Criticism Philosophy Essay Example for Free

Criticism Philosophy Essay Not too many people can listen none defensively, or none antagonistically, to criticism. And very few of those who listen admit it when they see that they are wrong. The thing is, we think that admission of guilt, or of being wrong, or that we have made a mistake, is a sign of weakness. Yet true failure is repeatedly refusing to see your faults. Learning to listen to criticism is a life skill that wed all do well to master. It is about keeping our hearts open (deferring judgment), and ensuring that we are not emotionally aroused (intimidated, irritated, etc.) by our critic (this is deferring reaction). Learning to listen to criticism is about carefully absorbing what is being said, and then honestly evaluating if it is fair, true, constructive or destructive. Only after weve carefully listened to and evaluated the criticism can we respond to it. SECTION B: HOW TO TAKE CRITICISM 1). See criticism as an opportunity to work together with the critic to solve the problem; not as an adversarial situation. Even if you cant solve the problem together with the critic, consider the moment they criticize you as an opportunity for all of you to grow from whatever the problem is. See it as an opportunity for straightening things out; as an opportunity to hear them out, question them where you need clarity; and as an opportunity for you to clarify what needs to be clarified. This calls for changing your mindset; for changing your attitude (from an adversarial one to a positive one) towards criticism. 2). View criticism as valuable information about how to do better, not as a personal attack. Criticism, regardless of whether it is used as a constructive or a destructive tool, can provide us with valuable feedback on our performance. It provides us with feedback on where weve fallen short, and that (i.e., knowing what we need to improve on) is important for our learning and growth. So even when your critic uses criticism as a destructive tool (e.g., as a personal attack, or as a way to put you down, or as a way to manipulate you, or as a way to maintain a psychological advantage), identify his intention but decide to pay particular attention to the criticism itself. Evaluate the criticism itself, and identify what feedback you may get from it. To be able to evaluate the criticism, you must 3). Listen carefully to what is being said. This is taking up all the data, and evaluating it to see if it has any validity. 4). Watch the impulse to defend (See Defense Mechanisms): Just listen and evaluate. Know the difference between emotional thinking and rational thinking; use your head, not your heart. Dont give in to your emotions (be it laughter, anger, fear, or whatever): simply listen! 5). And if the criticism is too upsetting, ask to resume the meeting later; after a period to absorb the difficult message, and cool down a bit. SECTION C: HOW TO GIVE CONSTRUCTIVE CRITICISM 1). BE POLITE AND SENSITIVE. This is a call for empathy; for being attuned to the impact of what you say, and how you say it to the person on the receiving end. The person (on the receiving end) is most likely to be defensive. S/he may resort to loud and angry words, or may even cry. Be ready for whatever reaction (including rebuffs, or attacks to hurt you back; breaking down into tears; begging you for forgiveness and sympathy; and so on. There is a whole catalog of reactions to criticism: be ready for any of them, and maintain your calm). 2). BE SPECIFIC. Dont criticize the whole person (by using global labels or sweeping generalizations). It is demoralizing for people to know that there is something wrong without knowing what the specifics are, so that they can change. Focus on the specifics; saying what the person did well, what was done poorly, and how the situation could be changed. The following approach is very effective (I call it the VWXYZ-approach): V Tell the person what they did well (You did this and that very well.); W Tell the person how happy you are, and/or how beneficial to you (or to the organization) this positive input was; X Tell the person what was poorly done; Y Tell the person what the damage means to you (or to the organization); Z Give the person suggestions, if you have any, as to how the situation can be changed or rescued. Tell them how they would be expected to handle a similar problem in future. 3). OFFER A SOLUTION (See Z above). The critique, like any useful feedback, should point to a way to fix the problem. Show the person other possibilities and alternatives. 4). BE PRESENT. Critiques, like praise, are most effective when given face to face, and in private. Writing a memo, letter, or email robs the person receiving the criticism of an opportunity for response or clarification. In conclusion, you have to differentiate between criticizing someone and fighting them because of your own secret agenda. When you criticize, you want the person to improve, so that s/he can be better, or so that you can live in harmony together. But when you fight someone, you criticize out of hate or resentment: your agenda is to hurt, not to help. SECTION D: THE MYTH OF REALITY We all see reality through different colored glasses. Our feelings, inborn abilities, psychological make-ups, personalities, egos, characteristics, physical or emotional well-being, fears, desires, needs, wants, beliefs, and so forth, all play a role in our perception of reality. The assertion, THERE ARE NONE SO SURE ABOUT (THEIR PERCEPTION OF) REALITY AS THOSE WHO ARE TOTALLY DELUSIONAL, has a grain of truth in it; at least when it comes to things that can be disputed. Since our perceptions of reality differ, those who criticize us do so based on the perceptions (of reality) that they have in their minds. Our critics perception of the reality of what they are criticizing us of usually differs from ours. If one perception can be demonstrated to be 100% correct, then those on the wrong side of perception should admit that they are wrong, without any fear of being conceived as weak! The real truth is that admitting that you are wrong (when you realize that you are) is a sign of being strong minded. If, as in many cases, none of the various perceptions of the conflict-causing situation can be demonstrated to be 100% correct, then we should acknowledge that our perceptions are different, and simply agree to disagree. Before you criticize someone, be sure that your own perception of reality is 100% correct. If you are not so sure, be sure to point out from the onset that you (and the one you are criticizing) have different perceptions of reality, but you are not sure whose perception is correct. You may then criticize the other persons perception, and then defend your own. SECTION E: TYPES OF CRITICISM Behind each criticism, there is an INTENTION to either put down the one being criticized or to help them (i.e., to build them up). Whether one intends to build up or to destroy, they will use STATEMENTS which are either FACTUAL, or FALSE, or (as is usually the case) a MIXTURE of TRUTHS and LIES. To analyze and evaluate someones criticism, we have to LISTEN very carefully to what they say. If we are not sure that we have heard them correctly, we have to SEEK CLARIFICATION. We have to: I). IDENTIFY THEIR INTENTIONS (to help or to put down); II). DETERMINE THE MANNER IN WHICH THEY CRITICIZE US (are they patronizing/condescending/adversarial or tactful/sympathetic/building up?); III). DETERMINE WHETHER THEIR INFORMATION IS ACCURATE OR WRONG. We must SEPARATE FACT FROM FICTION. We now look at the different types of criticism. 1. CONSTRUCTIVE CRITICISM This occurs when your critic is motivated by the desire to help you; that is, when the person who criticizes you means well. Their manner of presenting the criticism may be good or bad, and they may possess facts, or a mixture of facts and fiction, or only inaccurate information. But the important thing is what drives the critic is the desire to help you. 2. DESTRUCTIVE CRITICISM In this kind of criticism, your critics intention may be one or more of the following: 2.1). PUTTING YOU DOWN. This may be in the form of a pointless nagging, or habitual recitation of your failures, or calling you names when they criticize you, or making sweeping generalizations; 2.2). ONE-UPMANSHIP. This occurs when one tries to maintain a psychological advantage over you, or to prove that they are better than you; 2.3). MANIPULATION. The critic may criticize what you are doing in an attempt to get you to do something else. This is often called CHILD PSYCHOLOGY. o SECTION F: RESPONDING TO CRITICISM There are two ways of responding to criticism; one is Ineffective Response, and the other is Effective Response. 1. INEFFECTIVE RESPONSE STYLES These are: 1.1). AGGRESSIVE STYLE. The techniques used include: Counter Attacks; Insulting or name-calling; Loud Denials; Mocking (Cynicism); and Sulking in anger. This style of responding to criticism is adversarial, and often leads to fights and/or resentment. 1.2). PASSIVE STYLE. In this style of response to criticism, you agree, apologize, or surrender at the first sign of (a usually destructive) criticism. You may panic and tremble physically. Or you may remain silent in a coward manner (which is different from sulking angrily). In this response style, you give your critic too much power, while sending your own self-esteem crashing rock-bottom. You do not seek clarity, and you do not even try to defend yourself. You do not try to give clarity, even where you feel you have been misunderstood, or wrongly accused. You may even take responsibility/blame for things that you have not done or said. Your fear overpowers you, and you just wish to be left in peace! 1.3). PASSIVE-AGGRESSIVE STYLE. This may involve being silent, but not fully cooperative. Or you may respond passively by apologizing and agreeing to change, only to get even with your critic later; by not being fully committed to whatever you promised; or by botching it up; etc. 2. EFFECTIVE RESPONSE I). TRY TO DETERMINE YOUR CRITICS PERCEPTION OF REALITY. When someone criticizes you, ask yourself what may be their perception of reality; ask yourself what may be driving him/her to criticize you. Remember that we all see reality through different colored glasses. Resist all urges to respond (aggressively or passively, through panicking or being submissive) before evaluating the criticism. If you are not sure what your critics perception of reality is, and if you are allowed to, ask them (See III below). If you are not in a position to ask them directly, evaluate their criticism; for you may get, from the criticism itself, an idea of what your critics perception of reality is. In any case, it is important to be sure of what your critics perception of reality is. II). EVALUATE THE CRITICISM. It may be possible to tell from your critics tone of voice, from their facial expression, or from their posture, what their intentions of criticizing you are. It may be possible to tell this from context (this applies especially when you get a written critique). It is important to IDENTIFY what your critics INTENTIONS are. Whilst evaluating your critics criticism, do not jump into conclusions, and do not rush to responding. Forget your self-esteem, and concentrate exclusively on the criticism. As already mentioned, you first have to identify your critics perception of whatever they are criticizing you of. Next, identify the critics intention: Do they wish to build up or to destroy/hurt? Is their criticism constructive or destructive? Next, determine the manner in which the critic gives the criticism: is it good or bad? Are they patronizing/condescending, or are they considerate of your own feelings? Hear their tone. Do they want to help or hassle? You may also take into consideration your relationship with the critic. Is it a loved one? Is it your boss or superior? Is it a friend? Or is it someone who doesnt even know you that much? Whatever the case, you want to live in harmony with the critic; but you also want to correct misconceptions. You want to clear the air, and clarify what needs to be clarified. Check whether the criticism is accurate. Is the critic using facts, a mixture of truths and lies, or only lies? III). PROBE. As already pointed out in I), when someone criticizes you, they have a certain perception of what they are criticizing you of, and it is your right to be sure that you correctly understand what they say. Ask your critic to be specific; not to make sweeping generalizations. Ask him to support his claims. Ask him whether he is sure of what he is saying. Ask him what his perception of the situation is, and whether he is sure that his perception is correct. Ask him to give examples of where you went wrong, and to tell you how you should have performed in those instances. Ask your critic to tell you exactly What you must do. Having probed the critic, and having evaluated his criticism, decide whether his criticism is constructive or destructive; decide whether his manner of presenting the criticism is good (considerate) or bad (patronizing/condescending); and whether the information he uses is accurate, inaccurate, or a mixture of truths and lies. We now give guidelines on how to respond to (constructive and destructive) criticism. 2.1 HOW TO RESPOND EFFECTIVELY TO CONSTRUCTIVE CRITICISM. Depending on your critics nature, he may couch his constructive criticism in terms of good suggestions for change, or he may patronize you. However well-meaning someone may be, patronizing and/or condescending (which occurs when someone tries to appear better) is bad, and is likely to provoke an adversarial reaction. This is because when someone is patronizing us, we are bound to feel uncomfortable, and we may give in to impulsive negative reactions. So even when your critic has good intentions, the MANNER of GIVING the CRITICISM may spoil it all (See HOW TO GIVE CONSTRUCTIVE CRITICISM in CRITICISM PHILOSOPHY I). In criticizing you, your critic will use some statements which are true or false, and/or some statements whose truth values may be unknown. He may have accurate or wrong information. If, in criticizing you constructively, your critic uses accurate information, or facts, to patronize you, or uses facts in a condescending manner, you may acknowledge the truth or validity of his point(s), but point out that his patronizing (or attempts at appearing better) is spoiling or defeating his good purpose (i.e., to help). If your critic puts his (accurate) information in a good manner, acknowledge the facts and thank him for pointing them out. Tell him that you are going to consider his points. If your critics information is inaccurate, you may correct him. Thank him for trying to help if his manner is good; but if, in addition to using wrong information, your critics manners suck, tell him that not only is his information inaccurate but his patronizing or condescending is really uncalled for. If your critic uses a mixture of facts and lies, acknowledge the facts (and give thanks for them), and correct misconceptions. 2.2 HOW TO RESPOND EFFECTIVELY TO DESTRUCTIVE CRITICISM Lets now suppose that you have determined, to your satisfaction, that your critics intention is not to help you, but: to put you down; or to maintain a psychological advantage over you; or to manipulate you. As in the constructive case, your critic will use some statements; some of which may be true, whilst others may be false. In handling such a critic, simply acknowledge what is true and refute what is a lie. Disprove what needs to be disproved, and state your opinion on what is neither here nor there. It is important not to pick a fight, but to concentrate on the criticism.

Managing change at the organization Royal Mail

Managing change at the organization Royal Mail Managing change in organization is a very difficult task but it is one of the required processes to be done in critical situations (demand). I have taken the organization Royal mail as a part of explaining how the royal mail group managed the change in the organisation. A new culture has been involved may be called as the management style change system in Royal mail. The further reports which I am going to point out will tell the facts how the change in management is managed by the Royal mail group of organization. In order to develop the manager styles a development plan has been implemented and evaluated to find out the reports of the new change plan and see how it works. This is done in accordance with a need that manager should have a stable style of management ethics and work activities to be carried out while in the job and it is the duty of the management team to monitor in regular intervals of time to time A small introduction about Royal Mail Group: When it comes to post or parcel in the U. K nobody never forget the Royal mail. The royal mail is a parent company of the post office ltd United Kingdom. Royal mail is one of the important businesses in the U.K (postal business and parcel service all over the world). The royal mail takes a pride by producing a fact that they deliver millions of letters to appropriate address in the UK everyday thereby stabilizing the brand of Royal mail group. They employ around 200,000 people for their postal services. Task 1 The back ground to change is mainly because of the advancement of technologies, new methods implemented all over the organisations thereby demanding the present organisation to make a change. This will support the organisation to a greater extent. The motivation to change is done by looking at the current economy, the current organisational change, certain needs of the organisation and many more. Taking the organisation royal mail group, I would like to explain in detail why the organisation needed a change? The letter and packages business has been divided into several sections like Difficult regulations and policies Process dominated organisation Lagging of technology Difficult regulations and policies: The different regulations and policies of the royal mail group increase the customer choice and competition. Followed by this, it is very difficult for royal mail to accept the proposals made by the post office. This will affect their ability to do service to the customers at a single price. The variations are going to affect them to greater extent. This will increase the weakness of the company. As a post office group, lot of external pressures from government will also add up. Hence there was a question on how royal group will achieve stable profitability. This made a need in change of the organisation. Process dominated organisation: The process is totally dominated by the organisation thereby demanding the buercratic style of passive employees. This will cause major operation in-efficiencies and hence the motivation of work force will go down. The work force will then form a union and will lead a strike. This type of actions will de-value the name of the royal mail group. Hence we need the change in management here to be taken place in this organisation. Lagging of technology: In todays world, technology has increased to a greater extent. More advancement has created the organisations to change their way and style of process. Task 1 Evaluate the Strength and weakness of bureaucratic organisation These types of organisation are well -structured, have a clear process authority and control. They are well suited for stable environments. The technologies can be used in a routine way in this type of organisations. The process they use, the technologies they adopt are quite difficult thereby the job in these types of organisation is quite rigid. The organisational structure is designed in such a way that only the job which has to be done will be processed and done. Strengths: The rules and behaviour are combined and strict The unity in operation is implemented in the organisation even with change in personal circumstances. The orientation structure is impersonal Functional specialisation is the main source for labours functional division Allocation of task is very stable in this type of organisation Based upon the technical knowledge of the employee, the promotion is initiated or given The job recruitment s is done on merit basis Proper membership is a way to a proper career in this type of organisations The authority of any process is legally defined The qualifications for any process is tested properly before being implemented The allocation of limited discretion officers and also the organisation has legally based tenure Weakness: The weakness of the organisation is also defined here to understand the changes to be done in bureaucratic organisations. The organisation have a rule that the authority is not on the person it is dependent on the position. Lagging of empathy due to its strict rules and regulations Lagging of rationality Decision making being more inflexible Limits defined in decision making Due to high rules are regulations, the decision making is done slow In this organisation there is no priority or any urgency Thus these are the evaluation of strength and weakness of bureaucratic organisations. Task 1 Alternative forms of organisational development Organisational development is said to be a planned intervention. There are many interventions developed to solve different problems. The plans and actions are designed for the change in the organisation. The organisation will implement different interventions in order to achieve the success. The main goal of the organisational structure is to achieve the goal with the change. There are different types of interventions. Many interventions are combined to produce different action plans. The whole actions include organisational training, analysis, conflict management, team management and organisational re-structuring. Types of interventions: Human resources the e.g. includes team building, consultation and recruitment process Technically more structural also can be defined as techno structural e.g. The management called total quality management, the re structure process and the design of work /process Management human resource e.g. 1. Diversity in management 2. Performance management 3. Appraisal of employees and many more Strategy process E.g. culture change involvement, transformation of organisation, self designing and management in strategy The training sensitivity: The main purpose of this training is to understand the behaviours aspect of themselves and to understand the others perception. Improvement can be done by getting the feedback Interpersonal conflict can be reduced Improves people to be more open, increases listening skills and others Efficiency of organisation and productivity is improved The facilator gives proper discussion and feedback thereby the facilator plays a very important role It has got broader scope but it lacks the specific goal. Feedback survey: Analysis of data done by different methods Information sharing is very important From all level of organisation, data collection of different levels has been done The participants and agents haven been transferred for the data usage. The solutions to the problem are only developed by the participants and they are very important to the organisation. Consultation of process: The process should be consulted as to make the process more effective Implementation of a goal for improving a particular process Problem solving method is increased and it the participants have been involved in it More steps/ pressure had been taken and given in order to reduce the inter personal problems. The consultation process determines the process that needs improvement. Interventions with teams: To improve the performance of teams working in the organisation Diagnosis of problems is done very quickly The main aim is to maintain and improve organisational process and team relationships Both the team member and the top management sit for a meeting to decide upon the diagnosis of problems. The whole groups and also divided into sub groups to collect different information for the organisational development is done. The guidance is given towards the achievements of goal The meeting is conducted only in need and also in regular intervals. Plans are prepared and what actions have to be taken is carefully observed and plan is handed over to the representatives. A Meeting to improve team building ( formal one ): The group of team building meeting is conducted at a far place The issues are discussed and the members are assigned with different responsibilities Action plan is prepared and given to the members The team building meeting is initated by managers with a supervision of external consultant. Team building techniques: Accepting things in a positive way and self awareness is very important Through repression and confrontation, the negative feeling can be resolved. Physiotherapy is made to involve in focusing on the individuals. Analysis of Role by John Thomas: Focal role is the name of this role It is a process that defines the role of team members Suggestions by team leaders, expectations are achieved By making compromises, certain problems are resolved. Interventions Intergroup team building: Improves relationship between different team groups Communication flow is easy Communication gap is understood and exchange of information is done Unresolved problems are discussed to make it solve as soon as possible It helps to improve the interaction level within groups Thus these are the steps done for intergroup team building Interventions Structural: It is mainly done in order to bring the change in task and technological process. Technostrutural interventions is also an another name of this interventions. Task 2 Royal mail group limited defines always that the whole group is for their people. They strongly believe that only hard work will take forward for their change required. Royal mail feels that it needs to develop proper relationship with the people and the stake holders. They are more focussed on delivering the incentives properly to the stake holders will identify them to accept the change. They are dedicated in encouraging Leadership commitment for the safety issues To set safety standards by the line and role managers Recognition of management , consequences faced and accountabilities are the major source to encourage by the royal mail group To develop the systems for the stakeholders first a proper system plan should be done and processed. It is explained below as follows Appropriate plan (adaption) The managers are made to know about the change in management and they are introduced for the development programme. Aims at helping the managers with respect to the development plan with different activities available to them It helps them to communicate a bit further about the values of managers thereby supporting the business Expectation of managers are re-enforced Motivate the managers so that the managers will try to excite or surprise people Proving update on current business Making the benefits of the event my development is very important. All these plans will make the manager become more enthusiastic about the change in plan and will be happy to introduce and explain these systems to the stake holders. This type of process and systems will be done with appropriate meeting with the stake holders and the people who are involved in this process. Proper feedback for the change in management will be explained by the role and line managers in the meeting thereby the stakeholders can also know what exactly is happening and why the change in management is needed. Stake holders should also be know the fact that what will be the output of this outcome. This development plan how it will help the organisations and how far it will benefit the stake holder .these analysis can be done by conducting audit reports on this process by external and internal factors. By analysing this system, the key stake holders will be in a proper well known state about the change in management. Task 2 To evaluate these systems and to involve the key stake holders in the organisation there are certain strategies to be followed It is explained as follows When there is a change, it is very important for the organisation to inform all of its sub-ordinates. In other words, getting people involved and communication are the main factors in evaluating and execution of change. Communication is a very important tool acting here as it not only involves listening but also the person can take the feedback and present it to the organisation thereby making them to take actions on it. To accept the change, there is always a fear for people which can be destroyed when there is a proper communication. The people will really get encouraged especially the stake holders if they know everything about the change with a proper communication. The royal mail should not think stake holders as obstacles but they need to explain them for the need in change, make them involve in it and make responsible. Royal mail should make the stake holders understand that change in development is done in order to develop the managers, responsible for decision making and oth er operational managements. The moment of sustainability is very important when there is a change in management. The stake holders and the royal mail group ltd should discuss about the resources provided for the change and the support for the change thereby reducing the reduction of enthusiasm in stake holders. The royal mail team will have a team for change management which will deal with difficulties, develop the managers for the change. Under this change in management, the managers will be in a position to use the resources and move the business forward with clear vision. All these strategies have to be explained clearly to the royal mail stake holders. Thus these are the strategy to be followed in order to involve the stakeholder in the change in management. Task 3 The new model that can be appropriate to the royal mail group is as follows Development of skills and new competences model There are five key areas where the managers should be capable of taking authority and responsibility at work Inspiration of people: Inspiring is an attractive term used in the field of management. When people get inspired they are really feeling happy about what the management is telling about. Thus by inspiring skills, the management can easily manage the change in organisation. Action focused: The main focus of action should be with the customers and the service. The royal mail group has got lot of actions to be focused. Especially, in winter times the postal services or the parcel process may get delayed which might annoy the customers. The royal group ltd should focus on this particular action and appoint some new volunteers staff to avoid any delay in their process. This would make the customers feel more confident on royal mail groups. All these action focus should be done by the managers and that is how they can easily manage the change in management. Seeking improvements: The managers should be always in an enthusiastic mood to seek improvements in their field. As a manger, he /she should be able to learn new things for the change in management. Only if the mangers are in a proper learned way, then only we can sort out all the external problems. Continuous seeking improvement is one of the skills needed for the managers. Results should be driving: These areas are considered to be the more sensitive area. The results where the managers should deliver should drive the customers to a greater extent. Even with the changes in policies the organisation should be able to give better results and perform better services to the customers Ownership should be taken by managers: The managers should be able to take ownership on their own and do everything with respect to the organisation. Under this management plan, managers will be able to acquire good confidence and the right skills and make royal mail a nice place to work. Thus these are the different skills to be acquired for the managers and thus these plans will be a appropriate model for the royal mail group ltd. Task 3 Implementation of model process and their outcomes To implement a process model the organisation need proper plan and proper managerial skills to be performed. The steps to be done are as follows Plan for programme: The organisation communicating with the people about their development plan an introduction is given in first quarter of the year. In this first quarter meeting, the managers will come to know about their new management change plan and their benefits. Top level executives, senior managers and other top level people will be heading this change management programme. This plan is essential to implement the process model successfully. Over the year there will be many practical workshops, Action learning training, modules skills classes. This will be taking place including e-coaching. Workshops ( Practical ): This work-shop will be a class based one and this will emphasize more on the safety issues diversity, and about the rapid growth of business ideas. This plan would be very ideal in the change in management system. Modules: Modules will be skill based development programme. This might include interaction with others, communication development, giving feedback, decision making, working in a collaborative manner and assertiveness etc. Action learning: The managers will go and meet with groups of other managers for a formal meeting to review the reports by time to time. This will enable action learning programme to be more efficient for the managers. The report will make the organisation to develop their progress in the any field the organisation demands. This action learning programme is implemented nowadays much in the corporate culture as to fill the communication gap and also to monitor the progress at regular time intervals. Coaching: A different type of coaching is being introduced by the managers which are called as external coaching. External teachers have been taking into the organisation and they help the managers or the individuals to improve their performance. These types of coaching help the managers to tackle many unresolved problems. E-learning: Nowadays e-learning is a very powerful a popular method to study and analyse different things. The information can be assessed online at any time irrespective of any problems. The manager will study products which include business management, different type of risk analysis, attendance, performance appraisal and many more. Reporting and Accessing: The manager performance is monitored and reported every year with different mentor giving feedback They are assessed in factors like How the manager has developed their sub-ordinates How the managers has identified themselves about the need and change in management and their responsibilities. To develop the people there are many process and time involved. This factor is assessed to manager on how he takes this factor importantly. Outstanding performance given to the managers with promotional offers. Senior appraisals and capability of mangers is also monitored in this process After accessing all this factors, a report from the mentor is given to the organisation thereby explaining the benefits done and efficiency of the manager. Feedbacks: This is a very important factor which decides so many things in an organisation. An employee survey is conducted in regular intervals to find out how the employees are in with the organisation. The royal mail group ltd does this as a way to improve further and it is done on weekly basis. Thus this is how the model should be implemented when there is a change in management and the improvements have been mentioned in the above report that why these plans are executed and done with respect to the organisation. Conclusion: This case-study royal mail group ltd is was very innovative. It was expressing all about the changes needed in operation when there is a change in management and how the managers should take responsibility and fix themselves into the different implementation plans and learn different things. The report was also talks about why change is required in this economy- The strengths and weakness of the bureaucratic organisations. The report also defines about the stake holders analysis and how the systems should be developed and how stake holders should be involved in the change in organisation. Finally, I have researched about the different plans to be learnt and implemented and their process and outcomes for the change in management. Overall, royal mail is looking at the organisation structure which can yield profit to them when the change has happened. My management plans shows that the organisation is expecting all the staffs to work together in this competitive challenging market and a chieve the targets. This development programme will make the life easier for the managers as they learn all the necessary things. Thus managers will do a great job in the change of management. The group wide management programme will also provide a great way to tackle the problems of the work force and to attain the sustainability of the organisation. The main important thing in this whole project is the capability of managers as he stands here as the back bone for the change in organisation. Thus overall, the manager plays a vital role in changing the change in management and culture change in the organisation.

Understanding Early Man : Scientific Discovery vs. Emotionally Driven Hypothesis :: Anthropology Essays Paleontology Papers

Understanding Early Man : Scientific Discovery vs. Emotionally Driven Hypothesis The ways in which we attempt to determine the history of early man say much more about who we are today, and who we will be tomorrow, and who we want to be today, and who we want to be tomorrow, than they do about who we were in the past. This statement comes from a person who knows little about science, and less about the specific scientific techniques used in archeological excavation and analysis. But it seems to me that much of the observations that are made in the study of early man are predicated as much on new theory as they are on old observation, and much of the old observation seems to be based on how humans act now, rather than in the past. For instance, an entire new field of study known as "Evolutionary Psychology" is based on the premise that we can understand who we are today based on how we have evolved, and what we have evolved from. Evolution, is more or less a proven fact, analogous to gravity, it is a theory that we have used to understand countless other phenomena in the world around us. But there is no theory about how early man behaved, how he evolved, or even, what he looked like, that comes even close to being as widely accepted. In other words, this new field of study is based on science that does not yet exist, and might not ever exist, and the thinking behind it is similar to thinking behind the study of early man. Evolutionary psychologists use things we don't know about who we were then to try and understand who we are now, and anthropologists use things we don't know about who we are now to try and understand who we were then. Our debates about these early human ancestors echo our debates about our present and our modern history to such a degree, that in some ways, this echo seems to cast doubts on the entire process of examination.A great debate in history departments around the world who study the Twentieth Century concerns what is known as the "Great Man Theory." This theory supposes that the major events, and major social changes, of the past century were due more to the actions of a handful of men and women (usually those in positions of great power, or those who made important scientific discoveries) rather than to the actions of the majority.

Television and Media Essay - Dangers of Censorship :: Argumentative Persuasive Topics

Dangers of Censorship Imagine yourself as a journalist today who is frozen and wakes up in the United States 100 years from now. The country has changed quite a bit from what you remember. Technology has definitely advanced, language seems to have evolved a bit, and nothing looks the same, except fashion. Due to a recent trend that brought back the 90's you are strangely up on the recent fashion trends. As you roam the streets, you try to gain a bearing on this advanced country so you pick up a newspaper. You notice something rather peculiar about every article - the only source is the United States Government. As you read further, you notice very little information is given at all, and the details that are given are always in favor of the government. Thinking back to 1999, you remember that high school publications were already censored and college censorship was not far behind. Could that trend have moved all the way to professional journalistic organizations? While this is merely a fictitious projection into the future, it portrays the likely outcome of the precedents that are being set today. If nothing is done, trends in high school and college censorship may lead to total press censorship in the United States, thus violating the First Amendment to the United States Constitution. This would, in turn, exterminate journalism and leave an assorted field of public relations. The First Amendment of the United States Constitution clearly states that "congress shall pass no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech or of the press; or the right of the people to peaceably assemble, and to petition the government for a redress of grievances." A journalist, whether he or she is a writer, editor, photographer or artist, believes in this right and has an obligation to use it to inform the public. So, the First Amendment not only protects journalists' rights to free speech, but it also protects the public's right to information. However, the courts have begun to take away these rights. It began with high school publications in 1988. During the case Hazelwood v. Kuhlmeier, the U.S. Supreme Court decided against students and gave school officials the ability to censor student publications without violating the First Amendment. High school journalists now have the right to only print what the officials deem appropriate.

Catharine Sedgwick’s Hope Leslie, Stephen Gould’s Dinosaur in a Haystac

Catharine Sedgwick’s Hope Leslie, Stephen Gould’s Dinosaur in a Haystack, and Sebastian Junger’s The Perfect Storm all display similar characteristics, so that though they are seemingly unrelated, they can be compared. Mainly the comparisons exist through the imagery the authors use to weave the stories together, the structure of each book, the authority of each author, and the use of nature. A character or objects are the images that the three authors use to tie the plots of the books together. Gould’s essays seem to be completely unrelated, but in reality, they are tied together under the general theme of evolution and the metaphor of dinosaur in a haystack that is linked into each essay. The persistent use of the storm in The Perfect Storm, and its development in the chapters serves to show that the storm is the object that ties the story together. Much like the dinosaur in Dinosaur in a Haystack, it becomes a sort of central character that evolves through the developing plot. It appears that Sedgwick does not utilize one metaphor to bring her novel together, but in fact, the recurrent images and pictures are used instead. There is no dominant common theme like the dinosaur or quilt, but the story of Hope and Magawisca bring the characters together. Sedgwick’s sympathy lies in Hope’s views and story, but some can be inferred from Magawisca. Magawis ca is linked to Everell, and links Hope and Faith together. Their stories help to create the plot and bring in the links to the scattered plot. Hope Leslie " . . . and her Indian counterpart, Magawisca" (x) comprise the opinions of the author and relate the plot through prejudiced perspectives. In fact, "The text is dominated by two decidedly unconventional women: Hope Leslie, fos... ...thors are the images that hold the books together, the structure of the books, the authority of each author that is already presumed and then gained, and the use of nature. Sedgwick uses Hope and Magawisca, Junger uses the storm, and Gould uses the dinosaur to tie the plot of the books together, and to hold the story as a whole together. All three of the books are structured into chapters that divide the information into easier to understand material. Hope Leslie and Dinosaur in a Haystack contain parts that further separate the plot. The authors, Sedgwick, Gould, and Junger assume a certain amount of authority before the books are read, yet they gain even more credibility as the book is read. Each book also contains a the use of a certain aspect of nature. Therefore, the authors and their works, though seemingly very different, are similar enough to be compared.

The Changing Role Of Fathers In The Last Thirty Years

The world is dynamic and has witnessed major changes over the past decades. Lifestyles have changed and so have priorities. The role of fathers has not been left behind too; in the past three decades fathers have changed greatly. This is an evolution that has been necessitated by the changes occurring in the various aspects of human lives and relations. Nothing would exemplify this change in roles than taking a critical look at the image and responsibilities of fathers in the 1970s. By then fathers were highly authoritative and much of their time was spent working.They were expected to be the sole beneficiaries in the family. Fathers took care of the financial obligations such as school fees, bills, rent and others. Mothers were expected to play good housewives and take care of the children and the house. Respect and reverence characterized the father’s image; they were hard to understand and were looked upon by everyone in the house. This is a role that would slowly and gradu ally start changing on the 1980’s probably as feminism became institutionalized in almost all modern societies.Women were no longer wiling to stay indoors watching the house and children. They were taking up more challenging tasks that priory were a preserve of the men. This newfound competition would force men to adapt and start spending more time with their children. Fathers started being more responsible and nurturing to their children, playing a visible role in their upbringing. Men at this time were no longer the sole breadwinners; women were chipping in and meeting some of the costs of running the family and thus spending more time away from home.Men hence were forced to make concessions and play an active role with the children. Nothing has seen a rapid evolution during the past three decades than the father involvement in their children’s lives. A study conducted by Levine and Pleck amongst others operationalizes the above fact. The study revealed that over the last recent decades, fathers were able to spend more time than before with an increase of over 10 percent. It is also this period that saw fathers watching over their children at home when their mothers are out working.  (Levine, James and Pittnsky T. , 1997).The image of father across the 70’s and the 80 changed considerably, but it is the late 90s and the last years of this millennium that has almost accorded modern fathers completely new roles that would have been unimaginable thirty years ago. It is not in question that fathers are no longer the breadwinners and the authoritative figures of the past. Parents are supporting each other financially, emotionally and in other essential cores of raising the families.Today’s fathers are looking for their children and changing their diapers. They are taking the children to school and helping them with homework at home. They are even raising the children single handedly in case of death, separation or divorce of a spouse and doing a commendable job out of it. There are those that are divorced and granted periodic visitations, a new role that many are still grappling with. Being a good father is no longer defined along economic lines only, it is a composite product of responsibility at home and being there fore the children.Fathers are playing an important role and being more close to their children than before, their satisfaction according to surveys, emanates from spending more time with their families. Indeed the roles have changed. Men of today are supposed and expected by the society to take up more roles than before. They are no longer inhabited by the societal traditional norms that could see them present a macho figure. In today’s world, they are playing an active role bringing up the kids rather than sticking to the financial obligations alone.

Google in China Essay

Google is the fastest growing Internet search engine company. Google’s mission is â€Å"to organize the world’s information and make it universally accessible and useful.†(International Business: Competing in the Global marketplace, pg 148-149) They have a mantra of â€Å"Don’t be Evil.† Google started this mantra to be the main message to show consumers they would not compromise the integrity of its search results. This case reviews the situation under which Google was required to censor its content and chose to launch its new search engine site. The case explains the role of the Chinese government and its regulations in the Internet market which had a negative effect on Google’s operations in China. In 2000, Google started a Chinese language service. This service was operated from the United States. Chinese authorities blocked the site in 2002 because China censors information to their citizens. This block surprised Google’s managers . This was a challenge the managers did not plan on. If they done their research of the Chinese Government and culture prior to launching the Chinese language service, they would have known the block would be inevitable and they could have tailored their service to the Chinese regulations, culture, and laws. Google knew China was an advantageous business and they would need to adapt their service in order for it to be acceptable and profitable. Google also had to move the Chinese operations to China. Operating from the United States caused slow connection speed and hinder their operation and growth. This was a good move because it enabled Google to employee Chinese citizens who would be able to help understand and adapt to the Chinese laws, regulations, and censorship demands. Google managers made a mistake by not researching their target market. However, they acted quickly in learning and correcting this mistake. Google still offered Chinese citizens a better search engine, but it was not without censorship. The Google search engine offers more results than its competitors, Yahoo, Microsoft’s MSN, and China’s own company, Baidu. Google states Chinese consumers will â€Å"get more information on their site, though not quite all of it.† (International Business: Competing in the Global marketplace, pg 148-149) In 2006, Google had 30 percent share of China’s internet search engines. Baidu had 40 percent. This left another 30 percent split between Yahoo and Microsoft’s MSN search engines. These percentages are good, especially when one considers Yahoo and Microsoft had entered the Chinese search engine market prior to Google. Baidu has several advantages over Google that are mostly associated with it being a Chinese based company, the search engine has â€Å"competence in pinpointing queries in the Chinese language† (Yin & Yulin, 2010, p. 4). Government relations with China are precarious for businesses effectiveness. Google did not have a clear understanding of what they would be involved in. China has become more supported and self-assured due to its increasing economic significance. They are more reluctant to be pressed by Western governments or companies into changing its long term regulations and censorship. Because of this aspect, China does not yet comprehend global strategies and the importance of global public relations. This causes them to be more rigid in their international business dealings. All-in-all, Google has been able to grow successfully in the Chinese search engine market and maintain the number two spot (behind Baidu) in China despite their lack of early research on the Chinese culture, governmental regulations, and laws. References International Business. Competing in the Global Marketplace, Seventh Edition, Chapter 3: Differences in Culture ISBN: 9780073381343 Author: Charles W. L. Hill copyright  © 2009 McGraw-Hill, a business unit of the McGraw-Hill Companies, Inc.