Where to Find Ap Seminar Long Essay Samples

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College Narrative Essay Outlines

College Narrative Essay OutlinesWhen I first started writing a college narrative essay, I wondered how to start my outlines. The guide that I used was an old one, from the 1970s, but it still worked. The basic idea is to focus on the key facts about a person or group of people that I was writing about and to make a list of information that I wanted to get across to the reader.I did not realize how important the key facts were until I wrote the outline. It took a long time to write the essay because of all the little details that I had forgotten to cover in the outline. In my opinion, the main topic should be one paragraph of two paragraphs. It is best to start at the beginning, especially if you are writing an essay that has many events.Your first paragraph will probably start with your own names and your qualifications. Use a personal anecdote in this paragraph and describe a time when you went away for a few days. Then describe what happened when you returned. It is always better t o use a personal anecdote in your first paragraph than something that is simply true.Most writers like to begin their essay with a thesis statement in the second paragraph. I have included this in my essay outlines for years. The point of the statement is to give the reader a sense of what is being discussed. This is sometimes known as 'a hook' and you need to place it in the second paragraph.I believe that a very important element in the essay is the first paragraph. This is your opportunity to capture the reader's attention and to persuade them to want to read the rest of the essay. You can do this in several ways, such as quoting directly from the person or group or explaining what they are doing or discussing.Usually when writing an essay, you will give an example of your personal qualities in this paragraph. This might be about yourself or about some aspect of the people or group. You can also relate this example to the topic of the essay. For example, I might say, 'Here is how I used to feel when I sat in that first class and studied with those three brilliant students.'Once you have finished your first paragraph, you are ready to continue. Follow this with the second paragraph and then continue your text by writing the third paragraph and finally the fourth paragraph.As you can see, the basic idea is that you first outline the event and then you create a detailed outline of the topic of the essay. It is all up to you.

Information About IELTS Task 2 Education Essay Samples

Information About IELTS Task 2 Education Essay SamplesLearning a second language is an exciting task for everyone, as well as being a practical way to learn. However, when faced with the thought of writing an IELTS, ESL or TOEFL essay, you may feel overwhelmed by the amount of content required to compose the perfect essay. By taking out a self-help course from the Internet, you will be able to master your IELTS or ESL and TOEFL essay quickly and easily. In this article, we're going to discuss some of the many IELTS task 2 education essay samples available online.There are two ways to learn a second language, which is ESL and English. When looking at IELTS task 2 education essay samples, you will be introduced to the proper sentence construction and word organization. You will also see many methods for proofreading an essay. An individual who has the time and money to participate in a college or university program can simply write their first attempt at the test using a guide like thi s one. If you have difficulty trying to comprehend a whole essay in just a few days, a self-help course is a great way to quickly produce an excellent English or ESL essay.Some of the best things that can be learned are always unique perspectives. A variety of sample essays help you understand the process of composing an essay as well as its impact on the individual's feelings and opinions. There are so many different ways that you can learn English as well as IELTS. You can choose to learn both of these languages by completing a college or university course or you can enroll in a self-help course. Whether you decide to take a course or self-help, you should make sure that you have a good curriculum and activities to promote your learning.There are a variety of ways that you can learn English and Spanish. You can choose to complete your education through college, a university program or through a self-help course. The type of course that you choose can also make a difference in the type of work that you need to do in order to learn these languages. Either of these options should enable you to pursue employment that you enjoy.English and Spanish are two languages that can be very frustrating for students to learn. For this reason, you might want to enroll in a college or university program that can teach you both languages. This would allow you to learn in the comfort of your own home. However, when it comes to earning your IELTS and ESL certificate, the option of completing college courses is ideal.English and Spanish are two important languages that you will use on a daily basis. Therefore, the more you know about these languages, the better off you will be. Self-help courses are the most popular way to learn these languages, especially English.English and Spanish are two languages that you will need to use every day. Therefore, you should take a comprehensive course that teaches you about these languages. A college program or a self-help course is the ideal way to study these languages. There are a lot of task 2 education essay samples that you can check out on the Internet.

Interpersonal Improvement - 664 Words

M1A3 Goals Identification and Reality Assessment Worksheet 1. Describe a goal for interpersonal improvement in your personal life. Be sure to explain the following: * What aspects of your own interpersonal communication skills would you like to improve? * How far are you from attaining this goal? * Do you think this goal is set too high or too low? Why, or why not? * How long will it take me to attain this goal? * If the goal will take a long time to attain, could you set smaller goals that you could attain while still working toward your bigger goal? * How will you benefit from successfully attaining your goal? My personal goal is to be able to communicate my feelings more often. I think it will take†¦show more content†¦This goal is two parts, studying more is not set too high or too low because assignments are consistent and it is my responsibility to keep on top of them. As for graduating, this one is long term but I feel it is an important academic goal to me because it keeps my eye on the prize. I will benefit from this goal because if I study more that leads to good grades, then I can graduate and take my knowledge from school and apply it to my career and my life. 3. Describe a goal for interpersonal improvement in your professional life. Be sure to explain the following: * In your career, what areas of your interpersonal communication could you improve? * How far are you from attaining this goal? * Do you think this goal is set too high or too low? Why, or why not? * How long will it take me to attain this goal? * If the goal will take a long time to attain, could you set smaller goals that you could attain while still working toward your bigger goal? * How will you benefit from successfully attaining your goal? My professional goal is to try to take on more responsibilities at my job. This goal will take about six months to a year, because moving up in a company takes some time. I think this goal is set in the middle because I want to be sure I learn all the material needed to move forward. A smaller goal I could give myself is to learn a section each week and test myself on it. I willShow MoreRelatedBsbhrm405A1961 Words   |  8 Pagesin good order to meet foreseeable demands as per production plan. Maintain a stock control system ensuring appropriate turnover of stacked stock. Monitor production efficiencies in line with operational KPIs and to promote a continuous improvement environment to the team. In conjunction with the Marketing Consultant, ensure that delivery dates promised are kept. Maintain an efficient machine layout and handling system. Keep machine down time to a minimum and keep control of overheadRead MoreEssay about BSBMGT502B Manage People Performance3832 Words   |  16 Pagesevaluations are necessary for many reasons. - They provide valuable feedback from both parties - They recognize future development needs - They give an understanding of how the employee is doing and how well they think they are doing - They outline improvement that may be needed - They determine whether the requirements of the job match the original job description - They determine whether the tasks are achievable or whether theyre too simple - They can also bring up issues in operations that mayRead MoreInterpersonal Communication Skill Of Feedback983 Words   |  4 PagesThe interpersonal communication skill of feedback is essential for hospital nurses to give a suitable care to each patient because it enables the nurses to learn, and improve their motivation, performance and efficiency that assist to achieve their goal which is to help the patients heal. The interpersonal communication skill of feedback is a system of conveying information between two people regarding the receiver’s performance (Baker et al. 2013). In general, feedback is employed to deliver informationRead MoreInterpersonal Communication Is Fundamental For The Growth Of An Organization1735 Words   |  7 PagesMany studies show that interpersonal communication is fundamental for the growth of an organization. Its success can be determined by the method in which employees form relationships, interact, and share communication. Therefore, many o rganizations are refocusing their employee structure models by moving away from the traditional idea of leadership and introducing team-based work groups. Members of these work groups are often selected based upon their experience, expertise, and ability to contributeRead MoreCommunication Is The Process Of Acting On Information872 Words   |  4 Pagesand values, the more consistent we will be in our interpersonal and supervisory relationships† (Forkosh, 2009). The lectures and seminars gives the desire to understand my intrapersonal self. The first few components of the two-part essay awoken the desire for self-improvement. I became transparent to areas that need interpersonal communication. The last section of the essay concludes my journey towards positive communication improvement towards others. I conclude that the essay helps inRead MoreThe Importance Of Interpersonal Communication Through The Implementation Of Listening, Feedback And Questioning Skills1270 Words   |  6 Pagesthe benefits of interpersonal communication through the implementation of listening, feedback and questioning skills. This report additionally addresses recommendations in regard to the effectiveness of interpersonal communication skills being employed as an Events Coordinator. This report was authorized by the Professional Conference Organisers (PCO) representing the interests of event coordinators, managers and planners Australia wide. 1.2 Scope and Methodology The interpersonal communication skillsRead MoreIntrapersonal Communication And Self Concept, Perception And Expectation Of Oneself1094 Words   |  5 Pagesone think of his/herself in order to successfully communicate with others. In other hand, interpersonal communication is a distinction form of human communication for the purpose of managing relationships (Beebe et al, 4). Three aspects of intrapersonal communication are self-concept, perception and expectation of oneself. In this paper I will identify how my intrapersonal relationship impacts my interpersonal relationship by giving example from my interactions with others using the three aspect listedRead MoreI Am About Hamilton : An American Musical And Its Impact On Society1283 Words   |  6 PagesHowever, with the help of my teacher, support and praise of fellow students, and my own hard work, I have made several improvements since the beginning of the semester such as verbal delivery, eye contact, and interpersonal communi cation skills. Verbal delivery was a skill I was hoping to improve on at the beginning of the semester as I mentioned in my Communication Improvement Paper (CIP). When it came to speeches, I practiced many times to make sure what I was saying made sense and it conveyedRead MoreForgiveness And Its Consequences And Implications1416 Words   |  6 Pageslife due to the consequences and implications. Forgiveness means forgoing any thought, feelings that causes great and irreparable harm or damage, and engaging in constructive responses following an interpersonal offense (Romero, 2008). Forgiveness entails both intrapersonal and interpersonal elements (McCullough, Pargament, Thoresen, 2000). In terms of intrapersonal, forgiveness entails making an ongoing, conscious choice to forgo destructive thoughts, feelings and behaviors such as avoidanceRead MoreImportance of Interpersonal Communication Skills in Healthcare Professions1558 Words   |  7 PagesImportance of Interpersonal Communication sills in Healthcare Professions Interpersonal communication is a fundamental element to any healthcare interaction. First, second and third person communication skills are primary aspects of an interaction, encompassing both verbal and non-verbal communication skills. It will be argued that rapport building and questioning are vital interpersonal skills in a healthcare context and possessing the ability to ensue a positive relationship between a healthcare

Cognitive Diversity and Individual Team †Free Samples to Students

Question: Discuss about the Cognitive Diversity and Individual Team. Answer: Introduction The purpose of this study is to understand the impact of team work effectiveness on the motivation of the employees in respect with the selected organisation named My Little Genius Malaysia. There is a vital role of team work effectiveness in the motivation of the employees as well as in the growth, success and development of the organisation. The effective teams offer a cooperative and familiar working environment to the employees which help in boosting their morale to work which in turn enhances their motivation level (Hu and Liden, 2010). There are various significant researches and studies which have been conducted in past on team work effectiveness impact on employee motivation such as Boakye (2015) did a research in Ghana, West Africa. The reason behind conducting this research in Ghana was to understand the impact in a hospital where there was the convenience sampling as well as to understand the teamwork majorly from the notion of a hospital. The difference between this research and other researches is that it is taken from an individual perspective with limited sample. Thus, does not give a broader view of analysis. Hu and Liden (2010) did a research in companies of US and China. The reason behind conducting this research in US and China was to have a broader perspective. The difference between this research and other researches is that it involves a number of companies of both countries so to get an overall view rather than limited or individual view. Chen, Sharma, Edinger, Shapiro and Farh (2011) did a research in US and Public Republic of China (PRC). The reason behind conducting this research in US and PRC was to understand the impact on the undergraduate students of both the nations. The difference between this research and other researches is that it involves a number of companies of both countries so to get an overall view rather than limited or individual view but with a different sampling group which comprises of undergraduates. Issues in team works: While working in the teams, the most common issue faced is difficulty in decision making as when there are various number of members in a team and all of them have a different view point which complicates the decision making process (West, 2012). The second key issue is lack of participation of all the members as there are few people who are highly concerned for the success of the team whereas there are some members who not even participate. This results in increased conflicts and chaos (Tannenbaum, et al., 2012). But there are various benefits too of working in teams such as their develop learning and creativity as well as their takes place development of synergy by having a shared effort of all the team members for the accomplishment of a common objective which helps in faster accomplishment of the tasks (Levi, 2015). Reasons of issues: There are various issues while working in team as there are people from diverse cultural groups with different view points and perspectives (West, 2012). And this results in developing challenges for the team members to have association with each other (Levi, 2015). On the other hand there is increased level of creativity as number of people have diverse opinions which are unique and helps in building innovation (Nishii, 2013). Reasons of existence of issue in present time: The issues still exist because of the reasons that all the organisations are different and so the team and the team members (Shin, et al., 2012). Therefore a single theory or established approach cannot work in diverse teams and there exist various issues (Anderson, Poto?nik and Zhou, 2014). Questionnaire will be distributed among employee in My Little Genius Malaysia, the sample size will be 200 employees and data will be collected on May 2018. The research can be benefitted for the organisation as it will provide a clear view of the positive impact of team work effectiveness of the motivation of the employees and thus, the organization will focus on improving the effectiveness of the teams. References Anderson, N., Poto?nik, K. and Zhou, J., 2014. Innovation and creativity in organizations: A state-of-the-science review, prospective commentary, and guiding framework. Journal of Management,40(5), pp.1297-1333. Boakye, E.O., 2015. The impact of teamwork on employee performance, Pp.58. Accessed on: 2nd November, 2017. Accessed from: https://www.researchgate.net/profile/Emmanuel_Boakye7/publication/284732729_The_impact_of_teamwork_on_employee_performance/links/5658bcea08ae4988a7b78b47/The-impact-of-teamwork-on-employee-performance.pdf Chen, G., Sharma, P.N., Edinger, S.K., Shapiro, D.L. and Farh, J.L., 2011. Motivating and demotivating forces in teams: cross-level influences of empowering leadership and relationship conflict.Journal of Applied Psychology,96(3), p.541. Hu, J. and Liden, R.C., 2015. Making a difference in the teamwork: Linking team prosocial motivation to team processes and effectiveness.Academy of Management Journal,58(4), pp.1102-1127. Levi, D., 2015.Group dynamics for teams. Sage Publications. Nishii, L.H., 2013. The benefits of climate for inclusion for gender-diverse groups. Academy of Management Journal,56(6), pp.1754-1774. Shin, S.J., Kim, T.Y., Lee, J.Y. and Bian, L., 2012. Cognitive team diversity and individual team member creativity: A cross-level interaction. Academy of Management Journal,55(1), pp.197-212. Tannenbaum, S.I., Mathieu, J.E., Salas, E. and Cohen, D., 2012. Teams are changing: Are research and practice evolving fast enough?.Industrial and Organizational Psychology,5(1), pp.2-24. West, M.A., 2012.Effective teamwork: Practical lessons from organizational research. John Wiley Sons.

Nestles change management report

Executive summary Competitive advantage and commercial success are very important aspects of modern day businesses and without this two factors, businesses often fail at some stage. Due to the volatile nature of the commercial environment businesses through their managers are required to be quite radical in the way they operate so that the current change management structures are able to assist the organization effect any strategic changes if necessary.Advertising We will write a custom report sample on Nestle’s change management report specifically for you for only $16.05 $11/page Learn More Nestle is a good example of an organization which put in place a good management structure that made it very possible for the organization to embrace change because the organization identified the exact needs that were to accompany the change and therefore when managers initiated the change the entire organization was able to swiftly adopt to the new strategi c changes. When Nestle finally discovered that change is part and parcel of the organization they put in place change management strategies and also assisted organizational members to accept change more effectively making change management efforts from managers more successful. Introduction The current business environment is very volatile and dynamic and what is happening today will most likely change tomorrow, hence every organization needs proper change management. Change is inevitable in an organization and organizational managers are expected to behave like change agents who champion and advocate for change within the organization. Change must be accompanied by reason since organizations do not just change because other organizations are changing but because they need to change and if they do not change they will most likely not achieve their commercial objectives (Eden 2002, 804). The nature of changes from organization to organization always varies and therefore every organiz ation is expected to carefully monitor and manage the entire change process in order to ensure corporate, business and functional levels of strategies are not negatively affected (Wheelen Hunger 2002, 76-78). The main purpose of change in most instances is to rejuvenate the organization and improve its performance and hence managers are expected to ensure that the entire change process within the organization is quickly accepted within the organization so that both short-term and long-run performance is not affected negatively.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Change strategies therefore provide managers with numerous options which they can use to successfully marshal organizational members to quickly accept and adapt to strategic changes without negatively affecting the performance of the organization (Feldman 2000, 618). Change management is consequently part of the curre nt business atmosphere that commercial organizations exist in and this require that they dedicate significant resources and therefore it makes more sense if these organizations put up the necessary change management systems so that all organizational members can be in the same page as far as welcoming organizational change is concerned. The nature and need for change within Nestle The entire change process of Nestle was only successful because the organization identified the exact needs that initiated the change and also went forward to develop the appropriate change management strategies to usher in change. Emerging business trends and decisions have prompted Nestle to experience changes in its business model. Due to the fact that the organization is venturing into foreign markets and stepping out of isolation and venturing into new territories, this introduces a lot of complexities and may lead to ambiguity, which may often be fatal if not well managed. The nature of the change wi thin Nestle involves divesture of Strategic Business Units (SBU’S), which are not profitable and serve as a disadvantage to the company. Divesture normally requires organizations to sell existing business units and invest those funds in other more important business processes such as corporate restructuring or expanding to other business territories. Moreover, Nestle also considers growing its business structure by venturing into the pharmaceutical and cosmetic industry, and these kinds of changes are not easy. Expanding businesses often require change in management structure and approach and that is why the organization is also dumping the entrepreneurial way of management and adapting a corporate management business format which heavily depends on managers (Wheelen Hunger 2002, 244). All these changes have been triggered by the organizations desire to grow in size by going multinational and stepping out of isolation. Moreover, the management desires to step up sales and re venue hence stepping of using sales agents in the global market and entering into agreements with local subsidiaries in foreign markets by acquiring them or entering into contracts.Advertising We will write a custom report sample on Nestle’s change management report specifically for you for only $16.05 $11/page Learn More The C.E.O, Brabeck-Letmathe, believed that change is very appropriate for the company because it will enable the company to realize efficiency and also increase productivity within the organization. Additionally, the entire corporate restructuring which costs almost $300 million annually is a type of change that is initiated by the need attaining a good and effective business structure whereby managers can be incomplete control of the entire businesses of the organization. The C.E.O believes that the organization’s desire/need to have a competitive advantage, grow, become flexible and highly flexible within the market dep ends on how well the organization can be able to respond to change. The nature of change requires the commitment of the entire organization and should therefore have a long-term approach therefore requiring managers to involve all organizational members. Moreover, managers are required to be highly critical of the nature of change and not just rush into changes such as technological change unless they are fully sure that the change is most likely to be for the benefit of the organization. Challenges Change in most instances within organizations, Nestle being an example in this case, is not always welcomed for the reason that it definitely demands that human resources and organizational personnel to commence a cultural change which is not easy because it involves removing people comfort zones to new unfamiliar territory and for an organization such as Nestle which has over 220,000 employees the entire change process should be a product of careful planning. Change is not easy and simp le and employees may often refuse or rebel against regimes that champion for change and this usually affects the performance of the organization. Additionally, change may end up being expensive and exhausting to organizations therefore affecting performance of the organization negatively (Eden 2002, 803). Organizations and managers are faced with a lot of challenges especially during the change phase in organization especially due to the fact that employees often do resist then it automatically becomes hard to maintain the vigor and passion of employees all the way through the change process and this results to negative consequences within the organization. Additionally, if all organizational members are not on the same page this may sabotage the entire change process because the organization may most likely backslide into old ways of operation (Hughes 2007, 41-43). Hence, change management is a must if an organization is to survive and ensure its objectives are met without compromi sing the stakeholders involved in the organization.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is not easy managing cultural shifts within organizations and managers are required to come up with the most appropriate culture changing initiatives for organizational members to accept change. Change is not only complex but also costly for organization restructuring and most of the time it becomes hard for managers to prioritize the numerous organizational projects and resources, and this is one of the reasons why the C.E.O Brabeck-Latmathe insisted that it is sometimes better to adopt a slow and steady approach when it comes to issues of expansion and divesture because nestle spent well over $300 million annually in restructuring costs (Steiner 1997, 128). Prior to implementing change initiatives within organizations, it is vital that managers who are change champions/agents for the companies to understand the resulting effects and consequences of the changes process on the workers (Eden 2002, 805). By doing so, the managers will appropriately prepare for any challenges and th is will see the organization formulate better change policies and strategies in order to avoid many of the potential pitfalls that may arise as a result of the challenges which accompany the entire organizational change process. When managers get to comprehend the cognitive change process then they are likely to managing the entire process more effectively and marshal the corporation of other organizational members Change Management Change is always received with hostility because it is accompanied by uncertainty and people usually fear uncertainty and the entire change process was not smooth and easy for an organization such as Nestle. Therefore, this is the reason why managers such as the C.E.O Brabeck-Letmathe of Nestle become champions of change within the organization and hence come up with the more appropriate strategies that will make it possible for a smooth transition to take place to allowing organizational members gradually and successfully accept organizational changes a nd therefore welcome in the new era that will assist the organization become better in terms of performance. Contemporary Management theories hold on to the belief that organizational change must take place whenever organization themselves in complex / ambiguous situations that necessitate the organization to move from ordinary ways of doing business to a much more radical business model in order to improve the performance of the organization (Wheelen Hunger 2002, 78). This fact was reflected in Nestle when the company decided to shift its focus from the local Swiss market to other parts of the world such as North America. The main endeavor during the organizational change phase is for the organizational change managers to maintain some balance and tranquility by working together with other organizational members so that the organization can ultimately progress (Steiner 1997, 203-204). Current operations should be carried out in such a way that the organization will respond in the most effective way to unpredictable commercial and non commercial events when they occur according to the organization adaptation theory. The organizational adaptation theory insists that organizations are more likely to become more successful only if the organizations gives up rigid business structures and decide to put in place the necessary framework to usher in change more effectively making them flexible. Managers often use numerous strategies to enable their organizations accept change within their organizations. Figure 1. A pictorial diagram indicating what organizational change normally involves Change Management Strategies Whatever change management strategy is pursued by managers it is necessary that the organization dedicates the required resources that are required to implement the changes. Implementing change is not simple for an organization such as Nestle as it expands and divest and therefore the organization should most of all make sure that it develops clear goals and communication systems and also go ahead to offer rewards and incentives in order to encourage organizational members to accept the change without altering their motivation (Tovstiga 2010, 49-54). Despite stand of organizational members as the organization moves into North America and other non-related business industries a non biased support system should be formed, so that organizational members can get the necessary help as far as the change process is concerned. Facilitation Organizational change is not simple and managers are required to be change agents and also use other organizational members to bring about change. Often one of the best approaches that managers can use is to work hand in hand with other organizational members in the process of creating the change. When managers decide to work hand in hand then the possibility of the change being successful goes up. Facilitation often involves educating employees and creating the best communication systems that encourage the flow of information and feedback loops (Wheelen Hunger 2002, 38-44). When managers decide to work together with other organizational members by communicating their intentions and vision and giving clear reasons why change is inevitable within the organization and the intentions of the change then organizational members will likely be more receptive to work with the manager. Facilitation offers a good way under which when organizational members are willing to welcome change and desire collaborate but they lack the capacity to effectively blend in into the new change regime (Hughes 2007, 42). Education Often employees refuse change because of information asymmetry and it hence becomes necessary for management to educate them on the main reason why change is important. Education enables organizational members understand the reasons of the change, the benefits, and all variables of the entire change process. As a result of proper education systems organizational members are able to rationalize change and what is expected for them (Eden 2002, 802). Because sometimes the resistance to organizational change is triggered by perceptual issues, the education programs can make employees less rigid especially if they understand that change can be rewarding. Education offers an avenue under which employees can be empowered to understand what the entire change process entails and how it can be easy for both them and the organization (Cascio 2002, 84) Involvement Sometimes the change process within the organization does not only emanate from the higher levels of the organizational hierarchy. When organizational members are not involved physically or intellectually, or emotionally then they may feel as if their opinions are not respected and therefore this could ultimately affects their motivation and this may sabotage the entire change process. Allowing organizational members offer their suggestions and become involved in the process of change offers an avenue under whi ch all organizational members become change agents and own the change process (Wheelen Hunger 2002, 243). When the change is a brainchild of the organizational members then there is no way that the employees themselves can sabotage the change process. Negotiation When management and the organizational change agents discover that the other party the other cannot easily be persuaded, it therefore becomes necessary to reach a consensus through negotiation. Organizational managers will hence be required to enter into conference/board rooms and ask them to discuss with each other in order to ensure that the change process is accepted (Eden 2002, 804). Especially when change involves mergers and acquisitions in unrelated industries which are common for Nestle resistance to change is most likely to be very high and negotiation may often be the best way for change to be accepted. Negotiations are a way under which mutually agreeable solution that works for both the organization and organiz ational members can be arrived at (Wetlaufer 2001, 115). Manipulation Manipulation is an art used by managers and involves controlling a person’s environment so that a suitable outcome can be arrived at. Despite the fact that manipulation is considered as morally questionable, organizational managers are forced to use it especially when the stakes are high and change is required to take place quickly. Some ways of manipulating employees may involve using psychological and monetary awards to force them accept change regimes faster (Watson 2006, 72) Coercion Change management strategies fail managers are often forced to take extreme measures and often coercion is the only option. If manipulation fails those managers might decide to use threats and force to enable organizational members change. Some of the threats may involve threatening employees will lose their jobs, allowances and job related benefits (Wetlaufer 2001, 114). Unorthodox managers may often go as far as humiliati ng and threatening employees or even public sacking in order to create fear and make examples out of organizational members who have not yet adopted change. This should only be used as a change management strategy of last resort especially when change is to be implemented in a hurry. Conclusion The role of change management in commercial organizations is directly related to the success of the organization. Managers are required to justify the need of the change, the nature of changes, the challenges that will accompany the change and pick the most appropriate strategy to implement change and make it acceptable among organizational members. Managers should not ignore the important role that change management plays and therefore should dedicate the necessary resources and support to organizational managers in order for organizational members to accept change in the most appropriate timeframe. References Cascio, W., 2002. â€Å"Strategies for responsible restructuring.† Academy of Management Executive 16(3): pp. 80–91. Eden, C., 2002. â€Å"Strategy development as a social process.† Journal of Management Studies, vol.29: pp.799–812. Feldman, M., 2000. â€Å"Organizational routines as a source of continuous change.† Organization Science 11(6):pp. 611–29. Hughes, M. 2007. â€Å"The Tools and Techniques of Change Management.† Journal of Change Management, 7(1): 37-49. Steiner, G., 1997. Strategic planning: what every manager must know. New York: Simon and Schuster. Tovstiga, G., 2010. Strategy in Practice: A Practitioner’s Guide to Strategic Thinking. New Jersey: John Wiley Sons. Watson, T., 2006. Organizing and managing work, 2nd edn. London: Penguin. Wetlaufer, S., 2001. â€Å"The business case against revolution.† Harvard Business Review, 79(2): pp.113–119. Wheelen, T. L. Hunger J. D., 2002. Strategic Management and Business Policy. New Jersey: Prentice Hall. This report on Nestle’s change management report was written and submitted by user Man-Thing to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. 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ODI Case EXECUTIVE SUMMARY In an attempt to reduce cannibalization among chickens on chicken farms, ODI a new company, was formed to market an agricultural innovation – (Contact lenses for chickens). ODI intends on marketing their new product to chicken farmers who are not familiar with the product and have been using the same method of de-beaking for 50 years. I recommend that ODI perform the following tasks to determine if they can market these contact lenses successfully: 1) Define the target market, market segmentation, size and characteristics. 2) Perform business analysis including Break Even Units and Break Even Sales to determine whether marketing the lenses will be profitable. 3) Develop a marketing strategy plan to introduce these lenses to the target market. 4) Identify the characteristics of the consumer adoption process to determine how they can attract early adopters. PROBLEM DEFINITION Once ODI determines that this product will be profitable they need to determine HOW to market these contact lenses to chicken farmers. There is currently no competition because the lenses have been recently developed, however, marketing this product to the chicken farmers will be difficult. ANALYSIS ODI wants to directly sell their new product to chicken farmers, their target market. Managers at ODI see the market as consisting of three segments- small farms (10,000 of few birds), medium farms (10,000-50,000 birds), and large farms (over 50,000 birds). Because Garrison, president and CEO of ODI, believes that a farm would have to have at least 10,000 birds to be profitable, the market segment should be limited to the medium and large farms. Mr Olsen, marketing V.P. of ODI, has decided to enter the market via region-by-region roll-out beginning in California. This was a good decision for Mr. Olsen because it is estimated that by the mid 70’s eighty percent of the chicken population would be on three per... Free Essays on ODI Case Study Free Essays on ODI Case Study ODI Case EXECUTIVE SUMMARY In an attempt to reduce cannibalization among chickens on chicken farms, ODI a new company, was formed to market an agricultural innovation – (Contact lenses for chickens). ODI intends on marketing their new product to chicken farmers who are not familiar with the product and have been using the same method of de-beaking for 50 years. I recommend that ODI perform the following tasks to determine if they can market these contact lenses successfully: 1) Define the target market, market segmentation, size and characteristics. 2) Perform business analysis including Break Even Units and Break Even Sales to determine whether marketing the lenses will be profitable. 3) Develop a marketing strategy plan to introduce these lenses to the target market. 4) Identify the characteristics of the consumer adoption process to determine how they can attract early adopters. PROBLEM DEFINITION Once ODI determines that this product will be profitable they need to determine HOW to market these contact lenses to chicken farmers. There is currently no competition because the lenses have been recently developed, however, marketing this product to the chicken farmers will be difficult. ANALYSIS ODI wants to directly sell their new product to chicken farmers, their target market. Managers at ODI see the market as consisting of three segments- small farms (10,000 of few birds), medium farms (10,000-50,000 birds), and large farms (over 50,000 birds). Because Garrison, president and CEO of ODI, believes that a farm would have to have at least 10,000 birds to be profitable, the market segment should be limited to the medium and large farms. Mr Olsen, marketing V.P. of ODI, has decided to enter the market via region-by-region roll-out beginning in California. This was a good decision for Mr. Olsen because it is estimated that by the mid 70’s eighty percent of the chicken population would be on three per...