Society and Stakeholders the Impact of How Unilever free essay sample

On the other hand, Unilever emphasizes its willingness to operate most effectively in local markets as a multi-local multinational company. That is why we aim to outline the role of cultural differences in the process of building leadership competencies in this global corporation. In this article we suggest an integrated theoretical framework of effective leadership in multinational companies, and further develop this framework by testing it through mpirical analysis of leadership competencies at Unilever and at its Russian subsidiary. First, we discuss the contextual issues of effective leadership behavior in multinationals. Second, we review practices and policies of building leadership competencies at a large and successful multinational company Unilever. Third, we focus on the Unilevers developments in the culture-specific Russian environment. To better understand this particular environment we present the results of our empirical findings on culture and leadership in Russia. Fourth, we test culture- ontingent framework by interviewing managers of Unilevers Russian subsidiary and suggest recommendations to multinationals doing business in the emerging markets. We will write a custom essay sample on Society and Stakeholders the Impact of How Unilever or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This research contributes to the local versus global debate by giving a framework of how a global competency model can be used more effectively in different cultures, based on the critical business success indicators of the cases which were analysed for this research. Strategic organizational contingencies, societal culture, and effective leadership Our interpretation of leadership competencies in a multinational company combines several streams of ideas. Strategy scholars link core competencies to the firms success and discuss the impact of culture on its international strategic behavior. International human resource management research explores cross- cultural variations in global employment practices and organizational culture. And those in the field of organizational behavior explore the cultural convergence and divergence in international organizational practices and expand traditional view on leadership to situation-contingent and culture-contingent levels of analysis.

Marketing Strategies by Garcia Pizza free essay sample

Rationale: Garcia is a new pizza company that has recently opened in Mumbai. Although its pizza is affordable and of superior quality, it has not been able to capture a large percentage of the market share. Hence, it is genuine problem faced by ‘Garcia’ and as I am interested in marketing, I want to test my ability to devise appropriate marketing strategies and resolve the issue at hand. It will be interesting to carry out research to see what marketing strategies ‘Garcia’ can use to increase sales. Theoretical framework:- Section 2: The External Environment Competition Consumer tastes SWOT analysis Section 3: Marketing Market Research Marketing Mix with the 7 P’s Promotion Techniques Marketing Strategies Methodology Primary Research:- 1. Interview the owner of Garcia to find out the marketing objective of the firm, marketing strategies already implemented by Garcia and the target market. 2. Give the customers questionnaires to find out their perception of the company 3. Survey potential customers to understand their likes and dislikes Secondary Research:- 1. Use web based research to find marketing strategies adopted by competitors and other pizza companies. 2. Read books on the marketing strategies used by companies to increase their sales. Limitations 1. There maybe statistical inaccuracies while collecting data. 2. It will be difficult to collect data from customers as ‘Garcia’ home delivers its pizzas’. 3. The owner may not cooperate and give all the financial and operational details required. 4. The recommendations given do not take into account the financial constraints on the business Action Plan July – Submit research proposal August – Finish data collection. Interview the director and carry out the surveys September – Main results and findings October – Analysis and discussion of results December – 1st draft February – Final draft Word Count 300 Executive Summary:- Garcia is a private limited pizza company that opened in 2004. It has been growing rapidly and currently has 9 outlets in Mumbai. The Kemps Corner outlet, located in a central and easily accessible area of Mumbai, has the greatest budgeted variance and lowest sales. Hence, it is genuine problem faced by ‘Garcia’ and as I am interested in marketing, I wanted to test my ability to devise appropriate marketing strategies to resolve the issue at hand. Primary research such as interviewing the marketing manager and owner and conducting surveys of potential and regular customers as well as secondary research helped me discover weaknesses in their marketing strategy. After analysing the results of the market research, I was able to make suitable recommendations i. e. changes that have to be made to the marketing mix especially process, people, physical evidence and promotion in order to increase sales. However, there are limitations as the report does not take into account the financial feasibility of the recommendations. There was also a time lag between when the survey was carried out and the final recommendations made. Therefore, there may have been changes in the external environment which have not been taken into account. Word Count 199 Introduction: Introduction to the company- Garcia’s Famous Pizza is a fairly new local pizza company. It is a private limited company that was established in January 2004. Over a period of two years, Garcia’s Famous Pizza has already opened more than 9 outlets situated in different parts of Mumbai . Introduction to the problem- Garcia sells good quality pizzas’ at affordable prices. However, it is a new relatively unknown company and faces intense competition from established brands like Dominoes and Pizza Hut. I thought it would be interesting to see what marketing strategies Garcia can use to increase its sales and capture greater market share in a highly competitive market. There are currently nine outlets in Mumbai but I decided to focus my research on the Kemps Corner outlet. This is because it is a new outlet, opened ten months ago, in a central location in Mumbai and is easily accessible. However, the budgeted variance shows the greatest adverse in this outlet. Kemps Corner is a central location in Mumbai and four rival companies are located in the same area. Market Research (Procedure): For primary research, I took an interview with the marketing manager and the managing director of Garcia. Since Garcia’s target market is consumers between the ages 15-25 years and 60% of its customers fall within that age group , I used the quota sampling method to conduct the survey. 60% of those surveyed were within the age group 15-25 and 40% were from all the other age groups. Customers from the Garcia database who had eaten at the Kemps Corner outlet were surveyed. The sample size was 40. Since Garcia’s main business is home delivery, market research was carried out in the form of telephone interviews to regular customers. The purpose of the research was to ascertain the customers’ perception of Garcia’s pizza so that I could make appropriate recommendations. This would help Garcia provide a better all round experience to customers which would help them to generate greater sales. The survey helped me discover weaknesses in Garcia’s marketing strategies and analyse the areas in which there is scope for improvement. Potential customers were also surveyed in order to determine how Garcia can increase sales by increasing their customer base. Questionnaires were handed out outside the outlets of Garcia’s competitors located nearby. A random stratified sampling technique was used. Main results and findings: These results were collected from interviewing current and potential Garcia customers 60% of the regular customers were between 16 – 25 years as a quota sample was taken97. 50% of the potential customers were between 16 to 25 years. Hence, the target market for pizza companies is the age group of 16 – 25 . More than 70% of those surveyed spent less than Rs 10000/- per month on entertainment. 80% of the regular customers ordered pizza from Garcia’s at least once a month and 12. 5% rarely ordered pizza from Garcia. 72. 5% of the potential customers (those ordering from places other than Garcia) ordered pizza at least once a month; only 7. 5% ordered rarely. Majority of the sample usually ordered from Dominoes. This shows that Dominoes has a clear edge in the market followed by Pizza Hut and Smokin Joes. Regular customers were surveyed in order to ascertain their perception. 5% said the quality of food and taste was good/ excellent and majority thought that Garcia was excellent value for money. However, 25% thought variety was fair. Garcia did not fare well on quality of service; 27. 50% said the service was fair while 5% said it was poor. This is one area that is a weakness that Garcia has to focus on because in the food industry good service is required to increase sales. Slow de livery was another weakness as 25% said speed of delivery was fair. Customers surveyed thought that the pizzas’ were not hot when delivered with 25% rating it fair and 7. 0% rating it poor. Half of the regular customers had heard about Garcia through their friends. Only 25% had heard about Garcia through the fliers which are the main method of promotion . Only 10% of the potential customers surveyed heard about Garcia through fliers. Hence, their promotional strategy does not appear to be effective as 45% had heard about Garcia through their friends and17. 50% of those surveyed had not heard of Garcia. 95% of those interviewed ordered from Garcia as well as other places. Only 5% said they only order from Garcia. Since, it is a new firm Garcia has not developed brand loyalty. Majority of those surveyed would be willing to try a new pizza company. As the results show, 70% of the customers think taste of the pizza is the most important while for 12. 50% value for money is most important while ordering pizza. However, 15% said that fast delivery was the most important. This question was asked as Garcia is deliberating advertising on radio. The survey showed that 47. 50% of those sampled usually heard Go F. M. Hence, if considering advertising through radio, Garcia should advertise on Go F. M. In this way they will be able to reach out to a large percentage of their target market. Analysis and Discussion: On analyzing the data, I have determined that – †¢The target market is customers between 16 – 25 years who do not have high disposable incomes to spend on entertainment. Therefore, demand is relatively price elastic . Since Garcia is a new brand, they price their products 10- 15% lower than established brands which helped them capture some of their competitors’ market share. †¢In the pizza industry, there are many well-established firms. Therefore, Garcia is a follower in the market. The product positioning map shows how the three major competitors that Garcia has to compete with are placed based on quality and price. Product Positioning Map (PPM) of the four main competitors in the pizza industry The positioning map shows that Dominoes and Pizza Hut have high quality. However, their pizzas’ are priced higher than those of their competitors. Smokin Joes and Garcia were placed close together in the PPM. However, Garcia’s prices were slightly lower than Smokin Joes and the quality was slightly better. †¢Delivery time was one of Garcia’s weaknesses. Since Dominoes introduced a delivery time of 30 minutes or a free pizza, fast delivery has become a factor people consider while placing their orders. This is one area that Garcia needs to concentrate on as their pizzas’ takes between 35 – 40 minutes to be delivered. †¢Their main promotional strategy is distribution of fliers. However, a small percentage of both potential and regular customers have heard about Garcia through fliers. Therefore, this strategy has not been effective and other methods of promotion need to be considered. †¢Garcia’s position in the Product Life Cycle The Kemps Corner branch has been open for one year. It is now at the growth stage of the product life cycle characterized by a rapid increase in sales. Although it is at the growth stage, Garcia’s share in the market remains relatively low as it a new firm that potential customers are unaware about. It also has some weaknesses such as fair service and insufficient variety. Therefore, according to the Boston Matrix it can be classified as a Question Mark. Garcia’s position in the Boston Matrix With persuasive advertising and marketing techniques, Garcia can increase its market share and become a star. Since Garcia is a new firm, it has to work hard to develop customer awareness and brand loyalty by introducing schemes and other promotional offers. †¢Garcia is currently expanding their product range rapidly. They are not developing new markets or products. Therefore, according to the Ansoff matrix, they are aiming for market penetration. By analyzing the data collected by the market research, weaknesses can be analyzed in order to find ways to increase sales. Recommendations and Conclusion:- Product:- 1. Garcia can introduce low calorie pizzas’ or healthy side-orders like salads since people are becoming more health conscious. . Garcia can serve beverages such as iced tea and beer. These changes are not difficult to introduce and will lead to a better overall experience for their customers. Price: Garcia is perceived as excellent value for money as its goods are priced 10 – 15% below those of its competitors. No changes should be made to this pricing strategy as it has helped Garcia gain market share and increase sales. Promotion: 1. Florentina and Californian pizzas’ were unpopular . These products with low market share and low market growth can be classified as ‘dogs’ according to the Boston Matrix. Garcia can market unpopular products by using promotional offers such as a free portion of garlic bread with a 12 inch pizza or market the pizza so that with every Chicken Tikka there is a discount if purchased with a Californian pizza. This will encourage people to try these pizzas’. Garcia can discontinue these pizzas’ and introduce more popular new items. 2. To increase customer loyalty Garcia can introduce schemes frequent customers can enjoy. For instance, when a customer orders from Garcia, they can send discount coupons that can be used in the next purchase. Garcia can inform regular customers of new offers or new items on the menu through emails and text messages as it has a database of all its customers with their mobile numbers and email addresses. 3. They can email only ‘lazy’ customers redeemable coupons that can be used to avail of exciting new offers. 4. Since Garcia is a new company, informative and persuasive advertising is needed to promote its pizzas’. Currently Garcia is using only fliers to advertise and is relying heavily on word of mouth to attract new customers. They need to consider above the line promotional strategies such as the radio. They should advertise on GO F. M. as majority of the sample preferred listening to it. Since it has outlets only in Mumbai, advertising on national TV or hoardings is not feasible due to the high costs involved. Advertising in the newspaper can also be considered. 5. Garcia donates a significant part of its profits to charity . Its packaging is also eco-friendly. People are unaware that Garcia is a socially responsible firm. It can advertise itself as a local company contributing to the well being of its community. This could become Garcia’s Unique Selling Point (USP). 6. Garcia can introduce special schemes during the Cricket World Cup. For instance, there maybe a lucky draw when people order and the grand prize can be two tickets to the world cup final. Place: It is not feasible to make any changes to the location of the outlet. People: The quality of the service needs to be improved as this is one of the business’ weaknesses. They have to work on human resource management so that the staff is polite and prompt while attending to orders. Process:- Garcia does not have a delivery time. Orders take between 35-40 minutes to be delivered. Pizza delivery in Mumbai is expected to take only 30 minutes. As Garcia is focusing on home delivery, they need to become more efficient and deliver within 30 minutes to increase sales. Physical Evidence: Garcia currently uses eco-friendly packaging. They need to make changes so that the packaging is not only attractive but also insulates the pizza and keeps it hot till it is delivered. Hence, my making appropriate changes to Garcia’s marketing mix especially in weak areas such as process, physical evidence and promotion, it an increase sales and gain market share. Limitations:- †¢The situation may not be accurately reflected as only a small percentage of the population was surveyed. There was also a time lag between when the survey was carried out and the final recommendations made. Therefore, there may have been changes in the external environment which have not been taken into account. †¢This report does not consider financial constraints on the business. Acknowledgements: 1. Ms. Sonali Bajaj – my business and manag ement teacher without who assisted me throughout this process 2. Mr. Anil Malani the Managing Director who provided invaluable information and help and gave me permission to go ahead with this project. 3. Ms.

What are the logistical difficulties of the coalition action and what was the medias role Essay Example Essay Example

What are the logistical difficulties of the coalition action and what was the medias role Essay Example Paper What are the logistical difficulties of the coalition action and what was the medias role Essay Introduction On Wednesday the 19th of March 2003, America and England declared war on Iraq. They felt this to be necessary in order to stop Saddam Hussein’s â€Å"Evil regime† as he tells around 4 million people each year, they also thought war to be necessary in order to liberate the Iraqi people. Another reason they felt the need to proceed with this war because intelligence leads the politicians to believe that Saddam has chemical, biological and nuclear weapons of mass destruction which he uses to torture his own people. There are many more reasons for war, for example, Hussein is an evil dictator and has been treating his people badly for over 20 years and Iraqis have therefore been living in fear.Saddam also supports suicide bombers by paying their families large sums of money. Iraq has been committing war crimes for many years now while the world has tried to be tolerant. It is also important to remove Saddam’s power or end his reign before he attacks England, America, or any of the other countries in the United Nations in a form of revenge. U.S troops have found factories where the bombs were made including a chemical plant in the south of Baghdad. This war is also needed in order to make Iraq a democratic country so they can elect the own leader and make Iraqi people safe and stop Saddam from killing his own people, and using their money to pay for their torture and sometimes, their murder.However, many people disagree with the war and they show this by protesting. Most would say the reasons for not going to war greatly outweigh the reasons for war. Here are the majority of them. It would cost at least 19,000 pounds to make the necessary amount of bombs and this could be much more useful resources such as medical or educational equipment. Out of all U.S. military, over 51 have been killed and 14 are missing. Out of U.K. military, more than 12 troops are dead, and over 30 are missing. From Iraqi military, in excess of 1,500 have been killed , of the civilians the figures of prisoners of war that have been killed, injured or missing in action has risen to 5,898,000. Nearly 24,000 were killed or injured by daisy cutter bombs. So far there have been over 10,000 deaths each day. 9 news presenters have been killed, and two are missing. None of these deaths were necessary, they are the result of a war that most do not want, of find to be justified.People think that Tony Blair and George Bush are seeking revenge and probably have a hidden motive for this war. One of these could be that once the war is over, America will have to rebuild Iraq, when this is done, Iraq will then owe the U.S.A however much money they spent to rebuild Iraq. Iraq does not and will not have enough money to do this, so they will probably pay them with petroleum, as they are extremely rich in this source.There are three saying that have been used in protests against this war, The first is†Increase the peace make love not war.†The second is,â₠¬ It is a war of hungry tiger and tied donkey† (Iraq being the tied donkey)And the third is,†Two wrongs don’t make a right†Each of these sayings have a meaning behind them. The first one, I think, speaks for itself, is saying that whatever the situation, we should strive to achieve greater peace rather than retaliate or head for war as a resolution. The third saying tells us that you can not fight an injustice with an injustice, and quoting Martin Luther King,†I truly believe that the eye for an eye method will ultimately leave everybody blind†.Finally the second saying, this has the most meaning of the three as it shows that Iraqi’s have no choice but to fight, even though they will ultimately loose the war, no matter what they do, as they are too weak and they do not have the necessary equipment, soldiers or protection that they should if they were to stand a chance.There is one last very popular saying used in protests against war in I raq,†Not in my name†This is a very powerful statement because as our leader and prime minister, Tony Blair should do as Great Britain wish, but by using this quote, they are saying that this war is not in our name and that he does not have the support of over 80% of the British population to go through and follow Bush’s footsteps to war, he is doing what he wants to do but he is not fulfilling the wishes of Great Britain as a whole and so he is abusing his position and is not doing his job as he should be.Some people oppose the war because they do not want higher taxes, as this is what will happen when the war is over in order in order to afford the money rebuild Iraq. Others just do not agree with the suffering. For example one Iraqi man has lost eleven members of his family. Many children are malnourished and without families. Also, the body of an Iraqi baby was found on a main street and U.S troops give baby Muslims burials. For the few babies born since the wa r began, thousands have been killed. One particular boy called Ali Abbas was at home when a bomb went of very near by, his parents and both of his brothers were killed, he himself was left without arms., Ali has become a bit of an icon of the suffering of Iraqis as he is one of thousands of children who have been injured and/or orphaned.Some disagree because it goes against general convention, the U.N did not want the war, and it goes against the rules of religion. Also they do not think that families should have been destroyed, due to the harm caused by some of the 2,000 lb TNT’s or daisy cutter bombs, which have already killed over 24,000 people.Many people see it to be unnecessary for the U.S to have done some of the things they have, for example, they have bombed radio and TV stations in order to stop bias opinions being broadcast. They believe that the media lies, and that there are many innocent people that have been disabled, injured or even killed, and also that many women and children have been harmed both physically and emotionally, and some even mentally.However many families who have relatives in the war fear that they will become prisoners of war and be tortured on TV as other people and U.S troops have been.Logistical issues are all about tactics, problems, equipment, conditions and planning.Tactics were crucial in this war because in order for the U.S.A and the U.K to be successful, they had to think carefully about how they would overcome any obstacles that they could be faced with. They decided to do the following.They would stay in the deserts of Basra, and when Iraq were still not yet prepared the were going to slowly accelerate towards the centre of Baghdad, the capital city. On their route they would destroy anything that represented Saddam Hussein’s power such as portraits, statues, patches of land, houses or palaces or even his property. Once they are in Baghdad they will attempt to cease Saddam Hussein and his workers, in order to end the reign of Saddam Hussein and his evil ways.Some of the conditions that might cause problems for the troops are 24 hour sandstorms which are also costly for the government who now have to fund for gas masks for each of the troops, these average out at around à ¯Ã‚ ¿Ã‚ ½12 each.Also the extreme heat could cause some annoyance as it is estimated that 10% of troops that will die, will die from some sort of heat related death.There are quite a few problems that may occur for the soldiers. Some of these are listed here. Supplies are a major issue. Important substances such as petrol, food and water take a long time to get to the soldiers as the tanks can only travel 30 miles a day. This is because the lorries behind them cannot drive through soft terrain, therefore the tanks have to build makeshift roads that the lorries can handle, therefore slowing down the tanks and all of the supplies. Supplies can also be slowed down by the narrow roads in Iraq, which are too narrow for the tanks to fit through. This would mean that the tanks would have to turn back and take a different route, therefore delaying the supplies. Also if sand gets in the weapons they will be destroyed and with the sandstorms, this is hard to prevent. Another problem is the Iraqi people, because at the end of this, when they have removed Saddam, if the Iraqi people will not stand up for themselves and join America in their campaign, then all of the money, effort and lives would have been wasted.Their plan was also very important as they had to make sure they had gained the trust of the Iraqi’s as the last attempt to overthrow Saddam, led by George Bush Senior, ended in failure as the U.S backed out of Iraq too early, this led to Saddam Hussein slaughtering and torturing the millions of Iraqi people who stood up against him.The allied forces have a great range of weapons which they will use. These not only consist of riffles and batons, but also of B52 bombers, tanks and many more. However these must not be used in the wrong way, for example one bomb was dropped in a market square in the centre of Baghdad, killing many innocent civilians and injuring even more.The media has played a critical role in this war. They have kept us informed about the war every day. Sky news even cut off all normal news, adverts and programs to make itself a 24 hour news report channel on the war in Iraq. This would have cost Sky a lot of money because they get the majority of their profit from companies and their advertisements, or television producing organisations for their items.When it comes to the newspapers, there have only been two newspapers that have been blatantly against the war on Iraq. They are ‘The mirror’ and ‘The evening standard’. These two newspapers both constantly been writing everything that went wrong ended with innocent deaths or injuries, in order to try to change the opinions of the members of the public who did not oppose th e war.†The sun† has supported the war from the get go. They have, on the contrary of the other two papers, made frequent positive remarks and reports on the war, and have made excuses for any negative stories.Apart from the three newspapers that I have mentioned above , all the other have been very unbiased and seemingly quite honest. Many program timetables have been altered to broadcast as much up-to-date information as frequently as possible. The radio have allocated four different radio stations to broadcast 24hour reports in Arabic, for the first two, and the other two are in English. Finally music channels like MTV have banned all songs and videos that contain anything war related such as Madonna’s song ‘American life’The media reports in Iraq have been minimal as the Americans destroyed the broadcasting building in an attempt to stop biased reports.I believe that this war is wrong because it is not a war of religions, beliefs or truth as we wou ld be led to believe, but a war of politics, and limbs, lives and families should not be hurt, destroyed or lo0st, for politics. What are the logistical difficulties of the coalition action and what was the medias role Essay Thank you for reading this Sample!

Major innovations in technolog essays

Major innovations in technolog essays Major innovation in the pursuit of leisure Although it doesnt come to many people minds transportation in itself can be a leisure activity. Most people dont realize how far weve come from the horse drawn carriage. Bikes First bike invented by German Baron Karl Drais von Sauerbronn Simple design. Wooden plank set on 2 wheels.the first model didnt prove to be that much than simpy walking. 1871 The Penny Farthing is also referred to as the 'High' or 'Ordinary' bicycle, and the first one was invented in 1871 by British engineer, James Starley. Bike with large front wheel. Most effectiant yet front tire had rubber tubbing. Also had pedal on front wheel which gave it movement. 1885 Over a twenty-year span, the British brought the bicycle to its present form, thanks mainly to James Starley of the Coventry Sewing Machine Company. In 1885 the Starley Rover safety bike was born Early 1770 The unknown inventor accomplished dry land skating by nailing wooden spools to strips of wood and attaching them to his shoes. 'Skeelers' was the nickname given to the new dry-land skaters The late 70's through mid 80' - A second big skating boom occurred with the marriage of disco and roller-skating. Over 4,000 roller-discos were in operation and Hollywood began making roller-movies. 1979 - Scott Olson and Brennan Olson, brothers and hockey players who lived in Minneapolis, Minnesota, found an antique pair of roller skates. It was one of the early skates that used the 'in-line' wheels rather than the four-wheeled parallel design of George Plimpton. Intrigued by the in-line design, the brothers began redesigning roller skates, taking design elements from the found skates and using modern materials. They used polyurethane wheels, attached the skates to ice hockey boots, and added a rubber toe-brake to their new design. ...

The difference between Strategy and Management Research Paper

The difference between Strategy and Management - Research Paper Example The paper tells that there are some core functions of management, which are planning, organizing, staffing, leading and controlling. These functions completely explain the concept of management. Management starts from planning. Plan is made according to the goals. Plan provides manager with a way to achieve the goal within the required time and resources. The time and cost schedules are prepared in accordance with the plan prepared. After the plan is made, the manager accumulates the resources required to accomplish the goal. This occurs in the stage of organizing. Either in-house resources are utilized or the resources are outsourced depending upon which of the two proves more convenient in terms of cost and accessibility. Staffing is basically linked to the stage of organizing. The difference between the two stages is that in organizing, non-human resources are accumulated whereas in staffing, human resources are accumulated. This is the stage in which the manager advertises the jo bs and recruits. The manager chooses the process of recruitment from among a myriad of options that include but are not limited to face-to-face interviewing, telephone interviewing and tests. Once the employees have been recruited, the manager needs to lead them. Leadership and management are to much an extent, the same concepts. Every leader is a manager but every manager may not necessarily be the leader. A leader is somebody who makes independent decisions and makes sure that the needs of followers are met which is basically management. Even the lowest employee in the organization structure is a manager as he/she is supposed to manage his/her work, but he/she might not have anybody under him to lead. However, managers usually are leaders as well. In the stage of leading, the manager makes decisions and provides the followers with the necessary resources to make it practicable for them to follow his/her decision. The manager also develops a hierarchical system wherein every employ ee is assigned a specific level. The last stage of management is of controlling. Controlling is a process of evaluation of the existing systems with an intention to identify the loopholes so that they can be eradicated and the efficiency of system can be improved as a whole. New plans are made and implemented for continual improvement of the system. Strategy is basically the efficiency of a manager and his/her capability to display optimal performance in each of the aforementioned functions of management. Strategic thinking can be defined as â€Å". . . using analogies and qualitative similarities to develop creative new ideas . . . (and) designing actions on the basis of new learning† (Stacey, 1992). Mintzberg (1994) defines strategic thinking as a specific way of thinking that has well defined and clear characteristics. The strategy aligns a manager’s efforts with the goals and enables him/her to work in such a way that maximizes the chances of success and minimizes the threats. If properly developed and employed, the strategy enables a manager to not only minimize the risks, but also convert those left into opportunities. While management has always been there, strategy has gained more emphasis in successful management in the contemporary age as the competition in market has increased and newer and innovative ways of business are surfacing. Over the decades, people have become more conscious about the health and safety of all living beings and the protection of the environment. Media has played a very important role in raising such concerns and creating such awareness. This has led managers to be more cautious in the selection of their plans to achieve their goals. Critics evaluate the actions of managers according to their negative

The Law and the Constitution Essay Example | Topics and Well Written Essays - 1250 words

The Law and the Constitution - Essay Example V. Dicey who made a robust restatement of this very old doctrine at the end of twenty-century. According to A. V. Dicey the principle of supremacy and sovereignty is the basis of the British Constitution. Parliament itself is not capable to confine its own future proceedings, courts cannot inquire or decline to give effect to its ratifications, and all other law-making institutions in the United Kingdom are secondary to it.Supremacy of Parliament is so magnificent and supreme, that it cannot be restricted, either for reasons or persons, under any circumstances. (Jennings, 1959) In other words, Parliament's supremacy can be estimated from the fact that it can do each fascination that is not naturally unattainable. The initial portion of Dicey's Law of the Constitution was dedicated to defying the unorthodox impression that there might be supposed boundaries to sovereignty and supreme. Dicey highly declared that the Parliament had authority and power to make or unmake any law whatever. For historical authority, Dicey naturally sought recourse to the Act of Settlement and to the pervasive constitutional traditions that dangle about the great and glorious revolution of 1688. Sovereignty had to be free, and it was for this motive that Dicey appeared so sideways at the very suggestion of international law, or undeniably those legal orders that sought to somehow share authority and power. Supremacy of Parliament can be divided into three significant essentials: firstly Parliament can formulate or unmake any law; secondly Parliament cannot force its heirs and lastly Courts cannot inquire an act of Parliament. In the light of the European Communities Act 1972 Parliament can still only do this if the legislation is not an EU parameter or instruction and is only conjugal legislation. Parliament cannot for instance rescind an Act that a EU dictate had structured the administration to make as they did in the case of Commission of the EC v United Kingdom (1979). Further the reality that Parliament cannot bind its successors is considerable. This originally predestined that a current, say Conservative government could not execute legislation that would come into power when a Labour government came into power. Now this refers to the EU in that the British government cannot outdo any legislation that would in future conflict with any recommended legislation of European Union. M ost notably according to the doctrine of Supremacy of Parliament, the courts of United Kingdom are not capable to inquire an act of Parliament. It is the reason that any proceed of Parliament is the ultimate law of the land, obligatory all through the territory, and alterable only by another act of Parliament. Parliament is defined as a congregation poised of the Commons, the Lords chronological and devout, and the Crown. Only these three institutions acting collectively include the sovereign Parliament, and were able to make law supreme throughout the realm. The Crown, Lords, and Commons unprejudiced each other; their contending interests fashioned political strains within Parliament to efficiently contain its implementation of unbounded supremacy. The Crown in Parliament obsessed total and unrestricted legislative supremacy, having the right to make or

Reframing the Organization and the Role of a Change Agent

Reframing the Organization and the Role of a Change Agent Change management is a comprehensive effort to lead an organization through transformation. It is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. Most importantly, the transformation effort must be actively led and managed with a clear set of objectives and an agreed plan for achieving these objectives. This process can be unnerving to employees if communication it not used wisely. Effective change management is important for the growth and development of the organization and for ensuring employees are properly engaged and informed throughout the process. Change management is a critical part of any project that leads, manages and enables people to accept new processes, technologies, systems, structures and values. My paper will educate the reader on the process of change management and the role of the change agent. Finally I will discuss the steps for reframing the organization. Change management considers the individuals and teams behavior and attitude during the change transition as well as the culture. Changes not only affect people it could affect the business processes, technology implementation or any other policies Change management is a systematic approach to dealing with change, both from the perspective of an organization and on the individual level. A somewhat ambiguous term, change management has at least three different aspects, including: adapting to change, controlling change, and effecting change. A proactive approach to dealing with change is at the core of all three aspects. For an organization, change management means defining and implementing procedures and/or technologies to deal with changes in the business environment and to profit from changing opportunities. Many people are interested in answering the question: How much change is too much change? Webster defines change as to make different in some particular, to make radically different or to give a different position, course, or direction. Isnt this the perfect environment for most cutting-edge companies? I am a supporter of change however; companies who change often may sometimes be operating in a state of chaos. It is best to take a strategic approach when initiating the change process in an organization structure. The key is a well defined strategic plan and great leadership at the executive level; this is fundamental during change management. It is the positive catalyst for keeping an organization on task during the chaotic moments. Almost every company will face the need to change due to the need for a culture change, competitive pressures, economic challenges, or skills shortages. Two-third of all organizations have experienced some type of change in the past year, whether it is a merger, acquisition, or downsizing initiative. Less than half of employees say that change is implemented well. A company periodically needs to mix it up a bit. Restructuring gets people to start forming new networks, making the organization as a whole more creative. The most successful organizations not only master the art of change; they demonstrate an understanding and acceptance of change as a constant. Fortunes Worlds Most Admired Companies research specifically examined how 18 world-class corporations handled change. Notable similarities were revealed. In approaching major transformations, successful firms: Vision was defined. They got consensus at the highest level about when they wanted the company to be in the very near future They sought to understand the behavior in as many ways as possible through systems, staff, structure and processes in order to drive and reinforce the change They devised a plan to systemically measure what they were trying to change They ensured that their basic human resources practices, reward systems, career development systems, selections procedures, performance management strategies and leadership styles supported the new direction What differentiates successful firms from the rest? They make sure everybody leaves a meeting with the same priorities in mind. Until agreement is reached, it is practically impossible to allocate the sense of urgency to specific issues. Research has shown how difficult it is for an organization to gauge its distance from its target. One study by the Hay Group, in which executive teams ranked 56 internal cultural elements to form snapshots of both desired and current cultures, found that 9 out of 10 executive teams were more divided on defining their culture than in describing future cultural priorities. Cultural change is enormous. It can feel very uncertain. That is why it is so important for a company to identify precisely what it is that it seeks to change. Change is good for an organization it disrupts all the routine in an organization that collectively stifle innovation and adaptability. Restructuring breaks up the outdated power structures that may be quietly misdirecting a companys resource allocation like silos. However without proper planning the process can be catastrophic. Over time, informal networks mirror formal structure, which is how silos develop. Silos can be considered as specific department being incapable of reciprocal operation with other, related departments within one organization. The expression is typically applied to teams where the focus is inward and information communication is vertical. In some silos managers serve as information gatekeepers, making timely coordination and communication among departments difficult to achieve, and seamless interoperabi lity with external parties impractical. Employees are also guilty of hoarding information. Both managers and employees consider this a form of job security. The problem with silos is that communication and collaboration tend to become trapped in specific business units or departments. Change will break down these silos creating a better company. Breaking down the silos is so important because the longer things are done a particular way, the harder it is to adapt to when change is required. Successful adaptation to change is as crucial within an organization as it is in the natural world. Just like plants and animals, organizations and the individuals in them inevitably encounter changing conditions that they are powerless to control. The more effectively you deal with change, the more likely you are to thrive. Change must be managed using an ethical and professional approach with common sense. Due to the changing economic state over 30 million Americans have been dislocated by restructuring. Companies expect to cut an average of 15 percent of their workforce over the next decade. Today, change is continuous and enormous. It is important that companies create a strategic plan to manage the change process and control resistance. However, they often forget about how to handle or who will handle the transition from the old way to the new way of doing things. The transition period is where people get immovable. People become anxious, confused, angry and often unproductive. On many occasion the task of helping people through the transition is the responsibility of frontline management but can become difficult for them. The most logical approach is for the company too employee a change agent. Change agents carry many titles but have some distinctive characteristics. A Change agent is an individual whose presence or thought processes cause a change from the traditional way of handling or thinking about a process. They must possess qualities such as experience in providing direct services to management in the public sector and private sector, particularly to those with multiple problems. Strong communication skills, including writing and public speaking abilities are critical. They must have the ability to communicate changes effectively across the entire organization. This helps them build consensus among groups of diverse stakeholders. In addition, they need the ability to sense and manage controversy. A person who is known for this type of work may promote credibility among other stakeholders. In a final analysis, the personality and interpersonal skills that change agents bring may be far more important qualifications than any advanced degree or specialized training. Im plementing change requires a specialized group of people. Hiring the right person to lead the team is a delicate and subjective task. A change agent leader may come in the form of a Change Management Project Manager. A change management Project Manager focuses on executing standard Change Management methodology which will facilitate the business partners planning and execution of new standards. The Project Manager will be directly allied to the company transformation champion or Change Manager. The role of a change manager is to be a leader who can alter forces that can impact the change project. Depending on the magnitude of the change, this leader might be the Chief Executive Officer/Executive Director, Vice President or department manager. If the organization culture must change to accommodate a new way of working, the leader must be the top dog of the company. Company culture is created from the top of the organization. The project manager may hire a change management analyst. They are responsible for auditing and evaluating the change management process of a business. Change management is aimed at helping system users to adopt the new system and use it productively. The role of the change management analyst includes ensuring that adequate documentation and support are available to the users. These are a few people who could make up the team that ultimately facilitate the transformation of an organization. It is imperative that the company take great care in selecting the right people to help support change within the organization. They must be skilled and have the ability to devise and execute a plan from start to finish. Companies excel at creating plans on change but selecting the correct change management team is often overlooked. Some executive think using an internal resource to champion alone and a few memos to the staff announcing the persons new role while noting the upcoming changes will suffice. This notion is far from the truth and will result in rebellion. It is necessary for the positive success of the change that serious thought is put into the change management agent selection. For some reason, there is often more power in what an outsider says than in the same suggestions coming from the inside. This power should be used to reinforce the direction in which you want to go. Outsiders bring important information and a fresh perspective; which is why great team selection is critical It is no secret that much is documented about the course or stages of change however; while process is clearly important, what is the defined role of the change agent and what characteristics are critical to be an effective change agent? After careful research there were a few characteristics that seem to echo. Motivation is what keeps the momentum going, even when things are tough. Change is tough and if they are not highly motivated, the change may not come. Commitment is another essential characteristic of successful change agents. The level of personal commitment influences behavior which in turn influences results. They must be a planner with ability to plan effectively; no real change can happen unless it is planned and thought through. Being a risk taker is a good trait. You cannot steal second if you are afraid to leave first. Change requires an element of risk. When you take risks they sometimes result in success but can result in failure. When you fail you learn. In fact, the most successful people always state that they learned more from when they failed than when they succeeded. Change without some risk taking is not an option. Changes agents must start with a goal in mind and be outcome focused. If they dont know where the organization wants to go, they are incapable of helping the company get to the anticipated finish. While this might seem like stating the obvious, it is surprising how many organizations start to embark on change without absolute clarity. It is important that they believe change is possible. Failure to do so will result in resistance and creativity blocked. In any change difficult choices will need to be made and communicated. Many of these changes will be unpopular and impact on a lot of people. Those that excel as change agents have the courage to follow through on the changes and stay focused on their goal and outcome while being empathetic and flexible. While there is a need to be courageous and move things forward, high degrees of empathy are important. Change agents need to be ready to see different perspectives and be able to step into the shoes of others. Even the best laid plans dont materialize as expected. As a change agent they need to be able to adapt to changing circumstances internally and externally to the organization. Change agents always need the ability to get all people affected by the project involved, to ensure their support and commitment. Change projects involve a great variety of factors and forces. Many change projects challenge the existing cultural framework of an organization. Efforts to change such lasting values, however, lead to resistance and denial. It takes the acceptance and the support of all people affected by such projects to make them succeed. It is the change agents task to generate this acceptance in order to implement change with the people, not against them. Rosabeth Moss Kanter a tenured professor in business at Harvard Business School where she holds the Ernest L. Arbuckle Professorship and author numerous books on business management techniques, particularly change management, mentions that many emotional components among the most important characteristics of change agents. Change agents should realize that there is more than one right solution. The change agent has to be able to evaluate facts from different points of view. Additionally, Moss Kanter writes about the significance of alliance building, which she describes as an often-ignored step in change processes. Change agents should identify and involve leaders, decision makers on resources, functional experts and other important persons as early as possible in the project. Selecting the proper change project to put into action first is vital. Proven techniques such as cost benefit analysis, return on investments calculations and risk analysis are well defined protocols for selecting what need to be tackled first. These tasks are often performed by a change agent analysis. This data is transferred to the change management Project Manager. The change team and employees affected by the change initiative must not feel like as if they are just the tools for change or the subject of change. Genuine commitment can only be gained by giving people the chance to become actively involved. People will develop a sense of ownership for the project, which, in turn may serve as a major source of motivation when it comes to the inevitable problems and barriers which manifest into full blown mutiny also known as resistance. Resistance to some employees is used as a survival mechanism. Most people are reluctant to leave the familiar behind making change incredibly difficult. We are naturally concerned about how we will get from the old to the new; especially it involves something new and risking failure. The change agents role is designed to help facilitate and make the transition uncomplicated. Based on research resistance to change is the most prevalent reason change never happens or takes years to implement in an organization. Resistance is simply a very powerful, very effective, very useful survival mechanism. The biggest obstacle to change for a new on the job change agent is dealing with a companys past success. It is difficult to ask people to change when things have gone so well in the past. The idea that anyone would challenge this reasonable and rational way of doing business is ludicrous. The change professional must have the ability to notice these changes and react immediately. People may begin to feel a loss of security. Employees no longer feel in control of their destiny. They may question where they stand in the organization. People will no longer know what to do or how to manager. Their understanding of where they are going is lost. The companys mission and vision often becomes unclear. Resistance can affect many other aspects of change. A change agent must monitor productivity during times of resistance because typically it declines. People are often upset and downbeat. Resistance is not a pleasurable experience for the employees or the change agent. The change agent is often blamed for everything that is going on at moment. Workshops arranged by the change agent typically help neutralize this problem. During workshops employees are encouraged to openly express their feelings. Expressing feeling about the entire process is what helps employees change. People need a way to say good bye to the old and welcome in the new. A well trained change agent views resistance as a gateway or filter. This opposition helps them select from all the probable changes the one that is most suitable to the current situation. The utilization of compassion makes it possible for them to respond empathetically. Communication becomes essential to worker buy-in; the reason for why change is necessary must be clearly defined and communicated. The project manage need to keep the employees informed of any new development and give then as much data as possible. The workshops should be followed up with one on one meeting if necessary. Statics show that when 5 percent of the people, in a group, adopt a change, the change is imbedded. When 20 percent adopt it, the change is unstoppable. An experience change agent focus on the innovators, people who try things first followed by the early adopters. Some individuals are harder to get involved and more often than not become somewhat the focus of the project manager. Change agents who repair damaged relationships and restore trust both before and during change are less likely to encounter resistance than agents who do not; research shows that falling to repair damaged relationships can lead to lowered commitment (Dean, Brandes, Dharwadkar, 1998). Agents can reduce the chances of such damage by being truthful and realistic as possible including revealing what they do not know. As a matter-of-fact, change agents are encouraged to communicate frequently and enthusiastically about change (Lewis, Schmisseur, Stephens, Weir, 2006). Even communication cannot eradicate all forms of resistance. Rational resistance forms when employees feel uninvolved. They think change is being forced upon them. These are the people who refuse to budge. This is what a change agent faces when someone ignores or does not embrace the idea of change. This can be cancerous. One way to help is to create an environment where learning is the norm. Motivating employees to change by celebrating small successes can help people inspire to embrace change. However in some cases irrational resistance gets the best of the most experienced change professional. There are people for whom no amount of verification, persuasion or motivation will suffice to get them to willingly adopt change. Since it is the goal of the change agent to persuade individuals to change a change professional may make use of McGuires theory of inoculation. Inoculation Theory was developed by social psychologist William J. McGuire in 1961 to explain more about how attitudes and beliefs change, and more important, how to keep original attitudes and beliefs consistent in the face of persuasion attempts. According to McGuires theory of inoculation, change recipients success in resisting influence is determined by their ability to refute arguments that challenge their prevailing beliefs (McGuire). Inoculation is a theory developed to strengthen existing attitudes and beliefs and build resistance to future counterarguments. For inoculation to be successful it is critical that the motivation for resistance is imposed upon these existing ideas takes place after the inoculation. The argument that is presented through inoculation must be strong enough to initiate motivation to maintain current attitudes and beliefs, but weak enough that the receiver will refute the counterargument. Inoculation theory has been successful in increasing college stu dents resistance to credit card advertisements (Compton Pfau, 2004). Change recipients reactions to change are not necessarily dysfunctional obstacles or liabilities to successful change. Quite the opposite, recipient reactions can have value serving as an asset and a resource in its implementation and successful accomplishments (Knowles Linn, 2004). Resistance is one possible form of engagement with change and may, in some cases reflect a higher level of commitment that acceptance, because some resistance is thoughtful. Change agents can use resistance as feedback on a stakeholders engagement. It can become an indicator and a valuable source of feedback for improving the process and conduct of change. In fact, change agents may want to consider the absence of resistance as a sign of disengagement and harbinger of future problems from unthinking acceptance (Wegener et al., 2004). The change professional must surely include responsibility for the relationship with recipients, as well as the tactics of change implementation. Change is nothing more than a simple shift in technology or some reporting relationship. They are the cornerstone of forward progress. The effect of the change professional is important to the execution of a successful positive transformation and culture shift. The culture change of a company can be achieved by giving employees the means by which they could successfully do their jobs. It is communicating clearly to employees what their jobs are and providing the training and tools to enable them to perform those jobs successfully. Organizations need to bear in mind that throughout the process of making improvements, individuals will be thinking about WIIFM (whats in it for me). This doesnt mean solely the financial impact of the change. The typical Western approach to organizational change management is to start by trying to get everyone to think the right way. This causes their values and attitudes to change, which, in turn, leads them naturally to start doing the right things. It is imperative that the company starts by influencing a culture change. The first change should focus on how people think. The focus should be on behavior modifications which align with the mission and vision of the company. Putting together the change management strategy is the first significant step in implementing change management methodology. This can also be considered reframing the organization. The strategy provides direction and results in informed decision making throughout the change process. A well-formulated strategy really brings the change to life, describing who and how it will impact the organization. People will follow a person who inspires them. The change must start with a solid vision and passionate leadership. A change plan is necessary to ensure that the initiative becomes a living breathing document. The change management plan is documented by the change professional and includes but is not limited to: Communication plan Resistance management plan Training plan Reinforcement planning This plan must address getting buy-in from key stakeholders and the naysayers. Top management must fully support the change. Leadership has to understand the employees and business units being impacted by the change. These stakeholders should be addressed personally by senior leadership. Showing how they will be positively impacted enables the employees to better appreciate the vision. The leader new vision has to be communicated throughout the organization. Understanding the employees perceived level of commitment will have more to do with the success or failure of the change than anything else. This must be evident to the employees. It is critical, if leadership is commitment is poorly communicated the change will more than likely be resisted. We previously addressed resistance and ways to deal with or embrace the process. In addition to a solid strategic plan, the leaders must be willing to look at the company through a different set of lenses. Different lenses can bring organizational life into a different or clearer focus. Lee Bolman and Terrence Deal authors of Reframing Organizations: Artistry, Choice and Leadership argue that it is impossible to really understand an entire organization without using a multi-framing perspective. Although there are no right or wrong ways to view organizations, one of the most practical theories, suggested by Bolman and Deal (1984), advocates looking at organizations from four different perspectives or frames. These frames are often described as windows, maps, tools, lenses, orientations and perspectives because these images suggest multiple functions (Bolman Deal, 2003). The four frames are: (a) structural (emphasizes specialized roles and formal relationships), (b) human resource (considers the needs of the individual), (c) political (focuses on bargaining, negot iating, coercion, and compromise), and (d) symbolic (views organizations as cultures with rituals and ceremonies). Each of the frames is powerful and coherent, and collectively, they make it possible to reframe Re`frame ´Ã‚  Ã‚  Ã‚   v. t. 1. To frame again or anew.   or view the same situation from multiple perspectives (Bolman Deal, 2003). . They allow the leader to view the workplace from different images to make judgments, gather information and get things done. Not every framework works well in every situation. The change agent will find that all or most of the frames will be employed by the people they will be dealing with. The idea to creating change in an organization is to figure out which frame offers them the best opportunity for focusing all the individuals on a feasible solution. Basically they are going to have to convince some people to change their frame of reference, at least when they are thinking and talking about the changes that are coming. Once the situation or problem has been successfully reframed, the change professional will need to help people reinterpret the new framework in terms of their preferred approach. No one uses only one frame all the time, although people often show a preference for one or two frames. The structural and political are the most prevalent frames shown by people during change. Both can be used to demonstrate different analytical approaches to describe an organization. Bolman and Deal (2003) are careful to explain the steps that ought to be taken to prohibit greed and encourage morality in the politically fueled workplace. For example, negotiation can be seen as a win-win as opposed to a positional ordeal. If there is potential for both sides to benefit through bargaining, it is optimal to go about this process in such a way that does not insist on a clear win-lose outcome. Similarly, they describe ethical issues in bargaining and general organizational politics. The symbolic frame looks at the core beliefs and values that employees of organizations possess in common. These beliefs represent what people stand for and shape their identity. This frame suggests that what happens in organizations is not as important as what these phenomena mean to people. The symbolic fram e is concerned with organizational culture and the culture is significant and well-established in most companies. This frame is important because it is directly tied to the emotions of the people. Most people dont like change because it represents uncertainty. Quoting Burns, If leaders are to be effective in helping mobilize and elevate their constituencies, leaders must be whole persons, persons with full-functioning capabilities for thinking and feeling (217). In this way, the authors encourage leaders to be both aware of the importance of the power they wield, and to lead by example as an ethical individual. The end result is to learn the importance of stepping back and looking at a situation from more than a single pane of glass. This is vitally important because most of us have the tendency to look at situations or problems from a limited narrow perspective, and this hinders our ability to be effective and visionary leaders. Below is a chart that outline the reframing process. Reframing Organizational Process Frame Structural Human Resources Political Symbolic Strategic Planning Strategies to set objectives and coordinate resources Gatherings to promote participation Arenas to air conflicts and realign power Ritual to signal responsibility, produce symbols, negotiate meanings Decision Making Rational sequence to produce right decision Open process to produce commitment Opportunity to gain or exercise power Ritual to confirm values and provide opportunities for bonding Reorganizing Realign roles and responsibilities to fit tasks and environment Maintain balance between human needs and formal roles Redistribute power and form new coalitions Maintain image of accountability and responsiveness; negotiate new social order Evaluating Way to distribute rewards or penalties and control performance Process for helping individuals grow and improve Opportunity to exercise power Occasion to play roles in shared ritual Approaching Conflict Maintain organizational goals by having authorities resolve conflict Develop relationships by having individuals confront conflict Develop power by bargaining, forcing, or manipulating others to win Develop shared values and use conflict to negotiate meaning Goal Setting Keep organization headed in right direction Keep people involved and communication open Provide opportunity for individuals and groups to make interests known Develop symbols and shared values Communication Transmit facts and information Exchange information, needs, and feelings Influence or manipulate others Tell stores Meetings Formal occasions for making decisions Informal occasions for involvement, sharing feelings Competitive occasions to win points Sacred occasions to celebrate and transform the culture Motivation Economic incentives Growth and self-actualization Coercion, manipulation, and seduction Symbols and celebrations Source: Bolman Deal (1997), pp. 267-268 The uses of the multiple frames assist the leader to distinguish and recognize more broadly the problems and potential solutions available. It encourages the leader to think flexibly about their organization and opens a range of opportunities to the leader to view events from multiple angles. Lastly, employees should feel comfort in knowing that their participation in change is moving the organization toward a more healthy state. Collaboration gets all employees to work together. Their thoughts and opinions are sought and valued by leadership. Communication is important to create awareness about why the change is needed. The word about the change should be talked about daily. In most cases several times a day if needed to get stakeholder buy-in. It is imperative that this message comes fro