Do Not Go Gentle Into That Good Night, by Dylan Thomas Essay -- fight

Dylan Thomas was conceived in the Britain in 1914. He was a Welsh artist and author who composed only in English. As indicated by Poets Organization,† His dad was an English Literature educator at the neighborhood syntax school and would frequently recount Shakespeare to Thomas before he could read† (1). The home training built up his composing style which drove him to have his first bit of work distributed in 1925. The poem,† Do Not Go Gentle into That Good Night† was composed by Dylan Thomas in 1945 during the last disease of his dad's life. Thomas tended to this sonnet to his dad whose visual perception and general wellbeing were coming up short. He communicates a ground-breaking message about the flight and entry of death in his sonnet. In the interim, he asks his dad to battle against the murkiness which is dominating and driving him into existence in the wake of death. In this villanelle structure sonnet, using the representation language and pictures, p articularly the parallelism, author gives instances of shrewd men, great men, wild men, and grave men to his dad who was biting the dust at the time this sonnet was composed and furthermore tires to persuade his dad to battle against the coming passing. Thomas thinks a man who is kicking the bucket in a mature age ought not bite the dust discreetly, however battle with death until the latest possible time. He starts the sonnet with second-individual perspective and continually reminds perusers not to go tenderly into death and murkiness, but instead to battle with them. To communicate the demise and dimness, In the principal verse, Thomas utilizes a representation where day speaks to life, night speaks to the great beyond and close of day speaks to the snapshot of death,† Do not go delicate into that great night,†¦, at close of day†(line 1-3). The principal line of the sonnet is likewise a hold back. To makes peruser notice this sentence, wri... ...getic, warm, close acts. â€Å"Fierce tears† pictures energy in nature. Thomas trusts that his dad can battle with death. He likewise asks him not be apathetic or acknowledge passing gently. Life is constrained; in this way we have to battle to do the most and the best things with no questioning. In any event, when we face with death, we additionally need the enthusiasm to live, regardless of what the outcome is. So the artist normally implores his dad to battle with death again in the last refrain, â€Å"Do not go delicate into that great night, Rage, Rage, against the withering of the light† (line 18-19). The pattern of life and demise framed a steady fundamental topic in this sonnet. Thomas once carries perusers into the dimness and passing in the interim, causes perusers to comprehend the significance of life and demise. Indeed, even toward the finish of life, everybody should endeavor to consume with life, to rage against the perishing of the light. Try not to Go Gentle Into That Good Night, by Dylan Thomas Essay - battle Dylan Thomas was conceived in the Britain in 1914. He was a Welsh artist and essayist who composed solely in English. As per Poets Organization,† His dad was an English Literature educator at the neighborhood language structure school and would frequently present Shakespeare to Thomas before he could read† (1). The home training built up his composing style which drove him to have his first bit of work distributed in 1925. The poem,† Do Not Go Gentle into That Good Night† was composed by Dylan Thomas in 1945 during the last ailment of his dad's life. Thomas tended to this sonnet to his dad whose visual perception and general wellbeing were falling flat. He communicates an incredible message about the flight and entry of death in his sonnet. In the mean time, he asks his dad to battle against the dimness which is dominating and driving him into existence in the wake of death. In this villanelle structure sonnet, using the analogy language and pictures, particul arly the parallelism, essayist gives instances of insightful men, great men, wild men, and grave men to his dad who was biting the dust at the time this sonnet was composed and furthermore tires to persuade his dad to battle against the coming passing. Thomas thinks a man who is biting the dust in a mature age ought not bite the dust unobtrusively, yet battle with death until the latest possible time. He starts the sonnet with second-individual perspective and continually reminds perusers not to go delicately into death and murkiness, but instead to battle with them. To communicate the passing and haziness, In the principal verse, Thomas utilizes an allegory where day speaks to life, night speaks to existence in the wake of death and close of day speaks to the snapshot of death,† Do not go delicate into that great night,†¦, at close of day†(line 1-3). The primary line of the sonnet is additionally a hold back. To makes peruser notice this sentence, wri... ...getic, warm, personal acts. â€Å"Fierce tears† pictures energy in nature. Thomas trusts that his dad can battle with death. He additionally asks him not be aloof or acknowledge passing gently. Life is restricted; in this way we have to battle to do the most and the best things with no questioning. In any event, when we face with death, we additionally need the enthusiasm to live, regardless of what the outcome is. So the writer normally implores his dad to battle with death again in the last refrain, â€Å"Do not go delicate into that great night, Rage, Rage, against the withering of the light† (line 18-19). The pattern of life and demise framed a consistent basic subject in this sonnet. Thomas once carries perusers into the murkiness and demise in the interim, causes perusers to comprehend the significance of life and passing. Indeed, even toward the finish of life, everybody should endeavor to consume with life, to rage against the withering of the light.

Efficiency Market Hypothesis Essay Example | Topics and Well Written Essays - 2000 words

Productivity Market Hypothesis - Essay Example Productive markets do exist in principle. For instance as per monetary hypothesis there are productive financial exchanges that particularly don't allow advertise control by speculators. Anyway the commonsense situation discredits this recommendation all the time. For example the meeting of the stock could be ascribed in part to the value issue and not to the proficiency of the business sectors. The financial exchange crash of 2008 can be recognized as a circumstance in which a securities exchange encounters an abrupt and significant decrease in estimation of its hidden stocks. Anyway crashes can happen for the most part because of the rising stock costs and over the top financial positive thinking (Cuthbertson, 1996). Further it very well may be brought about by the breakdown of a theoretical air pocket, budgetary emergency or financial emergency. A considerable change in financial exchanges and value conduct can be brought about by mental impacts that frequently lead to bubbles. Subsequently EMH is defective to a limited degree in light of the fact that there is no such grantee that offer costs would be exclusively dictated by an unadulterated exchange of market powers, for example request and flexibly. Truth be told the accident in 2008 happened because of basic insufficiencies that thus were described by a whirlwind of movement in which exaggerated offers were exchanged hectically during the quickly going before period before the accident. Financial exchange effects on the speculators' arrangement dynamic procedure and corporate methodology have been talked about against scenery of a developing situation of progress. This is a direct result of the way that business associations are turning out to be increasingly mainstream in light of the fact that their endurance is legitimately relative to the size of the market as opposed to the reasonability (Elton, and Martin. 2003). Minimized independent company associations have been portrayed as monetarily ineffective in the midst of money related downturns on the grounds that their over the top reliance on inside authoritative capacities prompts poor choices. Along these lines it's basic presently to talk about the different hypothetical underpinnings of the ideal capital structure so as to decide how productively the securities exchange would have the option to work without the previously mentioned deficiencies, for example, insolvency expenses and data asymmetry. What's more, there are some profoundly compelling speculations. With the assistance of them it's conceivable to talk about how best a productive financial exchange can be brought into reality (or not) accordingly rendering both capital structure and profit arrangement of the firm unessential. Anyway the degree to which those financial exchange blemishes can be defeated would decide the level of flawlessness of the securities exchange in a given situation.On the other hand the achievement of large firms has been ascribed to their capacity to raise both obligation and value capital and the general size of the market. In any case money related downturns wards on the association's capacity to raise capital. Since the market estimation of the firm is influenced by the manner by which the capital is organized, directors may like to raise obligation rather than value consequently cutting down the estimation of the firm according to the financial specialist (Copeland, and Fred, 1988). Along these lines investors may be constrained to sell their offers at lower costs. In such a situation huge corporate substances can get by on pre duties made by institutional loan specialists who won't

Occupational Therapy free essay sample

My own purpose behind this occupation is exceptionally founded on my youngsters who presently are determined to have ADHD. They are as of now experiencing treatment with a Psychologist and Occupational Therapist. The day by day obligations for a word related advisor is help patients with rehabilitative exercises. We furnish a customer with a treatment intend to plot their turn of events and screen their advancement. A word related advisor would communicate with patients as well as with individual word related specialists and specialists to more readily help and complete objectives set up for our patients. What I might want the most would be working with the patients ensuring we are centered around their necessities. Testing the patients as well as myself also, making a point to build up their psychological and physical aptitudes. What I would least like about my obligations in my vocation would be working with the specialists, I feel they would be exceptionally restless and probably won't have enough persistence with patients. Section level pay for a word related advisor ranges from a yearly pace of $50,250 to $70,500 with a time-based compensation of $24 to $50. With respect to myself, might want to get about $25 an hour relying upon what level of training you are. The sum that I expressed would support my family and I live agreeable not in a check by check. Truly, there is space for headway or advancement. An Occupational Therapist Assistant can progress to a full Occupational Therapist and afterward to up to a Director of Occupational Therapist. Subsequently it will be up to the individual on the amount they need to progress. Word related Therapist start off with a partner degree in the word related treatment associate program to which you are acquainted with medicinal services, clinical phrasing, life structures and physiology, and brain research. In the end promoting my training into a lone wolves and afterward an experts degree in word related treatment. Inside this time a word related specialist is acquainted with the clinical regulatory part of this field. In the event that I am to arrive at my objective I should proceed with my training here at South Texas College to get an associate’s degree, at that point proceed with my instruction at a University to have the option to get a single guys degree and in the end an experts degree. The manner in which I plan on paying for my degree will be working in an occupation that I am energetic about which would be in the clinical field, while still took a crack at school to arrive at my objective of being a word related advisor. The kind of individual I trust it would take to prevail in this vocation would be a merciful, innovative, persistent individual to have the option to deal with individuals of all ages with a physical, passionate, and formative need. This individual must have a feeling of sympathy and comprehension to make a point to keep their inclusion with the advancement that an individual needs. They should likewise be innovative to have the option to ensure that the individual they are attempting to work with has a simpler method of progress through their turn of events. What's more, ultimately the individual must have persistence this is the main key on ensuring that they take the time and ensure that the patient really builds up a change inside themselves. I feel that I am that sort of individual, with all the hardships that I have suffered with my past occupations and my children’s restoration. I have learned sympathy by ensuring that I am there for my youngsters and the individuals that I work with. I have gotten imaginative by ensuring I show my kids and my kindred colleagues methods of making their learning or their work increasingly fun. At long last I have discovered that being a mother with kids that have ADHD I must have all the tolerance on the planet, since they should learn at their own pace and at their own time. The most fascinating and constructive data has been the capacity to make an adjustment in a people life. In which I realize that I have animated to think and build up a piece of themselves either lost or overlooked. I have additionally observed the advances in medication and it has intrigued me with regards to realizing what different types of progress would we be able to give an individual who need that physical, enthusiastic, and formative need. The most negative and frustrating data has been realizing that I should go to a college for a long time to have the option to arrive at my definitive objective in having a Masters level of Science in Occupational Therapy. I need to go through different courses that I feel have nothing to do with my objective of word related treatment. I will anyway go through the years to ensure that toward the finish of every one of my courses I will have the option to help individuals and my youngsters aswell. I will push nearer toward my vocation way by staying aware of the courses with the goal that I am ready to pass and complete my objective of turning into a word related specialist. When I get my degree I will make a point to enter a restoration community and have the option to center myself in helping patients. This will make a point to open ways to working with grown-ups as well as, this is the place I will gain proficiency with the imaginative side of word related treatment. In general my objective of word related specialist will permit me to all the more likely teach and create myself and furthermore my children’s lives. The exploration and meeting has disclosed to me that eventually by turning into a guaranteed word related specialist I will have the capacity and information to support my grown-ups and youngsters build up the abilities that they are deficient. Additionally it will assist me with giving the satisfactory consideration and help to comprehend my youngsters and help their improvement with their ADHD. I fell that I have settled on the right decision for my profession because of my own understanding. The profession way I have picked will support those with physical, enthusiastic, and formative incapacities have the option to have an ordinary existence. This will likewise help make steadiness in my home with my youngsters and myself, since I will figure out how to all the more likely get them. Data Interview Name of Person Interviewed: Vicky L. Song Date Interviewed: March 19, 2012 Organization and Official Title: Super Kids Rehabilitation and Certified Occupational Therapist Assistant. Length of Employment: 8months/27years all out 1. How could you choose to enter this field? She delighted in helping individuals with handicaps. In the wake of being in utilized in a nursing home she was allowing a chance to return to class and get instructed. At the time it was not required to have a degree in her field on the off chance that she wanted to state in the nursing home. 2. What sort of instruction and preparing do you have? She attended a university for a long time and was acknowledged in the program for word related treatment. She accomplished in excess of 300 clinical hours. 3. What are your exercises and obligations at work? She with bunches of close by exercises and active recuperation with youngsters mental and physical incapacities. Additionally handle bunches of state related desk work. 4. How and by whom are work choices made that influence you? Well she has chief that appoints all the obligations in the center and with regards to her patients the choices are made by her. 5. What do you like most about your activity? Least? She wants to come to work and be with her patients and seeing their improvement. The least that she prefers about her activity is the point at which the youngsters need to leave the program. Additionally when the guardians to set aside the effort to perceive what their kids doing in there exercises and being utilized as a childcare. 6. What amount of impact do you have over choices that influence you? 100% when it go to her patient. In any case, in the workplace the chief has choices on what is should be finished. 7. What do you find generally troublesome about your activity? The work hours, insufficient vitality, and insufficient time with the patients. 8. Shouldn't something be said about the activity would you change in the event that you could? The measure of time with the patient rather than 30min to 35 min it would be at any rate 45 to an hour. 9. What kind of individual do you need to be great at this particular employment? The individual should be adaptable, association abilities, and bunches of patients. 0. Is there a particular counsel you would provide for an individual entering this field? This is the best vocation on the planet, be proficient, never be engaged with the workplace issues. 11. What would be the best next step? Well following 27 years in the business I will be resigning and on the sea shore some place. Be that as it may, this where I need to be with my pa tients and taking note of something else.

The Day That Changed My Life Free Essays

string(100) despite the fact that I was not having any constrictions I realized I would not 4 like to conceive an offspring in my vehicle. The Day My Life Changed Forever I will always remember the day when my life was changed until the end of time. I was twenty-two years of age and going to bring forth my first youngster. I was having a young lady, who I was going to name Mia Alexandria. We will compose a custom paper test on The Day That Changed My Life or on the other hand any comparable subject just for you Request Now Up until this point in my life I had the option to proceed to come however i wanted, that was going to all change. I realized that having a youngster would completely change me yet didn't have the foggiest idea how much. It was in December of 1996, and was a cool, troubling winter day. I was in my eighth month of pregnancy and I was testy about hauling around additional weight that was in my tummy. I got up early that morning and chose to get a few things done. I drove a Jeep Wrangler around then, a red one with a white hard top that reliably skiped around the street with each knock and break that you hit. I can in any case feel the harsh draft that leaked through the breaks as I drove. It was a stick move, which a large number of my companions didn't have the foggiest idea how to work. Hesitantly, I bounced my pregnant body up into it scarcely having the option to move my appendages from being packaged up in my poufy parka. My companion chose to go along with me that day to stay with me. Our first stop was to the joblessness office. The joblessness organization in those days was situated in a few structures dissipated all through the state so you simply needed to locate the nearest 2 one to you, drive to it, round out some administrative work, and remain in line to document your case. Things were not done as they are currently with all the extravagant PC innovation. As we showed up in the parking garage I was feeling somewhat restless, not having applied previously, and not realizing what I was going to state to the individual behind the counter. I had been discharged from my waitressing work half a month prior as a result of my pregnancy, the proprietor was apprehensive I may slip and fall while I was working and didn’t need to be mindful or even take that risk. The proprietor said I could return after I had the child yet meanwhile I wasn’t ready to pay December’s lease nor did I have any food in my condo. My mother said I could come eat whenever I needed at her home and constantly sent a consideration bundle with me when I left, yet at the same time that didn't pay the lease. Obviously I didn't have especially cash for gas to drive to and fro to her home either and we lived around 15 miles separated. I wasn’t sure on the off chance that I would meet all requirements to get joblessness however I realized I urgently expected to accomplish something as a result of the infant I had in transit. At the point when we strolled into the structure I saw a colossally long queue, a take a number sign, columns and lines of seats with other individual jobless residents, and many government laborers behind the counters. The spot was tremendous. The environment felt stodgy to me and the room was transcendently loaded up with men that showed desolate appearances. I took a number and my companion and I had our spot in line. We were representing around twenty minutes when out of nowhere I felt this surge of wetness between my thighs. I didn't know what had simply occurred but rather I contemplated internally I was unable to have quite recently had a mishap like a preschooler. As I intellectually evaluated the circumstance, the 3 just thing that kept me running from humiliation was my long parka that descended past a decent segment of my posterior so you were unable to see my waist. My bladder control was not as it was before I was pregnant; anyway when I understood following a moment or two that perhaps the fluid that was wildly discharging from my body was not pee by any means, yet that my water had broke, which implied I was starting to give birth. Being twenty-two and it being my first youngster I figure I may have been in stun. Not comprehending what else I ought to do, I chose to approach one of only a handful not many women I found in the workplace. I needed to ask what I ought to do in light of the fact that I had just marked in. The woman took a gander at me in dismay and said â€Å"Leave, who minds that you marked in. You have to go to the hospital†. My companion and I took a gander at each other and afterward immediately dashed out to my Jeep and hopped in. My companion figured she should drive yet didn't have a clue how to drive a stick-move. I figured it was likely a vastly improved thought in the event that I drove and guaranteed her I was in no torment and I was fine to drive. I quickly dashed off not so much having the following goal at the top of the priority list however realizing I had towards the medical clinic. I was not in torment and would not like to depend on another person to choose what to bring to the medical clinic for me so I chose to make a refueling break back at my condo before making a beeline for the emergency clinic. At the point when we showed up just twenty minutes or so had passed and I thought at this point something different ought to occur with my body and was foreseeing the more regrettable was going to come. I changed out of my hopelessly wet jeans and I immediately got together the things I figured I ought to bring. We hopped back in my fun jeep with our goal being the medical clinic this time and started making our excursion there. We had around a brief drive to Royal Oak Beaumont without traffic and despite the fact that I was not having any compressions I realized I would not 4 like to conceive an offspring in my vehicle. You read The Day That Changed My Life in class Article models I had heard various insane stories from individuals all through my pregnancy about conceiving an offspring in odd spots and just truly needed to make it to the emergency clinic. At the point when we showed up at Royal Oak Beaumont I went into through the crisis room. The security monitor went to get me a wheel seat yet I felt that I was fine and chosen to approach the work and conveyance floor. At the point when I got to the floor the medical attendants welcomed me energetically and snared me to a PC with this wires were associated with a stretchy band that fit around my midsection. I didn’t realize what they were really going after the time, yet now I realize they were to gauge my withdrawals. The medical caretaker checked my expansion status and I was at a four and when you convey the child a person’s enlargement status is at a ten. The medical attendant packaged every one of my possessions in a plastic sack and quickly surged me to proper space for conveyance. At the point when I was strolling to my new room the medical caretakers were surprised that I was enlarged to four and strolling around without feeling any agony. I didn’t have the foggiest thought what was going to occurred so it truly didn’t upset me. My companion more likely than not been calling each individual I knew in light of the fact that individuals began streaming in to see me. Huge amounts of loved ones pivoted all through my room uncovering blessings and accommodating empowering tips. The emergency clinic staff permitted a lot more individuals in the room at one time then I thought was permitted. I had been at the emergency clinic for about 90 minutes and still wasn’t feeling any withdrawals despite the fact that the medical caretaker said I was having them. One of my companions had brought a deck of cards and another halted at the store and brought me candy for my weet tooth I had so we were playing a game of cards and I was gobbling treats when the specialist appeared. 5 The specialist was a moderately aged man, likely in his forty’s, which I had never met. He was the specialist answerable for the patients from the workplace I went to for my pre-birth exams. I went to the medical clinic obgyn center were the specialists were doing their temporary jobs and other ranking staff specialists supervised that they were playing out the right way. He revealed to us I most likely would not be having the infant for a couple of hours, it was presently about supper time and I was beginning to get ravenous. My enlargement status had remained at somewhere in the range of four and five for a long while and he chose to arrange for me to have pitocin which fools your body into beginning to have constrictions so your body will convey the infant quicker. This medication impersonates the impacts of the hormone, oxytocin that normally is discharged in your body to instigate work. My father and step-mother would not like to miss the introduction of my first kid however needed to leave to go eat and they would bring me something back. They said I was unable to eat however they were permitting me to eat the sweets which was somewhat weird. In the long run I realized I would need some supper however and urged them to proceed to return. Little did my father or I realize that what he dreaded was going to work out as expected. He kissed me on the head and said â€Å"Don’t have that infant till I get back, ya hear†. I snickered and answered â€Å"Ok†. My father left and the medical caretaker came in to regulate the pitocin. As the medication moved through my IV into my vein it felt not exactly cold but rather a cool streaming surge like some little bugs were attacking my body. It had possibly been a couple of moments when I could begin feeling perhaps a bit of crushing of my tummy that they were calling a withdrawal. Around seven or eight individuals were remaining in my room conversing with each other and asking me a lot of inquiries when out of nowhere I felt the greatest kick, it felt like somebody punched me in the stomach. At that point next came a withdrawal, it was hard 6 And it hurt. I hollered to the medical caretaker â€Å"I contemplate to have the baby†, she said â€Å"Let me check presumably not simply yet†. I yelled back â€Å"I think I need something for torment then†. Rapidly I was managed some Demerol which should bend the agony. It simply caused me to feel like I was going to upchuck as it hurried through my veins and gave me the greatest high I had ever felt. Again I felt a major withdrawal â€Å"I need everybody out† I shouted. Everybody hurried out the medical attendant checked me and I was going to have the child, she pressed the crisis button and the specialist came running. Nobody was prepared, none of the bundles were opened up for the conveyance, and nobody had their appropriate work and conveyance gear on. There was no time for any of that I had one more compression and I was told not

Spontaneous Bilateral Adrenal Hemorrhage - Free Essay Example

Background Adrenal hemorrhage is a rare condition that results in adrenal shock, death, or adrenal crisis unless treated on time (Dahiya et al. 2). Unfortunately, the symptoms of the disease are not easy to identify because they are unclear. In fact, most patients discover that they are suffering from this disease when being scanned for other cases. Since it does not have any clinical manifestations, it is difficult to point out the causes or effectively treat it (Barucha et al. 6). In adults, the disease is caused by sepsis from an organism or meningococcemia. In addition, being under extreme stress could lead to insufficient production of adrenaline which may cause the disease. Pathophysiology The pathophysiology of this disease remains unclear. However, there are features which predispose the adrenal medulla to thrombosis (Sharma 12). It is important to note that thrombosis has been linked to this disease. Regarding the features, the rich supply of blood from the artery to the delicate subscapular arteries with very few venules is the major contributor (Girgis et al. 44). The adrenal gland has arich supply of blood but has poor drainage because it depends on one vein. In the same manner, stressful conditions also lead to the disease as mentioned earlier. In the adrenal glands, there is a hormone called adrenocorticotropic (ACTH) whose quantity increases when an individual is stressed (Rosenberger et al. 31). ACTH has the effect of making arterial blood flow into the arteries much higher than the vein can drain. Coupled with thrombosis, the likelihood of this disease occurring are much higher. The occurrence of the disease is attributed to a disease called Waterhouse –Friedrich en syndrome (WFS). This disease leads to the failure of the adrenal glands due to excessive bleeding into the adrenal glands (Hammond et al. 2,476). The pathogen responsible for this disease is called meningococcus. A bacterial infection leads to meningococcemia which causes the severe bleeding. Even though WFS is classically named as the main cause, bilateral hemorrhage can occur due to pregnancy, burns, and traumatic events (Hammond et al. 2,477). Other adrenal diseases or complications are also associated with the disease. For instance, thrombocytopenia or surgery. Epidemiology Frequency The occurrence of this disease is very rare. As a matter of fact, it was assumed that less than 1% of the total population had the disease several decades ago. In America, less between 0.3 and 1.8 % of the population suffers from the disease (Sharma 14). Even so, for people who die of shock, 15% of them are believed to have suffered from this disease. Mortality Acute adrenal insufficiency may occur in the presence of the disease. Surprisingly, patients who suffer from adrenal hemorrhage do so because of underlying diseases related to the adrenal glands (Sacerdote 55). That is to say, even when treatment is successful, there is still the possibility of the patient dying. In general, this disease accounts for 15% of the total mortality of people suffering from adrenal problems. Despite that, it is possible for the severity to increase depending on the underlying adrenal disease (Bharucha 13). To illustrate, patients suffering from WFS have higher mortality rates than those who have less threatening diseases. To be precise, these patients have a 50-60% mortality rate. Chronic adrenal insufficiency occurs in people who survive from this disease. For their recovery, they require long-term glucocorticoid replacement. Androgen replacement is also available as an alternative form of treatment (Dahiya 7). Despite the treatment options, there are very rare cases of patients recovering completely. Nevertheless, early treatment and detection make all the difference. Gender factors According to reports, males have a higher chance of getting the bilateral hemorrhage than females. The ratio of man to woman is 2:1 (Dahiya 8). That means that men are twice as likely to get this disease as women. Age Although age is not a prime factor, it has been reported that people affected by this disease are in their thirties at the very least (Rosenberger 35). Furthermore, the people in their 40s have higher chances of getting this disease. Although traumatic experiences could lead to the disease, non-traumatic causes are also responsible for it. By the age, 80% the likelihood of getting this disease is much higher. WFS is a pediatric disease that increases one’s chance of getting the disease. Signs and symptoms As mentioned earlier, the disease does not have any distinctive signs and symptoms to enhance treatment. Even so, there are several characteristics that have been identified in the patients. They include: Primary symptoms The primary symptoms of this disease are chest pain or in other cases back pain, and pain in the abdomen. Fever may occur although it is a rare feature (Hammond 2,485). In the case of theabdomen, acute abdominal rigidity and rebound tenderness were reported in 15%-20% of the cases. Hypotension may also occur though the chances are 15%. In Severe but rare cases, anemia may occur. As noted, these symptoms are not isolated in occurrence. In light of that, pinpointing the actual disease becomes problematic (Dahiya 9). In the case of pregnant women, it is even worse because of similar symptoms arising from other factors. As aforementioned, chances of survival of this disease are very low. Diagnosis CT scans The standard diagnostic measure includes the use of computed tomography (CT) scans with or without contrast. The CT scan is important because, through it, the adrenaline gland can clearly be seen and so can any swellings in it (Hammond et al. 2,499). A CT scan also helps differentiate the different causes of the hemorrhage. Through this clarity, the doctor can tell the different causes of the bleeding. The differentiation is obtained through enhancing the images and precontrast scans (Girgis 50). CT scans are more a more popular approach to diagnosing this disease. However, the rim enhancement makes it difficult to tell the precise cause of the hemorrhage. MRI scans Magnetic Resonance Imaging (MRI) scans are believed to be more accurate than CT scans. MRI scans with contrast enhanced with subtraction imaging give more accurate results (Sacerdote 57). In MRI scans, methemoglobin is used to detect and enhance areas of high signal on unenhanced T- weighted sequences. This aspect presents a problem because it makes it difficult to differentiate. To counter this problem, the subtraction of any particles in the blood is done. What is left is a hematoma which is identified (Sacerdote 59). MRI is the best alternative because it differentiates the acute and sub-acute hemorrhages. The two methods of diagnosis are commonly used in hospitals because they point out any unusual occurrence within the adrenaline glands (Bharucha 24). Diagnosis is important because it is the first step toward a treatment plan that could reduce chances of death. Treatment The treatment of this disease includes therapy sessions to replace the functioning of the adrenal glands and reduce any excessive fluids. In nontraumatic cases, surgery is not required. On the other hand, traumatic causes require surgery (Sharma 35). Treatment in children is done with parental guidance. Hydrocortisone is administered to children. Other drugs include Mineralocorticoids though this may not be effective in the case of bilateral hemorrhage in the long run. Radiology may also come in handy. Diet For individuals suffering from this disease, a lot of water and salt intake is important. For those critically ill, they are kept on a status called nothing by mouth (NPO) (Bharucha et al. 33). The NPO status is given depending on the severity of symptoms such as vomiting. Bed rest is required for those people suffering from this disease. Patient counseling and education Patient counseling and education are given to enable the patients to help them understand their condition better. For clarification, the patients visit several specialists who take part in their treatment process (Sacerdote 65). They include an endocrinologist who educates them more about the role that hormones play in the disease and how to manage it. Another consultant is a urologist or at times a surgeon who may or may not perform surgery on the patient. A cardiologist may also come in handy. Other specialists may such as infectious disease specialists are included in helping the patient manage the disease. Conclusion To conclude, it is evident that the disease is not easy to identify because some of the symptoms resemble those of other diseases. This disease is relatively rare and so not so much literature is available. This can be seen in the case of its pathology. Through CT and MRI scans, it is possible to identify the hemorrhage in the adrenal glands. While treatment is effective, there is still a high level of mortality rates experienced. Even so, it is important for the age groups susceptible to this disease to be checked should any of the symptoms suffice.

Anorexia The Role of Media Essay - 550 Words

Anorexia: The Role of Media (Essay Sample) Content: Anorexia: The Role of MediaNameInstitution Anorexia is a psychological disorder that is mainly associated with the disturbing physical consequences. It is a peculiar reaction that range from exterior and internal conflicts such as anxiety and sadness. Research depicts that Anorexia is a genetic tendency majorly caused by environmental factors. Despite the malady being grouped as nutritional disorder, media has massively contributed in spreading the increase of the disease within the society. Moreover, the influence of the media and spread of anorexia cannot be disputed since the media normally display to the public fundamental images and information thus reinforcing the idea that happiness of individuals solely depend on their sizes. Within the modern universe, it is cumbersome to read magazine and newspaper or turn on the television and listen to the radio without seeing the information that fatness is detrimental (Calvert Wilson, 2011). The most disturbing issue i s that such information is also seen by the kids thus causing kids to be obsessed with their weight. Moreover, the messages have made more of the adolescents not to properly eat in the name of checking their underlying weight. Most of the examples mainly illustrate the medias obsession with the thinness in regard to the role within the anorexia. Numerous television individuals are not overweight. Moreover, hiring such individuals give the society the perception that the beauty is mainly associated with the thinness (Ogden, 2011). Thus, media requires taking massive responsibility for maintaining the prevailing dysfunction. This subsequently serves as a fundamental strategy aid in relatively lowering underlying cases anorexia within the society. Western media have massively contributed in spreading of anorexia from the interpretation of perfect body kinds via numerous programs. Moreover, social media play a responsibility in fueling and triggering the malady (Ogden, 2011). Media h ave relatively greater power in curbing the disorder despite being blamed for the escalated spread of the malady. For instance, there exist pro-anorexic websites that have been developed in order to help the provision pieces of advice and corresponding guidelines on matters of the unhealthy weight administration (Howard-Taylor, 2009). This mainly encompasses Pinterest which is a social site that have ceased from utilizing inspiration words to the users to be skinny. The site has embraced creativity of cautioning users on the feeding disorders, which is a mental disorder and ought to be handled in order to avoid austere health circumstance (Calvert Wilson, 2011). Fear is normally install in individuals when magazines glamorize thin bodies and putting diet divert on social site on the ladies pages thus causing to be fat. Moreover, when media feature models having thin bodies they ought to remind the underlying public that such individuals mold their bodies mainly with the assistanc e of nutritionists, individual trainers and corresponding plastic surgeons. In conclusion, the media can perform great responsibility in regard to the development, preservation, stoppage and cure of the anorexia. This can solely happen in case they are careful of the underlying images they show to the public. They ought to avoid showing images and conveying information that mainly focuses on the worth of thinness since such information possess negative effects on the numerous audiences (Van Kinnally, 2012). Moreover, they also distress the underlying passionate welfare of individuals thus causing bad eating patterns amongst women who mainly believe within the western cultures. Despite the underlying media contributing massively to the maintenance and growth of the anorexia, they can also aid in the treatment and prevention of the disorder. This can mainly be executed via media activism, backing and literacy. With the drastic predominance of the body displeasure within the communi ty, it would be more sensible for the media to majorly advocate for the positive body construction information in order to aid in pugnacious the...

Why Natural Law Theory Is an Inadequate Criticism of...

Albert Einstein one said, Common sense is the collection of prejudices acquired by age eighteen.(Quotations,162) There is some truth to what he said in relation to Natural Law Theory. It would seem that Natural Law is based at least in part on common sense. This essay will attempt to discredit the Theory of Natural Law on these grounds, as well as proving that it is inapplicable when judging the ethical value of homosexuality, and discrediting homosexuality as a perversion. Act utilitarianism depicts the argument more clearly, because there are certain semantic inconsistencies with Kantian ethical Theory that will be discussed further on. Let us first consider the premise that homosexuality is contrary to Natural Law, because the†¦show more content†¦Viagra) or building alliances are against Natural Law Theory. We must also question whether irrational species are ever capable of doing that which is unnatural, as they are guided by instinct rather than coherent thought. If we expand this into the human sphere, it is then clear that only humans are capable of unnatural activity. Given our ability to choose and our similarity to these species, humanity can only have one of the following two potential characteristics: humans are either naturally inclined to homosexuality, or they are unnatural. Because humans are rational (and because of which, perhaps unnatural) and can therefore choose among alternatives, we may say that humanity is naturally inclined towards homosexuality. However, ethics is concerned with right and wrong, not with what is. Act utilitarianism can clearly explain homosexuality as a general practice. Surely heterosexuals enjoy being heterosexuals. There is no reason for a woman to say, I love men, but I wish I loved women, for that would mean that she is either considering women in the light of an intimate relationship and/or sex (and is perhaps considering bisexuality), or she is recalling characteristics that have nothing to do with either (i.e. women are more organized) and will hence have nothing to do with her sexual orientation. It is likewise for homosexuals, with one exception. TheShow MoreRelatedCrime, Deviance, Social Order And Social Control3729 Words   |  15 PagesDefinitions of: Crime, Deviance, Social order and Social control Crime is defined by the Oxford dictionary as ‘an action or omission which constitutes an offence and is punishable by law.’ (Dictionary, 2015) Whereas deviance is failing to conform to the expectations held by society without necessarily breaking any laws. Criminal behaviour differs to deviant behaviour as a person can be deviant without committing a crime and vice versa, a person can be criminal without being deviant. For example, speedingRead MoreCalculus Oaper13589 Words   |  55 PagesAdrienne Rich    Adrienne Rich s essay constitutes a powerful challenge to some of our least examined sexual assumptions. Rich turns all the familiar arguments on their heads: If the first erotic bond is to the mother, she asks, could not the natural sexual orientation of both men and women be toward women? Rich s radical questioning has been a major intellectual force in the general feminist reorientation to sexual matters in recent years, and her conception of a lesbian continuum sparkedRead MoreLogical Reasoning189930 Words   |  760 Pagesstream might not have Giardia. Ill take the first drink. Juanita winces. No, don’t do that, she says. Lets just pack up and go home. When you ask her why, she explains that a friend of hers got Giardia and had a bad experience with it. She doesnt want to risk having the same experience. When you hear the details, you understand why. The symptoms are chronic diarrhea, abdominal cramps, bloating, and fatigue. Also, she says, the park signs about Giardia are probably posted because theRead MoreEssay about Alcoholism and Drug Addiction17765 Words   |  72 PagesFORWARDING CERTIFICATE Ms Bandana Grover has been permitted to write a project on â€Å"Alcoholism and Drug Addiction† for B.A. LL.B. (Hons) Internal Evaluation of Amity Law School, Sector – 125, Noida, AUUP. Date: 10th October 2011 Ms. Mokshdha Bhushan Lecturer Amity Law School AUUP Noida - 201301 Introduction Alcoholism and Drug Addiction may be conceptualized as crime without victim that is, addict himself is the victim who becomes a prey of its misuse. ThisRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. 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Team Communication Skills - 1014 Words

Team Communication Skills In addition to good individual communication skills, the team itself needs to form communication skills. Cohen (2008) looks in detail of the communication skills the team should establish for good overall communication. In addition, the article also goes to explain how commutation plays a role in conflict resolution, and what group rules the team should create when conflict occurs. As a team, creating a protocol for conflict management is important. This includes how the team should communicate and behave during a conflict as well (Cohen, 2008). There are several important elements to include in this structured process. The first element is allowing members to speak up and to express feelings with respect. Secondly, is to intervene early to decrease the severity of the problem. Moreover, when the conflict occurs it is critical to establish a goal as to what all team members want and for it to be understood. Finally, the team should always remember to empathi ze with the other members, demonstrate appreciation, and try to understand another’s perception (Cohen, 2008). It is important, however, to remember that reducing conflict can be simple if the team follows an appreciative process. Bushe (1998) goes on in explaining this concept, and explains by using this process it helps the team amplify what they can do, and focus on the positives within a situation. Skills parts of the appreciative process are positivity and being positive to the team,Show MoreRelatedLeadership Skills, High Communications Skills And Good Team Working Ability1282 Words   |  6 Pages In my opinion, managers should have Leadership skills, high communications skills and good team working ability. These certain qualities are most crucial for the managers to run their profit making organization successfully. 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Workplace essential skills enable people at work to do the tasks required by their occupation, give them the basics to learn all other skills (job and life) and assist them to manage and adapt to the changing workplace environment. TheyRead MoreSelf-Development as a Part of Professional and Academic Skills Support Module1146 Words   |  5 Pagesexperiences as a part of professional and Academic skills support (PASS) module. It helped to apply theoretical knowledge for the outdoor activities in the Buxton Residential Trip starting from the team formations and end up with the poster presentation and other group activities which are essential for building up of self-confidence and behavioral intelligence. My essay aims on Leadership, Teamwork and self-management and effective communication skills and concludes focussing on key areas with appropriate

Changes on Film and photography over the Decades - 729 Words

Film and Photography Film and Photography has changed dramatically over the decades, from the camera obscura, pinhole, lomography and now we are at an age where almost everybody in the world has the means to make films and photographs in their pockets. Since the means of making filmic and photographic art are still so readily available, the rarity and uniqueness of the media has been greatly diluted. This makes it harder for artists to establish themselves, on the other hand this also means ; because there is more competition that art pieces are becoming more and more exceptional. I will be looking at how this affects modern art and whether or not I believe this art form has attributed to it. Although it is argued the use of photographs are not as diligent as traditional art forms such as painting or sculpting, it has opened up a whole new breed of art; which documents and â€Å"captures, instantaneous fleeting moments†. Photography gives a take on perspective that cannot be captured by hand and because of digitalised nature of the media, allows the photographer or film-maker an almost unlimited amount of versatility through editing. Francis Firth called the use of photography â€Å"an attribute† I very much agree with him. The use of photography has been a prominently useful tool throughout history, many artists used photographs to capture a scene or portrait to be draw or painted later thus extending their time-scale. I have used photography and film in my own work. I findShow MoreRelated How Digital Processes Change Photography Essay1665 Words   |  7 PagesHow Digital Processes Change Photography New technology is an ever present, always advancing force in today’s world. For this reason it is no surprise that in the last decade we have begin to see the rise of digital imaging in our lives. 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We have different styles of media, different ways to view media, and so many different options when it comes to creating media. A recent technology that has started to gain traction is 360-degree photography. This new technology allows people to view more than traditional 2-D perspective. With this new way of being able to capture a scene comes many affordances and constraints. Being able to

Should College Athletes Be Paid - 886 Words

student athletes, should be designed in a way that promotes academic progress as well as graduation. Whether you are on a college campus or listening to a sports talk radio show, the question of should college athletes be paid seems to have been discussed forever. One of the major arguments for paying student athletes is that the colleges use the athletes to generate revenue for the college. â€Å"There are also those that argue that athletes should be paid for the hours that they often put in their respective sports and classrooms† (Jung, 2013). There have been a lot that has been said in regards to the fact that athletes are making colleges better because they attract other potential students and the athletes should be rewarded for that impact to the college (Smith, 2011). Some may argue that all a student athlete has to do is be patient and their huge professional salary will be there for them in a few years. 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As of right now, these athletes are not getting paid, but many of them truly believe that they should. Others believe that they already are being paid throughRead MoreShould College Athletes Be Paid?986 Words   |  4 PagesPaying the College Athlete The college athlete has steadily grown in popularity in the United States over the span of the past decades. Monetarily speaking, this increased publicity has been extremely beneficial for National Athletic Association (NCAA) and all the colleges involved in athletics which has sparked the dispute of whether or not the athlete should be paid for their hard work and dedication on the field and to their school or if the athletic scholarship is more than enough. College athletesRead MoreCollege Athletes Should Not Be Paid1558 Words   |  7 Pagesstudent-athletes participate in a variety of different sports, and currently they do not receive paychecks for their performances. 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The Effective Leader Andrew Carnegie free essay sample

Leadership effectiveness report – Andrew Carnegie In this report, I will introduce an effective leader Andrew Carnegie, a famous entrepreneur who led the steel industry to expanse and develop in whole America in the late 19th century. This Scottish-American man achieved in being the richest industrialist in early 20th century by starting his first job as a bobbin factory worker, after years of effort, he built his Carnegie Steel Company, which later on merged with Federal Steel Company and several small companies to form the U. service writing in military S. Steel. In U. S. , together with the â€Å"Petroleum Emperor† Rockefeller, â€Å"Auto Emperor† Ford and other famous tycoons, the â€Å"Steel Magnate† Andrew Carnegie maintained the place of world’s largest steel company and almost monopolized the whole industry in America for decades. After making huge success in his business, he chose to donate almost his all fortune to philanthropy and turned interest to education. Undoubtedly Andrew Carnegie became the hero of American and led them to achieve enterprise goals According to John Gardner’s book On Leadership, nine roles and tasks of leadership was listed, which include envisioning goals, affirming values, motivating, managing, achieving workable unity, explaining, serving as a symbol representing the group and renewing. In this section, the reasons for why Andrew Carnegie is an effective leader will be provided. Envisioning goals As an effective leader, he or she must have the ability to create a vision, identify goals and provide solutions to problems. In 1863 the civil war fueled the iron industry and after the war was over, Andrew Carnegie resigned from the Pennsylvania Railway because he saw the potential in this field during the war. The reason why Carnegie turned to devote his life in to steel industry and then earned his fortune was that he not only focused on the present but also looked into the future and envisioned goals. Serving as a symbol Perhaps the most obvious and significant role to be an effective leader is serving as a symbol. On one hand, it is certain that Carnegie was the greatest leader and symbol of the steel industry. For what he had been contributed to the development and expansion, Carnegie was the Steel Emperor in American history undoubtedly. On the other hand, no one can deny he was also a symbol for serving as generous philanthropist among the rich. After Carnegie sold all his steel holdings to J. P. Morgan, he turned to hammer at building libraries, funding to schools. Everything he did was the reflection of his leadership and his steel industry. Renewing There is no doubt that Andrew owned the ability of renewing. Before civil war, Andrew Carnegie quitted his job and invested all his assets to build his first company Keystone Bridge Works in 1862. However, since from July 4, 1863, the both sides of the civil war began using the warships, Carnegie realized how important the steel is. Once he travelled to Europe, Andrew was inspired by Henry Bessemer’s breakthrough technology of making steel. Since then he devoted his entire mind to the iron business after coming back to America. Through this transform, it believes that Andrew Carnegie was challenging the status quos and encouraging the responsiveness to change. Motivating In 1898, Andrew Carnegie wrote his book â€Å"The Gospel of Wealth†, in which he advanced the notion that the rich should use their resources and wealth to help and enrich society. Two year later, he accepted J. P. Morgan’s offer which he would buy all his steel holdings for the price of $480 million dollars. Since then he began to devote his energies to philanthropy especially on education. The major philanthropic contribution includes funding for the establishment of more than 2,800 libraries, Carnegie Hero Fund Commission (1904), Carnegie Endowment for the Advancement of Teaching (1905) and so on. According to John Gardner’s leadership roles of motivating, Carnegie motives the people from two ways: the young are motivated to achieve their life goals and the rich are motivated to contribute the wealth to society. In order to know more about the leadership style and behavior of Andrew Carnegie, using behavior approach to analysis is a good choice since behavioral basis for researching leadership shows that some certain leadership behaviors are more effective than others in various situations. The next I will use two different leadership models to discuss. At first, according to the Likert’s systems model, there are four systems developed from factors of concern for people and concern for production, which respectively are autocratic, benevolent, participative and democratic. And Carnegie belonged to the participative leader. It must be pointed out that Carnegie owned most his success to that he had employed a group of talents that were skillful and also knew how to manage. He concerned on people and trusted them, but also kept control of decisions. Besides, the Leadership Grid developed by Blake and Mouton is also a useful model to analysis Carnegie’s leadership behavior and style. During the way Carnegie led steel industry to expanse and develop, his style on the grid is nearly (9, 9), a kind of â€Å"team management† style. Nowadays, people often quoted one of his famous saying: if I ruin all my plant equipment, materials, as long as keep my whole class people, I will still be a steel emperor a few years later. As it is known to us all, Andrew Carnegie is the Steel Magnate of 20th century and also a great and respected philanthropist. It is undeniably that his fortune, achievement and philanthropy contributing vastly to the American society . Through his recipe to successful leadership roles that include fostering the process of renewal, the eloquent explaining ability, serving as symbol and motivating spirit, which fit the theories of John Gardner’s leadership roles and tasks, Andrew Carnegie was fully worthy of an effective leader.

Criminalistics Week 11 Ind Homework free essay sample

This method is helpful because the searcher is moving from an area light with evidence to an area where more evidence is most likely to be found. Because the searcher may not be able to complete a perfect spiral evidence could be missed. Wheel/ray search-employs several people moving from the boundary straight toward the center of the scene or from the center straight to the boundary. This is not preferred because areas between the rays are not searched. Quadrant/zone search-involves dividing the scene into zones or quadrants and team members are assigned to each section.This method is best suited for scenes that cover a large area. 2. What is the difference between a primary and a secondary scene? A primary scene is one at which the original incident occurred. The secondary scene is a location that became part of the crime scene by activities after the initial incident, such as using a car to transport a body. We will write a custom essay sample on Criminalistics Week 11 Ind Homework or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 3. List three methods for crime scene recording. Notes, photography, and sketches. Notes-the notes should start by identifying the person who contacted the investigator, the time of the contact, and all preliminary information enclosed, including the case number.Photography-crime scene photographs can show the layout of the scene, the position of evidence to be collected, and the relation of objects at the scene to one another. Photography is also important for documenting biological evidence in its original condition because this kind of evidence is altered during testing. Sketching-a sketch shows the layout of an indoor or outdoor crime scene and the relationship in space of all the items and features significant to the investigation. It is important to illustrate the location of collected evidence.Sketching clarifies objects and features already described in notes or shown in photographs. 4. What are aperture and f-number? How does the aperture relate to the f-number and how does this affect the amount of light to which the film exposed? The aperture is the size of the diaphragm opening through which light enters the camera. The f-number is the diameter of the lens opening for light to pass through the camera. One adjusts the aperture by setting the f-number, which is equal to the focal length divided by the aperture.Thus, the aperture and the f-number are inversely related. The lower the f-number setting, the wider the aperture and the more light it allows in. 5. What is the depth of field? How does a camera’s the f-number relate to a depth of field of the photographs it produces? The depth of field is the range of in the foreground and background of a photographic subject that are also relatively in focus. Landscape mode on a digital camera automatically selects higher f-stops to improve the depth of field when the background and foreground are important.The portrait mode selects lower f-stops to decrease the depth of field and make the subject stand out clearly against a blurred background. 6. What should medium-range photographs taken at the crime scene show? What should appear in every medium-range photographs and why? Medium-range photographs should show the layout of smaller significant areas of the crime scene. The items that should appear in every medium-range photograph are evidence markers and they are to show the spatial relationship between and among pieces of evidence in greater detail than the overview photographs.

Leading Innovation and Change

Abstract This paper provides a critical review of the theories of change and innovation, as well as, leadership of change and innovation. It also presents an assessment of my leadership skills, as well as, examples of change processes that I have participated in.Advertising We will write a custom essay sample on Leading Innovation and Change specifically for you for only $16.05 $11/page Learn More The change that I successfully led involved improving the website of a bank. This change was successful because of effective planning and my ability to create a sense of urgency. In addition, a team of experts from the bank who had a clear understanding of the company’s needs modified the website. A less successful change that I have led involved renovating 32 bank branches and increasing the efficiency of serving customers. This change failed because of inability to eliminate obstacle (financial constraints) and early declaration of victory. An analysis of my leadership skills reveals that am capable of creating urgency for change and the vision to guide its achievement. My main weakness is inability to eliminate obstacles to change. Introduction Innovation refers to the creation of new customer value by developing solutions that satisfy emerging needs, unarticulated needs, as well as, existing market needs in a different manner. Change, on the other hand, involves initiating and managing the consequences of new business processes, organizational structure, and culture. In most organizations, change and innovation often occur simultaneously. Thus, the two can be conceptualized as two sides of the same coin. Figure 2, in the appendix highlights the increase in innovation in the UK, in terms of expenditure on RD. Change and innovation can be realized if effective leadership guides the process.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This paper presents a critical review of various innovation and change theories. An assessment of my leadership skills will also be discussed. Critical Review Creativity, Innovation and Change Creativity, innovation, and change are related concepts that managers often use to create competitive advantages for their organizations. In the business world, creativity is associated with the production of novel and valuable products (Imtiaz 2012, 326-332). Thus, creativity refers to â€Å"the mental ability to conceptualize new, unusual, or unique ideas and to identify the new connection between random and unrelated things† (Barcana 2010, pp. 6-7). In this regard, creativity involves the production of an original and worthwhile product. According to Amabile (1997, pp. 39-58), creativity is determined by the following factors. First, organizational encouragements facilitate creativity. Creativity develops in an environment that supports risk-taking. Additionally, motivation facilita tes creativity by influencing the extent of explorations, as well as, the possibility that alternative responses will be evaluated. Intrinsic motivation develops within an employee because of the interest, satisfaction, and challenges that are associated with the execution of a task. A performance-based reward system often leads to the development of intrinsic motivation. Second, resource availability determines the level of creativity in an organization. According to Amabile (1997, pp. 39-58) the resources that facilitate creativity include sufficient funds, training programs, and work materials. Finally, creativity develops in organizations whose management practices encourage autonomy among the employees.Advertising We will write a custom essay sample on Leading Innovation and Change specifically for you for only $16.05 $11/page Learn More Innovation is the process in which the ideas generated through creativity are transformed into actual products o r processes. Thus, creativity leads to innovation. According to Von and Stamm (2009, pp. 49-66), innovation does not only require the use of structured processes, but also changing the behaviors of people. Moreover, significant innovation can only occur if several processes are used to achieve it. In this regard, innovation brings about change in the organization. Organizational change involves executing business activities through new and better processes that facilitate value addition and efficiency. Organizational change also involves transforming norms, values, and business cultures. This helps managers to align their organizational culture to the desired change (Bent, Paauwe Williams 1999, pp. 377-404). The foregoing discussion indicates that creativity, innovation, and change are interrelated concpets. Thus, an organization that intends to achieve meaningful change must encourage both creativity and innovation. Innovation According to Tidd Bessant (2009, pp. 3-50), innovatio n refers to successful utilization of novel ideas. This involves the use of new or improved ideas to perform technical, manufacturing, and management activities that are associated with the production of a new or an improved product. Goffin Mitchell (2010, pp. 1-40) assert that innovation is characterized with technological improvements and the use of better techniques to perform business activities. They further, state that innovation is manifested in processes such as product development, and strategy formulation among others. In this regard, innovation refers to â€Å"scientific, technical, commercial, and financial steps that are necessary for the successful development and marketing of new or improved products† (Goffin Mitchell 2010, pp. 1-40). Furthermore, innovation includes the development of new or improved business processes. Based on these definitions, the fundamental elements of innovation include change, the degree of change, as well as, the source of the chang e and its influence. These elements define the different types of innovations.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Types of Innovation Goffin Mitchell (2010, pp. 1-40) categorize the various forms of innovation according to what is being changed and the degree of the change. With reference to the thing that is to be changed, Goffin Mitchell (2010, pp. 1-40) identify three types of innovations namely, process innovation, services innovation and product innovation. Service innovation involves creating new services or improving existing ones in order to satisfy market needs. Similarly, product innovation entails the development of new products or improving existing ones in order to meet the customers’ expectations. In process innovation, organizations develop new business processes or improve existing ones in order to boost their efficiencies and competitive advantages. Tidd Bessant (2009, pp. 3-50), extend this category by identifying two more types of innovations namely, paradigm innovation, and position innovation. The later involves changing the mental models that shape organizational behavior and activities, whereas the former refers to the modification of the context in which new or improved products are launched. By considering the degree of change, Goffin Mitchell (2010, pp. 1-40) identify two types of innovations namely, radical and incremental innovation. Radical innovation is associated with the use of breakthrough ideas or techniques to create new products or processes. Radical innovation often creates new markets or modifies existing ones through introduction of superior products. Incremental innovation, on the other hand, involves making small but important improvements to existing products or process in a consistent manner. Managing Innovation Tidd Bessant (2009, pp. 3-50) characterize innovation as a continuum in which minor changes occur at one extreme end, whereas radical changes take place on the other extreme end. Thus, incremental changes occur at the center of these two extremes. Goffin Mitchell (2010, pp. 1-40) agree with this perspective b y asserting that innovation occurs through a series of phases. This progression occurs irrespective of the type of innovation. According to Goffin Mitchell (2010, pp. 1-40), innovation is an organization wide exercise rather than the preserve of the research and development (RD) department. Consequently, important departments such as human resources management, finance, marketing, and operations among others should actively participate in innovation. This facilitates creation of synergies through sharing of ideas and resources (Reiss 2012, p. 67). Innovation requires an effective leadership since it is a change process. Furthermore, the leadership must develop an effective innovation strategy. According to Goffin Mitchell (2010, pp. 1-40) the implementation of the innovation strategy include tasks such as assessing the influence of market trends on the need for innovation, as well as, the role of technology in the process of innovation. Moreover, the management must create awarene ss about the role of innovation among the employees and align the available resources to the innovation strategy. In this regard, innovation requires a framework that enables organizations to match technical expertise with their employees’ soft skills. Apart from formulating a strategy, the following elements of innovation must be managed. First, a pool of ideas must be generated through strategies that encourage creativity. Concisely, creativity should enable the organization to utilize both internal and external knowledge to innovate. Good ideas should enable the organization to take into account the technical, customer, and market needs in its decisions (Goffin Mitchell 2010, pp. 1-40). Second, a prioritization mechanism that involves analysis of risks and returns must be available to enable the organization to choose the right ideas. Third, the implementation of the innovation should take the shortest time possible. The implementation stage includes processes such as pro totyping, testing, and commercialization. Finally, innovation requires effective management of human resources (Goffin Mitchell 2010, pp. 1-40). This involves adopting effective staffing and training policies, as well as, creating functional organizational structures and a culture of innovation. Change Change is the process through which business strategies or departments of a company are modified in response to the prevailing market or industry trends (Kuntz Gomes 2012, pp. 250-256). Change occurs in nearly all organizations, and its effects can be negative or positive. Some of the aspects of an industry that are likely to change include regulations, technology, and resource availability. Thus, change management is the process of handling these alterations in a systematic manner. The aspects of change management include the following. First, it involves identifying and introducing new values, norms, and behaviors that will facilitate execution of business activities using improve d techniques (Kuntz Gomes 2012, pp. 250-256). Second, it involves building consensus among stakeholders concerning the changes designed to satisfy their needs in a better manner. Finally, change management involves planning, testing, and implementing the processes that are associated with the transition from one business model to another. Lewin’s Force Filed Model According to Lewin’ model, organizational behavior is determined by â€Å"the dynamic balance of two forces namely, driving and restraining forces† (Bernard 2004, pp. 23-45). Change occurs when the balance between these forces shifts in either direction. Driving forces are those that facilitate achievement of the required change. Restraining forces, on the other hand, are the factors that hinder achievement of the desired change. The two forces create a state of equilibrium in the organization. Concisely, no change will occur if the magnitudes of the two forces are equal. Thus, a change in the magnitu de of one of the forces will create a new balance or quasi-equilibrium, which represents organizational change. According to Lewin’s model, successful change occurs in three phases namely, unfreezing, moving, and refreezing (Bernard 2004, pp. 23-45). Unfreezing occurs when the equilibrium between the forces is destabilized. Movement involves altering the driving and restraining forces in order to achieve the desired change. At the refreezing stage, behaviors that promote positive change are reinforced in order to sustain the achieved change. The strengths of Lewin’s model are twofold. First, it provides a useful framework that enables organizations to scan their environments in order to identify impending changes. These changes are essentially the threats and opportunities in an organization’s environment (Bernard 2004, pp. 23-45). In this regard, the model helps organizations to plan and implement the type of change that will enable them to take advantage of op portunities and minimize threats. S econd, the model enables organizations to plan for the utilization of the available resources in preparation for the impending change. Concisely, resource planning is often easy if their intended use is known in advance. Despite its importance in planning, Lewin’s model has the following weaknesses. First, change is not always achieved by influencing the behaviors of the members of an organization. This is because change can occur due to external factors such as the emergence of new technologies or enactment of new regulations. For example, a law that prohibits the use of coal will force a manufacturing firm to change its production technique without necessarily convincing the firm’s members to embrace the change. Second, creating change by diminishing the restraining forces can cause harmful tensions due to the competing perspectives of the individuals who are supporting change and those who are opposing it (Bernard 2004, pp. 23-45) . The party that loses in this competition can develop low morale, thereby limiting the possibility of achieving the change. Third, the movement phase ignores the roles of non-human resources such as financial capital in the process of implementing change. Concisely, it is unrealistic to implement change by simply influencing stakeholders’ behaviors. Non-human resources and technical processes are also important at the implementation stage. Finally, the freezing stage focuses on maintaining the already achieved change rather than promoting advancement of the change process. In this regard, the culture of change can be lost as the organization focuses on maintain the new status quo. Haye’s Theory Haye (2010, pp 41-55) extended Lewin’s force-field theory by developing a change model that consists of eight stages. The first stage involves identifying the need for change. This stage involves influencing people’s attitudes towards change, interpreting the busi ness environment and making decisions to change the status quo. The second stage involves commencing the change process by creating a desire for change among stakeholders. The third stage entails a diagnosis process in which the current state is examined in order to identify the weaknesses of the organization. This leads to the fourth stage in which the change vision is developed. The fifth and the sixth stage involve preparing and planning for implementation (Haye 2010, pp 41-55). The tasks that must be completed, as well as, the time and the recourses that are needed to implement the change are identified at this stage. At the seventh stage, the change is implemented. Furthermore, monitoring and control measures are put in place to guarantee achievement of the desired outcome. The last stage involves maintaining gains in order to sustain the change. Additionally, attempts are made to improve the change. Heye’s model has the following strengths. To begin with, it addresses t he weakness of Lewin’s refreezing stage which focuses on maintain the already achieved gains. In this regard, Heye’s model enables organizations to improve their competitiveness by approaching change as a continuous process (Reiss 2012, p. 134). The model highlights the importance of monitoring and control mechanisms in the implementation stage. These mechanisms help organizations to identify mistakes and to take corrective actions in time, thereby preventing failure. Finally, the model improves Lewin’s theory by identifying additional resources that are necessary for successful implementation of change (Haye 2010, pp 41-55). Concisely, it recognizes the importance of taking into account time and non-human resource constraints at the implementation stage. The main flaw in Heye’s model is that it focuses only on planned change. In reality, the application of planned change is difficult due to the complications associated with predicting future changes. Bes ides, using a rigid blueprint to introduce change limits the organization’s ability to take into account emerging changes or concerns during the implementation stage. Heye’s model cannot be used to address unexpected changes or situations that require urgent response. This is because there will be not adequate time to prepare a blueprint for the change (Reiss 2012, p. 141). Moreover, it is not possible to plan for a change that is not expected to occur. The other weakness of the model is that it lacks a clear framework for change management. Much of the tasks in stage two and three occur at the first stage. Concisely, reviewing the current state (stage 3) and commencing the change process (stage 2) are essentially part of the first stage. Moreover, monitoring is done only during the implementation stage. Ideally, monitoring and evaluation should continue even after implementation in order to identify opportunities for improvements. Kotter and Cohen’s Model Kotte r Cohen (2002, pp. 1-13) also developed a change management model that consists of eight stages. In this model, change begins with the creation of â€Å"a sense of urgency among relevant people† (Kotter Cohen 2002, pp. 1-13). A guiding team is established in the second stage to lead the change process. This team consists of individuals with advanced technical and leadership skills, as well as, adequate authority and connections. In the third stage, the guiding team develops a clear vision for the desired change. They also formulate strategies to facilitate achievement of the vision. At the fourth stage, the guiding team communicates the vision to all stakeholders in order to improve their understanding of the impending change. The obstacles that are likely to hinder the achievement of the vision are eliminated at the fifth stage. The sixth stage focuses on creating short-term wins to encourage members of the organization to continue with the change. In the seventh stage, th e pursuit of the vision is intensified through achievement of a series of changes. In the last stage, the guiding team creates a new culture that sustains the change. The main strength of this model is that it emphasizes the importance of creating and communicating a clear vision for the change. A clear vision is important because it enables organizations to focus on the stated change objectives. The model also highlights the importance of effective teamwork in the process of implementing change. A team of highly skilled individuals is likely to generate enough ideas in order to translate the vision into reality (Kotter Cohen 2002, pp. 1-13). Finally, by creating a new culture at the last stage is likely to sustain the change, especially, if the members of the organization identify with culture. Despite its strengths, the model has some flaws. To begin with, entrusting the change process with a few ‘relevant’ members of the organization can cause isolation of employees and resistance to change. Moreover, creating a sense of urgency is all about influencing the perspective of the entire organization about the change rather than convincing a few ‘relevant people’ to accept the change (Bent, Paauwe Williams 1999, pp. 377-404). Even though the relevant people might develop the sense of urgency, change might not occur if other members of the organization reject it. Finally, creating short-term wins can lead to premature celebrations, thereby jeopardizing achievement of the vision. Concisely, members of the organization might relax after the first achievements, thereby losing their focus on the vision. The main similarity of the three models is that each of them focuses on change management through a series of stages. Hence, they conceptualize change as a continuous process. However, the activities associated with each stage vary from model to model. The other similarity is that they focus on sustaining change by reinforcing achieved gain s. Theory E The aim of this theory is to facilitate creation of economic value in line with the expectations of the shareholders. According to this theory, creation of economic value is the most important objective of the firm (Beer Nohria 2000, pp. 1-31). Thus, economic value is the only objective that firms should pursue. Additionally, financial incentives are used to motivate members of the organization to achieve the sole objective of creating economic value. Leaders using this theory focus on changing the organization’s strategies, structures, as well as, systems. Since these aspects of the organization can readily be changed, quick financial results can be achieved. Since market expectations drive change, the change process must be pragmatic and well planned. In order to develop these plans, the organization has to engage large consulting firms for professional advice. This is expected to enable the organization to realize rapid and outstanding improvements of its econ omic value. The main strength of theory E is its ability to facilitate high returns on investments. In this regard, it promotes sustainability since the high returns can be used for further investments and programs that benefit all stakeholders (Kuntz Gomes 2012, pp. 250-256). However, the theory has several drawbacks. To begin with, focusing on strategies and systems is less likely to be effective if employees are not involved in the process of changing the organization’s structures (Aitken Higgs 2010, pp. 41-55). This is because the employees are not likely to identify with structures that are imposed on them. Besides, ignoring the ideas of employees prevents innovation. As illustrated by figure 1 in the appendix, sources of change have diverse characteristics, which can best be articulated through a bottom-up leadership style. It is apparent that not all organizations can afford the services of large consulting firms. Besides, the solutions developed by the consultants c an be ineffective if the needs of the organization are not clearly understood. While financial incentives can motivate achievement of change, skill-based incentives have to be implemented to facilitate innovation. Skill-based incentives will promote acquisition of advanced skills that must exist if meaningful innovation is to be achieved (Beer Nohria 2000, pp. 1-31). Finally, the theory provides a narrow view of the firm. In modern economies, objectives such as corporate social responsibility (CSR) and good corporate governance are just as important as the financial objective. Thus, the financial objective cannot be considered in isolation of other objectives that often facilitate its achievement. Theory O According to theory O, the purpose of change is to enable an organization to develop capabilities such as employees’ ability to identify and solve problems. In this regard, the main objective is to develop a work system that promotes emotional commitment among employees in order to improve the firm’s efficiency and effectiveness (Beer Nohria 2000, pp. 1-31). Thus, the management has to articulate and promote the values and behaviors that inform the organizational culture and emotional commitment. Theory O advocates for non-pragmatic and emergent planning for change. Planning is led by the employees and is done through experiments, which facilitate innovation. Engaging employees enhances motivation; thus, financial incentives only play a supplementary role in improving morale. Proponents of theory O prefer a consulting model that focuses on process. The rationale of this preference is based on the premise that small projects and engagement of a handful of consultants will facilitate a lasting cultural transformation that promotes innovation. The main strengths of theory O is that its focus on organizational culture helps in implementing a lasting change, which all stakeholders identify with (Kotter Cohen 2002, pp. 1-13). By promoting commitme nt among employees, innovation can be achieved even in the absence of financial incentives (Filippetti 2011, pp.32-45). Additionally, it is easier to innovate if emerging issues are taken into account during the planning process. Similarly, a consultancy model that focuses on process promotes innovation by enhancing employees understanding of new processes. Theory O is often criticized due to the following flaws. To begin with, the fact that non-financial objectives are important does not mean that organizations should not focus on creating economic value. It is apparent that a firm that performs poorly in terms of returns on investments will be less attractive to investors. Besides, poor financial performance will hamper the implementation of programs that promote commitment among employees. In this context, theory O cannot promote sustainability in the long-run. Cultural transformation and development of emotional commitment often take a long time. Thus, theory O cannot be used to implement revolutionary change. Finally, ignoring expert advice from consultants can hurt the organization. In most cases, product and process innovation requires expert advice, which can only be obtained outside the organization (Von Stamm 2009, pp. 49-66). Leadership of Change and Innovation According to Balogoun Hope (2008, pp. 20-59), change can only be successful if there is a person who is responsible for leading it. In this regard, Balogoun Hope (2008, pp. 20-59) identified the following change roles. First, there must be a change champion. This can be the CEO, or the MD of the company. Second, there must be external facilitation. Concisely, organizations should hire external consultants to provide expert advice during the change process. Third, a change action team has to be created to lead the change process. Finally, there must be functional delegation. In this case, the change responsibility is delegated to a given department such as human resource management. Externa l consultants can provide useful advice that leads to the achievement of the desired change because most of them have vast experiences and knowledge. However, they can be very expensive, thereby limiting the ability of organizations to access their advice. In some cases, external consultants may lack accountability or may fail to understand the organization’s needs. In this situation, consultants are likely to give misleading advice. The benefit of establishing a change team is that it facilitates generation of ideas and ownership of the change process (Von Stamm 2009, pp. 49-66). However, making decisions in a large team can be time consuming due to the need to build consensus among the members. Moreover, entrusting the change process with only one department is likely to cause failure. This is because change is a multidimensional process that requires the input of all departments. Aitken Higgs (2010, 41-55) also identified four change roles namely, change advocates, chang e sponsors, change agents and change targets. The role of the change advocate is to initiate the change process. The skills needed in this role include ability to scan the environment in order to identify the need for change. Change sponsors are expected to support the change process. Thus, they should have networking skills. Change agents are responsible for the implementation of the change. This role requires ability to manage change plans and process. The strength of Aitken and Higgs’ theory is that it highlights the skills that are necessary in each role. One of the weaknesses of the model is that it does not illustrate the interdependencies between the change roles. For example, the change advocate must consistently work with the change agents to ensure that the implementation process is aligned to the vision. According to theory E, change and innovation should be led a through a top-down leadership approach. The leader does not involve his or her management team and oth er employees in making key decisions (Beer Nohria 2002, 1-31). The rationale of this approach is that the delays associated with consultations during decision-making can be avoided. In addition, the organization can avoid the risk of entrusting lower-level staff with the responsibility of making strategic decisions during turbulent times. The weakness of the top-down approach is that leading change requires a powerful coalition that consists of change advocates, targets, sponsors, and agents (Aiteken Higgs 2010, pp. 41-55). The leader cannot achieve a meaningful change by excluding the coalition members. A top-down approach also jeopardizes innovation by discouraging ideation among employees. Finally, a top-down approach exposes the organization to the risk of failure, especially, if the leader is not a visionary and an effective change advocate. His failure to consult other members of the organization will certainly lead to failure. Proponents of theory O believe that effective l eadership of change and innovation should involve collaboration with employees. Thus, employees should be actively involved in identification of problems and finding solutions to such problems (Beer Nohria 2002, 1-31). As illustrated in figure 3 in the appendix, change affects various organs of the organization. Thus, involvement is needed to facilitate creation of trust, and commitment (Okurume 2012, 78-82). It also promotes ideation, which informs innovation. Besides, long-term change can be achieved if the employees are committed to the change process. However, participative leadership can be a slow way of achieving change. Issues of Politics and Stakeholder Engagement Power concerns the â€Å"capacity of individuals to exert their will over others, while political behavior is the practical domain of power in action, worked out through the use of techniques of influence† (Senior Swailes 2010, pp.177-221). Thus, power is the ability to influence a person or a group of peo ple to adopt a given perspective. In this regard, power refers to the capacity to get things done and to avert resistance to change. Senior Swailes (2010, pp. 177-221) identified five sources of power namely, positional, expert, referent, reward and coercive power. Reward power can lead to change through push and pull strategies. Push strategies involve influencing people to accept change by withholding rewards from those who are resistant to change. This strategy is likely to fail in organizations with high levels of democracy. Democracy allows people to make choices, thereby limiting the managements’ ability to impose change on people. Pull strategies use material and social rewards to facilitate change. Even though rewards can encourage members of the organization to support change, the underlying cost implication can limit its use. Stakeholder engagement advocates for active involvement of all concerned parties in the change process. However, negative use of power can re sult into conflicts among the stakeholders, thereby grounding the change process to a halt. Conflicts usually occur due to poor communication and unwillingness to accept divergent opinions (Senior Swailes 2010, pp.177-221). The source of power determines the level of stakeholder involvement. Change agents with expert power are likely to encourage stakeholder engagement. This is because using expert power necessitates sharing of knowledge and ideas, and this facilitates stakeholder engagement. In authoritarian organizations, using positional power can result into alienation of stakeholders in the change process. This is because authoritarian leaders do not believe in consultations. Poor stakeholder management often results into covert political action such as sabotage, and theft (Senior Swailes 2010, pp.177-221). These actions are often defined as deviant behaviors rather than organizational politics. This perspective can lead to failure because it ignores the underlying conflicts that lead to covert political action. Concisely, proscribing covert political action can limit the organization’s ability to understand stakeholders’ concerns. Thus, addressing resistance to change will be difficult. Examples of Change Successful Change The customers and the employees of the bank that I work for had difficulties in finding information from the company’s website. Customers could not easily access product information and manage their accounts through the internet. The employees, on the other hand, were not able to access information about company activities. As a manager, I saw the need to change the bank’s website in order to improve its usability. The change that was needed was to improve the availability of information on the bank’s website and the ability to access it, especially, from remote locations. The change was achieved through incremental innovation because we simply improved the performance of the website rather than con structing a new one. This involved using advanced internet technology. Thus, the introduced change was a technological one. The success of this change can be attributed to the following factors. To begin with, I was able to identify the need for change and to create a sense of urgency. According to Lewin’s model, successful change begins with the unfreezing stage in which the need for change is identified. Kotter Cohen (2002, pp. 1-13) assert that a sense of urgency must be created in order to motivate others to accept change. Even though Kotter Cohen (2002, pp. 1-13) argue that a powerful coalition must be built to ensure change, I did not establish any alliance. This refutes the claim by Kotter and Cohen (2002, pp. 1-13) that change must be supported by a specific number of people for it to succeed. The change team consisted of eight experts from the bank. This is contrary to the perspective of Balogun and Hope (2008, pp. 20-60) who believe that external facilitation is a necessary condition for change. One factor that enhanced the success of the change was effective planning. A blueprint that highlighted the details of the change was used in the implementation stage. This strategy confirms the perspective of Heye (2010, pp. 41-55) who opines that a master plan is necessary for successful implementation of change. Through periodic improvements of the website, we have been able to sustain the change. This observation confirms the premise that continuous improvements lead to sustainable change (Heye 2010, pp. 41-55). Less Successful Change As the bank manager, I decided to renovate all the 32 branches of the company in response to market demands. The aim of this change was to make the branches trendy and to reduce the time spent to serve customers. The change that was needed involved improving the ambiance of the branches and modifying the procedures for serving customers. Thus, the change was introduced through incremental process innovation. However , the change was not successful due to the following reasons. To begin with, the risks associated with the implementation of the change were not taken into account. Concisely, financial constraints prevented us from implementing the change in all branches. This confirms the findings of Kotter (1995, pp. 1-18), which states that failure to remove obstacles in the change process can lead to failure. According to lewin’s force filed model, change is likely to fail if the restraining forces exceed the driving forces. In our case, the change was not fully funded because the finance department believed that it was very expensive and had little return on investment. This observation illustrates the importance of winning the support of relevant people in the change process (Kotter Cohen 2002, pp. 1-13). Concisely, we could have accessed enough funds by convincing the finance department to support the change. Finally, the change failed because I declared victory too early. Initially, the employees increased their productivity, thereby reducing the time spent to serve customers. However, the first wave of change created a feeling that success had been achieved. Thus, the employees reduced their effort before the achievement of the vision. This observation confirms Kotter’s view that declaring victory too early leads to failure. Assessment of My Leadership Skills My strengths as a change leader include the following. First, I have the ability to create a sense of urgency for change. A sense of urgency is always needed to motivate colleagues to assist in implementing the change (Heye 2010, pp. 41-55). For example, I successfully led the process of improving the bank’s website by creating a sense of urgency. Second, I always develop a clear vision for the intended change. Besides, I often communicate the change vision clearly to the concerned stakeholders. Third, I have been able to systematically plan for change. This strategy is one of the main fact ors that led to the successful change of the bank’s website. Finally, I always focus on evolutionary change that aligns the change to the organization’s values and norms. This helps in creating a lasting change that is well integrated into the organizational culture (Aitken Higgs 2010, pp. 41-55). My weaknesses include the following. I often fail to build a powerful coalition to guide the change process. In particular, I sometimes fail to get the minimum number of people that would effectively support me in the change process. Kotter Cohen (2002, pp. 1-13) assert that failure is likely to occur if a powerful coalition is not built to lead it. Another challenge has been the inability to remove obstacles in the change process. This often happen since some obstacles cannot be foreseen and addressed in time. For example, renovating the bank’s branches failed due to financial constraints. Finally, I sometimes declare victory too early; thus, I often quite the chang e process before it deeply sink in the organization’s culture. This explains our failure to sustain the culture of high productivity in order to reduce the time we spend to serve customers at the bank. Action Plan One of my leadership weaknesses is inability to build a powerful coalition. This weakness will be addressed by focusing on stakeholder engagement and improving my communication skills. Stakeholder engagement will enable me to identify and include the relevant people in the change process. Advanced communication skills will improve my ability to convince the relevant people to support the change (Kotter Cohen 2002, pp. 1-13). My second weakness is inability to remove obstacles in the change process. I will address this weakness by acquiring risk management skills. These skills will enable me to identify potential obstacles in the change process. Additionally, I will focus on working with external consultants in order to access expert advice on how to eliminate obsta cles. The last weakness is declaring victory too early. In this regard, I will focus on creating short-term wins in order to motivate members of the organization to continue with the change. Furthermore, I will focus on convincing the employees to improve their efforts until the desired vision is achieved. In this case, short-term wins will be a means of creating high morale rather than a sign of early victory. Conclusion Change and innovation are essential and inevitable in every organization. In order to realign themselves to market dynamics, organizations must consistently innovate and implement change. Successful change and innovation depends on how well the process is led by the change advocate (Heye 2010, pp. 41-55). Additionally, the theory that informs the innovation and change process determines success. Generally, there are several change and innovation models or theories. Each of these theories has its weaknesses and strengths as discussed earlier. Thus, the change advoca te must always make deliberate efforts to address the weaknesses of the adopted theory. Appendix Figure 1 Features/ characteristics of sources of change Internally generated change Externally generated change Positive feelings Negative feelings Greater driving forces Greater restraining forces Viewed from as opportunistic position Viewed from a problem solving position Greater certainty Greater uncertainty Greater control Reduced control Less disruption Greater disruption Closed boundaries and fixed time scales Vague and variable boundaries Figure 2 Gross expenditure on RD in the UK ( £ million) In cash terms In real terms1 Cash terms percentage of GDP 2004 20,242 23,510 1.67 2005 22,106 25,162 1.74 2006 22,993 25,332 1.71 2007r 25,085 27,015 1.76 2008r 25,585 26,750 1.80 2009r 25,880 26,581 1.84 2010 26,362 26,362 1.78 Table source: Office for Natio nal Statistics Figure 3 Impact of organizational change References Aitken, P, Higgs, M 2010, Developing Change Leaders, BH Press, London. 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Reiss, M 2012, Change Management, McGraw-Hill, New York. Senior, B Swailes, S 2009, Organizational Change, Prentice Hall Financial Times, New York. Tidd, J Bessant, J 2009, Managing Innovation, Wiley, London. Von, S 2009, Managing Innovation, Design and Creativity, John Wiley and Sons, New York. This essay on Leading Innovation and Change was written and submitted by user Madison Sargent to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.