change by Unilever employees indicates the enthusiasm and confidence of the involved parties to hold and operate in a flexible business environment dominated by stakeholders’ assurance to influence and execute the changes (Anthonia et al. 2013). As highlighted by different scholars (Caldwell 2006; Jarrett 2003), the process of change can be both planned and managed especially if all stakeholders accept the desired outcomes by such organisational change. Researchers have argued that change should be established, executed and managed in such a way that draws the dedication from the affected parties like employees to accomplish the desired goals (Burnes 2004; Carnell 2007; Hayes 2010). The idea is that change is obligatory and predictable for organisations, as in the case of Unilever. It has been argued that to productively promote innovation in Unilever Nigeria Plc, it is not possible for senior management to have the ability and expertise needed for recognising th e necessity to manage change. Managers needed to widen their understanding of the major factors that may encourage or obstruct employees’ support for change initiatives in the organisation (Hughes 2010). This is significant because employees are considered the main stakeholders as well as the executers of change in the organisation. In the case of Unilever, it has been indicated that older employees and management staff were less receptive to the concept of change in comparison to younger employees working in the organisation. From the perspective of Unilever Nigeria Plc, employees were expected to hold and manage the execution of innovation through recognising the importance of innovative organisational culture. Unilever is a manufacturing company, in which the success of innovations is closely associated with support and encouragement from both senior management and non-managerial personnel (Anthonia et al. 2013). Additionally, innovations in Unilever Nigeria require strategic policies representing the company’s vision, goals, priorities and ways of action. In order to contribute to successful management of change within the organisation, senior managers combined effort and interpersonal reliance of all employees from all organisational departments and levels comprising the organisation’s hierarchical structure (Olufemi 2009). Unilever Nigerian Plc indicates an objective to deliver sufficient dividend on stakeholder investments. Yet the company is not resistant to most problems faced by oth er Nigerian companies. Similarly to most organisations operating in Nigeria, Unilever faced different internal challenges that weakened its competence to accomplish its mission thus pursuing to reinvent itself and manage the change process. Unilever Nigeria Plc has achieved solutions through innovations in order to implement change which has been recognised as a manageable process. The organisation is dedicated to innovation in various dimensions of its business, such as products, change policies, marketing initiatives and change mechanism strategies. It has been demonstrated that Unilever should reconsider the way in which it carries out its business activities in the economic Nigerian environment (Anthonia et al. 2013). The Nigerian organisation provides a practical example of how companies embrace the idea of change and manage it accordingly, with the idea to guarantee that the change process is executed effectively (Hayes 2010). Employees’ support, motivation, encouragement and commitment to change is fundamental. For example, results from surveying employees at Unilever revealed that most employees accept innovations, as non-managerial staff was more ready to accept change. Unilever Nigeria Plc tries to achieve the goals outlined in its vision of being a leading manufacturing organisation in Nigeria. However, the changes (or innovations) used to direct the company in that direction must be suitable to all stakeholders as well as properly executed (Burnes 2005). However, the successful execution of change and implementing other alteration measures in Unilever Nigeria Plc represents the relevance of two functional categories of human resources, that is management and non-management employees. Employees’ commitment to accomplish the various stages of change is a necessary requirement for the transformation of the company into an innovative enterprise because it would reflect strong indications of a company’s dynamic tempo of development (Hughes 2011). It has been found, through administering surveys to a sample of 720 senior/management staff and junior/non-managerial staff, that employees of Unilever Nigeria Plc demonstrated a positive attitu de towards change. This indicates a high level of recognition of change on the behalf of stakeholders (Anthonia et al. 2013). The findings recommended that senior management of Unilever Nigeria Plc indicated effective practices of uniting employees in order to sustain and manage the change process. The findings further implied that since employees at the company are likely to assess change completely, they are not opposed to it and thus any resistance is not expected to take place. In other words, employees would accept change and oppose it only if it increases legal concerns that may emerge in the workplace (Hughes 2011). This is consistent with the views shared in the organisational change management literature in the sense that negative attitudes of change may be an indicator for growing anxiety among employees. These findings are consistent with claims presented in existing literature, which shows that individuals may resist change or innovations because of uncertainty, misunderstanding, peer pressure, personal conflict and inaccurate perceptions of the change process (Anthonia et al. 2013; Hughes 2011; Paton and McCalman 2008). In particular, participative management, quality control management and trust in management emerged as important determinants of accepting the vali dity of the organisational change process by turning it into manageable and acceptable among employees of Unilever Nigeria Plc (Anthonia et al. 2013). The change initiated by senior management of Unilever Nigeria Plc was supported by employees, indicating that the organisation has adequately communicated the necessity to embrace and manage change (Anthonia et al. 2013). The major objective of the case study was to describe the organisational management of change at Unilever Nigeria Plc, which provided evidence that the change process can be manageable. The outcome that can be illustrated from this case study is that the corporate strategic model implied above does not seem to fit in with the assumptions of change demonstrated by senior managers (Hughes 2010). This may result in damaging the execution of necessary change at the organisation. This can apply to all manufacturing companies in Nigeria, as the majority of Nigerian organisations face interrelated challenges across different industry sectors. Failure of Change as a Manageable Process: The Food and Beverage Industry in Nigeria This section demonstrates findings that change has failed as a manageable process in some companies operating in the food and beverage industry in Nigeria. Olarewaju and Folarin (2012) aimed at exploring the impact of economic and political environment changes on organisational performance. Respondents from three companies operating in this industry filled questionnaires, as the results indicated that change failed as a manageable process. It has been suggested that managers should demonstrate greater concerns regarding organisational change and performance in terms of employing regular scanning of programmes introduced in organisations. It has been concluded that the influence of the external business environment, which involves persistent change, on organisational performance in the food and beverage industry in Nigeria was inadequate (Olarewaju and Folarin 2012). Understanding change as a manageable process was not effective across this industry because some food and beverage companies did not succeed in maintaining their performance measurement system properly. Forces shaping competition in the industry were irrelevant, pointing out that change initiatives were inadequate in this business context. Conclusion This paper presented arguments that change can be a planned and manageable process in contemporary organisations. The focus was on discussing the implications of change in the context of Nigerian companies, respectively Access Bank Plc and Unilever Nigeria Plc. It has been concluded that Access Bank Plc demonstrates a change structured process that is planned, whereas Unilever Nigeria Plc illustrates a manageable change process (Caldwell 2006). In addition, details of the failure of change as a planned and manageable process were included with regards to Nigerian public education and the food and beverage industry. The paper also illustrated the argument that change is linked with innovative organisational culture, which indicates a strong focus on the expected innovative performance of companies (Burnes 2004). The implications of conceptualising change as a planned and manageable process may help individuals and practitioners in the field recognise important characteristics and stag es of organisational change. References Abdulraheem, I., Mordi, C., Ojo, Y. and Ajonbadi, H. (2013) ‘Outcomes of Planned Organisational Change in the Nigerian Public Sector: Insights from the Nigerian Higher Education Institutions’, Economic Insights-Trends and Challenges, Vol. 2(1) pp26-37 Anthonia, A., Adewale, O. and Joachim, A. (2013) ‘Organisational Change and Human Resource Management Interventions: An Investigation of the Nigerian Banking Industry’, Serbian Journal of Management, Vol. 8(2) pp139-153 Burnes, B. (2004) Managing Change, London, Prentice Hall Burnes, B. (2005) ‘Complexity Theories and Organizational Change’, International Journal of Management Reviews, Vol. 7(2) pp73-90 Caldwell, R. (2006) Agency and Change, London, Routledge Carnell, C. (2007) Managing Change in Organisations, London, Prentice Hall Grieves, J. (2010) Organisational Change: Themes and Issues, Oxford, Oxford University Press Hayes, J. (2010) The Theory and Practice of Change Management, London, Palgrave Hughes, M. (2010) Managing Change: A Critical Perspective, London, CIPD Hughes, M. (2011) ‘Do 70 Per cent of All Organizational Change Initiatives Really Fail?’, Journal of Change Management, Vol. 11(4) pp451-464 Jarrett, M. (2003) ‘The Seven Myths of Change Management’, Business Strategy Review, Vol. 14(4) pp22-29 Olarewaju, A. A. and Folarin, E. A. (2012) ‘Impacts of External Business Environment on Organisational Performance in the Food and Beverage Industry in Nigeria’, British Journal of Arts and Social Sciences, Vol. 6(2) pp194-201 Olufemi, A. J. (2009) ‘Managing Organisational Change in Nigeria Manufacturing Enterprises: Lessons from the Unilever Nigeria Plc’, International Business Management, Vol. 3(2) pp15-21 Paton, R. A. and McCalman, J. (2008) Change Management: A Guide to Effective Implementation, London, Sage Van Nistelrooij, A. and Sminia, H. (2010) ‘Organization Development: What’s Actually Happening?’, Journal of Change Management, Vol. 10(4) pp 407-420 How to cite Conceptual Skills, Essay examples

Physical Development 0-19 Years free essay sample

Child and Young Person Development Assignment 023 – Table 1 Physical Development Explain the sequence and rate of development Age Range 0-3 Months Many babies are born around the 40th week are born with reflexes which include swallowing and sucking reflex this is so they can swallow milk and in conjunct with that they also have the rooting reflex they move head from side to side in order to find the nipple or the teat. They also have the grasp reflex and standing and walking reflex. When first born they sleep a lot but after one month they start to become more observant and stay awake longer. Babies start to look less curled up, like in the featal position and they dont startle or jump as frequently. 3-6 Months At this age babies have gained weight and grown in height. Babies are lifting and turning heads. Many skills are apparent now like playing, smiling, laughing and squealing. We will write a custom essay sample on Physical Development 0-19 Years or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page They can reach out and grab a toy. They can roll from back to front and also balance on their fronts like they want to get up on their legs and crawl. -9 Months The physical development at this stage has progressed a lot and babies are able to explore so much more they are crawling or finding other ways to get around, they can sit up without support and spend a lot of time playing. 9-12 Months Babies are able to crawl very quickly and pull themselves up on furniture and walk round it and may are on the verge of walking. They are using fingers to feed themselves. 1-2 Years At this stage babies have found their feet and are completely mobile, they walk quickly in their feet and are named toddlers. -4 Years Toddlers are now confident in walking and enjoy playing and picking up things, they go on to realise they are independent from their parents, they are now running and climbing, moving chairs to climb is also very common. 4-7 Years Compared to other development the physical ones slow down around this age but the skills like using scissors and pouring are used and activities like kicking and controlling a ball and handwriting improves. -12 Years Physically children are able to do things at a faster rate, drawing a simple picture becomes easier and dressing themselves. Growth and change to their bodies. 12-16 Years This is when physically girls and boys tend to differ they change in to men and women at different rates. By 15 or 16 girls have become women but boys dont start puberty till around 14 years of age and takes about 3 years. Body shapes are changing. 16-19 Years