Physical Security Essay

A six foot fence secures the outer perimeter. Video surveillance is active on the north fence and inactive on the south. A manned guard station permits entrance into the outer perimeter from the west; an unmanned and unlocked gate permits entrance from the east. No Trespassing signs are posted at intervals upon the perimeter fence; Employees Only is posted on the gate. Visitors must obtain a pass at the guard station. The outer perimeter contains the parking lot and office building. The perimeter has two light posts that, when functioning, illuminate the entire parking lot. Currently, the light post on the south side is not functioning. The office building exterior has three outer doors and one window. The first door is marked with an Employees Only sign and requires a badge for access. The second door is the main entrance for visitors and is manned by a guard, who requires a visitor’s pass for admittance. The third door is an emergency exit only and is clearly marked. Any attempt to gain access through the first door without a badge, the second door without a pass, or the third door at all, results in alarm activation and guard response. The window is locked from within; any attempt to gain access through the window also activates the alarm and alerts the guard. The interior of the office building is segmented into two major areas. The first area is the employee workstation; only employees can access this area. Visitor and employees can access the second area. Both the first and second areas are monitored by active video surveillance. The second area has two doors, both of which lead to smaller offices. The first door is unlocked, but is within sight of video surveillance and employees within the work station. A visitor trying to attempt access to this office results in alarm activation. The second door is obscured from both employees and video surveillance and is unlocked. Each office contains valuable assets. Employees can access either office at will. Within the workstation and smaller offices are several computers. Passwords are required for access to each computer. Each employee has a password and can access network information at any time.

Resourcing Talent †Aneta Bar Essay

In this report we will look at Resourcing Talent in organisation. Talent Planning describes an organisation’s commitment to recruit, retain, and develop talented employees to meet organisational needs. Factors that affect an organisation’s approach to attracting talent: There are many factors that affect an organisation’s approach to attracting talent, one of them being the image of the organisation. This has a great influence on attracting talent. An organisation with a good image may find it easier to attract and retain employees. The image of the company is based on what they do and how they are perceived. Actions like good public relations can help earn image. Also branded companies may find it easier to recruit, compared to a nameless brand. This is because they are better known to the public and therefore they have more to offer candidates such as higher salaries, benefits and bonuses. Another factor that influences attracting talent is the size of the organisation. Larger organisations may find it easier to attract talent. At Bupa where I am currently employed for as a large company is in a better position financially for recruitment and advertising and is able to attract a wider range of applicants to choose from. The size and reputation of the company has also an impact on potential candidates.The unemployment rate also has an important part to play in attracting talent. If the unemployment rate is high, it is easier for an organisation to attract talent, as the number of candidades applying for jobs is higher too. It makes it easier to attract the best-qualified applicants. Another factor is supply and demand. This refers to the availability of manpower internally and externally to the organisation. Organisations need to consider the current supply and demand. Some companies have a higher demand for more professionals and there may be a limited supply in their market. They may have to rely on internal sources by providing them with training and development. Organisation benefits of attracting and retaining a diverse workforce: It is increasingly important to attract and retain a diverse workforce. This means organisations should ensure they recruit and retain the best person from the talent base regardless of gender, sexual orientation, age, race, religion, or disability, and there are many benefits to this. It improves the knowledge of how to operate business in different cultures and countries. Diverse workforce can bring new ideas, cultural, and educational experiences which will be of great benefit to the organisation. Also employees that can speak different languages can be seen to be valuable assets to the organisation. Companies become better placed to understand international markets and represent different customers, which allows them to expand their business in different countries. It will reduce the risk of discrimination claims which means organisations should be kept up to date regarding employment legislation. Factors that affect an organisation’s approach to recruitment and selection: The recruitment and selection process is one of the biggest factors that affect an organisation’s approach to recruitment and selction as they have budget and cost restraints. If a business is financially secure than they can spend more money on the best recruitment and selection methods. Before an organisation starts the recruitment and selection process they also need toconsider the budget that is available. The company may not be able to offer attractive benefits to attract the best candidates, which could put them behind their competitors. To avoid this disadvantage online recruitment websites instead of agencies to headhunt candidates can be used achieving similar result. Another factor that can be taken to account is that some organisations have recruitment policies, which aim to provide clear guidance to managers in relation to the selection and appointment of staff. This provides them with a structured process for everyone to adhere to and ensures candidates are assessed fairly, valued and treated with respect. These policies also ensure the organisation is consistent with employment legislation. HR planning is also a key factor affecting the approach to recruitment and selection. HR planning and the recruitment and selection  process are highly related to each other. The objective of recruitment is decided in HR planning. It allows HR managers to do an analysis of the organisational needs. An example of this could be the organisational strategy may determine the need for graduates in a graduate scheme to change the organisational structure for which they will ask the HR function to conduct recruitment and selection process for hiring graduates only. Benefits of different recruitment and selection methods: There are a number of methods an organisation can use in order to recruit staff. Recruitment agencies are an effective tool as they save valuable management time and they can also decrease the administratve load for the organization. It can also remove a lot of unnecessary stress and hassle. Internal recruitment is another method used. It is cheaper and may be quicker to recruit. It also provides opportunities for promotion within the organisation, which can be motivating for staff, and they are aware of the strengths and weaknesses of internal candidates. The Internet is now a popular recruitment method that comes with many benefits. Online recruitment allows the organisation to reach a large number of candidates quicker and is cheaper. Many organisations are now using social networking sites such as Facebook, LinkedIn, and Twitter. As for selection methods online Screening & shortlisting is used very often. Initial screening of applications is usually based on an assessment of a candidate’s experience and qualifications against the job’s requirements. Scoring mechanism – easy to see how well someone fits the requirements/ easy to sort into areas of strengths Interviews remain the most common selection method, with competency-based interviews being the most popular across all sectors. All organisations continue to conduct interviews face-to-face but increasing numbers also use telephone interviews (56%) and nearly a third also use video or Skype interviews. to Face interaction – get to know the candidate. (CIPD factsheet p. 4 http://www.cipd.co.uk/resourcingtalentedplanningsurvey Face] [accessed 01 May 2014] Application Forms & CV’s. Application Forms – Ensures same information gained from all candidates to help achieve consistency.  Application forms – Makes th e selection process more fair on the other hand CV’s – benefit more applicant as existing CV can be updated and tailored to the job quickly (website used – http://employers.grb.uk.com/selection-methods, [accessed 01 May 2014] Explains at least 3 perposes of induction and how they benefit individuals and organisations: Induction is the process of introducing a new employee into the organisation. The responsibility for an induction should be shared between HR, line management, and learning and devlopment functions. There are many benefits for the new recruit as well as the organisation. A good induction reinforces positive first impressions and makes new employees feel welcome and ready to contribute fully. It is a good way to familiarise a new emploee with the culture, practices, policies, and procedures of the organisation, which will have an impact later on how they carry out their duties. In addition to this there are ‘public relations’ benefits from carrying out effective induction as an employee impressed by their choice of employer may advertise the fact and make it easier to attract new employees. Good induction also prepares the employee to compete better in a competitive marketplace, which has a direct impact on their early success and therefore also motivates the employee. In the organisation I currently work for they want people to be happy to work there and to excel in their role. Keep the excitement of starting in a new role alive with a well-planned induction. There are always some policies to learn but there should also be some thought-provoking videos to watch and some really interesting people to meet. As a sign of improvement they are planning are launching the BBS’ induction on Bupa Learn. There is also a new starter checklist for managers with an induction plan and sign off list for new starters. It is important for an organisation to use a number of methods for recruiting and selecting candidates as it has a significant impact on the future of the business. Attracting and retaining a diverse workforce is also of huge importance as it enables the organisation to attract the best talent. Lastly effective induction is crucial too. It helps the new employee to know the company better and integrate. It can also help new emploee to compete better in a competitive marketplace. Online references: CIPD Resourcing talented planning survey p.4 [online]; factsheet, [accessed 01 May 2014] http://employers.grb.uk.com/selection-methods, [accessed 01 May 2014] http://www.cipd.co.uk/hr-resources/factsheets/diversity-workplace-overview.aspx, [accessed 01 May 2014] Activity B – Interview Observation Content: 1. Job description & person specification 2. Job ad 3. Selection criteria 4. Shortlisting record 5. List of Interview questions 6. Interview assessment form 7. Notes 8. List of records from R&S process which will be retained with explanation of the legal requirements 9. Letter to both successful and unsuccessful applicants 1. Job description & person specification RETAIL GROUP JOB DESCRIPTION JOB TITLE: Human Resources Officer REPORTS TO: Store Manager DEPARTMENT: Human Resources SECTION: Human Resources for Brighton Retail Group Branch CONTRACT HOURS: LOCATION Permanent 25 hours Brighton PURPOSE OF JOB To manage all staffing and training duties associated with the running of a store with 150 employees. To provide a high quality customer focussed HR service and administrative service, dealing with both internal and external customers. PRINCIPAL ACCOUNTABILITIES To manage the staffing of the Brighton Retail Group branch which includes recruitment, processing leavers and absence management To contribute towards designing and administering training for all new and existing staff in the Brighton Retail Group branch, liaising with the Learning & Development team to arrange training where necessary. Administer all basic transactional HR processes in accordance with legislation, Retail Group’s policy and good practice Maintain employee data on the HR systems, ensuring accuracy of data Complete electronic and manual documentation related to transactional HR processes within statutory and operational deadlines Electronically file HR documents and manage workloads efficiently Provide general administrative support General Accountabilities Respond to written and verbal enquiries from internal and external customers To co-operate in the implementation of the Retail Group’s Health and Safety policy To report any unsafe act, or condition, any accident or incident according to Health and Safety Policy To uphold and carry out the duties of the post with due regard to the Retail Group’s Inclusive Company Policy. The list of duties in the job description should not be regarded as exclusive or exhaustive. There will be other duties and requirements associated with your job and, in addition, as a term of your employment you may be required to undertake various other duties as may reasonably be required. Your duties will be as set out in the above job description but please note that Retail  Group reserves the right to update your job description, from time to time, to reflect changes in, or to, your job. RETAIL GROUP PERSON SPECIFICATION JOB TITLE: Human Resources Officer SALARY:  £27,000 –  £30,000 DEPARTMENT: Human Resources SECTION: Human Resources for Brighton Retail Group Branch Essential Job Related Education, Qualifications and Knowledge GCSE pass, or equivalent, in Maths and English Essential Experience Experience working in an HR environment with practical knowledge of a generalist HR role Experience with contributing towards designing and delivering training Experience of working in a customer focused environment Able to demonstrate a commitment to the principles of Equality Act 2010 and to be able to carry out duties in accordance with the Retail Group’s Equalities Policy Desirable Experience Experience working in a retail environment Essential Skills and Abilities Good written and oral communication skills Good organisational as well as ability to prioritise workload efficiently. Good administrative skills Good ICT skills including knowledge of Microsoft Office and data management systems Ability to deal with confidential and sensitive information Ability to accurately process a high volume of work in a busy and highly pressured office environment and work to strict deadlines Good team working skills and the ability to use own initiative Ability to coach and support other members of staff Ability to establish and develop working relationships with internal and external customers. Desirable Skills and Abilities Ability to liaise with other teams and members of staff to ensure work is completed Flexible approach and a willingness to adapt to change. Other Requirements Commitment to acquiring awareness and knowledge of Health and Safety policy and practice as it applies in the work area and ability to adhere to practices and instructions 2. Job ad Job Title: Human Resource Officer Company: Retail Group Contract type: Permanent, Part time (25 hours per week) Closing Date: 1st April 2014 Interview Date: 30th April 2014 Salary:  £27,000 –  £30,000 Retail Group is a group of constantly evolving brands and has experienced incredible growth over the last few years. We need talented, dynamic and creative people to join us on this exciting journey. We are seeking an enthusiastic and experienced HR Officer to join their popular and effervescent Brighton store team. At Retail Group, we pride ourselves on giving our staff the tools they need to not only perform their role to a high standard, but to excel at it and build a successful career in an exciting and fast paced environment, with a selection of benefits including competitive salary. If you’re ambitious, forward thinking, passionate about providing excellent customer service and have experience of working in an HR role previously, this opportunity could be for you. The role will involve managing the staffing and training of the Brighton Retail Group branch which includes recruitment, processing leavers and absence management, maintaining the HR system, contributing towards designing and administering training for all new and existing staff in the Brighton Retail Group branch, liaising with the Learning & Development team to arrange training where necessary and other administrative duties. The contract is being offered on a permanent basis working 3 days a week, and is ideal for someone seeking to continue with their professional development with a high profile organisation. Please  see the job description and person specification attached for further information regarding the role. If you would like to be part of our company please visit our website and apply online. Please submit a brief Supporting Statement showing how your skills, knowledge and experience meet the person specification of the post. We are passionate about equal opportunitie s and welcome a broad diversity of talent to apply. Based on the above the candidates that were shortlisted for the interview are Sarah Green and Georgia Black. They achieved the highest scores and on that base they will be invited for the competency based questions interview on 30/04/2014. Introduction The HR department has followed a recruitment process for filling a vacancy request for â€Å"HR Officer† at Retail Group. The recruitment process outlined below highlights the main elements for filling this vacancy, which includes: Planning, Resourcing and Selection. Planning: Identifying need for recruitment. Setting the criteria for the job (drafting job description, person specifications, set of skills and competencies) Resourcing: drafting a job advertisement. Shortlisting: interview-based competency which at the moment are very popular among recruiters. Selection: Offer of the Employment Reason for Recruitment There are three main reasons why we are recruiting for the position of â€Å"HR Officer† at our company: 1) Growth in Business Operations: Our insurance company is growing and consequently the business is increasing. We need employ an additional staff member to manage the growing number increasing set of responsibilities and functions at the Brighton Office. 2) Change in Business Objectives: Need for diversity in terms of nationality. 3) Employee Exit: the person previously in charge running the overall office services at the Brighton Office has been re-located to another branch. A new team member is required to run the existing operation and ensure efficiency and control over the team and in case of additional functions. 5. Shortlisting criteria 6. List of Interview questions INTERVIEW 1: SARAH GREEN Welcome – Lydia (2 minutes) Welcome, introductions and reason for so many people (Lydia, store manager, Aneta HR Manager, Staurt HR Manager, Ester Head of Retail Operations) Drink before we start?  Applied for HR Officer, managing the staffing and training duties associated with our Brighton branch and providing a customer focussed HR and administrative service. Structure of interview – Time, number of questions, competency based questions, feel free to ask questions or ask us to repeat anything your not sure about Will be taking notes during interview, these along with your application form and details will be kept confidentially in line with the DPA on record for 6 months Question 1 – Lydia: Can you give us an example of when you have used your initiative within a team and what was the outcome? (4 minutes) Question 2 – Stuart: Can you describe a time when you have given excellent customer service? (4 minutes) Question 3– Ester: Can you give us an example of a time you have dealt successfully with a situation that didn’t go according to plan? (4 minutes) Question 4– Aneta: Can you give us an example of when you contributed to designing and delivering a training plan? (4 minutes) Close Aneta: Do you have any questions? Can I just check you’re happy with the proposed hours of 25 a week over 3 days? Salary confirmed at offer stage, subject to experience (27-30k) We have some other candidates to interview within the next few days. We will make a final decision within the next week We hope for the successful candidate to start at the end of May, subject to pre-employment checks and length of notice period If you wish to contact us with any questions or concerns in the meantime please do hesitate to contact any of us. INTERVIEW 2: GEORGIA BLACK Welcome- Ester Good afternoon thank you for coming, please take a sit. These are my colleagues (Lydia, store manager, Aneta HR Manager, Staurt HR Manager, and I am Ester Head of Retail Operations). Can I get you anything to drink? I hope the information we sent you by email was helpful to find us. So how did you hear from us? What did you hear about our company? â€Å"We are a retail company with 30 stores in the UK, and our company is growing every year. Our Brighton store opened a year ago, and we’re looking for an HR Officer to join our team of 150 employees. The interview will last around 20 minutes,  and we’ll each ask you a question Will be taking notes during interview, these along with your application form and details will be kept confidentially in line with the DPA on record for 6 months Question 1– Ester: Can you give us an example of a time you have dealt successfully with a situation that didn’t go according to plan? (4 minutes) Question 2 – Lydia: Can you give us an example of when you have used your initiative within a team and what was the outcome? (4 minutes) Question 3– Aneta: Can you give us an example of when you contributed to designing and deli vering a training plan? (4 minutes) Question 4 – Stuart: Can you describe a time when you have given excellent customer service? (4 minutes) Close Stuart: Thank you for attending today’s interview. That completes our questions for you – do you have anything you would like to ask us? Can I just check you’re happy with the proposed hours of 25 a week over 3 days? Salary confirmed at offer stage, subject to experience (27-30k) We have further candidates to interview, but will be looking to make a decision within the next week, so you should hear from us no later than 1 week time. We’re hoping for the successful candidate to start at the end of May. Once we have made our decision we will also be happy to provide feedback should you wish to receive it. All offers will be made on basis of receiving 2 satisfactory references – are you able to provide these? In the meantime, if you think of any questions after you leave, please feel free to get in touch with us and we’ll be happy to help. 7. Notes INTERVIEW 1: Candidate’s Name: SARAH GREEN Post: HR OFFICER Panelists: Aneta, Stewart, Lydia, Ester Date: 30th April 2014 Score: 77.8% * Candidate seemed confident and has a positive attitude, * Demonstrated interest in working for RETAIL GROUP, * Implemented a train plan to motivate staff and improve sales as hadn’t hit target for 6 months. Since doing this, has increased sales. * She has knowledge on how to combine HR and some training experience within self and safety. Also the candidate has the experience of delivering induction to new starters, (not to large group though), *Gave an example about helping an internal customer service to achieve their goals and in the same time she shown her own initiative, * Displayed experience in presentation design and delivery through her work in committees , * Displayed fluency in English, * Able to express herself easily, * Low tone, needed more time to think but when speaking but confident, *Asked few questions at the end of the interview re benefits and working hours, * She is interested in the job as she feels that it would provide growth to her career, INTERVIEW 2 Candidate’s Name: GEORGIA BLACK Post: HR OFFICER Panelists: Aneta, Stewart, Lydia, Ester Date: 30th April 2014 Score: 88% * Candidate seemed confident and has a positive attitude. *Described previous retail experience in retail – currently not working in this sector but showed interest to work in retail again as enjoyed it in the past, * Displayed training experience and skills with large groups (40+) as per her role at Sussex University (developed and delivered a new system that combines IT and HR,) *Provided example about employee who didn’t receive their salary in their last month and Georgia had to communicate/liaise with other teams, including senior members of staff, to resolve the problem calmly, resulting in the employee being paid correctly. * Doesn’t do any administrative tasks at her current job only checking employment contracts where there is a problem, * Able to communicate with senior managers and entry level employees *Provided good customer service to an internal customer (employee) who hadn’t had their induction so took it upon herself  to carry this out and the customer was very happy and felt well integrated af ter. * Described previous experience inn working within a tight timeframe and prioritizing tasks according to an action plan. (currently her deadlines are quite flexible), *Asked if she could work from start 10 am – 6pm due to childcare, *Asked for 10K more due to the extensive experience, Selection criteria 8. List of records from R&S process which will be retained with explanation of the legal requirements The information may be requested about any disability that might affect someone’s application – for instance if there are any reasonable adjustments that the organisation may make to assist in the application process or in the job itself. Recruitment records should be kept for a period of time, perhaps six months, in case of any discrimination challenge, or if a vacancy occurs and the organisation believes that any previous applicants may be suitable – it can provide a short cut in the recruitment process. That is, for compliance purposes it is essential not only to retain records but to be able to access them for mandatory self-audit and government reporting as required. As per the above the records from the interview with Ms Sara Green & Ms Georgia Blackthat will be retained and these are as following: Job descriptions, setting out the purpose, duties and responsibilities of each job, Person specification, setting out the characteristics and competencies necessary in the person who is best suited to perform the job, A list of question asked during the interview process, An interview assessment form, Notes from the interview, A copy of passport, A copy of proof of Right to Work in the UK, Source: http://www.acas.org.uk/media/pdf/7/r/B03_1.pdf), p. 5

Personal statement Essay Example | Topics and Well Written Essays - 750 words

Personal statement - Essay Example I feel as though I have always learned lots in school, but never had the grades to reflect my efforts. I also tend to keep to myself when it comes to studying, so I thought studying with others might help me improve my grades. Finally, in high school, I learned that my time management skills were not very good. This often caused stress that I didn’t need to experience. As I look back on these goals, I feel really great because I have accomplished all three. If all goes well, I will have a 3.0 GPA. It may actually be higher if I do well in my most difficult class. I met some great friends on the first week of school and we formed a study group that meets each week. I have never studied with other people and found this to be a great way to learn and to meet people. I hope that next semester will find many of us taking the same classes so we can study together again. I can say that I met my third goal because I did not freak out a single time this semester as a result of forgetti ng or putting off a project, paper or test. I did feel a lot of stress about my grades, but that was simply because I wanted to meet my goal of earning a 3.0 GPA. I would call it normal stress, as opposed to stress caused by wasting my time or procrastinating. Time Management and Study Skills are the topics that meant the most to me this first semester at ASU. I knew that this was a weakness of mine coming into college. My first reaction to the topic when it was introduced in class was something like, â€Å"Oh, yea, this is what I need.† I think that the skills we talked about in class were helpful, but more than anything else, I think I am maturing and realizing that reaching goals is directly connected to decisions I make about work and study habits. I know that for the first time in my life, I actually wrote down assignments in a planner and scheduled set study times. Establishing a study group was a big part of this success, but I actually went to the library on several o ccasions by myself to study for tests. This was not a typical behavior for me in the past. Managing my time this first semester made me feel in control. I was able to think about studying because I blocked time out for studying and stuck to my schedule. Sticking to a study schedule was difficult, but I was able to do it. If I had to point to any one thing that helped me this first semester, it would be scheduling time for studying. My first semester was great. I feel as though I have been successful in many ways. The single most enjoyable thing about this semester was my study group. Having fun people from my classes to meet with made me want to engage in studying more often. I never have experienced this before and I think that it is great. One concern that I have is that I will not be able to meet with the same people next semester. I guess I just need to trust that I’ll just meet more interesting, fun people. One of my biggest challenges this semester was meeting up with b eople that knew me before I came to ASU. I was not the best student and did not always have the healthiest lifestyle. These people were not supportive of my educational goals. All they wanted me to do was to hang out. It was difficult for me to tell these people that I just didn’t want to be that person anymore. It was hard to say to old friends that I had changed and I was moving in a new direction. What gave me the strength to do this was the new friends I met during this first semester. I am excited for the next semester and all of the

Documentation of learning Essay Example | Topics and Well Written Essays - 1750 words

Documentation of learning - Essay Example It will lead teams to work together and achieve a high level of performance. During the semester I have learned very valuable lessons from teamwork and diversity in global environments. I learned how team diversity can have a positive impact to the team if team members are able to manage it well. Additionally I am in a position to better understand and deal with issues that may occur in a team. Also I learned how to lead people to accomplish high performance teams. When team members are able to accept differences and respect other backgrounds, they can focus on their ultimate goals and overcome their obstacles in pursuing their finish line with effective ways. I have learned many important things from this class, but in my perspective there are three most important aspects from this course. The most important aspects from the course are my daily activities in this semester that may lead the team to perform, setting up common purpose, motivating the team, and giving feedbacks. Setting s up common purposes or goals are the first most important element before the groups goes further. â€Å"Real teams are not just a collection of individuals reporting to the same manager. They are people who must depend on each other to get the job done† (Johnson, pg.13, 2013). ... For example I have learned theoretically frameworks from professor’s Milter class by giving presentations in class and practically in my Indonesian organization (PERMIAS). I am the president of this organization and I had first task from Indonesian ambassador to host Indonesian cultural events to promote Indonesian to the USA citizens at October 19, 2013 in Washington D.C. The Indonesian ambassador wanted me to arrange Balinese cultural dance because he wanted to introduce this Indonesian dance to USA’s society. My first obstacle was to convince my group members to work together arranging a Balinese show dance. I have 17 members in my team who come from different areas in Indonesia. Each of my group members had different ideas. Some of them didn’t agree to arrange this event because they wanted to show traditional dances from their own regions. Some thought that Javanese dance would be more interesting and there were people who wanted to organize Kalimantan dance s. After several meetings I couldn’t find a solution to make them focus on one goal, thus I approached them one by one by arranging non-formal meetings such as dinner and lunch. I discussed with them by telling them that the most important thing in this event is to arrange Indonesian culture. Balinese dance is one of the Indonesian traditional dances and it can represent Indonesian. We can perform other traditional dances after this event. I told them that focus on one goal is very important. In the end all of them accepted it. Even though they are not from Bali my teammates still want to arrange this event. My Indonesian cultural night was a huge success. The initial conflict while trying to focus on one goal is very crucial. As a group leader I should

Contemporary Punk and Rock Bands In Religion Essay

Contemporary Punk and Rock Bands In Religion - Essay Example On the other hand, as science progresses to unparalleled heights, belief in a supreme being soars as well so that in a world of increasing chaos and confusion, the presence of individuals and groups that profess their found peace, calm, and sustenance serve as an oasis, if not an inspiration altogether for those who are in between. In many instances, personal beliefs and interests serve as jumping point for careers such as those who love cuisines putting up their own restaurants, divers serving a diving instructors, and related tasks and forms of occupations. This can be said about musicians, too. It is just a matter of interest and personal inspiration. But to some, it may go deeper, or elsewhere. This essay shall try to establish if faith weighs far more than fame for contemporary punk and rock bands through observation and previous literatures. I myself would have loved to interview bands to find it out but due to time and resources constraints would have to use any available sources. Discussion: Religion and Pop Culture It has been suggested that there was a notable relationship between religion and the construction of the identity of the United States of America as can be glimpsed in literatures (McCloud, 2004; Hendershot, 2004; Chidester, 2005). McCloud (2004) traced news coverage of religious movements from the 1950s banal tone and exoticism to brainwashing and coercion in the 1970s and beyond arguing that these served to reinforce assumptions that traditional Christianity is central in US life. Likewise, it also allowed the perceived "outsiders" of the white, middle class and heterosexual fold to be prejudiced. Hendershot (2004), on the other hand, offered an intriguing rationale traditional adherents engage in the consumption and development of a Christian retail industry, arguing further that "to purchase Christian products is to declare one's respectability in a country in which people are most often addressed by mass culture not as citizens but as consumers," (p 30). She proposed that Christian media have become more ambiguous citing crossover artists Jars of Clay, Sixpence None the Richer, Hansen and Creed in the Christian music industry who attained wider audience using insider language in order to appeal to evangelical supporters. Chidester (2005) suggested that "to recover the religious, creative, and imaginative capacity of America, we need to understand and appreciate the religious work and religious play of authentic fakes in American popular culture," (p vii). Butler's (2003) review on 1970s rock-an-roll band Black Oak Arkansas and their "Lord Have Mercy on My Soul" from the album Black Oak Arkansas had him comment that the "preoccupation with damnation and salvation [] is no aberration in the southern rock movement [] bands [] often expressed a seemingly earnest preoccupation with religious matters. The songs lyrics and personal lives of southern rockers demonstrate a constant struggle between sin and salvation." (p 73). He also noted that the use of evangelical ethos is seemed to be easily camouflaged with the rebellious lyrics. Spiritual Punk Rock But this essay will not look further. The most notable punk rock band Nirvana, or its late frontman Kurt Cobain will be the focus here. Zajicek (2006) quoted lecturer Dennis O'Brien, "I think he was a very religious man. He was very much influenced by Christianity, and if you listen closely enough to Nirvana, you'll find all kinds of religious thematics. You'll find that's true in a lot of rock music," referring to Cobain. In his "Smells Like Teen Spirit" 1991 anthem, Cobain wails, "I'm worse at what I do best With the lights out it's less

Engineering Challenges Assignment Part II Example | Topics and Well Written Essays - 500 words

Engineering Challenges Part II - Assignment Example Carbon dioxide has been said to be the primary contributing factor towards global warming in the recent past. This is as a result of the growing burning of the fossil fuels for industrialization purposes. The challenge for engineers, in this case, is the capturing of the carbon dioxide produced by the burning of the fossil fuels and disposing of the gas out of the atmosphere. The chemical systems that already exist and can separate carbon dioxide in beverage carbonation for commercial purposes would require a greater economic input for this extraction in other industries. The separation of carbon dioxide from the oxygen and nitrogen as used in industries would mean that a restoration of the combustion process system in all industries which are economically feasible; would reduce the amount of carbon dioxide in the atmosphere. Carbon dioxide capture, therefore, is not the significant challenge to the environment but its sequestration (Hoffert et al., 882). Research has shown that by the use of advanced methods of generating power by use of coal-gasification methods, would help in filtering out carbon dioxide by adding steam to produce hydrogen that is more environmental friendly. The discovery of the method on how to isolate carbon dioxide from the atmosphere is a milestone for the environmental engineers in their quest for creating a better living environment. Industrialization and emission of the carbon dioxide are on the rise due to the industrial advancement and human curiosity. Carbon dioxide being on the rise has resulted in a boost in global average temperatures. If the carbon dioxide levels are not contained, their consequences will lead to disruption in the weather, rise in sea level and changes in agricultural production on the decline (Figueroa et al., 16). Engineers have conducted research on how to isolate carbon dioxide from the atmosphere

Uninsured 2 Research Paper Example | Topics and Well Written Essays - 750 words

Uninsured 2 - Research Paper Example Mayo Clinic is a non-profit medical practice as well as a medical research group that is based in Rochester, Minnesota. The medical facility was founded in 1889 and its current Chief Executive Officer is John Noseworthy. It original founders include Charles Horace Mayo and William James Mayo. It mainly serves North America and has its headquarters in Rochester, Minnesota in the United States (Fye, 2010). Mayo hospital was found to have an asset value of 6.947 billion USD, with an annual generation of revenue at 3.137 billion USD. Moreover, the medical facility employs more that 3,800 scientists and physicians and has 50,900 allied health staff (Mayo Clinic, 2013). This has enabled the hospital to propel itself be near the top of the U.S News and World Report list of â€Å"Best Hospitals† for a period of more than 20 years. The Mayo Clinic is significantly present in three U.S metropolitan areas: Jacksonville (Florida), Rochester (Minnesota), and Phoenix (Arizona). As a consequence, in 2013 the U.S News & World Report ranked Mayo Clinic third overall hospital in America. (U.S. News & World Report, 2013). As pointed out by Baier (2012) the American data has shown that the number of Minnesotans aged 65 years and above will rise by 40% in the next 10 years, shifting demographics which are already evident. These patients in the previous year accounted for approximately half of the 1.1 million patients visiting the Mayo Clinic Health System and Mayo Clinic. With regard to research, researchers from Mayo Clinic contribute significantly to the comprehension of best clinical practices, disease processes, and translation of findings from the laboratory to the clinical practice. It has also been shown that it spends over $500 million annually on research. The health facility employs an estimated 400 doctoral level physicians and research scientists. It has an additional 2,800 allied health

International Students Essay Example | Topics and Well Written Essays - 1000 words

International Students - Essay Example These students' first language is Arabic and they were selected in their respective states for tuition at this college. As getting into Salisbury college was not a decision made by these individuals themselves hence they did not follow the normal procedure of submitting an application, which would have involved contact with Student Services, which would have helped them arrange their visas, police registration and other details. Due to all this they have several issues that includes isolation as their level of English is poor, no arrangements made to have them interacting with the other students of the college. This also reflects from their behavior at the college. This research proposal will notify the appropriate way to handle these students and will help in finding out the main causes of their problems and how to solve them. It will also help in finding out what ethical issues are arising while implying the rules and regulations that are implied on any international student at Salisbury College. The research philosophy of this project would be making it more quantitative rather than being qualitative. There are several reasons for this philosophy. The major reason being that it would be difficult to communicate with the students as their English is weak i.e. communicating with them would be not very easy and a conflict might arise in what they are telling and what we interpret. Therefore, analysing numeric data and leaving non-quantitative data would be more meaningful and applicable for further and future research. However, the utilization of all numeric data would also have certain issues, hence qualitative data will also be analysed. Another reason for emphasizing on numeric data is because all qualitative data leads to difficulty in comprehension and analyses, and thus, the conclusions and outcome becomes highly judgmental in nature. The judgmental approach may reveal biased outcome based on the observer knowledge and expertise. Methodology The data collection methodology would comprise of both the secondary published data along with the primary data thus the research would be a comprehensive mixture of primary and secondary research resources. The secondary research would not just include the journal data but also the published books available on the topic as well as the articles and other research data that has been written across the world on the topic. Different methods used by different international colleges will also be studied in order to get the clearest picture of the scenario. The primary data would be collected by conducting interviews, making the students fill out simple close-ended questionnaires

Nontraditional Health Care Essay Example | Topics and Well Written Essays - 1250 words

Nontraditional Health Care - Essay Example Micozzi (2010) reported that many Americans are increasingly embracing the use of nontraditional medicines commonly referred to us ‘alternative’ medicines. According to Micozzi (2010), more than 50% of Americans use either complimentary or alternative form of medicine as their preferred approach to medication. The new government survey report indicated that 36% of American adults aged 18 years and above use nontraditional forms of medications. Philadelphia is one among the states that have registered high number of people using nontraditional forms of medication according to Metz and Jones (2008). Some of the nontraditional medicines commonly used by the residents of Philadelphia include homeopathy, naturopathy, chiropractic, acupuncture, folk remedies, massage, meditation, spiritual healing, aromatherapy, herbal and ayurvedic Medicine just to name but a few. The aim of this paper is to examine the extent of availability of nontraditional healthcare in Philadelphia state . The use of nontraditional medicine has been on the rise in America in the recent past. According to a survey conducted recently by the U.S. government, it was discovered that more than a half of American population are using nontraditional medicines for treatments (Metz and Jones, 2008). ... In this regard, alternative medicine involves total replacement of conventional Western medicines with the non-mainstream forms of medications. â€Å"Complementary’ medicine, on the other hand, is a health care approach that is incompatible with the conventional medicines of the West, but, unlike ‘alternative’ medicines, is used together with the conventional medicines. As earlier mentioned, the use of alternative medicine in the United States is widespread and the numbers continue to rise. In Philadelphia, for example, the numbers of patients resorting to the use of nontraditional medicine is on the rise, according to Michelfelder (2007). This is based on the belief that the nontraditional healthcare medicines are very effective in treating diseases or relieving patients from pain. Acupuncture is one of the most commonly used non-mainstream forms of medication used by many residents of Philadelphia, notes Michelfelder (2007). This form of medication is widely us ed in homes and hospitals across the state as a pain reliever. Acupuncture as a healthcare medicine involves the stimulation of certain joints of the body using different techniques such as the insertion of thin needles in the skin Michelfelder (2007). The main objecting of doing this is to remove in the qi flow, restore, as well as to maintain health. To discover the extent of its use in Philadelphia, I interviewed one of the doctors in Philadelphia’s pain management center. According to the doctor, acupuncture is widely in use in hospitals as back pain and headache reliever. The doctor also stated that in most cases, acupuncture is used as a complementary with other conventional Western

Japanese Americans Research Paper Example | Topics and Well Written Essays - 2250 words

Japanese Americans - Research Paper Example The migration of Japanese Americans to the United States is associated with the Hawaiian sugar industry between 1870 and 1880 in addition to, Japan painful transition to the modern economy that resulted in civil disorder, unemployment, and bankruptcies. This was a major reason why there was a large migration of Japanese to Hawaii. As a result, from 1900, a majority of Japanese in U.S live in Hawaii. Over 30,000 Japanese moved to Hawaii, single men being the majority. They practiced farming and farm laborers, who immigrated as sojourners instead of settlers. They are also said to have gone to Pacific Northwest in 1880 when federal legislation excluded the Chinese immigration and as a result demanded new labor immigrants. The Japanese immigrants comprised of 40 % of railroad laborers in Oregon (Spickard, 2009).As years passed, the Japanese returned to Japan. They anticipated for the legislation of the American Law against the Hawaii contract labor after the Americans took over their pl antations. They imported more than 27,000 Japanese laborers. However, the contracts were void under American laws leaving a number of Japanese free to migrate to U.S. Hawaii still remained the center of concentration for Japanese in many years. The Japanese immigrants preferred to live in Hawaii rather that U.S mainland because of race relations which were worse in U.S mainland than Hawaii.The U.S government was, however; at ease issuing passports for both Hawaii and U.S mainland but still controlled the Japanese emigrants.

The Courtroom Scene Essay Example for Free

The Courtroom Scene Essay The Crucible was written at the peak of the McCarthism era in the mid 20th century. The play was written by Arthur Miller to show the similarities between The McCarthy Trials and the Salem Witch Trials. This links well to the Crucible.  The play is about a group of girls who are caught in the woods performing witch-like actions. The girls turn against everyone and start accusing people of being witches. This immediately creates tension. In this essay, I am going to answer the question How does Miller create tension in Act III, The Courtroom Scene? He creates tension in a number of ways. These ways are stage directions, events, language and friction between characters.  Firstly, Arthur Miller uses stage directions to create tension in Act III. A particular example of this is when Goody Proctor is intensely questioned for the truth of her husbands affair. The stage direction In a crisis of indecision, she cannot speak. This shows how she is lacerated between covering up for her husband or telling the truth. The situation that is so thrilling is that if she lies, she will of helped Abigail, as Abigail would be able to carry on with her mischievous doings. And if she tells the truth then Abigail would be found guilty of lying and false accusations. The direction builds tension, as the audience already know that John Proctor has confessed to the affair with Abigail, and Goody Proctor doesnt know this.  Secondly. Miller creates tension by using events in Act III. The best example of this is on page 101, when Abigail and her girl friends are pretending that Mary Warren has convoked her spirit onto them. This is shown when Abigail says why ? why do you come, yellow bird? We as the audience automatically feel tension as we know Abigail and the girls are making all these alleged allegations up. We feel sorry for Mary Warren, as now she is being portrayed as an evil person. John Proctor is the only person who believes Mary Warren and does think Abigail and the girls are lying. He shows his feelings by saying Theyre pretending, Mr Danforth! This creates tension as we feel that Proctor and Mary Warren are helpless. Proctor needs to help Mary Warren, as Goody Proctor will be persecuted if Abigail and the girls are not brought to justice. Another event that takes place and creates tension is on page 104/105. This piece of tension links well to the last piece. The even is that after all of the commotion and lying from Abigail and the girls of Mary Warren summoning a spirit. Mary apologises for sending the spirit, even though it was a lie. This automatically creates tension as the audience are dumfounded by what Mary is doing. She is now covering up for the girls. So they dont get the blame. When she says sorry. Abigail hugs her and they seem to be friends again. This leaves the judges baffled. This creates tension in a different way as well because Proctor is all alone now. The only way to save his wife is Mary Warren telling the truth, now she has turned against him. The audience feel sorry for Proctor, who should know by now that he and his wife are going to be persecuted. Thirdly, Arthur Miller creates tension by using friction between characters in Act III. There are two excellent examples of this. Firstly, Mary Warren explains to the court of how Proctor wakes her up at night and says how they should over throw the court to save this wife. This friction is huge because just before Mary Warren states this the court, Mary and Proctor where helping each other. Mary and Proctor were helping each other. This creates tension because Proctor was left by Mary when she said sorry to Abigail for summoning her spirit, and now Mary has made allegation against Proctor. Nothing more could go wrong for him. Mary goes on to say that Proctor has threatened her as well. Ill murder you, he says, if my wife hangs! Thus creates tension as Mary and Proctor were friends but now he is threatening her. The audience feel an agonising heart-break for Proctor, yet feel he shouldnt of threatened Mary. The friction has built up again. Secondly, on page 105, Proctor says that his and Danforths faces are like the devils. Proctor says, I see his filthy face! And it is mine and your Danforth It creates friction because Danforth is appalled that Proctor could relate him to the devil. Between these too character there has always been friction because Proctor believes the girls are lying, whereas Danforth doesnt. When Proctor says this he means that Danforth has the face of the devil for allowing all of these false accusation to happen. Proctor has the face of the devil because he had the affair with Abigail, which sparked the whole event. Lastly, language in The Crucible creates tension. An example o this is on page 98, when John Proctor admits he lusted for Abigail and tells the truth about the affair and how Abigail is trying to get revenge. The line is She thinks to dance with me on my wifes grave!! This language is difficult for the audience to understand, as it is old English. This creates tension because it could mean different things and as the audience doesnt know what it means, it lets imaginations come out and start to think what he means.  To conclude Arthur Miller uses and creates tension to a full effect and pulls it off with great strength. The tension was good and easy to create as he used four main elements, stage directions, events, frictions between characters and language.

Financial Analysis of BLD Plantation Bhd

Financial Analysis of BLD Plantation Bhd 1.1 Sime Darby Plantation Bhd According to Sime Darby (2013), the Sime Darby Plantation is the plantation and agribusiness arm of Sime Darby Berhad, at which has incorporated over 15 countries such as Malaysia, Singapore, Indonesia, Thailand and so on. It was founded in 1910 and growth to become the largest conglomerate in Malaysia. However, it is the one of largest palm oil producer in the world which produce 2.47 million tones of Crude Palm Oil (CPO) output annually. Bloomberg (n.d) states that Sime Darby Plantation Bhd was mainly engages in upstream activities such as oil palm and rubber plantation development, cultivation, and downstream activities. The company was involved in the manufacturing of oils and fats products, and other fast moving consumer goods. The company was incorporated in Petaling Jaya, Malaysia during 2004 with other offices in Indonesia and India (Bloomberg, n.d). Besides, its downstream operations are divided into 2 sectors, that is food and nonfood. For food sector, CPO was manufactured into different types of oils and fat products such as cooking oil, margarine and cooking fats. The company also produces the customized products to meet their customers need and satisfaction. In nonfood sector, it was involved in the manufacturing of oleochemicals and biodiesel. In 2016, the company has commenced the first large scale planting of Genome Select high yielding oil palms, which allow themselves to produce mire oil in existing land. 1.2 BLD Plantation Bhd The BLD Plantation Bhd (BLDP) was incorporated in Malaysia as a public limited company under the Companies Act 1965 in October 2001. It was listed on main market of Bursa Malaysia under plantation sector on 2003 and served as parent company to Bintulu Lumber Development Sdn Bhd, Grand Mutual Sdn Bhd, and so on. According to Worldwide Company Profile (2011), the company was principally engaged in investing holding and provision of management services whereas the principal activities of group are cultivation of oil palm, processing of fresh fruit bunches and sales of related products. The Sarawak based BLD Plantation Group was mainly involved in cultivation of oil palm, processing of fresh fruit bunches into CPO and related products. The company was also involved in cattle farming and timber business but it has gradually declined and phased out in 2004. However, the company has produces the CPO and palm kernel (PK) and only sold to Bintulu Edible Oils Sdn Bhd (BEO), which is the major palm oil refinery in Sarawak. 1.3 Riverview Rubber Estates Bhd Riverview Rubber Estates Bhd is a publicly traded company which operates in the agricultural sector in Malaysia (Worldwide Company Profile, 2012). It was mainly involved in the cultivation of oil palm. However, it was incorporated in 1936 and has registered Headquarter in Ipoh, Malaysia. In 2006, the company had produced approximately 43,651 tons of fresh fruit bunches. Moreover, it was interested in two associated companies, that is Narborough Plantations company which is interests in the operation of oil palm plantations and Rivaknar Holdings Sdn Bhd which principally involved in investment holding. Riverview Rubber Estates is listed on Bursa Malaysia Securities Berhad and London Stock Exchange (Worldwide Company Profile, 2012). 1.4 IJM Plantation Bhd IJM is one of Malaysias leading conglomerates which was listed on the Main Market of Bursa Malaysia Securities Berhad. The company has embraced the theme Nurturing Sustainability for its long-term success in agribusiness that are related to oil palm supply chain. However, they have their own vision and mission statements. Their vision statement is To be a leading regional plantation group while the mission statements is To uphold the highest standards of performance in our plantation and agribusiness. The companys theme Nurturing sustainability remain their long term success in oil palm business venture. As the group progresses, it has adopted and implemented strategies to embrace the pillar of performance, the productivity and innovations, and the care for environment. IJM Plantation Berhad was also listed on Bursa Malaysia in 2003. However, it represents one of the 5 main division of IJM group. 1.5 Innoprise Plantation Berhad The Innoprise Plantation Berhad is a Sabah based company listed on main board of Bursa Malaysia (RSPO, n.d). The company was undertaking planting and development at which have approximately 22,763 hectares of forest reserves land in Tawau, Sabah. However, the company has disposed the downstream wood product assets and start to refocus on oil palm. The company was planning to complete planting at which estimated 13,929 hectares of planted oil palm in 2013. In 2006, the company was entered into contract with its major shareholder, Rakyat Berjaya Sdn Bhd to log over 30,000 hectares of Kuamut Forest Reserve over 10 years. This operation is to provide medium term revenue and partial funding for companys oil palm development project. Besides, Innoprise Group was highly emphasized on Corporate Social Responsibility as it recognizes the community, employees and the environment as stakeholders. With the limited resources, the company will continue to make contribution towards development of t he community especially education, sports and poverty alleviation. No. Company Name Data 1 Sime Darby Plantation 0.00221000 2 BLD Plantation 0.00893000 3 Riverview Rubber Estate 0.00599135 4 IJM Plantation 0.00552490 5 Innoprise Plantation BHD 0.01047740 6 KLCI 0.00289210 3.1 Expected Return Based on the expected return table above, we can know that the highest expected return among few companies from 2007 to 2016 is Innoprise Plantation Bhd. On the other hand, the lowest expected return among few companies from 2007 to 2016 is Sime Darby Plantation. Expected return is the amount of profit or loss that an investor expected on the investment that has various known or called as expected rates of return. Expected return is important to be calculate. This is because it can predict the future value of a portfolio and provide guidance from which to measure actual returns. Expected return is always calculate based on the historical data and is not guaranteed. (Investopedia, 2017) Expected return is also known as a process of determining the average expected probability of different types of rates of return that are possible on a given assets. There are some factors to determine the expected return which are different market conditions and an assets beta. (BusinessDictionary.com, 2017). The most important factor that affect the expected return is the stock price. The formula that calculate expected return is as below: Expected return, E(r)= 1/ TÆ ©t=1 r(i,j) Innoprise Plantation Bhd has a highest expected return from 2007 to 2016 compared to these companies. High expected return indicates that the higher risk, the higher the volatility and return potential. (Chirantan Basu, 1995). Based on the historical data, we can know that the highest price among these few year was RM1.85546 on July 2012 while the lowest was RM0.28545 on Dec 2008. Moreover, we can know that the stock price for each month has changed drastically especially the stock price has increased from RM0.46624 per share to RM0.942 per share on April 2010 according to the historical data. It increased by RM0.47576 per share on that time. On 12 April 2010, according to the Capital Reconstruction Exercise, the existing issued and paid-up share capital of the company of RM112,500,000 comprising 112,500,000 ordinary shares which are RM1 per share was reduced to RM 56,250,000 comprising 112,500,000 ordinary share of the company. Therefore, the entire paid-up share capital of 112,500,000 ordinary shares of RM0.50 per share were consolidated into 56,250,000 ordinary shares which are RM1 per share. (Annual Report of Innoprise Plantation Bhd, 2010) Subsequent to the Capital Reconstruction Exercise, the issued and paid up ordinary share capital of the company was increased from RM56,250,000 to RM188,611,300 by the way of the issuance of 132,361,300 ordinary shares which are RM1 per share for cash based on the Rights Issue Exercies for working capital purposes. The new ordinary shares have the same right in all respects with the existing shares of the company. (Annual Report of Innoprise Plantation Bhd, 2010) On the other hand, Sime Darby Plantation Bhd has lowest expected return from 2007 to 2016 compared to these few companies. Based on the historical data, we can know that the highest price among these few year was RM11.90 on January 2016 while the lowest price was RM5.20 on January 2015. Based on the graph of stock price from 2007 to 2016 in Sime Darby Plantation Bhd in appendix, we can know that the stock price among these few year were moved stability from 2007 to 2014. Start from 2015 to 2016, it was dramatically changed. The highest expected return in Sime Darby was 0.24064 on November 2015. The stock price was increased from RM9.35 per share to RM11.60 per share suddenly at that period. During the financial year 2015, the company increased its issued and paid-up ordinary share capital from RM3,032,053,404 to RM3,105,579,143 by the way of issuance of 147,051,477 new ordinary shares of RM0.50 per share at an issue price of RM8.94 per share amounting to RM1,314.6 million, according to the Dividend Reinvestment Plan of the company. The new ordinary shares have the same right in all respects with the existing shares of the company. (Annual Report of Sime Darby Plantation Bhd, 2015) No. Company Name Data 1 Sime Darby Plantation 0.05695000 2 BLD Plantation 0.06363000 3 Riverview Rubber Estate 0.00709225 4 IJM Plantation 0.00681400 5 Innoprise Plantation BHD 0.00938350 6 KLCI 0.03652390 3.2 Standard Deviation In finance, standard deviation is commonly explained as the annual rate of return of an investment to measure the investments volatility. We calculate the standard deviation of different company by using the formula below.    Standard Deviation = [1/n * (ri rave)2] ½   Ã‚   Where:ri = actual rate of returnrave = average rate of returnn = number of time periods Standard deviation is important for an investor to make investment decision. Why do we say so? Because standard deviation measure the dispersion about an average, illustrating how widely a return may varied over time. Therefore, investor tend to predict the range of rate of return by using the standard deviation of historical performance. For an example, a fund or stock with high standard deviation of rate of return, the predicted range of performance is vast, resulting in higher volatility. Without standard deviation, you cannot define or evaluate whether a data given is to the average or the data is spread out over a wide range. On the other hand, by using standard deviation, investor can have a much clear expectation of an investment before doing any investment decision. If a funds return follow the normal distribution, approximately 68% of the time will fall within one standard deviation of the mean return and approximately 98% of the time within two standard deviation. (Morningstar Investing Glossary) Lets say if fund A have an expected annual return of 20% and its standard deviation is 4%, then investor would expect a return between 16% and 24% about 68% of the time and between 12% and 28% about 98% of the time. From the table above, we can see that BLD Plantation has the highest standard deviation compare to the other four company. As we know that, higher standard deviation means that the investment will differ a lot from the average return. In other word, you can make high return from the investment but also make big loss in the investment as the return is high the risk is also high. BLD Plantation have the highest standard deviation, therefore the company may provide higher return but the level of variation is high which mean the investment return is not consistent. Investment in this company may have higher risk compare to the other 4 company. With a standard deviation of 6.36%, which mean the investment return may differ from the mean about 6.36% lower or higher. In the other hand, we can see that IJM Plantation has the lowest standard deviation compare to the other four company. It means that IJM Plantation may be generating lower investment return but the volatility is low which large variation are unlikely to occur. An investor who do not want to take higher risk will invest in this company as the lower standard deviation can prevent the investor to lose too much as it doesnt deviate from the mean value too much. Although BLD Plantation has the highest standard deviation, but looking at the standard deviation as a whole, these five companies still consider as company with low standard deviation in generating investment return. No. Company Name Data 1 SD vs BLD -0.000166 2 SD vs RV -0.000272 3 SD vs IJM -0.000168 4 SD vs Inno -0.000533 5 SD vs KLCI -0.000201 6 BLD vs RV 0.001854 7 BLD vs IJM 0.002451 8 BLD vs Inno 0.003689 9 BLD vs KLCI 0.001275 10 RV vs IJM 0.001862 11 RV vs Inno 0.001465 12 RV vs KLCI 0.000785 13 IJM vs Inno 0.001725 14 IJM vs KLCI 0.001340 15 Inno vs KLCI 0.002270 3.3 Covariance SD Sime Darby BLD BLD RV Riverview IJM IJM Inno Innoprise KLCI KLCI Based on the covariance table above, we can know that the highest covariance from 2007 to 2016 among these few companies is BLD Plantation Bhd versus Innoprise Plantation Bhd. On the other hand, the lowest covariance from 2007 to 2016 among these few companies is Sime Darby Plantation Bhd versus Innoprise Plantation Bhd. Covariance is a measurement of how much two random variables vary together. It is almost like variance but variance only give the information about the single variable varies while covariance give the information about the two variables vary together. A large covariance indicates that a strong relationship between variables while a weak covariance indicates that a strong relationship between variables in a different data set with different scales. (Statistics How To, 2017) We calculate the covariance to measure the linear relationship between two variables and understand the direction of the relationship between variables. Covariance figures are not standardized. Hence, the covariance figure can range from negative figure until infinity to positive figure until infinity. (Minitab Express, 2016). In a simply words, the positive covariance indicate that the two variables are moving together or varying directly while the negative covariance indicate that the two variables are moving in the opposite direction or varying inversely. (BusinessDictionary.com, 2017) Based on the table above, we can know that BLD plantation Bhd and Innoprise Plantation Bhd have positive covariance which is 0.003689. It indicates that both companies tend to increase together. By looking the graph of stock price from 2007 to 2016 in BLD Plantation Bhd and Innoprise Plantation Bhd in appendix, we can see that both companies has increased and decreased at the same direction. When BLD Plantation Bhd has increased the stock price which from RM8.38 per share to RM8.64 per share on July 2012, Innoprise Plantation Bhd has also increased the stock price which from RM1.42728 per share to RM1.85546 per share on July 2012. This shows that both companies had moving together and grow at the same direction. By the calculation of covariance among these two companies, we can know that these companies have strong relationship between each other. In contrast, Sime Darby Plantation Bhd and Innoprise Plantation Bhd have negative covariance which is -0.000533. It indicates that one of these companies tend to increase as the other companies decrease. By looking the graph of stock price from 2007 to 2016 among Sime Darby Plantation and Innoprise Plantation Bhd, we can know that Sime Darbys stock price remained slightly from 2007 to 2014 and had fluctuated from 2015 to 2016. On the other hand, stock price in Innoprise Plantation Bhd has fluctuated from 2007 to 2016. This indicates that both of the companies did not have increase or decrease at the same direction. Hence, Sime Darby Plantation Bhd and Innoprise Plantation Bhd have negative covariance. When Sime Darby Plantation Bhd has increased from RM9.35 per share to RM11.60 per share on November 2015, Innoprise Plantation Bhd has decreased from RM1.40824 per share to RM1.3226 per share on November 2015. This shows that both companies had moving in the opposite direction. No. Company Name Data 1 Sime Darby Plantation -0.15067000 2 BLD Plantation 0.95540000 3 Riverview Rubber Estate 0.58830585 4 IJM Plantation 1.00599700 5 Innoprise Plantation BHD 1.70142429 3.4 Beta Beta is commonly defined as a measure of the volatility or the systematic risk of a portfolio or securities comparing with the market as a whole. In other word, beta values are also considering as a tool used to compare each individual stock to the market performance by evaluating the relationship of a stock movement with the market itself. Beta values are one of the several values that investor use to analyse the companys risk profile. Different companies have different beta value due to different industry, different customer or different function. All these may affect the beta values of a company. Company with beta value close to 1 or equal to one are commonly found in the large companies with numerous operating segment. The demand of the product of these companies usually increase and decrease proportional to the aggregate to the economic expansion or contraction. However, companies that are related to pharmaceutical or healthcare usually have beta value less than 1. The demand of suck companys products is inelastic. This causes people hard to stop buying them or find a substitute for such product. This makes the company always have a steadily earnings and lead to low volatility in stock price. Companies with beta value have the highest volatility in stock price. These companies tend to react better than the market or worse than the market. We can take companies in cyclical industries such as airline company as an example with high beta values. When the economy contract or slow down, people will have no money to demand for travel and stock price will decrease dramatically, an d vice versa. This result in higher volatile earnings and the movement of share price. According to the data above, we can say that the beta is categorized in three groups which are higher than 1, between 0 and 1, and below 0. Beta is known as a measurement of a stocks volatility in relation to the market. There are two company that come with beta higher than 1 which are the IJM Plantation and Innoprise Plantation BHD. Innoprise Plantation has the highest beta value which is 1.70 follow by IJM Plantation with beta value of 1.006. Based on this value, we can say that Innoprise Plantation BHD stock is theoretically 70.14% more volatile than the market and IJM Plantation stocks is 0.6% more volatile than the market. This indicate that when there is a 10% increase in the stock market, stocks price for Innoprise Plantation BHD will increase by approximately 17% and also approximately 10.06% for IJM Plantation. This concept applies to the condition when market goes down too. These two company with beta value higher than 1 tends to perform better than the market when the mark et goes up and when the market slow down, the company will perform even worse compare to the market. With the beta value between 0 and 1 is BLD Plantation and Riverview Rubber Estate. Beta value for BLD plantation is 0.96 and 0.59 for Riverview Rubber Estate. These two companies are the companies with volatilities lower than the market, which means that BLD Plantation and Riverview Rubber Estate are theoretically less volatile than the market. If the market increase by 10%, BLD Plantation stocks price will increase only 9.6% and for Riverview Rubber Estate, the stock price will only increase by 5.9%. This also means that the company have a steadily earnings stream and lower volatility of the stock. The last company is the Sime Darby Plantation with a beta value lower than 0 which is a negative beta value. The beta value for Sime Darby Plantation is -0.15. A negative beta correlation indicates that the stock price will go in the opposite direction with the market situation. When the market rise about 10%, the stock price for Sime Darby will decrease about 1.5%, and vice versa. Conservative or safe playing investor will consider about BLD Plantation and Riverview Rubber Estate as the lower betas limit the volatility. Beta value of companies are one of the important element in the formula of capital asset pricing model which is known as CAPM. As how much diversify our investment is, there will be still some risk within it. So, as an investor, they claim that by taking the risk there must deserve a rate of return. By using CAPM, we can calculate the investment risk and what rate of return are we expecting from the investment. 3.5 Capital Asset Pricing Model (CAPM) Capital Asset Pricing Model (CAPM) is a model that describes the relationship between systematic risk and expected return for assets, particularly stocks. (Investopedia, 2017) CAPM is used to calculate the required rate of return for any risky assets. Required rate of return is a rate of total return needed to be compensated for the risk taken which is made up of a risk-free rate and risk premium. (Finance, 2009) The required rate of return is also an increase in value that should be expect to see based on the risk level of the assets. (InvestingAnswer, 2017) CAPM is an idealized portrayal of how financial markets fix the price of the securities and determine expected returns on capital investments. By using CAPM, it provides a methodology for quantifying risk and translating the risk into the estimated of expected return on equity. (David W.Muslim,Jr, 1982). The model says that the only reason that an investor should earn more on average by investing in one stock rather than another stock is that the stock is riskier. By the CAPM calculation, we can know that the required rate of return among these five companies is 0.0235305. We have use the beta information to calculate the required rate of return. The weight of these five companies are the same which are 0.1. According the CAPM, the beta is the only relevant measurement of a stocks risk. By knowing the beta, then we can get the required rate of return. In this case, required rate of return which is 2.35% is greater than risk-free which is 2.33% that stated. Hence, we should not invest in this portfolio. This is because we need to have higher rate to get back the return. To conclude all the information and analysis, the highest expected return among the few companies from 2007 to 2016 is Innoprise Plantation Bhd and the lowest expected return among few companies from 2007 to 2016 is Sime Darby Plantation. With the higher expected return, higher risk, the higher the volatility and return potential. Means Innoprise Plantation Bhd has the highest risk and highest volatility and return potential and Sime Darby Plantation has the lowest risk and lowest volatility and return potential. The highest Standard deviation among the few companies from 2007 to 2016 is BLD Plantation and the lowest standard deviation is IJM Plantation. The higher standard deviation means that the investment will differ a lot from the average return. Which means the BLD Plantation can provide higher return but the level of variation and risk is higher compare to other 4 companies. The IJM Plantation has lowest standard deviation means the company generating lower return but the level of variation and risk is lower to prevent too much loss. The highest covariance from 2007 to 2016 among these few companies is BLD Plantation Bhd versus Innoprise Plantation Bhd. On the other hand, the lowest covariance from 2007 to 2016 among these few companies is Sime Darby Plantation Bhd versus Innoprise Plantation Bhd. . A large covariance indicates that a strong relationship between variables while a weak covariance indicates that a strong relationship between variables in a different data set with different scales. Beta values are considering as a tool used to compare each individual stock to the market performance by evaluating the relationship of a stock movement with the market itself. Beta values are one of the several values that investor use to analyse the companys risk profile. The beta value can be categorized into three group, higher than 1, between 0 and 1, and less than 1. There are two company that come with beta higher than 1 which are the IJM Plantation and Innoprise Plantation BHD. Innoprise Plantation has the highest beta value which is 1.70 follow by IJM Plantation with beta value of 1.0. With the beta value between 0 and 1 is BLD Plantation and Riverview Rubber Estate. Beta value for BLD plantation is 0.96 and 0.59 for Riverview Rubber Estate The last company is the Sime Darby Plantation with a beta value lower than 0 which is a negative beta value and the beta value is -0.15. Capital Asset Pricing Model (CAPM) is a model that describes the relationship between systematic risk and expected return for assets, particularly stocks. By using the CAPM calculation, we can know that the required rate of return among these five companies is 0.0235305. Based on the evaluation of each company from (c), the lowest expected rate of return was Sime Darby Plantation, given by 0.00221000. The highest expected rate of return was Innoprise Plantation BHD, 0.01047740. The average expected rate of return of these five companies was 0.00662673 whereas the required rate of return was 0.0235305. For a good investment, the expected rate of return has to be higher than the required rate of return. To improve the situation, there are a few strategies taken by each of the companies to drive their operational efficiency, seek out investment while maintaining their capital discipline. Sime Darby Plantation planned to extend sustainable supply chain to include small producers since year 2016. Under the partnership, the supply of small producers will be secured. Sime Darby Plantation collaborate with Wild Asia to assist the rest of the small producers to achieve RSPO certification. As one of the worlds largest plantation company, Sime Darby manufactures, sales and marketing activities of oils and fats products, oleochemicals, palm oil-based biodiesel and other palm oil derivatives (Sime Darby News, 2016). The variety involvement of Sime Darby Plantation helps to improve the companys performance whether in short-term or long-term. Besides that, BLD Plantation had entered into a share sale agreement in year 2016 to acquire the entire 1.1 million shares of RM 1.00 each in the share capital of Pekan for RM 155.22 million. Since the agreement, BLD Plantation has conducted due diligence and it is still

Resistance As A Positive Tool

Resistance As A Positive Tool 1.1 Introduction Organizational change is an inevitable challenge for organizations which exist in this competitive world and ever changing environment. Therefore, it is important for all organizations (public or private) to effectively manage change. In the issue of change management, the resistance to change is acknowledged as being a basic block to change, and a major reason that change does not succeed or get implemented (Mabin, Forgeson and Green, 2001). Any change, no matter how obvious beneficial to workers and the organization, will be met with and often be sabotaged by resistance. In reality, many people concur that resistance is the last thing management wants during change process. In many instances, resistance has caused dramatic chaos and uncertainties which may bring the change into a disaster or worse collapsing the whole organization. That resistance to change is negatively related to change outcome seems to be definitely confirmed. However, the almost generally accepted axiom that people resist change has recently come under challenge (Jansen, 2000). Though, many theorists are now trying to respond to those resistances more objectively, many still believe resistant are everything but helpful. In developing countries, resistance to change is inevitable phenomena, as long as it is acknowledged there is need for change i.e. reforms and restructuring the sectors and institutions, Local government reform of 2000, Public sector reform 2001 due to that this research is interested in seeing how the governments and institutions in Tanzania can be assisted to change their view concern with resistance from negative perspective to positive one. And how Malaysia as the one among developing countries passed through different stages of development since their independence can be used as a model and learning centre of the researcher in her research. 1.2 Statement of the problem Although it is a very frequently repeated discourse that change is unavoidable and organizations must change, the failures or low rate of success in change programs discloses the necessity of additional work on the subject of change management. According to statistics reported by leading corporate reengineering practitioners, success rate of change management, in Fortune 1000 companies are quite below 50% (Strebel, 1996). One may list various causes for failures in change initiative but in many studies, resistance has been one of the most salient elements of those unsuccessful attempts. Resistance to change is the most complex and intractable problems that face an organization today, in many developing countries ( Tanzania, Kenya, Nigeria) this phenomenon became widely practice in different forms such as reduction of outputs, absenteeism, transfers requests, chronics quarrels, hostility and even strikes which made managers and administrators in organizations to view resistance as an obstacle to successful implementation of organizational change and even governmental projects and program . It has been observed that immediately after independence many developing countries particular Tanzania started reforms and restructuring their government by adopting different concept such as development administration with the objectives of strengthen their economic, increase administrative capability and eradicate social and economical problems. It is almost 45 years now since independence but changes have slowly taken place and most of the reforms are well good in papers but implementation of the reforms Local government reform of Zanzibar which is the part of Tanzania is still in papers are very slow due to the resistance to change from employees. 1.3 Research Objectives To find out positive role of resistance as being part of change process. To assess to what extent employees accepting resistance to change as a productive aspect and rewarding point to the change itself. To examine how managers will gain utility from resistance to change of their employees. To help managers to find techniques that will encourages them to utilize resistance to change rather than overcome it. 1.4 Research questions Parallel to the diversity of arguments existed in the literature, researcher preferred to approach resistance by taking its both negative and positive aspects into consideration. In doing so, researcher want to emphasize the constructive aspect of resistance which managers, employees and organizations in general can benefit during change processes. Under the light of this general purpose, guiding questions of the research are constructed as follows; What is the positive role of resistance to the change process? How far employees can recognize resistance as productive aspects to the change itself? How managers will gain utility from resistance to change? What role does resistance play to the organizational performance? What will be the techniques that will encourage the managers to utilize resistance rather than overcome it? 1.5 Significance The purpose of this study is to understand the role of resistance in the process of change management. The study will provide deeper understanding of key factors in implementing change programs. By referring to resistance, the researcher does not see resistance as a barrier that needs to be eliminated; instead, she aim to understand the concept of resistance in a wider scope and to identify crucial issues that can influence process of change in a positive way. In that way the study can be influential in terms of minimizing failures or dissatisfactions in change programs. By studying the research objectives and research questions, the researcher hopes to bring a new perspective about resistant behaviors of employees during the change process. Understanding, describing and analyzing roots and symptoms of resistance can enable us to construct a framework to implement change programs more successfully. Emphasis on resistance also brings the opportunity to use it as a constructive tool from this perspective research believe that by highlighting the importance of these activities, this research will be able to portray a comprehensive picture explaining the impact of leaders/managers in resistance management. Apart from above purposes the study will be capable of contributing to community by presenting logical arguments and providing new spaces for further research. Additionally, considering the implications of the research, it would also be a valuable source for government and institutions to locate different problems related to resistance and to take appr opriate actions to handle them. 1.6 Methodology and Data Collection The ability to prefer a convenient method to research on a social reality possesses great importance in terms of determining the adequacy and reliability of result. For this reason, the methodology which research will employ in this proposal has been chosen carefully to meet the requirements of an advanced study which is capable of achieving the study goal in conducting this research. In this section, the study will explain general features of the methodology that researcher will use in answering the necessary question of the study. Selecting the methodology to study a social reality is wrought by the nature of problem that has been under question. Considering the various elements inherited in the concept of resistance and its complexity, research found it much more convenient to employ qualitative design rather than quantitative. Therefore, researcher will initially intend to reach first hand empirical data through investigating the issue on the field by conducting interview, distributing questionnaires and observation for the collections of data. The researcher will review the secondary sources such as books, journals, websites, and documents to collect data that will substantially provide the necessary information. Qualitative methodology is a very broad discipline and basically refers to the research processes in which findings are obtained through non numerical or statistical techniques (Strauss Corbin, 1990). Its purpose is to reach an in-depth understanding about social realities and patterns create them. Three basic elements were identified in the qualitative methodology (Strauss Corbin, 1990, p.161) First data will be obtained through interviews, observations, analysis of documents and materials, second is procedures which are employed by the researcher to evaluate collected data and third is the final reports, in written form or verbal, which states the findings and implications of a study. Parallel to the essential aim of qualitative approach, in terms of understanding why and how of social realities, conducting a qualitative research usually necessitates small but focused samples to search deeply a given social phenomenon. Having considered the nature of our research question and the available of information in the literature, the research has decided to use grounded approach in developing final theory for the management of resistance. 1.7 Literature Review Even though the concept of resistance to change is not a new one, no consensus about its content and the ways it is experienced has existed among the scholars who have studied it. The concept of resistance to change from the perspectives of some influential scholars in this field by starting to define the concept of resistance, describe factors contributing to resistance, managing resistance and different perspectives of resistance to change. According to Zander (1950), resistance is a behavior which is intended to protect an individual from the effects of real or imagined change (cited in Dent Goldberg, 1999, p. 34). On the other hand, Ansoff (1988, p. 207) defines it as a multifaceted phenomenon, which introduces unanticipated delays, costs and instabilities into the process of a strategic change. However, Piderit (2000) has classified the existing definitions in the literature by considering three main dimensions. Firstly she looks at descriptions which see resistance as a behavior, similar to definitions made by Zander (1950). It is imperative to say that different authors have different definitions of resistances. But no matter how they organized their words, they commonly linked resistances with negative employee attitudes or with counter-productive behaviors (Waddell Sohal, 1998). Resistance is caused by a number of factors. For example, individual factors, such as narrow-minded self-interest, fear of uncertainty, lack of confidence, habit and personality and organizational factors such as, lack of shared value and vision, lack of coordination and cooperation, and different assessments and goals (Daft Noe, 2001; Mabin, Forgeson, Green, 2001). For different reasons, employee would use either overt ways or covert ways to resist change (Recardo, 1995). Overt ways of resisting include sabotage, vocal opposition and agitating others. And covert ways includes reducing output, withholding information, asking for more data or studies and appointing task forces and committees. Employees can also resist the change either aware or unaware, which refer to the motivation of sensitive (OConnor, 1993). When the resistances are unaware, employees usually do not realize that their behavior undermines the change. As a result, such unawareness resistances are more difficult to deal with. In Koopmans (1991) words, employees will resist any change at all cost. At the level of organization, resistance to change will not only block the implementation of organizational change plan, but also cause financial loss. Finally, organization cannot survive in this changing environment. At the level of individual, resistance can cause great stress and bad feeling (OConnor, 1993). As a result, resistance is understood as the enemy of change, the opponent which causes a change effort to be drawn out by factional dissent and in-fighting (Waddell Sobal, 1998). Resistance has also been regarded as one of the causes of the conflicts that are undesirable and detrimental to organizational health (Waddell Sobal, 1998). Even though some scholars did not oppose the positive aspect of resistance, they consist to argue and claimed that resistance in general is a roadblock that must be removed (e.g. Umiker, 1997). Under this perspective of change, a successful change is defined as a change that is met with little resistance (Mabin, Forgeson, Green, 2001). Resistance is viewed to be problematic, which should be managed and overcome to ensure the success of change. And the inability of employers and managers to cope with employee resistance can destroy organizations and careers (Umiker, 1997). Maurer (1996) pointed out that people with negative perspective of resistance usually employee win-lose thinking and assume that their way is the right way. Their mind is blocked by such assumptions and they believe resistors must be persuaded or forced to go along. So the way managers often used is to resist the resistance by using power, applying force of reason, ignoring the resistance or making deals with resistors. The results of resisting the resistances are disappointing. Such approach is unable to eliminate the resistance but causes more problems. Finally, the chance of the failure of organizational change effort can be increased. When the word resistance is mentioned, one tends to ascribe negative connotations to it. This is a misconcepti on. (Hultman, 1979, p. 54). Resistance is a complex, multi-faceted phenomenon that is caused by a variety of factors, and people do not resist change per se, rather they resist the uncertainties and potential outcomes that change can cause (Waddell Sohal, 1998). However, some scholars started to considerd that resistances also have a number of advantages and suggested treating resistance as a useful tool in an organizational change effort. When resistances are managed carefully, these advantages can be utilized to support the change. (Mabin, Forgeson, Green, 2001; Maurer, 1996; Waddell Sohal, 1998). In order to justify this claimed, Waddell and Sohal (1998) listed several advantages of resistance that can be utilized. (1) They believe that resistance could be seen as feedbacks to the change and points out the fallacy. (2) Resistance can also be a force to balance the pressure from external and internal environments against the need for constancy and stability and influences the organization to greater stability. (3) An influx of energy is another contribution of resistance because individual could gain sufficient motivation when they feel dissatisfaction with status quo or future states. (4) Resistance encourages or forces the search for a lternative methods and outcomes, which keeps the organization changing. Therefore, in general, it important to argue that resistance can be useful in learning how to develop a more successful change process if it is considered as a source of information (Pardo del Val Fuentes, 2003). These advantages overturn the traditional definition of successful change and urge a re-evaluating the classical understanding of resistance. Notwithstanding what kind of attitudes these authors hold toward the resistance, most of them took a modernist perspective (Ford, Ford, McNamara, 2001; Gergen Thatchenkery, 1996). Scholars with modernist perspective believe that individual rationality is the major source of human conducts. If we want to gain dominion over the future well-being of the organization, we need to unlock the secrets of individual rationality (Gergen Thatchenkery, 1996, pp.142). Within this perspective, there is only a concrete organizational reality, an objective world, capable of empirical study (Eastman Bailey, 1994, cited in Gergen Thatchenkery, 1996). And the responsibility of the organization scientist is to isolate variables, standardize measures, and assess causal relations with the organizational sphere (Gergen Thatchenkery, 1996, pp.187). Assumption of empirical knowledge cause most scholars believe that every person attached with the organization share the same objective and homogeneous reality, and assumption of rational agency drives the scholars to the research direction of seeking the sources of resistance accurately and finding the appropriate strategies to deal with that source (Ford, Ford, McNamara, 2001). Traditionally, one can argue that researchers study the resistance based on the assumption that individuals treat the change as a threat. But studies done by Hoag, Ritschard, and Cooper (2002) have shown that staffs often see the need for change and are concerned to just do it. They conducted interviews with some employees in a public institutions and found similar phenomena. However, the intended change of that public organization still proved ineffective. This study suggests that due to different realities in the eyes of different employees the probability of resistance can be higher. 1.8 Chapters and sections of the research The research expected to have five chapters and different subsections as follows: Chapter One: Introduction of research Introduction of the problem Statement of the problem Research objectives Research questions Significance of the study Chapter two: Literature Review Definition of resistance to change Factors contributing to resistance to change Managing resistance to change Previous research on resistance to change Positive approach of resistance Discussion of literature review Chapter Three: Methodology and Data Collection Research design Area of the study Population and sample Sample techniques Data collections instruments ( interview, questionnaires and observation) Data analysis techniques Chapter Four Conceptual frame work Chapter Five: data analysis, findings and interpretation Data analysis Data finding and presentation Discussion of data Chapter Six: Conclusion and Recommendation Conclusion Recommendation Bibliography Appendix 1.9 Proposed schedule of activities Activity Date Duration Initial data collection and preparation of research proposal 21st November 2010 27 March 2011 16 weeks Presentation proposal and defense 10TH APRIL 2011-15TH MAY 2011 5 weeks Submission of chapter one and amendments 5th June 2011- 26th June 2011 4 weeks Data collection and initial fieldwork in Zanzibar 10th July 2011-9th October 2011 13 weeks Submission of chapter two and amendments 30TH November2011- 15 January 2012 7 weeks Submission of chapter three and amendments 5th February 2012- 25th March 2012 7weeks Interview an field work in Malaysia 8TH April 2012- 6TH May 2012 4 weeks Interview and field work in Zanzibar 27TH May 12TH August 2012 12 weeks Data computation and analysis 2nd September 30th September 5 weeks Submission of chapter four and amendments 21october 2012- 9th December 2012 8 weeks Submission of chapter five and amendment Submission of chapter six and amendments 30th December 2012-17 February 2013 10 March 2013- 5TH May 2013 8weeks 8weeks Formatting and proof reading and final editing 26th May 2013- 21 July 2013 8weeks Submission of thesis 4th August 1 day