Response to Student Post Kevin Gilling Essay Example | Topics and Well Written Essays - 1250 words

Response to Student Post Kevin Gilling - Essay Example The way I see it, the problem about Foxconn is not diversity and inclusion based, but simply the violation of human rights. Diversity and inclusion means that members of a minority group are being discriminated against. In the Foxconn case, it is Chinese maltreating other Chinese of all age groups, genders, and persuasions, so the group is pretty much homogeneous. The problem is human rights, but the source is economic. One would wonder why the maltreated workers continue to choose to stay despite the subhuman conditions. This may be traced to China’s migrant worker problem. Because despite the poor pay, factories in the cities continue to attract poor farmers because wages there are still better than the meager and uncertain income in rural life (Wang, 2005). It appears, therefore, that the D&I deficiency is not with Foxconn, but with Apple, the American company which subcontracts Foxconn. Apple has its iPad made in China because the labor costs are much lower than in the U.S . Apple could have given many unemployed Americans jobs, instead of propagating human rights violations by moving its production to China. If workers in China are paid below what their basic needs require, it is because Apple had wanted to save on cost, and would contract with the lowest bidding supplier. Reference Musil, S. (2012). â€Å"Foxconn working conditions slammed by workers’ rights group.† CNET. Retrieved from http://news.cnet.com/8301-13579_3-57444213-37/foxconn-working- conditions-slammed-by-workers-rights-group/ Wang Zhenghua (September 21, 2005). "Convicted migrant worker killer waits for final verdict". China Daily. Retrieved August 9, 2012 from http://www.chinadaily.com.cn/english/doc/2005-09/21/content_479492.htm Response to post of Student 2: Christopher Gilbert Christopher makes an important observation in his post when he says that business decisions on whether or not it chooses to treat its workers with dignity and respect their human rights remain s largely voluntary. The problem coming into the 21st century is that multinational corporations have become so powerful that political entities such as states and international agencies cannot effectively exert force upon them to comply with whatever norms or standards have been formulated. The contest is still between economic might and political mandate. In a post economic crisis regime, however, the multinational corporation holds greater sway because of the investment capital and jobs it is able to infuse into a failing economy. Among the challenges identified in the post is that states refuse to implement international human rights standards because these are looked upon as infringing upon local cultures and values. I believe this is not the case, as every signatory to the UN, and every world economic power, has ratified the Universal Declaration of Human Rights without a single dissenting vote (UN Association in Canada, 2012). This means that infractions of human rights viola tions cannot be validly argued as counter-cultural or invasive to their way of life, but more likely is the lack of political will on the part of the Member-state to enforce the principles which it has committed to uphold within its jurisdiction. Furthermore, adherence to practices that violate human rights is not so much due to an altruistic desire to preserve one’s culture, as it is to conform with pressures of multinationals to subcontract with

Wiener schnitzel Research Paper Example | Topics and Well Written Essays - 250 words

Wiener schnitzel - Research Paper Example The company currently operates in different states of the United States including: Washington, Nevada, Arizona, Colorado, and Louisiana among others. The fast food chain initially focused on hot dogs, but now sells Tastee-Freeze ice cream brand, including soft serve cones, freezes besides the usual burgers (Lluch 385; WienerSchnitzel). The fast food chain is characterized by its design of high, steeply pitched roofs, which resembles its ancient restaurants. Most stores that have been converted into WienerSchnitzel basically have similar and unique architecture from other restaurants, which sets it apart. According to Sculle and Jakle, â€Å"one chain, Der WienerSchnitzel, adopted an A-frame structure where motorists quite literally drove through the building† (Jakle and Sculle 61). The logo of the giant hot dog chain was then created in 1978 following the rebranding. Since 1999, the company has used â€Å"The Delicious One† in its advertisements. It revisited the part of its old identification â€Å"DER†, by developing a marketing slogan dubbed "DERlicious." In 2011, during the celebration of its fifty years in operation, the restaurant chain created a slogan called "Der fun since 61", which still extends to date the almost forgotten â€Å"DER† element of the original

History and Applications of Matrices

History and Applications of Matrices Matrices find many applications at current time and very useful to us. Physics makes use of matrices in various domains, for example in geometrical optics and matrix mechanics; the latter led to studying in more detail matrices with an infinite number of rows and columns. Graph theory uses matrices to keep track of distances between pairs of vertices in a graph. Computer graphics uses matrices to project 3-dimensional space onto a 2-dimensional screen. Example of application A message is converted into numeric form according to some scheme. The easiest scheme is to let space=0, A=1, B=2, , Y=25, and Z=26. For example, the message Red Rum would become 18, 5, 4, 0, 18, 21, 13. This data was placed into matrix form. The size of the matrix depends on the size of the encryption key. Lets say that our encryption matrix (encoding matrix) is a 22 matrix. Since I have seven pieces of data, I would place that into a 42 matrix and fill the last spot with a space to make the matrix complete. Lets call the original, unencrypted data matrix A. There is an invertible matrix which is called the encryption matrix or the encoding matrix. Well call it matrix B. Since this matrix needs to be invertible, it must be square. This could really be anything, its up to the person encrypting the matrix. Ill use this matrix. The unencrypted data is then multiplied by our encoding matrix. The result of this multiplication is the matrix containing the encrypted data. Well call it matrix X. The message that you would pass on to the other person is the the stream of numbers 67, -21, 16, -8, 51, 27, 52, -26. Decryption Process Place the encrypted stream of numbers that represents an encrypted message into a matrix. Multiply by the decoding matrix. The decoding matrix is the inverse of the encoding matrix. Convert the matrix into a stream of numbers. Conver the numbers into the text of the original message. DETERMINANTS The determinant of a matrix A is denoted det(A), or without parentheses: det A. An alternative notation, used for compactness, especially in the case where the matrix entries are written out in full, is to denote the determinant of a matrix by surrounding the matrix entries by vertical bars instead of the usual brackets or parentheses. For a fixed nonnegative integer n, there is a unique determinant function for the nÃÆ'-n matrices over any commutative ring R. In particular, this unique function exists when R is the field of real or complex numbers. For any square matrix of order 2, we have found a necessary and sufficient condition for invertibility. Indeed, consider the matrix Example. Evaluate Let us transform this matrix into a triangular one through elementary operations. We will keep the first row and add to the second one the first multiplied by . We get Using the Property 2, we get Therefore, we have which one may check easily. EIGEN VALUES AND EIGEN VECTORS In mathematics, eigenvalue, eigenvector, and eigenspace are related concepts in the field of linear algebra. The prefix eigen- is adopted from the German word eigen for innate, idiosyncratic, own. Linear algebra studies linear transformations, which are represented by matrices acting on vectors. Eigenvalues, eigenvectors and eigenspaces are properties of a matrix. They are computed by a method described below, give important information about the matrix, and can be used in matrix factorization. They have applications in areas of applied mathematics as diverse as economics and quantum mechanics. In general, a matrix acts on a vector by changing both its magnitude and its direction. However, a matrix may act on certain vectors by changing only their magnitude, and leaving their direction unchanged (or possibly reversing it). These vectors are the eigenvectors of the matrix. A matrix acts on an eigenvector by multiplying its magnitude by a factor, which is positive if its direction is unchanged and negative if its direction is reversed. This factor is the eigenvalue associated with that eigenvector. An eigenspace is the set of all eigenvectors that have the same eigenvalue, together with the zero vector. These concepts are formally defined in the language of matrices and linear transformations. Formally, if A is a linear transformation, a non-null vector x is an eigenvector of A if there is a scalar ÃŽÂ » such that The scalar ÃŽÂ » is said to be an eigenvalue of A corresponding to the eigenvector x. Eigenvalues and Eigenvectors: An Introduction The eigenvalue problem is a problem of considerable theoretical interest and wide-ranging application. For example, this problem is crucial in solving systems of differential equations, analyzing population growth models, and calculating powers of matrices (in order to define the exponential matrix). Other areas such as physics, sociology, biology, economics and statistics have focused considerable attention on eigenvalues and eigenvectors-their applications and their computations. Before we give the formal definition, let us introduce these concepts on an example. Example. Consider the matrix Consider the three column matrices We have In other words, we have Next consider the matrix P for which the columns are C1, C2, and C3, i.e., We have det(P) = 84. So this matrix is invertible. Easy calculations give Next we evaluate the matrix P-1AP. We leave the details to the reader to check that we have In other words, we have Using the matrix multiplication, we obtain which implies that A is similar to a diagonal matrix. In particular, we have for . Note that it is almost impossible to find A75 directly from the original form of A. This example is so rich of conclusions that many questions impose themselves in a natural way. For example, given a square matrix A, how do we find column matrices which have similar behaviors as the above ones? In other words, how do we find these column matrices which will help find the invertible matrix P such that P-1AP is a diagonal matrix? From now on, we will call column matrices vectors. So the above column matrices C1, C2, and C3 are now vectors. We have the following definition. Definition. Let A be a square matrix. A non-zero vector C is called an eigenvector of A if and only if there exists a number (real or complex) such that If such a number exists, it is called an eigenvalue of A. The vector C is called eigenvector associated to the eigenvalue . Remark. The eigenvector C must be non-zero since we have for any number . Example. Consider the matrix We have seen that where So C1 is an eigenvector of A associated to the eigenvalue 0. C2 is an eigenvector of A associated to the eigenvalue -4 while C3 is an eigenvector of A associated to the eigenvalue 3. It may be interesting to know whether we found all the eigenvalues of A in the above example. In the next page, we will discuss this question as well as how to find the eigenvalues of a square matrix. PROOFS OF PROPERTIES OF EIGEN VALUES::: PROPERTY 1 {Inverse of a matrix A exists if and only if zero is not an eigenvalue of A} Suppose A is a square matrix. Then A is singular if and only if ÃŽÂ »=0 is an eigenvalue of A. Proof We have the following equivalences: A is singular à ¢Ã¢â‚¬ ¡Ã¢â‚¬ there exists xà ¢Ã¢â‚¬ °Ã‚  0, Ax=0 à ¢Ã¢â‚¬ ¡Ã¢â‚¬ there exists xà ¢Ã¢â‚¬ °Ã‚  0, Ax=0x à ¢Ã¢â‚¬ ¡Ã¢â‚¬ ÃƒÅ½Ã‚ »=0 is an eigenvalue of A Since SINGULAR matrix A has eigenvalue and the inverse of a singular matrix does not exist this implies that for a matrix to be invertible its eigenvalues must be non-zero. PROPERTY-2 Eigenvalues of a matrix are real or complex conjugates in pairs Suppose A is a square matrix with real entries and x is an eigenvector of A for the eigenvalue ÃŽÂ ». Then x is an eigenvector of A for the eigenvalue ÃŽÂ ». à ¢- ¡ Proof Ax =Ax =Ax =ÃŽÂ »x =ÃŽÂ »x A has real entries x eigenvector of A Suppose A is an mÃÆ'-n matrix and B is an nÃÆ'-p matrix. Then AB=AB. à ¢- ¡ Proof To obtain this matrix equality, we will work entry-by-entry. For 1à ¢Ã¢â‚¬ °Ã‚ ¤ià ¢Ã¢â‚¬ °Ã‚ ¤m, 1à ¢Ã¢â‚¬ °Ã‚ ¤jà ¢Ã¢â‚¬ °Ã‚ ¤p, ABij =ABij =à ¢Ã‹â€ Ã¢â‚¬Ëœnk=1AikBkj =à ¢Ã‹â€ Ã¢â‚¬Ëœnk=1AikBkj =à ¢Ã‹â€ Ã¢â‚¬Ëœnk=1AikBkj =à ¢Ã‹â€ Ã¢â‚¬Ëœnk=1AikBkj =ABij APPLICATION OF EIGEN VALUES IN FACIAL RECOGNITION How does it work? The task of facial recogniton is discriminating input signals (image data) into several classes (persons). The input signals are highly noisy (e.g. the noise is caused by differing lighting conditions, pose etc.), yet the input images are not completely random and in spite of their differences there are patterns which occur in any input signal. Such patterns, which can be observed in all signals could be in the domain of facial recognition the presence of some objects (eyes, nose, mouth) in any face as well as relative distances between these objects. These characteristic features are called eigenfaces in the facial recognition domain (or principal components generally). They can be extracted out of original image data by means of a mathematical tool called Principal Component Analysis (PCA). By means of PCA one can transform each original image of the training set into a corresponding eigenface. An important feature of PCA is that one can reconstruct reconstruct any original image from the training set by combining the eigenfaces. Remember that eigenfaces are nothing less than characteristic features of the faces. Therefore one could say that the original face image can be reconstructed from eigenfaces if one adds up all the eigenfaces (features) in the right proportion. Each eigenface represents only certain features of the face, which may or may not be present in the original image. If the feature is present in the original image to a higher degree, the share of the corresponding eigenface in the sum of the eigenfaces should be greater. If, contrary, the particular feature is not (or almost not) present in the original image, then the corresponding eigenface should contribute a smaller (or not at all) part to the sum of eigenfaces. So, in order to reconstruct the origi nal image from the eigenfaces, one has to build a kind of weighted sum of all eigenfaces. That is, the reconstructed original image is equal to a sum of all eigenfaces, with each eigenface having a certain weight. This weight specifies, to what degree the specific feature (eigenface) is present in the original image. If one uses all the eigenfaces extracted from original images, one can reconstruct the original images from the eigenfaces exactly. But one can also use only a part of the eigenfaces. Then the reconstructed image is an approximation of the original image. However, one can ensure that losses due to omitting some of the eigenfaces can be minimized. This happens by choosing only the most important features (eigenfaces). Omission of eigenfaces is necessary due to scarcity of computational resources. How does this relate to facial recognition? The clue is that it is possible not only to extract the face from eigenfaces given a set of weights, but also to go the opposite way. This opposite way would be to extract the weights from eigenfaces and the face to be recognized. These weights tell nothing less, as the amount by which the face in question differs from typical faces represented by the eigenfaces. Therefore, using this weights one can determine two important things: Determine, if the image in question is a face at all. In the case the weights of the image differ too much from the weights of face images (i.e. images, from which we know for sure that they are faces), the image probably is not a face. Similar faces (images) possess similar features (eigenfaces) to similar degrees (weights). If one extracts weights from all the images available, the images could be grouped to clusters. That is, all images having similar weights are likely to be similar faces.

Essay --

The question I chose to focus on is question seven, â€Å"How Should Families be Involved in Assessment† (Nation Association for the Education of Young Children [NAEYC], 2003, p. 13). It is important to understand how to incorporate the families of the children being assessed into the assessment process. Whether the assessment is merely routine, or is being done out of concern for the child’s development, it is my belief that the parents should be involved. Rous et al. (2007) affirms this belief by defining assessment as â€Å"†¦a shared experience between families and professionals in which information and ideas are exchanged to benefit a child’s growth and development.† Involving the families in the assessment process requires three basic steps. The first step in involving the family of a child being assessed is to notify the family before assessment begins. When a parent (or parents) enrolls their child in a childcare program, they are entrusting the caretakers with the task of knowing what is best for their child. Discovering that may require assessment. NAEYC and the National Association of Early Childhood Specialist in State Departments of Education [NAECS/SDE] (2003) note that â€Å"to assess [a] young [child’s] strengths, progress, and needs, use of assessment methods should†¦[be] inclusive of families.† Essentially, in order to properly assess a child, the families knowledge and input is required (NAEYC & NAECS/SDE, 2003). Once the family has been notified, the second step should take place. The family should be made aware that their involvement in the assessment process is important for their child’s overall development (Rous et al., 2007). Rous et al. (2007) notes that â€Å"the role of family as the child’s first and most significant teac... ...ssed, which is step one. Step two is revealed when the parents and the teacher have a conference to discuss what steps can be taken to improve Tyler’s progress. Lastly, step three occurs when the teacher gathers evidence to show the parents their child’s marked improvement in skills he once struggled in. Involving the parents in their child’s assessment is incredibly important. As a teacher, it shows concern for the child’s overall wellbeing and concern for the parents involvement in their child’s development. While it is important to involve the parents, it is much more important in how a teacher or caregiver does this. With the three steps of informing the parents of assessment, encouraging the parents to participate, and showing the parents the final outcome of the assessment, a teacher or caregiver is able to involve the parents in a meaningful and helpful way. Essay -- The question I chose to focus on is question seven, â€Å"How Should Families be Involved in Assessment† (Nation Association for the Education of Young Children [NAEYC], 2003, p. 13). It is important to understand how to incorporate the families of the children being assessed into the assessment process. Whether the assessment is merely routine, or is being done out of concern for the child’s development, it is my belief that the parents should be involved. Rous et al. (2007) affirms this belief by defining assessment as â€Å"†¦a shared experience between families and professionals in which information and ideas are exchanged to benefit a child’s growth and development.† Involving the families in the assessment process requires three basic steps. The first step in involving the family of a child being assessed is to notify the family before assessment begins. When a parent (or parents) enrolls their child in a childcare program, they are entrusting the caretakers with the task of knowing what is best for their child. Discovering that may require assessment. NAEYC and the National Association of Early Childhood Specialist in State Departments of Education [NAECS/SDE] (2003) note that â€Å"to assess [a] young [child’s] strengths, progress, and needs, use of assessment methods should†¦[be] inclusive of families.† Essentially, in order to properly assess a child, the families knowledge and input is required (NAEYC & NAECS/SDE, 2003). Once the family has been notified, the second step should take place. The family should be made aware that their involvement in the assessment process is important for their child’s overall development (Rous et al., 2007). Rous et al. (2007) notes that â€Å"the role of family as the child’s first and most significant teac... ...ssed, which is step one. Step two is revealed when the parents and the teacher have a conference to discuss what steps can be taken to improve Tyler’s progress. Lastly, step three occurs when the teacher gathers evidence to show the parents their child’s marked improvement in skills he once struggled in. Involving the parents in their child’s assessment is incredibly important. As a teacher, it shows concern for the child’s overall wellbeing and concern for the parents involvement in their child’s development. While it is important to involve the parents, it is much more important in how a teacher or caregiver does this. With the three steps of informing the parents of assessment, encouraging the parents to participate, and showing the parents the final outcome of the assessment, a teacher or caregiver is able to involve the parents in a meaningful and helpful way.

Organisational Behaviour Assignment

Performance Review Report ————————————————- Cho Cho Phyu Company Limited Group – 2 â€Å"We can say that there can be a change situation, when the people are dissatisfied with the current status or current situation. † Kurt. W. Lewin â€Å"Change can be happened when the people in the organization are open-minded and willing to change. † U Aye Kyaw(MHR) Acknowledgements We would like to express our sincere acknowledgements to all those who have helped us in preparation for this project.Initially, we would especially like to express my gratitude to our teachers- TakeruOhe, PhosyChanhming, and Yasushi Ishida who give the training of COBLAS Myanmar (Consulting Based On Learning Asean Small and Medium Enterprises). We are greatly in debt of gratitude to all of our Myanmar teachers for their encouragement, unflagging support and invaluable guidance throughou t our project. We are very much grateful to Daw Phyu Phyu Seinn, Managing Director of Cho Cho Phyu Co. , Ltd (SPIKE Fashion Collection) who allows us to do the research in her company and gives us invaluable datas, information and help which is very important for our project.Furthermore, our special thanks are due to the employees in Cho Cho Phyu Co. , Ltd, for their contribution and help in our change process. Last, we would like to offer my thanks to the authors and publishers mentioned in the references for using their materials in preparing this project. Many thanks to everybody who gave us help and support throughout our project. Executive Summary People are talking about the powerful word called ‘Change’, which is really popular in the human society started from the not more than the past three decades.And yes, this will be happened continuously at every time and in every situation. This is also happened in our business environment. Many literatures say that the e nvironment that the businesses operate is ‘rapidly and massively changing’. So, here are only two questions for all the businesses. Those questions are â€Å"kill? † or â€Å"be killed? †. For the business to be successful in the foreseeable future, it has to be killed the change before it is too late. So, the businesses must have aligned its internal arrangement with the demand of external changes.In this project, we focus on the aspect of ‘Starting up the Human Resource Department and introducing about Customer-led Culture’ at the company called â€Å"SPIKE Fashion Collection†, which is a successful fashion brand in Myanmar. ORGANIZATION PROFILE Cho Cho Phyu Company is started with a humble sole trader business structure in 1992, in the Third Capital City of Myanmar, Mandalay. And then, the business moves to Yangon in 2006 and formed as a private limited company. Also in 2006, Cho Cho Phyu company launched a fashion brand called †˜SPIKE’, which offers woman clothing to both business and consumer markets.Now, SPIKE is very popular brand for its local target markets of both Upper Lower and Lower Middle classes who live in suburb areas. Now Cho Cho Phyu hasTwoShow Rooms, in some downtown areas and TwoGarment Factories, which are operating very well. Business Canvas CUSTOMER SEGMENTS 1 Upper Lower Classes Lower Middle Classes VALUE PROPOSITION 2 ‘Spike’ is a fashion brand which is well established and has a good quality and reasonable price to its target market. the design is the main proposition for it, which is mostly emphasise on the comfort and confidence for its targets. CUSTOMER RELATIONSHIP 4Personal Assistant, Email, Phone, Letters DISTRIBUTION CHANNELS 3 Indirect Channel Direct Channel Consignment KEY RESOURCES 6 Reasonable Market Experience KEY ACTIVITIES 7 Cutting, Making , Packaging, Selling and Distribution PARTNERS 8 COST STRUCTURE 9 Social / Environmental Costs Financial Risk Capital Investment REVENUE STREAMS 5 Business community Well established Brand Seven Colour Textile Co. ,Ltd Long Foung Laung Yee ‘Spike’ aims to generate small revenues from a large number of customer designed items. This represents a valuable addition to Spike Fashion Collection. SWOT Analysis Strengths Customer loyalty / relationshipsProduction quality High production efficiency Skillful employees S W O T Weaknesses Poor Human Resource Management Lack of Plan Lack of clear mission, vision & goals Opportunities Changing customer’s needs Technological advance Get offer from ASEAN free trade Fashion trend changes of different ages Threats Changing the taste and preferences of the customers. the direct investment of the foreign companies. Main Issues As Cho Cho Phyu Co. , Ltd is just transforming from Sole Trader business structure to Limited Liability Company (LLC), there are many problems associated with conventional or traditional management style.Many theorist s say that most of the business owners are still getting lost in this change period, as they do reflect and remember their past behaviors, which are very well relevant for them in the past. In this firm, employee are dissatisfied with their job as they do not get the benefits and privileges that can get easily in the external market or in other companies. The Bureaucratic decision-making and less delegating also lead the whole organization to feel stifle and less important. Moreover, no Human Resource Department leads to become unstructured and unsystematic procedure in dealing with employee aspects.As a consequence, there are many unmatched job responsibilities and position. Employees do not know ‘what are their rights? ’ and â€Å"what are strictly forbidden/†. Initial Stage (prelude) We met with the Managing Director of Cho Cho Phyu Co. , Ltd and discussed about the matters that are currently arising within the Company. After discussing about the matters, we m ade an agreement with MD of Cho Cho Phyu Co. , Ltd and we sent TOR (Term of Reference) Letter to make the agreement. After due consideration of all aspects, our group started to work the following activities. Investigation methodsResearch Design Exploratory: After getting the permission from company’s board of director, we started to discuss what factors of Cho Cho Phyu Co. ,Ltd contribute to employee satisfaction. Because of time and budget constraints, we were unable to conduct focus groups or in depth interviews. By doing interview, we developed the research design. Descriptive: To gain a better un derstanding of the problem, and to clarify the research questions, we conducted secondary research to discover what experts say aboutemployee salary scales. This research allowed us to gain a solid understanding of the business.We clearly describe about the process of our research and data process through clear clarification in our ‘Employee Job Satisfaction Report’ . Force Field Analysis For every change management, the most vital thing to consider is that whether this change is needed or not. To know the solution, we made investigations by using interviewing, questionnaire and scanning the environment. After being investigated the whole environment, we can suggest that the Cho Cho Phyu is needed to set the Human Resource Department. As the nature of organization comprises with human beings, there can be complexity of human emotions and psychological implications.People always feel threaten because of change. So in this situation, there is no doubt that this will be happened too. Then when we look at Lewis Force Field, there are two forces – the positive forces for change and obstacles of change. there will be change of the positive forces are greater than obstacles. Driving Forces * Demographic Changes In previous days, there are few places for all customers to buy products or whatever they want. After 1998, the demographic changes inc ur and customers now have habits to buy things at retail stores. Now, customers are very choosy, know they have a right to sue and knowledgeable.Moreover, every customer thinks they are paramount for every businesses. * Various Stakeholders Interests Stakeholders are those who are interested in the business activities and can be affected by the business operations. There is declined in organization’s profit level at those days. Poor customer management skills and overlooking the customers’ needs and expectations made the Cho Cho Phyu bad image. For Cho Cho Phyu, employees are the best valuable assets which cannot be copied or imitate. Also, there is a strong relationship between the Employee Job Satisfaction and Customer satisfaction. * Political ChangesAfter changing government and political policies in 1989, the economic condition of Myanmar is gradually increasing. Changing from socialist economy to market economy gave the Myanmar economy to become more developments and beneficial returns. In 2015, there will be an AFTA (ASEAN Free Trade Agreement) issues. So, many SMEs and large scale businesses are starting to prepare for the unseen able future changes. * Competitors’ Reactions In Myanmar, there are same businesses like SPIKE Fashion Collection. The main rivalries for the SPIKE are D2, ,who are aggressively aiming to satisfy the customer requirements. * Economic IssuesIn Myanmar economy, there are too many uncertainties for every businesses. Also the implication of globalization of markets, organization must learn to break the limited mindset of national markets to compete on a worldwide basis (Ghoshal and Butler, 1992). Restraining Forces * Habits For every complexities, everybody rely on habits or programmed responses. People are difficult to change if they are naturally habited. * Security Even people at the high level can resist if the change is threatening to their feeling of safety. For staffs, there can be a sense of insecurity of being the nature of culture change due to the fear of unknown. Group Inertia Even if individual want to change, there can be resistances, which are constraint to the group norms. In Cho Cho Phyu Company Limited, there are many resistances – perceived habits of the shop floor workers, the current perceived culture of the worker, the status quo of the workers, and uncertainty of the desire situation. So, we made some assumptions that as this is a culturaland department change, the incremental change could be more appropriate forCho Cho Phyu Company in this development process. RESTRAINING FORCES (Obstacles for Change) Present State or Desired State DRIVING FORCES Positive Forces for Change) Lewin’s Force Field Analysis Excerpt from www. changemanagement-coach. com Impact Area Analysis Impact area analysis means analyzing the area which will have impacts because of the nature of effect of change. So, weanalyzed the whole organization and after the investigation, this change is mainly depended on the whole organization but the Top management has already been committed to set up the HR department. Then, the impact area was now clarified, our main aim is to change the perceived culture of the Middle and First Floor level of the organization. The Required BehavioursThe required behavior for this change are as followed: The customers in Myanmar are now very educated, knowledgeable and very complaining. Not only about customer, also the competitive reactions are so intense. So, for retail chain like SHMT Home Mart, the required behavior will be as followed; * Lean and structured Organization * Well and systematic HR Department, HR Policies, Practices and Procedures * Rightful design of job * Better place to work. Prudence that We All need to Aware * This process is a ‘Change’ process. * Examine whether it needs to do or not. * We must have ‘Management’ it well, until it reaches the proper end. This is not an ‘Event†™, this a â€Å"Journey†. * Many people give ‘Bloods and Lives’ during the Change Process. * ‘Resentments or conflicts’ can occur during the whole phase. * We cannot do it lightly, and when we dealt with it ‘there is no turning back’ * There is a ‘Time Constraint’. Role of Change Sponsor or Leader In this change process, Ms. Phyu Phyu Seinn, MD, is the leader, an inspirational leader. Before she communicates about the new ‘Culture’, firstly, she must build the level of trust, which Stephen. P. Robbins means that there are dimensions of integrity, competence, consistence, loyalty and openness.As she is a leader, she must do the to minimize the possible employees’ resistance. The main task for the leader are as followed: * Know his employees. * Know his customers * Think about the desired results * Empower People * Create a Win–Win situation In this situation, Phyu Phyu Seinn acted as a ‘Tran sformational Leader’, that is, â€Å"Leaders who inspire followers to transcend their own self-interests for the good of the organization by clarifying role and task requirements. †, â€Å"Leaders who are also capable of having a profound and extraordinary effect on their follower. † Stephen P. Robbins.For Mr. Chan, changing the nature of ‘Customer unimportant Culture’ to ‘Customer-centric Culture’. Transforming the old believes to new opposite one. On the other hand, Phyu Phyu Seinn also acted as a ‘Sponsor’ who provides resources, authority, or reinforcement neededto accomplish change and has the authority to modify reward systems or otheraspects of organizational culture. Role of Change Agent Change Agent means that â€Å"Persons who act as catalysts & assume the responsibility for managing change†Robbins et al 1994 Qualities of the Change Agent * Flexibility * Objectivity * Commitment Leadership and inspiration o f others * Ability to handle uncertainty * Organizational Awareness * Sense of Humor Here are tasks for the Change Agent, which was identified by for SHMT Home Mart culture change process. The tasks of the change agent are: to get the commitment to the change from the impact groups, to set up and strengthen the change network, to disseminate the information about change, to help and support the groups in implementing change processes, to make involvement and educate others to participate in the change, to monitor the whole change process. The First Stage . We prepared an Employee Profile Form to know the length of services, knowledge, qualifications, and summary of the current position. The total workforce number is 46 in Head Quarter. We made the entire total workforce to fill up the employee profile to know the record of the employees. 2. Analyzed the detail aspects of the job by using interviewing methods. 3. Sent out the job satisfaction questionnaires to know the satisfaction r ate of employee. 4. Redraft and rethink the old bloated and ineffective organizational chart to ensure that human resources are fit with the right job. . Sent out the new job description HR Manager post to set up the proper HR Department. * Posted in Institutes and in some Universities. * Advertised through internet * Linked with Employment Agency * Posted in internal Notice Board 6. Started to with Billion Forces Co. , Ltd to introduce the HRIS software. The Second Stage 1. Draft and prepared Job Descriptions and Person Specifications to know the detail of their tasks, duties and responsibilities. 2. Set HR Policies in line with Organization Strategy and Philosophy 3.Prepared HR Forms in accordance with HR policy and procedures to have a proper and systematic HR system. 4. Completed an Employee Handbook, both in English and Myanmar, which constitutes all the aspects of HR policies, Attendance and leaves, and some procedures. 5. Interviewed to all the applicants, to get the right pe rson at the right job in the right place. 6. Redrew a New Organization Chart, which is more effective, and lean structure than ever. the Third Stage 1. Implement the new organizational structure andHR procedures and rules, and transferred all the necessary HR forms. 2.Set new salary scale level in accordance with secondary research data published by MRS (Myanmar Research Survey), 2011. 3. Held Human Resource Management Training to all the managerial and supervisor level, to know the importance of the Human Resource Management in the business organization. 4. Introduce the new figure print system to know the attendance of each and every employee. 5. Introduce the Employee Cards to record and improve the customer service and know the attendance of each and every employee. MD HR Manager Sr. Operation Manager Finance Manager Sale & Marketing ExecutiveAdministrative Manager Sr. Designer HR Officer As. Production Manager As. Logistic Manager As. Procurement Manager Chief Accountant Accoun tant-1 Accountant-2 Stock Controller Cashier (Shop 1) Cashier (Shop 2) SCM Administrative Officer Sale Manager Mobile Team Leader Sale Staff (Shop-2) Sale Staff (Shop-1) Mobile Team member IMC Officer Jr. Designer Inbound L. Officer Production Supervisors Production Leaders SCM Outbound L. Officer Managing the People issues – Human Resource Management Strategy As organizationis comprising with people, there is more or less human resource factors for us to consider.Torrington and Hall (2008) defined ‘Human Resource Strategy’ as ‘a central philosophy that people in the organization are managed and transition of this into HR policies and practices, to become effective, policies and procedures need to be integrated with business or organizational strategy’. In here, we are needed to be considered is that the HR strategy must ‘Fit’ with business strategy which means ‘employees are seen as key in the implementation of the declared organi zational strategy and human resource strategy is designed to fit with it. ’ Torrington and Hall (2008)The main aims of aligning the HRM with organizational strategy are to ensure the best utilization of Cho Cho Phyu Co. , Ltd employees to generate the organization performance and to reduce the level of risk by arranging and organizing the right people, in the right place, to the right job and in the right time. For human resource issues, we drew a plan, which is to cover most likely cases of Cho Cho Phyu Company people issues. Topics covered for Cho Cho Phyu Co. , Ltd are as followed: Motivating, Training and development, Reward System, managing Psychological issues and Appraisal systems. Motivating or Committing others to Change For every successful change management process, the motivation of the followers is one of the factors to consider. ‘For most changes, people’s past experience of change can affect the level of commitment and willingness to support furthe r change’ John Hayes (2002). So, as this is the first time for Cho Cho Phyu, we have a responsibility to win this change. To motivate the workforce, we set, firstly, a proper goal and linked with the non-financialreward system of Cho Cho Phyu Co. , Ltd.We also set MD and Human Resource Manager as a role model for this change by visiting stores for every weeks, dealing with customers and giving speeches to employees about the importance ‘customers’. * Training Program Another issue during the department start-up time, we need to think about the ‘training program’. This is a new culture, people will not be familiar with it. For the first step, they have to understand what the new culture means for them. As this is the new culture, most of the sale staffs and supervisors would require a certain specific training for their job purposes.Each and every individual employees will be tested to ensure that they do have qualifications, skills and experiences to work with the new culture. We empowered change agents (managers) to persuade the workforce to attend and commit to the new culture. * Reward and appraisal system Another aspect is the reward and appraisal system. Organizational rewards are powerful incentives for improving employee and work group performance. Based on ‘carrot and stick’ metaphor, we set both tangible and intangible rewards for workforce. We made variety of reward, which is linked, with the culture of the organization.Reward such as recognition, contests, games, financial rewards, incentives, employee of the month or year awards which are mainly to show the appreciation for employee effort. We also made the reward systems link to the needs and wants of the individual employees. We used House’s Path-goal theory to motivate the workforce. * Managing Psychological Issues As people are human beings, there was many resistances to the new culture. Many people feel they were defeated, threatened, coerci ve by the new culture. Some people feel demoralized, stressful and frustrated for the change.So, from human resource management view point, we have a responsibility to take care and manage the psychological issues of the affected employees. That is why, we have made an agreement with HR department to make employee assistance program (EAP), stress management program and work-life-balance program. During the culture changing process, there can be some degree of redundancy. So, for survivors from the cuts, there can be shock, bitterness, anger and also peer and group pressures. Survivors need information about ‘why action had to be taken’ and ‘what the future holds for them personally’. Compensation and Ethical Considerations During the change process, there can many be issues like layoffs and compensations for those who resist change. So, we made some financial and non-financial transition arrangements. we arranged transition stay bonus and outplacement progr ams for all the layoffs employees. As most of employees at Cho Cho Phyu are between twenty and twenty-eight, there are much potential for their whole life long. So, Ms. Aung arranged personal career counseling, resume preparation and typing services, interviewing workshops and referral assistance in the outplacement programs.Initiating and implementing the new ‘Customer-centric’ Culture â€Å"The change process goes through a series of stages that, in total, usually require a considerable length of time. Skipping stages creates only the illusion of speed and never produces a satisfying result. †John Kotter, Leading Change To implement the new organizational culture, we were followed the model described by Kurt Lewis (1951). This is one of the best change model that is combining the theories of sociology and psychology, developed a three stage model for large-scale system change. Unfreezing phase This is the establishing stage for Cho Cho Phyu Co. , Ltd, which is forced by the environment to implement the customer-centric culture as their competitors, or back off from this aggressive market. Unfreezing phase is first step of the Lewin’s change transition stages, where people are taken from the situation of being unready to change to the firststep of being able and willing to change. Schein(1995) states that in order for change to occur, there must be a combination of both adding driving force and removing restraining forces.Creating a sense of crisis will bring the whole components in the company into one voice. As the main aim of this stage is to ‘let go’ the old culture of the organization, we, firstly, searched the bad points of the current culture and linked it with the issues and problems currently faced by the SHMT Home Mart. This step is the most important fundamental step for this whole change, we created a crisis – ‘burning platform’ to reduce the level of trust on the currently using culture. According to many researchers, most of the change processes are failed because of the unreliable vision and strategy.So, for second, we created a persuasive vision – ‘what we want to be? , then communicate it to the whole organization, to overcome the current crisis situation of the Cho Cho Phyu Co. , Ltd. By drawing a clear vision and strategy in how to achieve that vision, the employees will understand how the new system will benefit them and they will progressively change their effort to support the implementation of the new culture. We made change agentsto set clear vision of customer-centricculture in implementation process of Cho Cho Phyu Co. , Ltd.According to Lewin, this is a phase, which melt down the old beliefs, assumptions, and paradigm of organization. * Transition Phase this is a changing phase form the old undesired situation to the new desire situation. This is the hardest part for every individual to start. So, Ms. Aung, also made a pioneer team to fac ilitate the change situation. In this phase, the leader has to act like a king or role model. We made some form of coaching, counseling, reward, appraisal system, motivation and other psychological support for this phase.This phase get rid of anything which may vulnerablethe implementation plan of change process, including any unsuitable ideas, company structures, activities as well as existing beliefs which may potentially undermining or threatening the new culture implementation. Linking the reward and performance is very important for all change management process, and also with punitive actions. A sense of motivation is now needed for all employees to go to the goal of the organization. The project team also provided plenty of penalties of options for employee involvement in this change process.Giving opportunities to have delegation and empowerment can get the commitment of the employees. By announcing the short-term success also made the whole organization to generate motivati on. * Refreezing phase At the end of our journey, the final goal is to ‘refreeze’ the situation. Making short-term wins made the whole change process to run smoothly. As this new culture is very beneficial for both organization and staffs, each and every employees are very enthusiastic with the change. But in every change, there can be a ‘Marathon Effect’ that is some people reached the aim while other people are still running from the start.Visionary and icon leadership supports, proper reward systems, and reliable feedback systems made the change process to get success. we also made the training and development sessions for all the impacted employees to get the desired and required results from change management. For every change, there can be a fall back to the old undesired stage. That is why we made ‘burning bridges’ to ensure that there is no way to go back by establishing proper rules, regulations and policies and rewarding the successfu l employees whose behavior are aligned with the desired behavior. Communication StrategyCommunicating about the change throughout the whole organization is also the main point for all change champion, change leader and change agents to consider. Varey also said that ‘culture and communication cannot be separated’. People may feel shock, and deny in the first place, if the communication strategy is not well. So, we found out that we have to arrange it in the right timing during the transition process. We also used both formal and informal communication structure. In this strategy, we made people more rely on the formal communication system (that is – meetings, speeches, briefing, discussion, memo, notice etc. rather than informal (that is – rumors, gossips, conjectures and opinions). We planned the communication more focus on ‘what, when, who and how’, but there is no formula about the communication that can apply in all situation. In some circ umstances, change agents may advocate a complete openness of about all the issues to the impact groups. Conclusion This change management is concerned not only for the employee job satisfactions and delights but also for the business organizations to get competitive advantage.In this changing environment, the environment that the businesses operate is rapidly and massively changing. Notable experience is that, in Myanmar, the demographic changes have hugely impact on the Myanmar Businesses. As it is a culture change for Cho Cho Phyu Co. , Ltd, we faced with many problems and it may take more than 1 year for the whole organization to accept and exercise the new culture. Although it is a new culture for the whole organization, it is very beneficial for both employees and employer. Because of that point, we can implement the whole change management in successful behavior. Organisational Behaviour Assignment Performance Review Report ————————————————- Cho Cho Phyu Company Limited Group – 2 â€Å"We can say that there can be a change situation, when the people are dissatisfied with the current status or current situation. † Kurt. W. Lewin â€Å"Change can be happened when the people in the organization are open-minded and willing to change. † U Aye Kyaw(MHR) Acknowledgements We would like to express our sincere acknowledgements to all those who have helped us in preparation for this project.Initially, we would especially like to express my gratitude to our teachers- TakeruOhe, PhosyChanhming, and Yasushi Ishida who give the training of COBLAS Myanmar (Consulting Based On Learning Asean Small and Medium Enterprises). We are greatly in debt of gratitude to all of our Myanmar teachers for their encouragement, unflagging support and invaluable guidance throughou t our project. We are very much grateful to Daw Phyu Phyu Seinn, Managing Director of Cho Cho Phyu Co. , Ltd (SPIKE Fashion Collection) who allows us to do the research in her company and gives us invaluable datas, information and help which is very important for our project.Furthermore, our special thanks are due to the employees in Cho Cho Phyu Co. , Ltd, for their contribution and help in our change process. Last, we would like to offer my thanks to the authors and publishers mentioned in the references for using their materials in preparing this project. Many thanks to everybody who gave us help and support throughout our project. Executive Summary People are talking about the powerful word called ‘Change’, which is really popular in the human society started from the not more than the past three decades.And yes, this will be happened continuously at every time and in every situation. This is also happened in our business environment. Many literatures say that the e nvironment that the businesses operate is ‘rapidly and massively changing’. So, here are only two questions for all the businesses. Those questions are â€Å"kill? † or â€Å"be killed? †. For the business to be successful in the foreseeable future, it has to be killed the change before it is too late. So, the businesses must have aligned its internal arrangement with the demand of external changes.In this project, we focus on the aspect of ‘Starting up the Human Resource Department and introducing about Customer-led Culture’ at the company called â€Å"SPIKE Fashion Collection†, which is a successful fashion brand in Myanmar. ORGANIZATION PROFILE Cho Cho Phyu Company is started with a humble sole trader business structure in 1992, in the Third Capital City of Myanmar, Mandalay. And then, the business moves to Yangon in 2006 and formed as a private limited company. Also in 2006, Cho Cho Phyu company launched a fashion brand called †˜SPIKE’, which offers woman clothing to both business and consumer markets.Now, SPIKE is very popular brand for its local target markets of both Upper Lower and Lower Middle classes who live in suburb areas. Now Cho Cho Phyu hasTwoShow Rooms, in some downtown areas and TwoGarment Factories, which are operating very well. Business Canvas CUSTOMER SEGMENTS 1 Upper Lower Classes Lower Middle Classes VALUE PROPOSITION 2 ‘Spike’ is a fashion brand which is well established and has a good quality and reasonable price to its target market. the design is the main proposition for it, which is mostly emphasise on the comfort and confidence for its targets. CUSTOMER RELATIONSHIP 4Personal Assistant, Email, Phone, Letters DISTRIBUTION CHANNELS 3 Indirect Channel Direct Channel Consignment KEY RESOURCES 6 Reasonable Market Experience KEY ACTIVITIES 7 Cutting, Making , Packaging, Selling and Distribution PARTNERS 8 COST STRUCTURE 9 Social / Environmental Costs Financial Risk Capital Investment REVENUE STREAMS 5 Business community Well established Brand Seven Colour Textile Co. ,Ltd Long Foung Laung Yee ‘Spike’ aims to generate small revenues from a large number of customer designed items. This represents a valuable addition to Spike Fashion Collection. SWOT Analysis Strengths Customer loyalty / relationshipsProduction quality High production efficiency Skillful employees S W O T Weaknesses Poor Human Resource Management Lack of Plan Lack of clear mission, vision & goals Opportunities Changing customer’s needs Technological advance Get offer from ASEAN free trade Fashion trend changes of different ages Threats Changing the taste and preferences of the customers. the direct investment of the foreign companies. Main Issues As Cho Cho Phyu Co. , Ltd is just transforming from Sole Trader business structure to Limited Liability Company (LLC), there are many problems associated with conventional or traditional management style.Many theorist s say that most of the business owners are still getting lost in this change period, as they do reflect and remember their past behaviors, which are very well relevant for them in the past. In this firm, employee are dissatisfied with their job as they do not get the benefits and privileges that can get easily in the external market or in other companies. The Bureaucratic decision-making and less delegating also lead the whole organization to feel stifle and less important. Moreover, no Human Resource Department leads to become unstructured and unsystematic procedure in dealing with employee aspects.As a consequence, there are many unmatched job responsibilities and position. Employees do not know ‘what are their rights? ’ and â€Å"what are strictly forbidden/†. Initial Stage (prelude) We met with the Managing Director of Cho Cho Phyu Co. , Ltd and discussed about the matters that are currently arising within the Company. After discussing about the matters, we m ade an agreement with MD of Cho Cho Phyu Co. , Ltd and we sent TOR (Term of Reference) Letter to make the agreement. After due consideration of all aspects, our group started to work the following activities. Investigation methodsResearch Design Exploratory: After getting the permission from company’s board of director, we started to discuss what factors of Cho Cho Phyu Co. ,Ltd contribute to employee satisfaction. Because of time and budget constraints, we were unable to conduct focus groups or in depth interviews. By doing interview, we developed the research design. Descriptive: To gain a better un derstanding of the problem, and to clarify the research questions, we conducted secondary research to discover what experts say aboutemployee salary scales. This research allowed us to gain a solid understanding of the business.We clearly describe about the process of our research and data process through clear clarification in our ‘Employee Job Satisfaction Report’ . Force Field Analysis For every change management, the most vital thing to consider is that whether this change is needed or not. To know the solution, we made investigations by using interviewing, questionnaire and scanning the environment. After being investigated the whole environment, we can suggest that the Cho Cho Phyu is needed to set the Human Resource Department. As the nature of organization comprises with human beings, there can be complexity of human emotions and psychological implications.People always feel threaten because of change. So in this situation, there is no doubt that this will be happened too. Then when we look at Lewis Force Field, there are two forces – the positive forces for change and obstacles of change. there will be change of the positive forces are greater than obstacles. Driving Forces * Demographic Changes In previous days, there are few places for all customers to buy products or whatever they want. After 1998, the demographic changes inc ur and customers now have habits to buy things at retail stores. Now, customers are very choosy, know they have a right to sue and knowledgeable.Moreover, every customer thinks they are paramount for every businesses. * Various Stakeholders Interests Stakeholders are those who are interested in the business activities and can be affected by the business operations. There is declined in organization’s profit level at those days. Poor customer management skills and overlooking the customers’ needs and expectations made the Cho Cho Phyu bad image. For Cho Cho Phyu, employees are the best valuable assets which cannot be copied or imitate. Also, there is a strong relationship between the Employee Job Satisfaction and Customer satisfaction. * Political ChangesAfter changing government and political policies in 1989, the economic condition of Myanmar is gradually increasing. Changing from socialist economy to market economy gave the Myanmar economy to become more developments and beneficial returns. In 2015, there will be an AFTA (ASEAN Free Trade Agreement) issues. So, many SMEs and large scale businesses are starting to prepare for the unseen able future changes. * Competitors’ Reactions In Myanmar, there are same businesses like SPIKE Fashion Collection. The main rivalries for the SPIKE are D2, ,who are aggressively aiming to satisfy the customer requirements. * Economic IssuesIn Myanmar economy, there are too many uncertainties for every businesses. Also the implication of globalization of markets, organization must learn to break the limited mindset of national markets to compete on a worldwide basis (Ghoshal and Butler, 1992). Restraining Forces * Habits For every complexities, everybody rely on habits or programmed responses. People are difficult to change if they are naturally habited. * Security Even people at the high level can resist if the change is threatening to their feeling of safety. For staffs, there can be a sense of insecurity of being the nature of culture change due to the fear of unknown. Group Inertia Even if individual want to change, there can be resistances, which are constraint to the group norms. In Cho Cho Phyu Company Limited, there are many resistances – perceived habits of the shop floor workers, the current perceived culture of the worker, the status quo of the workers, and uncertainty of the desire situation. So, we made some assumptions that as this is a culturaland department change, the incremental change could be more appropriate forCho Cho Phyu Company in this development process. RESTRAINING FORCES (Obstacles for Change) Present State or Desired State DRIVING FORCES Positive Forces for Change) Lewin’s Force Field Analysis Excerpt from www. changemanagement-coach. com Impact Area Analysis Impact area analysis means analyzing the area which will have impacts because of the nature of effect of change. So, weanalyzed the whole organization and after the investigation, this change is mainly depended on the whole organization but the Top management has already been committed to set up the HR department. Then, the impact area was now clarified, our main aim is to change the perceived culture of the Middle and First Floor level of the organization. The Required BehavioursThe required behavior for this change are as followed: The customers in Myanmar are now very educated, knowledgeable and very complaining. Not only about customer, also the competitive reactions are so intense. So, for retail chain like SHMT Home Mart, the required behavior will be as followed; * Lean and structured Organization * Well and systematic HR Department, HR Policies, Practices and Procedures * Rightful design of job * Better place to work. Prudence that We All need to Aware * This process is a ‘Change’ process. * Examine whether it needs to do or not. * We must have ‘Management’ it well, until it reaches the proper end. This is not an ‘Event†™, this a â€Å"Journey†. * Many people give ‘Bloods and Lives’ during the Change Process. * ‘Resentments or conflicts’ can occur during the whole phase. * We cannot do it lightly, and when we dealt with it ‘there is no turning back’ * There is a ‘Time Constraint’. Role of Change Sponsor or Leader In this change process, Ms. Phyu Phyu Seinn, MD, is the leader, an inspirational leader. Before she communicates about the new ‘Culture’, firstly, she must build the level of trust, which Stephen. P. Robbins means that there are dimensions of integrity, competence, consistence, loyalty and openness.As she is a leader, she must do the to minimize the possible employees’ resistance. The main task for the leader are as followed: * Know his employees. * Know his customers * Think about the desired results * Empower People * Create a Win–Win situation In this situation, Phyu Phyu Seinn acted as a ‘Tran sformational Leader’, that is, â€Å"Leaders who inspire followers to transcend their own self-interests for the good of the organization by clarifying role and task requirements. †, â€Å"Leaders who are also capable of having a profound and extraordinary effect on their follower. † Stephen P. Robbins.For Mr. Chan, changing the nature of ‘Customer unimportant Culture’ to ‘Customer-centric Culture’. Transforming the old believes to new opposite one. On the other hand, Phyu Phyu Seinn also acted as a ‘Sponsor’ who provides resources, authority, or reinforcement neededto accomplish change and has the authority to modify reward systems or otheraspects of organizational culture. Role of Change Agent Change Agent means that â€Å"Persons who act as catalysts & assume the responsibility for managing change†Robbins et al 1994 Qualities of the Change Agent * Flexibility * Objectivity * Commitment Leadership and inspiration o f others * Ability to handle uncertainty * Organizational Awareness * Sense of Humor Here are tasks for the Change Agent, which was identified by for SHMT Home Mart culture change process. The tasks of the change agent are: to get the commitment to the change from the impact groups, to set up and strengthen the change network, to disseminate the information about change, to help and support the groups in implementing change processes, to make involvement and educate others to participate in the change, to monitor the whole change process. The First Stage . We prepared an Employee Profile Form to know the length of services, knowledge, qualifications, and summary of the current position. The total workforce number is 46 in Head Quarter. We made the entire total workforce to fill up the employee profile to know the record of the employees. 2. Analyzed the detail aspects of the job by using interviewing methods. 3. Sent out the job satisfaction questionnaires to know the satisfaction r ate of employee. 4. Redraft and rethink the old bloated and ineffective organizational chart to ensure that human resources are fit with the right job. . Sent out the new job description HR Manager post to set up the proper HR Department. * Posted in Institutes and in some Universities. * Advertised through internet * Linked with Employment Agency * Posted in internal Notice Board 6. Started to with Billion Forces Co. , Ltd to introduce the HRIS software. The Second Stage 1. Draft and prepared Job Descriptions and Person Specifications to know the detail of their tasks, duties and responsibilities. 2. Set HR Policies in line with Organization Strategy and Philosophy 3.Prepared HR Forms in accordance with HR policy and procedures to have a proper and systematic HR system. 4. Completed an Employee Handbook, both in English and Myanmar, which constitutes all the aspects of HR policies, Attendance and leaves, and some procedures. 5. Interviewed to all the applicants, to get the right pe rson at the right job in the right place. 6. Redrew a New Organization Chart, which is more effective, and lean structure than ever. the Third Stage 1. Implement the new organizational structure andHR procedures and rules, and transferred all the necessary HR forms. 2.Set new salary scale level in accordance with secondary research data published by MRS (Myanmar Research Survey), 2011. 3. Held Human Resource Management Training to all the managerial and supervisor level, to know the importance of the Human Resource Management in the business organization. 4. Introduce the new figure print system to know the attendance of each and every employee. 5. Introduce the Employee Cards to record and improve the customer service and know the attendance of each and every employee. MD HR Manager Sr. Operation Manager Finance Manager Sale & Marketing ExecutiveAdministrative Manager Sr. Designer HR Officer As. Production Manager As. Logistic Manager As. Procurement Manager Chief Accountant Accoun tant-1 Accountant-2 Stock Controller Cashier (Shop 1) Cashier (Shop 2) SCM Administrative Officer Sale Manager Mobile Team Leader Sale Staff (Shop-2) Sale Staff (Shop-1) Mobile Team member IMC Officer Jr. Designer Inbound L. Officer Production Supervisors Production Leaders SCM Outbound L. Officer Managing the People issues – Human Resource Management Strategy As organizationis comprising with people, there is more or less human resource factors for us to consider.Torrington and Hall (2008) defined ‘Human Resource Strategy’ as ‘a central philosophy that people in the organization are managed and transition of this into HR policies and practices, to become effective, policies and procedures need to be integrated with business or organizational strategy’. In here, we are needed to be considered is that the HR strategy must ‘Fit’ with business strategy which means ‘employees are seen as key in the implementation of the declared organi zational strategy and human resource strategy is designed to fit with it. ’ Torrington and Hall (2008)The main aims of aligning the HRM with organizational strategy are to ensure the best utilization of Cho Cho Phyu Co. , Ltd employees to generate the organization performance and to reduce the level of risk by arranging and organizing the right people, in the right place, to the right job and in the right time. For human resource issues, we drew a plan, which is to cover most likely cases of Cho Cho Phyu Company people issues. Topics covered for Cho Cho Phyu Co. , Ltd are as followed: Motivating, Training and development, Reward System, managing Psychological issues and Appraisal systems. Motivating or Committing others to Change For every successful change management process, the motivation of the followers is one of the factors to consider. ‘For most changes, people’s past experience of change can affect the level of commitment and willingness to support furthe r change’ John Hayes (2002). So, as this is the first time for Cho Cho Phyu, we have a responsibility to win this change. To motivate the workforce, we set, firstly, a proper goal and linked with the non-financialreward system of Cho Cho Phyu Co. , Ltd.We also set MD and Human Resource Manager as a role model for this change by visiting stores for every weeks, dealing with customers and giving speeches to employees about the importance ‘customers’. * Training Program Another issue during the department start-up time, we need to think about the ‘training program’. This is a new culture, people will not be familiar with it. For the first step, they have to understand what the new culture means for them. As this is the new culture, most of the sale staffs and supervisors would require a certain specific training for their job purposes.Each and every individual employees will be tested to ensure that they do have qualifications, skills and experiences to work with the new culture. We empowered change agents (managers) to persuade the workforce to attend and commit to the new culture. * Reward and appraisal system Another aspect is the reward and appraisal system. Organizational rewards are powerful incentives for improving employee and work group performance. Based on ‘carrot and stick’ metaphor, we set both tangible and intangible rewards for workforce. We made variety of reward, which is linked, with the culture of the organization.Reward such as recognition, contests, games, financial rewards, incentives, employee of the month or year awards which are mainly to show the appreciation for employee effort. We also made the reward systems link to the needs and wants of the individual employees. We used House’s Path-goal theory to motivate the workforce. * Managing Psychological Issues As people are human beings, there was many resistances to the new culture. Many people feel they were defeated, threatened, coerci ve by the new culture. Some people feel demoralized, stressful and frustrated for the change.So, from human resource management view point, we have a responsibility to take care and manage the psychological issues of the affected employees. That is why, we have made an agreement with HR department to make employee assistance program (EAP), stress management program and work-life-balance program. During the culture changing process, there can be some degree of redundancy. So, for survivors from the cuts, there can be shock, bitterness, anger and also peer and group pressures. Survivors need information about ‘why action had to be taken’ and ‘what the future holds for them personally’. Compensation and Ethical Considerations During the change process, there can many be issues like layoffs and compensations for those who resist change. So, we made some financial and non-financial transition arrangements. we arranged transition stay bonus and outplacement progr ams for all the layoffs employees. As most of employees at Cho Cho Phyu are between twenty and twenty-eight, there are much potential for their whole life long. So, Ms. Aung arranged personal career counseling, resume preparation and typing services, interviewing workshops and referral assistance in the outplacement programs.Initiating and implementing the new ‘Customer-centric’ Culture â€Å"The change process goes through a series of stages that, in total, usually require a considerable length of time. Skipping stages creates only the illusion of speed and never produces a satisfying result. †John Kotter, Leading Change To implement the new organizational culture, we were followed the model described by Kurt Lewis (1951). This is one of the best change model that is combining the theories of sociology and psychology, developed a three stage model for large-scale system change. Unfreezing phase This is the establishing stage for Cho Cho Phyu Co. , Ltd, which is forced by the environment to implement the customer-centric culture as their competitors, or back off from this aggressive market. Unfreezing phase is first step of the Lewin’s change transition stages, where people are taken from the situation of being unready to change to the firststep of being able and willing to change. Schein(1995) states that in order for change to occur, there must be a combination of both adding driving force and removing restraining forces.Creating a sense of crisis will bring the whole components in the company into one voice. As the main aim of this stage is to ‘let go’ the old culture of the organization, we, firstly, searched the bad points of the current culture and linked it with the issues and problems currently faced by the SHMT Home Mart. This step is the most important fundamental step for this whole change, we created a crisis – ‘burning platform’ to reduce the level of trust on the currently using culture. According to many researchers, most of the change processes are failed because of the unreliable vision and strategy.So, for second, we created a persuasive vision – ‘what we want to be? , then communicate it to the whole organization, to overcome the current crisis situation of the Cho Cho Phyu Co. , Ltd. By drawing a clear vision and strategy in how to achieve that vision, the employees will understand how the new system will benefit them and they will progressively change their effort to support the implementation of the new culture. We made change agentsto set clear vision of customer-centricculture in implementation process of Cho Cho Phyu Co. , Ltd.According to Lewin, this is a phase, which melt down the old beliefs, assumptions, and paradigm of organization. * Transition Phase this is a changing phase form the old undesired situation to the new desire situation. This is the hardest part for every individual to start. So, Ms. Aung, also made a pioneer team to fac ilitate the change situation. In this phase, the leader has to act like a king or role model. We made some form of coaching, counseling, reward, appraisal system, motivation and other psychological support for this phase.This phase get rid of anything which may vulnerablethe implementation plan of change process, including any unsuitable ideas, company structures, activities as well as existing beliefs which may potentially undermining or threatening the new culture implementation. Linking the reward and performance is very important for all change management process, and also with punitive actions. A sense of motivation is now needed for all employees to go to the goal of the organization. The project team also provided plenty of penalties of options for employee involvement in this change process.Giving opportunities to have delegation and empowerment can get the commitment of the employees. By announcing the short-term success also made the whole organization to generate motivati on. * Refreezing phase At the end of our journey, the final goal is to ‘refreeze’ the situation. Making short-term wins made the whole change process to run smoothly. As this new culture is very beneficial for both organization and staffs, each and every employees are very enthusiastic with the change. But in every change, there can be a ‘Marathon Effect’ that is some people reached the aim while other people are still running from the start.Visionary and icon leadership supports, proper reward systems, and reliable feedback systems made the change process to get success. we also made the training and development sessions for all the impacted employees to get the desired and required results from change management. For every change, there can be a fall back to the old undesired stage. That is why we made ‘burning bridges’ to ensure that there is no way to go back by establishing proper rules, regulations and policies and rewarding the successfu l employees whose behavior are aligned with the desired behavior. Communication StrategyCommunicating about the change throughout the whole organization is also the main point for all change champion, change leader and change agents to consider. Varey also said that ‘culture and communication cannot be separated’. People may feel shock, and deny in the first place, if the communication strategy is not well. So, we found out that we have to arrange it in the right timing during the transition process. We also used both formal and informal communication structure. In this strategy, we made people more rely on the formal communication system (that is – meetings, speeches, briefing, discussion, memo, notice etc. rather than informal (that is – rumors, gossips, conjectures and opinions). We planned the communication more focus on ‘what, when, who and how’, but there is no formula about the communication that can apply in all situation. In some circ umstances, change agents may advocate a complete openness of about all the issues to the impact groups. Conclusion This change management is concerned not only for the employee job satisfactions and delights but also for the business organizations to get competitive advantage.In this changing environment, the environment that the businesses operate is rapidly and massively changing. Notable experience is that, in Myanmar, the demographic changes have hugely impact on the Myanmar Businesses. As it is a culture change for Cho Cho Phyu Co. , Ltd, we faced with many problems and it may take more than 1 year for the whole organization to accept and exercise the new culture. Although it is a new culture for the whole organization, it is very beneficial for both employees and employer. Because of that point, we can implement the whole change management in successful behavior.

Act II of Titus Andronicus Essay

In contemporary prose, but creating a voice and style which is suitable for the character write a dramatic monologue in the style of Aaron reflecting on the motivation for his actions at one point in Act II of Titus Andronicus. Act 2.3 Line 1 (page 114) Enter Aaron alone Hiding a bag of gold is not an act of absurdity; it is an act of retribution that I, Aaron have kindly donated to the spiteful Andronicus. The smell of sweet vengeance under my black second class citizen nose travels up through my right nostril and straight into my wisdom. My wisdom constantly conquering the smell of seduction that passes via the left nostril. Aaron’s mind trapped into achieving revenge. Whatever happens after this bag of gold vanishes, I promise to thee beautiful Tamora I am a man of my word. However a word may not be possibly used to characterize me. Rome’s beloved ornament metamorphosed into the Goths rape hole. The hole in which many men fall into. The day of doom is soon to commence, blood will emerge from these holes. Many years of untouched love will soon experience forced pleasure. Once this deed is done, the empress of my soul will have to be dealt with, the same way ornament of Rome’s chastity will be branded. Aaron digs up a hole and hides the bag of gold The wilderness surroundings are perfect this morning, hardly a bird in sight, the cold wind brushing green leaves past the buried treasure, covering its abused soil. Aaron takes a seat on a shallow tree stump The letter is ready to be sent; the tongue will soon be dealt with. Oh the way these dark tree’s would look more attractive with a hint of Andronicus blood splattered around it, Titus himself has slain his children so I may aswell join him! What sociopath slays there own children? Off with their heads! Here’s to villainy, and here’s to headless Rome. Oh if only headless Rome had Aarons charming eyes there would be no problem! Aaron mounts a big boulder, arises high After this day of doom commences, my lightning will have struck down Bassianus. One step closer to clutch my empress by her waist, her tender soft skin grasping onto my cold rough arms, many years of passionate love, yet so many years left to discover the wilderness of her body, the holes to drill by and the power to enforce to the people of Rome. My avidity towards my very own newborn, to cherish and love. A child to follow Aaron’s footsteps, a child whom will shine in pearl and gold. A child that will also put shame to the name of Andronicus. Alas! The smell of seduction overwhelming me through these thoughts going on through my mind. Time is ticking, vengeance is my priority. Aaron shall go and continue observing ensuring this lightning will strike Bassianus without any witnesses to sabotage this genius plan. Halt. Who continues to approach the great Aaron and interfere with his master plans? Enter Tamora alone with Aaron (466 words) The commentary: Within the first few sentences of the monologue I have used an extended metaphor. â€Å"Constantly conquering the smell of seduction that passes via the left nostril,† this is showing what Aaron is mainly focusing on throughout this monologue. The seduction being Tamora which is clashing with his drive to vengeance, â€Å"The smell of sweet vengeance.† I have used this metaphor to recreate what happens in act 2.3 when Tamora tries to seduce Aaron when she enters, which is showing how driven Aaron is to vengeance. I have put this monologue in before Tamora actually walks in to foreshadow the state of mind of Aaron, this is further backed up by â€Å"smell of seduction overwhelming me† and â€Å"Time is ticking, vengeance is my priority.† The repetition I have used here is used to enforce Aaron’s drive to vengeance. Shakespeare has used alliteration of ‘h’ to enforce Aaron’s drive to vengeance in act 2.3, â€Å"Blood and revenge are hammering in my head† this is what provoked me to repeat the idea of vengeance and seduction in the structure of my monologue; it reflects what Aaron is trying to conquer. I have repeated the word â€Å"hole† throughout this monologue because I realised a lot of the main events that occurred during Act 2.3 revolved around the idea of a hole/pit/ditch; â€Å"Metamorphosed into the Goths rape hole. The hole in which many men fall into.† Bassianus is found dead in a pit followed by Quintus and Martius who also fall into this â€Å"unhallowed and bloodstained hole.† Lavinia also having her ‘hole’ violated by force. The constant reference to a hole represents a mark of death; â€Å"blood-drinking pit.† It also can refer to the two fertile holes in this act which is both shown, the rape of lavinia and the seduction from Tamora. â€Å"Blood will emerge from these holes† this quote continues to symbolise the inevitable rape and death events due to take place soon in the act. â€Å"Hiding a bag of gold is not an act of absurdity; it is an act of retribution† by using this quote this is showing that Aaron is seeking retribution. I used the word ‘retribution’ due to Aaron’s stature in 1593 where Titus Andronicus was set; throughout the play he is referred to â€Å"Moor† and looked as a â€Å"devil† due to his â€Å"hue.† â€Å"Ay, like a black dog as the saying is† â€Å"Aaron will have his soul black like his face† here he is embracing what has been forced upon him. He has referred himself to a ‘black dog’ it’s almost as if he is doing these heinous deeds to fit his stereotypes. Shakespeare has referred black people to animals; ‘a toad.’ Throughout the book Aaron gets agony over the coulor of his skin. This can explain the motivation of his evil, as he has been treated like a second class citizen for far too long; he has been a victim of society. This is why this â€Å"bag of gold† is going to help him redeem retribution; the bag of gold is also referred to â€Å"buried treasure† which shows this bag has meaning, the stage direction of him burying in a hole shows this as well. In the start of act 2.3 he orders Tamora around, â€Å"Now question me no more; we are espied† from analysing this quote it goes to show that Aaron spends a lot of time planning his actions before executing them which shows he is very organised. I have reflected this in my monologue by using directional hypothesis in his words. â€Å"Tongue will be dealt with† â€Å"lightning will have struck down† by using the word â€Å"will† it is showing his determination in his planning. â€Å"Continues to approach the great Aaron and interfere with his master plans? The rhetorical question used here shows that Aaron’s character is much organised, it is also meant to show the hubris of him as a character as he has referred to him in 3rd person aswell as calling him â€Å"the great† and that his plans are â€Å"master plans.† All of the planning ahead and self belief in his words reflect his arrogant, self confident mind frame. â€Å"Sociopath slays there own children?† I have used these exact words to debate on how a character of such pure evil can contrast to the hero of the play. Titus having slain his son is looked down upon by Aaron, who from my eyes of the play is the sociopath. Me using the word ‘sociopath’ in this way shows that Aaron himself may not know that other people may class him as the sociopath; to him he is just that â€Å"second class citizen.† This could be the reason for his motivation of evil as throughout the play he is known as Aaron the ‘barbarous moor.’ Shakespeare has used stereotypes to Aaron’s skin coulor which suggests he is nothing but a typical evil black man; funnily enough his character reflects this throughout the play. I have used the quote â€Å"However a word may not be possibly used to characterize me† to suggest even Aaron himself does not know what he is; he has a richly complex and ambiguous appeal. In at 2.3 when he tells Tamora â€Å"Blood and revenge are hammering in my head† but does not tell us any specific reason why apart from the war against the Goths and Rome suggests his actions are all evil. When it comes down to children he seems to have an interesting contrast to parenthood compared to Titus. I have foreshadowed Aaron’s kindness to children because later on in the play he himself has a child. â€Å"A child whom will shine in pearl and gold. A child that† this quote is meant to show Aarons desperation to children, this is also the reason why I have mentioned Tamora’s seduction to be on his mind as much as revenge, revenge is his priority yet it makes sense why Tamora could is his second priority. The stage directions used in this monologue is also briefly showing Aaron is up to something, Enter Aaron alone, Aaron digs up a hole and hides the bag of gold, Aaron takes a seat on a shallow tree stump, Enter Tamora alone with Aaron. From these stage directions the structure of them is leading to something inevitable, I have used the stage directions in this effect because Shakespeare uses a lot of stage directions throughout Titus to structure the scene chronologically so it is much more effective. Overall Aaron can be interpreted as this loathsome, diabolical character with an obnoxious attitude. However I ultimately think those who are brought up in a society where being a different coulor is basically illegal influences the way the character undertakes life later on. I think the evil that lurks inside Aaron is innate, and it is there not to inflict pain, but to deliver an act of retribution due to the way he has been treated in early life.