Managing organizational change - Free Essay Example

Sample details Pages: 8 Words: 2373 Downloads: 4 Date added: 2017/06/26 Category Management Essay Type Narrative essay Did you like this example? Background Information The content of this white paper is based on information from ODR, a consulting firm with more than 23 years of experience in helping organizations successfully implement change. ODRs emphasis is on giving organizations information about how to accomplish strategic and tactical change decisions on time and within budget. Managing a World of Change Why Organizational Change Management Is Important Organizational change is a reality of the modern world, and that reality isnt likely to change anytime soon. If anything, organizations can expect to face the need for even more change in the future, at an ever faster pace. Organizations have to deal with new technology and with upgrades for existing technology. They have to cope with reorganizations, process improvement initiatives, and mergers and acquisitions. So, with all that change going on, how are organizations managing to cope? Not very well. The reality is that relatively few of the organizations that institute change or are forced into it realize the benefits they had hoped for, and, in fact, end up worse off than they were before. That doesnt mean its impossible to engage successfully in change. Many organizations do succeed. How? They succeed by integrating any technical solution that was part of the change mix with a thorough and proactive orc hestration of the non-technical human aspects associated with the change. In other words, the organizations that succeed at change do so by considering the people who are affected by, will have to live with, and are often crucial to effecting the change in question. Even better, not only does managing the human aspects of an organizational change initiative help ensure the successful implementation and use of the technical solution, it sets the groundwork for implementing future solutions. This paper describes how organizations can be successful at change by using a framework for assessing and addressing the non-technical human aspects associated with organizational change. ODRs experience has been that applying this organizational change management (OCM) framework improves the success of technical implementations and reduces the inevitable drop in productivity and quality that typically accompanies change. And, in ODRs experience, succeeding with the framework establishes momentum for success with future versions of a given technical solution. Specifically, this paper covers the following topics: Don’t waste time! Our writers will create an original "Managing organizational change" essay for you Create order Defining the terms. The typical approach. Objectives of organizational change management. The organizational change management process. Defining the Terms What Are Organizational Change and Organizational Change Management? Change has several meanings, but for the purposes of this paper, change or, more precisely, organizational change will be defined this way: Organizational change is the implementation of new procedures or technologies intended to realign an organization with the changing demands of its business environment or to capitalize on business opportunities. Organizational change typically encompasses the introduction of new and perhaps unfamiliar processes, procedures, and technologies, which represent a departure from what affected individuals generally view as the established, practical, and familiar ways of doing their work. Thus, at the individual level, change can engender emotions and reactions that range from optimism to fear, including anxiety, challenge, resistance, ambiguity, energy, enthusiasm, helplessness, dread, motivation, and pessimism. Organizational change management is the process of recog nizing, guiding, and managing these human emotions and reactions in a way that minimizes the inevitable drop in productivity that accompanies change. The Typical Approach Why Change Efforts Typically Fail It seems inevitable that advances in technology, the maturation of markets in developed countries, the integration of international economics, and the economic fallout from the fall of communism have fueled, and will continue to fuel, an escalation in the amount and rate of organizational change. 1 But the success rate for organizational change is downright dismal. Consider these statistics: Fewer than 50 percent of companies undergoing restructuring, de-layering, and/or downsizing realize lower costs or higher productivity as a result of those changes. 2 About 80 percent of Total Quality Management (TQM) initiatives fail to achieve tangible results. 3 Roughly 90 percent of Business Process Reengineering (BPR) initiatives fail to produce breakthrough results. 4 Approximately 30 percent of all mergers and acquisitions fail outright, while most fail to realize expected synergies. 5 Between 55 percent and 90 percent of all technology initiatives fail to achieve their objectives because human and organizational problems are not adequately addressed. 6 More often than not, change efforts fail because organizations fail to recognize and manage the human components of change. New technical solutions require involvement by individuals throughout an organization who are willing to alter their behaviors and ways of thinking. Accomplishing that takes time, motivation, skills, and practice. Yet, because changes to behaviors and ways of thinking are less tangible and typically more time-consuming than the technical solution, the human aspects dont get the attention they need. A recent article on enterprise-wide software deployments demonstrates this lack of proper focus. The article estimated that the implementation effort for a successful transformation required 20 percent information technology and 80 percent organizational change management. Yet, most project plans and budgets allocate less than 20 percent of resources for managing change. Objectives of Organizational Change Management How to Change Successfully Organizational change of any type will typically create temporary reductions in productivity, as people absorb and adjust to the change. Therefore, two important criteria for a successful change implementation are the amount of productivity lost as a result of the change and how long it takes for the organization to regain its original productivity levels. The figure below, based on a 1990 U.S. Department of Labor study, illustrates the change impact and recovery process both with and without the application of a formal organizational change management process. Proactively addressing and managing the non-technical, human aspects of change by means of a formal OCM process will help reduce the initial loss in productivity and will typically shorten the recovery period. As organizations seek to implement new technology and take other actions to keep themselves competitive in their chosen markets, they must ensure that the changes they implement achi eve the full scope of their technical, financial, and human objectives. This is the ultimate objective of the organizational change management process: to ensure that tactics for addressing human reactions to change are fully integrated with other aspects of the implementation in order to achieve the full scope of objectives intended by the initiative. The Organizational Change Management Process Increasing Readiness for Change Individuals and organizations increase their general readiness for change by increasing their overall adaptability to change. This is accomplished by implementing a formal organizational change management process consisting of four critical components: Resilience Change knowledge Decisions and implementation Architecture Each component of the process is associated with key actions that can facilitate the timely implementation of a technical solution and speed the recovery time. Weaknesses associated with any of the four components of the OCM process create areas of risk that can inhibit the successful implementation of a change initiative. An organization increases its overall readiness for change by attending to the four components of the OCM process. Each component is described below along with key actions that can be taken to integrate the OCM process with the Microsoft Solutions Framework. Improving Resilience Resilience: The ability to absorb significant disruptive change while displaying minimal behaviors that detract from quality and productivity. Because resilient individuals are better able to adapt to change, helping people to become more resilient and getting already resilient individuals involved in the change process can directly improve an organizations chances for success fully implementing a technical solution. Resilient individuals are able to stay calm in unpredictable environments and are able to recover quickly from the stress of change. In fact, resilient individuals demonstrate an ability to prosper in rapidly changing environments. The higher the level of resilience within an organization facing major change, the better it will be able to avoid or manage such unproductive or dysfunctional behaviors as the spreading of misinformation, employee turnover, or deliberate sabotage, all of which can result in significant delays and costly overruns. Individuals who are highly resilient are: Positive. They view life as complex but filled with opportunity. Focused. They have a clear vision of what they want to achieve. Flexible. They are pliable in responding to uncertainty. Organized. They develop structured approaches to managing ambiguity. Proactive. They engage change rather than defend against it. The key implementation actions associated with resilience are outlined below. Key Implementation Actions Associated with Resilience Match the breadth and depth of the version release and the time assigned for implementation with the level of resilience within the organization. (Note: A preliminary diagnosis may be required to quantify the current level of resilience.) Select highly resilient individuals to participate directly in the implementation as a way to facilitate a rapid adoption of the solution among team members. (Note: Early adoption by team members can speed adoption within the rest of the organization.) Implementing Change Knowledge Change Knowledge: A practical understanding of how people and organizations respond to change. Understanding how change unfolds helps reduce the amount of unproductive behavior that may accompany the implementation of a new technical solution by reducing the amount of uncertainty involved in change. Reduced uncertain ty alleviates surprises and better equips people to focus time and energy on the technical solution. The manner in which change unfolds can be broadly grouped into seven key concept areas. These areas are: Nature. The impact of change on the individual. Process. The typical flow of change. Roles. The positions that are central to change. Resistance. The reactions that accompany change. Commitment. The process by which individuals and organizations align with change. Culture. The organizations past and present ways of doing things and the influence of these behaviors on the change. Synergy. The impact of teamwork on the change. A sufficient level of change knowledge can have a substantial impact on the success of change implementation. Change knowledge can either be applied to specific organizational change projects or to general education in advance of specific projects. The key implementation actions associated with change knowledge are listed below. Key Implementation Actions Associated with Change Knowledge For a specific project: Educate the implementation team on the key concepts of change knowledge and how they relate to the specific organizational change. Assess which concept areas are most relevant to the specific organizational change and plan for how the risks can be managed and the opportunities can be leveraged. For general purposes: Prepare individuals within the organization for what to expect from changes they will face in the future. (More information about the critical role change knowledge plays in the implementation of an initiative is available in a separate white paper titled Concepts of Change Knowledge, which is also located on this Web site.) Making Good Decisions Decisions: The alignment of an organizations current and planned changes with the resources available for implementing the initiatives. For an organization to be successful in implementing change, it must ensure that the demands created by its change initiatives do not exceed the organizations capacity for executing the changes. When change demands exceed the organizations capacity for change, key resources become overwhelmed by the number of changes competing for their time. The result is an increase in dysfunctional behavior that detracts energy from the implementation effort and, in many cases, impedes its process. Ensuring adequate capacity for existing and planned change demands generally involves: Inventorying current and planned changes and evaluating them to determine their potential value, impact, and resource requirements. Prioritizing changes according to this evaluation. Determining current capacity to implement changes. Trimming current and planned changes as necessary according to capacity limits. Developing and implementing strategies to increase overall change capacity to expand organizational adaptability. When implementing a technical solution for a customer, other ongoing or planned organizational changes can compete for required resources. This is especially true of the time and attention needed from key leaders within the organization, which frequently can be a scarce commodity. Several key actions can be taken to mitigate the inevitable risk of having inadequate resources for a technical implementation. Key Implementation Actions Associated with Resource Allocation Decisions Proactively assess other organizational changes to gauge their potential impact on the technical solution. Design an implementation plan and timeframe that takes the impact of competing changes into account. Determine the urgencies driving the implementation of the technical solution and continually leverage these urgencies with key leaders and constituencies to make the technical solution a priority within the organization. Implementing Architecture Structured Implementation Architecture: The structured plan for achieving the desired goals through implementation of the perceived change solution. Following a structured, yet flexible, implementation framework reduces errors and oversights and allows a team to proactively address issues that are routinely associated with the failure of organizational changes. Such a structured framework consists of seven phases which, when applied as a system, facilitate successful implementation of an initiative. The seven phases are: Clarification. Development of a comprehensive vision and measurable outcomes that are wholly shared by key leaders. Announcement. Development and execution of a detailed communication plan. Diagnosis. Assessment of critical risks and key levers associated with the change. Planning. Development of comprehensive strategies to mitigate risks and use levers identified in the diagnosis phase. Execution. Implementation of developed strategies. Monitoring. Continuous assessment and augmentation of an implementation sequence. Evaluation. Assessment of a complete implementation sequence, and documentation and transfer of key learnings. The steps involved in this implementation architecture parallel, in many ways, the existing Microsoft Solutions Framework. The key action, then, for executing a structured change management implementation architecture for customers technical solutions is as follows. Key Implementation Actions Associated with Implementation Architecture Integrate organizational change management concepts and practices with the Microsoft Solutions Framework to balance the technical and non-technical (human) aspects of change implementation. References Kotter, J.P. Leading Change. Harvard Business School Publishing: Boston, MA, 1996. Schneier, C.E., G. Shaw, and R.W. Beatty. Companies Attempts to Improve Performance while Containing Costs: Quick Fix Versus Lasting Change. Human Resource Planning, 1992, 15 (3), 1-25. Kearney, A.T. Study cited in Business Intelligences report entitled Managing and Sustaining Radical Change, 1997. Ibid. Maurer, R. Transforming Resistance. Human Resources Focus, 1, October 1997, 9. Kabat, D.J. Information Technologies to Manage the Next Dynamic. In Berger and Sikora (Eds.). The Change Management Handbook. Irwin Professional Publishing: NY, 1994, 221. Wall, Stephen J. and Robert S. McKinney. Wall-to-Wall Change. Across the Board. May 1998, 32-38.

Health Implications Of An Individual Under Metabolic Stress

1) Introduction 1.1) Aims and objectives of this research This report will focus on the health implications present for an individual under metabolic stress. The type of metabolic stress that will be the focus of this report is the metabolic disease of hypertension and cardio-vascular disease. Key areas that will be focused on throughout this report include, the study of an individual’s dietary intake and the body’s reserves of macro and micro nutrients, which will be related to possible health implications for this individual due to metabolic stress. Furthermore this study will then go on to discuss possible preventions/management of this nutritional disease, with the focus on biochemical process of nutrient metabolism as a source of†¦show more content†¦1.3) Metabolic disease of hypertension and cardio-vascular disease ‘Metabolic syndrome’ is defined as a cluster of metabolic conditions that can lead to heart disease. There are many key features of metabolic syndrome, these include; hypertension (high blood pressure), insulin resistance, increased risk for clotting and abnormal cholesterol levels. It is also often the case that people who are diagnosed with metabolic syndrome, are overweight or obese (World Health Organization, 2003). Insulin resistance is a key feature of metabolic syndrome, which is a physiological condition where the cells in the body fail to respond to the normal action of the hormone insulin (Yoshida, 2008). Furthermore linking to this, abdominal obesity is often thought to demonstrate a relationship with insulin resistance and hypertension. Further to this, all these conditions discussed are all associated with cardiovascular risk. This demonstrates how many conditions can be branched off from just metabolic syndrome, therefore it is important to first consider whether the different indicators/evidence of metabolic syndrome share underlying causes that can represent ‘casual targets’ for therapy/treatment, or if these just represent a cluster of ‘risk factors’ that need to be treated/dealt with one by one, on an individual basis (Hjemdahl, 2002). 1.4) Effects of metabolic stress on the body’s reserves of micro and macro nutrients 1.4.1) Macro nutrients Even if there is a

Definition and Application of Intentional free essay sample

Academic plagiarism occurs when a writer repeatedly uses more than four rods from a printed source without the use of quotation marks and a precise reference to the original source in a work presented as the authors own research and scholarship. Contain souse paraphrasing without serious interaction with another persons views, by way or argument or the addition of new material land insights, is a form of plagiarism in academic work. Quotes of 40 or more words should be blocked (Mallow, T. 989) (Mallow, 1989, p. ? Or Para. ?) As I mentioned in previous feedback, all quotes must include a page number or paragraph number if the page number is not listed. Failure to list the page number or paragraph is considered a form of plagiarism. In short, plagiarism does not only mean using someone elses words or work and claiming them as your own. It is also plagiarism when credit is given to the originator of the material but in an incorrect or incomplete manner. We will write a custom essay sample on Definition and Application of Intentional or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page There are many different types of plagiarism; straight plagiarism, plagiarism citing the original author but without adequate quotation marks or references, simple plagiarism using a footnote, Complex legalism using a footnote, plagiarism with hanging quotations, paraphrasing as plagiarism (Mallow, T. 1989) Statistics on the plagiarism are quite frightening; 66% of 1 6,000 students from 31 prestigious U. S. Universities have cheated at least once, says 1 991 Rutgers university study. 12% of those reported themselves as regular cheaters. This means nearly seven out of ten students cheat, and at least one of those cheats all the time!! (paradigms, LLC, 2008) If an author is not listed, list the title (Plagiarism Statistics, 2008, Para. If there is not a title, use the organization (paradigms, 2008, Para. ?) 36% of undergraduates have admitted to popularizing written material, says 1997 Psychological Record study. (Connelly Chronicle, 1998, missing paragraph or page number) 4 out of 5 high achievers surveyed in 1998 admitted to cheating on school work according to publishers of Whos Who Among American High School Students. More than half of those students said such cheating was no big deal, and practically none got caught.Cheating on campus increased an estimated 744% from 993 to 1 997, says University of California-Berkeley officials. (Sandstorm, F. 2000 missing paragraph or page number) Plagiarism is a major offense in the academic community and community at large. There are many websites that have a plagiarism checking service that will search a submitted paper and compare the text to websites and documents within the plagiarism checkers database. At the University of Phoenix, the plagiarism checker is made available to all students attending the University.

Social Security Act of 1935

This research paper is aimed at examining the importance of the Social Security Act which was adopted in 1935. This topic can be better examined with the help of both primary and secondary sources. This approach can show how people, who lived during this period, could perceive this event.Advertising We will write a custom essay sample on Social Security Act of 1935 specifically for you for only $16.05 $11/page Learn More Yet, it is also necessary to understand how this law is assessed by modern historians. Overall, one can argue that this legal act signified the origins of the welfare state in America; moreover, its inaction changed the economic role of government because this institution began to act as the re-distributor of wealth in the society. To a great extent, this event continues to have significant implications of the contemporary American society which guarantees certain economic welfare to the citizens. These are the main arguments that should be examined more closely. It should be mentioned that the Social Security Act was enacted at the time when America was profoundly affected by the Great Depression. It deprived many people of their revenues. At that time, millions of people lost their employment, and in many cases, they were on the verge of starvation. Moreover, homelessness became much more widespread in the country. In contrast, the Social Security Act was aimed at assisting those people who could not support themselves. The text of this document can be regarded as the excellent primary source that can throw light on the intentions of policy-makers who attempted to create the model of state that could better ensure the welfare of the citizens. From the very start, the authors state that the main purpose of this law is to â€Å"provide for the general welfare† of people (The Social Security Act, 1935, par. 1). They focus on the specific populations.Advertising Looking for essay on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More For instance, one can speak about old people who cannot earn their living (The Social Security Act, 1935). Moreover, this legal act was supposed to benefit those individuals who could not find employment at that time when many businesses went bankrupt (The Social Security Act, 1935). Additionally, the legislators attached importance to the needs of children, especially orphans. It is possible to argue that legislators wanted to protect those citizens who were more vulnerable at the time of economic crisis. On the whole, the adoption of this law can be viewed as an important landmark in the history of the United States. At that moment, the government assumed some responsibility for the welfare of its citizens. More importantly, it imposed some obligations on businesses. To a great extent, this law shaped the functioning of the state for a long time. Moreover, this legal act signified the departure from the princip les of the laisser-faire economy which was favored in the past. The government had to become an arbiter that was supposed to protect the interests of vulnerable groups. This is why the Social Security Act should not be overlooked by economists or historians. Overall, the Social Security Act received different assessments. For instance, one can speak about Alf Landon who made the famous speech I Will Not Promise the Moon (1936). This politician criticized this law because in his opinion, it could not significantly contribute to the welfare of American citizens. He believed that this law imposed a heavy burden on employers and employers (Landon, 1936). More importantly, this politician argued that taxpayers’ money could be used more ineffectively (Landon, 1936). The main arguments of Alf Landon are based on the premise that American citizens may not necessarily receive the intended benefits of this legal act. Instead, they should be allowed to use this money independently (Land on, 1936). His opinions were shared by many entrepreneurs who believed that the government infringed on their economic and political rights. This primary source is of great value because it shows how the Social Security Act could be perceived by some Americans.Advertising We will write a custom essay sample on Social Security Act of 1935 specifically for you for only $16.05 $11/page Learn More However, Alf Landon represented a particular political agenda that had its strengths and weaknesses. Therefore, his assessment of the events may not be accurate. On the whole, this speech can be helpful for understanding the nature of political debates that could be held in 1935. This is one of the points that can be made. It should be taken into account that the Social Security Act could have had even more profound implications for the functioning of the U.S. government. Originally, legislators intended to include a provision according to which every unemployed p erson was entitled to the job in the private sector (Rose, 1989, p. 63). However, this omission was eventually excluded because this requirement could intervene into the existing labor market (Rose, 1989, p. 63). More important, this policy could significantly reduce the productivity of labor (Rose, 1989, p. 63). So, it is important to remember that this law raised the level of expectations that American could set for the government. Such an author as Nancy Rose (1989) discusses the origins of this law. This secondary source is valuable because it provides a valuable analysis of how the government tried to consider the interests of various groups. This issue is also examined by Jill Quadango (1984) who shows how the policies of the government were influenced by corporations that could influence the work of legislators. This author argues that the leading American companies attempted to mitigate the effects of the new social policies on their performance (Quadagno, 1984). The represe ntatives of these interest groups did not want the government to intervene in their economic activities since this intervention could undermine their economic performance (Quadagno, 1984). So, one should not suppose that every citizen was willing to embrace this law. These are the main issues that should be taken into account. On the whole, this discussion shows that the Social Security Act proved to be a vital milestone in the social history of the United Stated. To a great extent, it marked the beginning of the welfare state. At that moment, the government changed its attitude toward the development of economy.Advertising Looking for essay on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More In particular, the state began to redistribute wealth among the citizens of the country. The sources that have been identified are useful for analyzing this event. To a great extent, they illustrate some of the responses to the law. In contrast, secondary sources can show how a particular event can be evaluated by historians and economists. The use of these sources can help a person gain a more comprehensive idea about the influence of the Social Security Act. On the whole, the adoption of this legal act dramatically changed the political and economic landscape of the United States. These are the main details that should be singled out. Reference List Landon, A. (1936). I Will Not Promise the Moon. Retrieved from http://historymatters.gmu.edu/d/8128/ Rose, N. E. (1989). Work relief in the 1930s and the origins of the social security act.  Social Service Review, 63(1), 63-91. The Social Security Act. (1935) Retrieved from https://www.ourdocuments.gov/doc.php?flash=truedoc=68page=tr anscript Quadango, J. (1984). Welfare Capitalism and the Social Security Act of 1935. American  Sociological Review, 49 (5), 632-647. This essay on Social Security Act of 1935 was written and submitted by user Charle1gh 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. You can donate your paper here.

Essay on Was and Why It Happen Essays

Essay on Was and Why It Happen Essays Essay on Was and Why It Happen Essay Essay on Was and Why It Happen Essay 10/11/2011 To: Pamela Ansaldi From: Paula Black Subject: Richard Wright and Malcolm compare and contrast essay. Richard Wright and Malcolm x were two gigantic inspirational speakers. They were two historians who pave the way for what America has become. Although it’s an ongoing journey their struggles and determinations, have given many other who followed in their footsteps. The courage they need to open the doors to discriminations instilled in it. Love, peace and acceptance and to formed unity amongst all people. Richard Wright was African American born in 1908. Wright studies the dictionary furiously in the quest to search for truth. He became one of the most intellectual American writers in the history of America. During this time while black people were ignored. Compared to Malcolm X Malcolm x an African American born in 1925. Malcolm x studies the dictionary while serving time in jail on a burglary charge. Malcolm x studies the dictionary diligently to become the most intellectual speaker in the history of America. In contrast Wright came across an article from the Memphis commercial appeal editorial page . which was denouncing the editor H. L. Mencken by one of his own white nationality. He sets out to find the meaning of this article it costs him to borrowed a library card from one of his coworker. He embark upon the biggest changing event of his life. He found out how the white man works. He knew why black people were being mistreated. The white men said Wright had to be quiet, he knows too much. In retaliation his wife and two daughters were taken. Wright could not bear the guilt. He went into depression and was seen by a German physician. Shorty afterword he was succumbed to a mischievous and unexplained death. Malcolm x did not exceed eighth grade. He went into crimes as a young man. Imprisoned, he read books from the library. He was inspired by one of his classmate named Bimbi . Malcolm said his classmates would take over every conversation that they were in. Malcolm excels after he was released from jail. Malcolm joins the nation of Islam, He was appointed by Elijah Mohammed, as minister and national spoke man he was disappointed when he found out his mentor Mohammed has committed fornication which is against Muslim’s religion, Malcolm x took a pilgrimage trip to Mecca. There is view of disgust against white people change. He made amends He returned to the state found out he was no longer welcome by Elijah. he founded his own mosque . Malcolm x

Space and time in architecture Case Study Example | Topics and Well Written Essays - 500 words

Space and time in architecture - Case Study Example In this regard, space promotes planning of construction works because it helps in isolating waste and shortages that may arise unexpectedly (Libeskind & Auerbach 2013, p. 1). The visual and expressive components of architecture that represents uniqueness and tranquility of an art work. Strength and its stability are concepts that require adequate spacing by using the correct materials. Space and time will always merge to show the periods and dimensions of architecture (Heynen 2010, p. 39). Allen used art to define the concept of space and times using the Roman architecture to present a cultural aspect that denotes the introduction of paintings and sculpture in art work (Libeskind & Auerbach 2013, p. 1). This implies that a person can easily relate to the design of a building by observing the cultural or historical elements used. This is an indication that developments in architecture are milestone depicting changes in modern buildings. Allen further suggests that water in a stable condition in the experiment is a sign of strength enhanced by the spacing between the sponge and the waves (Libeskind & Auerbach 2013, p. 1). A notable concept is that modern buildings allow for more space unlike the older ones that emphasized on the cultural values. The concepts of interactivity and relatedness may be fixed within abstract art, but they are unique to modern speculative structural design and background urbanism (Libeskind & Auerbach 2013, p. 1). It is apparent that every community has its own architectural designs that represent their culture and feelings. It is also applicable to launch space and time in architecture to adopt technological transformations in the industry (Giedion 2014, p. 29). The relevance of space and time in architecture is that they facilitate the addition of new concepts in the field. This increases innovation since the architects are free to come up with latest ideas

Compensation and Benefits Research Paper Example | Topics and Well Written Essays - 250 words

Compensation and Benefits - Research Paper Example There are creative workers in the company that come up with better business ideas as well as working extra hard to ensure the company’s success. This paper looks at employee incentives as the compensation/benefit problem. In 1973, Bronco Wine Company was started by Fred Franzia with his brother Joseph and cousin. This was immediately after the Coca Cola Company purchased Franzia winery business. It owns 40,000 acres of vineyard in Central Valley, California and produces up to sixty million gallons of wine annually. It has storage facilities in Ceres. One of the major problems facing the company is lack of opportunities for recognition. Rewarding employees makes them feel appreciated (Gebauer, Lowman & Gordon, 2008). This can be through better pays, having flexible job roles, lavish trips and good management. This poses a challenge to the employer because the employees feel unappreciated hence low performance. The employees will be most likely to take more sick days and others end up quitting. The employer will therefore have challenges in coping with fewer workers when others are on sick days as well as employing new people to work on the company. Bronco Wine Company is among the largest wine producing company in the United States but has a problem with employee incentives. There is need in ensuring that the exceptional employees are entitled to public recognition for the work well done. This will have a positive feedback to the company through immense profits as well as having more employees driven and finding ways to tackle