Kurt Lewins Model Of Change Information Technology Essay

Kurt Lewins Model Of Change Information Technology Essay Change management is a well planned and organized execution of a process that helps an organization in transferring from a existing state to a state that is defined to be achieved by the Managers of the organization. Change management process involves studying the present system of the organization, analyzing the pros and cons of the present System and Planning Changes accordingly. This change can be achieved by Implementing Change management Procedures like Automation etc. This Involves Planning of the Change management Process and Using a relevant technology to implement the Change Management. Conceptualizing change: Issues of change: In the present business world Change has become a mandatory tool for an organization to sustain in the market no matter whether the organization is small, medium or large. Todays organizational success depends on identifying key areas of change, what tools to be used for implementing the change to these key areas and how good changes are implemented. Managers of the organization play a key role in implementing the change management, the reason being change management can see many serious issues arising internally within the organization or outside the organization i.e. in the organizations business. Managers have to properly weigh out all the pros and cons of implementing the Change Management and be prepared to handle the issues that arise in the process. Levels of change: Alpha level change: It is a change in which the changes are done instantly and is done in a proper and an organized way in a company. For instance if a change is brought in a single wing it effects the entire company. Beta level change: This change is known as the level two changes in which the change is proper and is done in step by step process.. The Change is done gradually. Gamma level change: This three changes is a little bit risky and complex change. It takes a lot of time to implement and we are not aware of the consequences. Change is required due to the following : Schematic procedures should be implemented intermittently when there is a need for change Innovative thoughts should be designed and Implemented such that an era of innovative comes into picture Effective means of communication to represent the change Accomplishment of the desired state through the innovative team Force field analysis: A force field analysis is a very useful technique to use when you are considering any type of change in which people are involved. This is analysis is very use full when we want to implement a new product or new service. In terms of Kurt Lewin the things that can used instead are : Find out the balance of power involved in issue Find out the boons and banes of the change. Know about the restraining forces and driving forces The ways of the above model are described as follows: Describe the current state and desired state. Knowing analysis the current situation related to proposed change. Interrogate and discuss all the forces. For each force allocate scores using a numeric scale which are weak and strong for example extremely week=1 and extremely strong=7. Tells about the forces by putting them on driving force on to the left right. . Kurt lewins model of change: Kurt lewins theory consists of three phases namely: Unfreezing Change Refreezing Steps involved in unfreeze are: The first step involves preparing the organization to understand and accept that the change has to take place. There should support from senior management team of organization. Set up a necessitate change To achieve the required vision of change communication is required. Alert of any remarks and doubts among the employees. Steps involved in change are: Discussing among the changes and plans that are to be implemented to attain better benefits and results thus preparing each and every individual against the change that is to be implemented. Instantly solve the problems and maintain secrecy. For different techniques and strategies that are to be implemented there should be proper gathering. The main idea of the theme is to achieve better results in a short run. Refreeze: We should analyze on the boons and banes of the organization. We should co-operate with the present authority, make a sketch of accurate organizational skeleton and should have an eye on the things going around Organization should provide proper training and keep updating everything. The occurrence of a fail? There is monitoring by the senior team The management at the middle level oppose the change. Improper analysis a design or a sketch and unity. There is no proper team management. Inadequate use of the IT resources. Low communication skills. Poor performance management. If there is no appropriate management Calling for a change: System model change: Seven -s model is the following that is used to know about the company and its accuracy. It shows the seven elements they are as follows. style skills systems, strategy structure shared values and staff. For all the seven -s to be affective the company should have a high degree. All the seven-s are interconnected so if there is single change it would affect the others correspondingly. We can just focus on the one required topic separately rather than all others. Hence for any organization to get boosted up it requires all the seven elements. The first 3 elements involves the hardware of organization the other four elements involves software to use a computer based analogy. Combining all the elements they will provide a managerial system that each and every element should be managed by manager itself. Shared values: All the seven -s are interconnected to each other. They are generally known as super goals. They are the companys general guiding rules and concepts. Generally any company is identified by the values. The values that are usd are both implicit and explicit. Structure: Structure the name itself tells us that it monitors with the thinks that are present it. It describes about the hierarchy of the organization and the division of the roles among different people. Systems: It generally involves with the different flow of operations that include the raw process and the system support. These generally consist of capital allocation, management system and business system. Strategy: It is a technique which an organization chooses to move ahead in the mean future. To reach to its destination. Style: Style generally consists about the managerial behavior that are followed in fulfilling the goals and tell how they spend the time. It not only tells about the organizations way that supports the employees but also tells about them in the out side world. Skills: It tells about the organizations different strategies that are followed. Staff: It describes about the peoples mind set, integrated, trained, and how they are convinced in molding their careers. The above described elements are blatantly related to one another, and by changing one of them effects the other. So if we want to make a change to one of the model it is important that we analyze all the models and the concepts. 6. Change issue related to personal experience: Introduction: Completing my UG in India, my future ambition was to pursue my masters for any reputed country as my fate was good I have been to UK to do my masters. In the mean while mean of my processing towards the UK I have been placed in a company. In which I was a software developer.. My team was a batch of the people that was including me and my seniors at my work. We all together worked on a project that relates to allocating staff quarters for a company named NIA(New India Insurance). It was a newly established company and deals with the IT out sourcing Changing manual process to automated process: Before Staff Quarter Allotment has been automated, New India Assurance had followed a manual process For Staff Quarter Allotment which involves Filling Staff Quarters Details on a paper by the applicants and going to their Head Office and Submitting the application. There after the application will be sent for approval to the concerned Department, once the application is approved a written letter is sent to Employee Giving the details of Staff Quarters that is allotted to him. This entire process used to take around 30-45 days as there are around 10000 employees in the Organization. But with the automation of this process, The Staff Quarter Allotment would be completed in 2-3 days. Employees Fill in an online Staff Quarter Application and submit it then the application is routed to his administrator immediately for approval and the moment Administrator approves the Application the application status is updated on the application and the employee can see the status on his application. As this entire process is online so it is advantageous to both the employees and the Organization as it saves allotment time to a great extent and it also removes all the tedious manual approach as well as maintaining data on paper which can be lost anytime. The allotment process would be transparent to users as well as the management. Issues of change: Reluctance from Users: We have faced few issues from the users as they were reluctant to use Staff Quarter online Facility provide by us since the users are not aware of the online process. We had to train users to use the online staff Quarter Allotment Application but we have faced a big reluctance from the users as they were not Comfortable using the online system. 2) Reluctance from administrators: Administrators were very reluctant to follow online process for Staff Quarters Allotment since online system clearly exposes transparency involved in manual process. The Word Transparency here deserves a bit of explanation here. The Administrators can use malpractices for approving Staff Quarters Applications. Malpractices include bribing, bias towards applicants, etc.. But because of the strong management support we got from New India Assurance we were able to conduct the training for users and to our surprise the users really shown a great interest in training when we explained them the advantages of online system over manual process. we were finally successful in completing the user training on a high note. This task wouldnt have been possible without support from New India Assurance management team and combined team effort of our developers, trainer and team leader. Level of change: Beta level change: The above changes are done in s step by step process and cannot be implemented in a single stretch. When compared to this change in my organization all the changes were made in an step by step process. Force field analysis: Driving forces: Importance given to individuals ideas There should be good relation between the higher officials and staff Support from the higher officials Interest shown by all the members to adopt change Restraining forces: Not clearly understanding the change Domination or leadership Poor communication between employees and management There should be a proper plan for a change. Lewins ice cube model: Unfreezing: To analyses and understand the concepts properly. To attain a change new ideas should be implemented The idea should be agreed by members in organization All the team members should work collectively. The design should be in a proper way Change: Discuss about what is to be done and that to be implemented for the future and its boons and banes on them. Keep all the things in disguise. The company has to make a gathering at regular intervals. It hs to make up a bench mark in every role it plays. Refreeze The plan was implemented to modify the view for each any every person in the company We need to first take care of the hurdles and put them down We are to get trained for all the required things. To achieve a change we developed elegant ways Proper help is to be extended by the head. Model of system change: Shared values: The organization will perform it process according to the requirements, beliefs and expectations. Structure: To achieve a change each and every task is properly structured and all be given equal chances and activities. Style: The manager should support making decisions, spending more time he should properly behave towards his employees. Staff: The staffs who will work for a change in organization are employees, trainer and managing director. Strategy: To achieve organization goal efforts should properly done by management and employees. Skills: The organization will show the better performance when change is implemented for example as quality levels are increased. Systems: Organization involves information management system, business system and actions done by day to day Conclusion: Change in our rganization is clearly explained as according to related theory. I came to know that different models used in above like kurts lewins model, system model, force field analysis plays a vital role. The majority aspects like meetings, communicating with employees, regular feedbacks, needs for change are managed in a proper way this lead to an great and victorious organization

Equality and diversity Essay

You should use this file to complete your Assessment. The first thing you need to do is save a copy of this document, either onto your computer or a disk Then work through your Assessment, remembering to save your work regularly When you’ve finished, print out a copy to keep for reference Then, go to www.vision2learn.com and send your completed Assessment to your tutor via your My Study area – make sure it is clearly marked with your name, the course title and the Unit and Assessment number. Please note that this Assessment document has 11 pages and is made up of 5 Parts. Name: Part 1: Living in a diverse world 1. What is meant by diversity? The word diverse means different and varied. Diversity recognises that though people have things in common with each other, they are also different and unique in many ways. 2. Describe the community you live in. Highlight some of the variations you may observe in terms of: Interests Beliefs Ages Lifestyles Personal, social and cultural identities. In my community it has a great diversity of people. There are some retired and young people, an ex-vicar, my neighbours are Indians and I also have Italian, Spanish and Polish people on my street. Some people are single, others married, and some have children. There is also a gay couple on my street. Many people on the street have children. There is a spiritual church, a Christian church and a Kingdom of Jehovah’s witnesses. There also are many local restaurants offering a huge choice of cuisine In a few short sentences I have shown the variations in age, beliefs, interests, national origin, marital status, sexual orientation and religion 3. Explain how the variations in question 2 contribute to the diversity of the community. The variations in question 2 show us that my community is diverse having different people and it can contribute for a better community because it brings: Wide range of experiences and opportunities for the whole community. Everyone the opportunity to learn about religions other than their own. Food from different parts of the world allows everyone in the community to have a small sample of different cultures. People the chance to experience different things outside of what they are normally accustomed to. 4. Give some examples to explain how diversity: Enhances your life Enhances the local community Enhances this country. The example of how diversity enhances my life is that it teaches me to be more tolerant and I can learn how to live in society with so many different people. Diversity enhance the local community by encourage friendships and relationships over shared or new interests. Because of the differences it brings to the community a number of different interests. Diversity enhances this country by bringing a huge number of different products and services for people, the opportunity to to learn about different cultures. 5. Describe what it means to respect people’s differences and why it is important to respect differences. Respect people’s differences is when you recognising that another person is different and don’t behave unpleasantly or illegally when you recognize that the person has a right to be different. Respect people’s differences is important as people are better able to live their lives peacefully when respecting each others differences. By tolerating others, you create an environment where others are also encouraged to accept you for what you are. Once you have completed this Part of your Assessment, save the work you have done so far – you will need to send your work to your tutor for marking when you have completed all five Parts of this Assessment. Part 2: Describing yourself in a diverse society 1. For a person you know, describe the individual factors that make him / her who they are. Name: Defining factors Brief description Physical characteristics He is tall and quite slim. He has got an oval face with bright blue eyes. He has short brown hair. He seems to be in his 40s. Emotions He always seems to be in a good mood, is a kind person always trying to help others. He is funny most of the time he makes people laugh. Likes He is brilliant with people, very smart person, with an incredible sense of humour. Dislikes He thinks know-it-all, always late and some time he can be bossy. Values and beliefs He is devoted to his family and a honesty man. 2. Describe yourself in terms of: Personal interests I am passionate about travelling and different languages; I have lots of different book about languages in my shelf. When possible I like to travel and visit the countries. Religion / culture I am catholic, I attend church once a week and when possible I read the bible at home. Geography. I come from Brazil, because I from there I am immerge into the Brazilian community in Swindon. I also have some particular taste and way that comes from my country as for example: Food, music and even the way I express myself. 3a. Explain what is meant by having multiple identities. It means the various identities a person may have, Example: Father, Brother, Son, Friend, Boss etc. 3b. Give three examples in relation to people you know. Example 1: Example 2: Example 3: 4. What is meant by shared identity? 5. Explain and give examples of how an individual can identify themselves as belonging to a number of different groups. 6. Describe yourself in terms of your multiple identities. Once you have completed this Part of your Assessment, save the work you have done so far – you will need to send your work to your tutor for marking when you have completed all five Parts of this Assessment. Part 3: Stereotyping and labelling 1a. What is meant by stereotyping? 1b. What is meant by labelling? 2. Explain why some people stereotype others. 3. Provide two examples of the damaging effects that stereotyping and labelling can have on people. 4. Provide at least two examples of the way stereotyping is perpetuated in society. Once you have completed this Part of your Assessment, save the work you have done so far – you will need to send your work to your tutor for marking when you have completed all five Parts of this Assessment. Part 4: Prejudice and discrimination 1. Define prejudice and discrimination. 2. Explain how people may develop prejudices. 3. Describe the following types of discrimination. Type of discrimination Description Dual discrimination Multiple discrimination Positive discrimination Discrimination arising out of disability Discrimination by association 4. What is meant by the term protected characteristics? 5. What is the difference between direct and indirect discrimination? Give two examples to illustrate your point. 6. Describe the effects that discrimination and prejudice can have on people. Once you have completed this Part of your Assessment, save the work you have done so far – you will need to send your work to your tutor for marking when you have completed all five Parts of this Assessment. Part 5: Having an equal opportunity 1. Describe what equal opportunities means in relation to: Education Housing Healthcare Employment. 2. Outline the inequality problems that persist in terms of pay for men and women. 3. Describe two other signs of inequality that haven’t already been covered in this Assessment. Now that you have completed all five Parts of this Assessment, go to www.vision2learn.com and send your work to your tutor for marking.

Depth Scales

16. 7 Depth Scales * Explain what is meant by a â€Å"hypnotic depth scale. † * Give examples and explain the issues relating to the use of depth scales When discussing the topic of hypnotic depth they are referring to how ‘deep’ the subject is/can go into hypnosis and what is possible at that perceived level of depth. If you do the research you will find lots of different scales of depth, here I have taken the scale from the coursework provided by Adam Eason School of Therapeutic Hypnosis which upon research appears to originally come from Harry Arons, 1961 1. Hypnoidal – heavy muscle and relaxed nerves – drowsiness – awareness (got out of bed feeling). 2. Light hypnosis – physical response to suggestions – mind focused on suggestions – reacts to arm, etc. rigidity. 3. Medium Hypnosis – deeply relaxed – subject will not speak unless asked – unable to perform actions unless asked to do move arm – rise from chair – move head. 4. Profound Hypnosis (deep hypnosis) – partial amnesia when awakened – posthypnotic suggestions can be submitted – numbing parts of the body (ANALGESIA). 5. Somnambulism – total amnesia and anaesthesia is possible – age regression is possible – positive hallucinations possible. . Profound Somnambulism – removal of programmed information – posthypnotic suggestions – most all suggestions are carried out without questions. Often referred to as a coma state! Difficult to get out of this state – may need to bribe unconscious mind (you will not be allowed o experience this again unless†¦) Now, in 1961, the above scale may have seemed perfectly accurate and as time passes, more and more discoveries are being made about hypnosis and one of those discoveries is that some, if not all of the intended suggestions can easily be obtained at a lower level of depth or lighter trance as is suggested. For instance, amnesia and ideomotor suggestions can take place within light hypnosis and I also know this personally from experiencing this myself from both being a subject and a facilitator of hypnosis. There have also been many scales of susceptibility created to test suggestibility within the ‘depth’ of hypnosis or trance that the subject is in. One particularly scale is the Stanford Hypnotic Susceptibility Scale created in 1938 which created 3 forms, A, B and C on which consisted of varying levels of tests to be given to the subject. The below list is the example of form A 1 Postural Sway 2 Eye Closure 3 Hand Lowering (left) Immobilisation (right arm) 5 Finger Lock 6 Arm Rigidity (left arm) 7 Hands Moving Together 8 Verbal Inhibition (name) 9 Hallucination (fly) 10 Eye Catalepsy 11 Post-hypnotic (changes chairs) 12 Amnesia There are many more of these scales available for research but I have shown the Stanford Hypnotic Susceptibility Scale as a prime example of what they consist of. A big issue with the depth scale is does really exist? Are there really levels of hypnosis? I cannot prove it either way, but in therapy, do we need to, If the client believes through our suggestion that they are going deeper, then isn’t real to them.

The Feminism of Bewitched - The Escapist 1960s Sitcom

Sitcom Title: BewitchedYears Aired: 1964–1972Stars: Elizabeth Montgomery, Agnes Moorehead, Dick York, Dick Sargent, David WhiteFeminist Focus? In this household, the woman has power – magical powers. The fanciful 1960s sitcom Bewitched starred Elizabeth Montgomery as Samantha Stephens, a witch married to a mortal husband. The underlying feminism of Bewitched revealed a â€Å"typical housewife† who is actually more powerful than her husband. Samantha used her witchcraft powers to solve all sorts of problems, despite having promised her husband, Darrin, that she would no longer practice magic. The Perfect Housewife? When Bewitched began airing in 1964, The Feminine Mystique was still a new book. The woman-as-happy-suburban-homemaker was an idea featured prominently on television, despite the dissatisfaction real women felt in that role. The feminism of Bewitched made Samantha the clever, interesting one. The wacky situations were played for laughs, but she repeatedly rescued Darrin or other characters - including herself. At Home, At Work, At Play Dutiful Darrin kissed supportive Samantha goodbye and trotted off to his respected advertising agency job, leaving her in their lovely middle-class home. He was never gone long before some chain of events was set in motion that ended up with Samantha needing to use her powers to end the predicament.   Often the instigator was Samantha’s mother Endora, played by Agnes Moorehead, who famously called Darrin â€Å"Derwood† and never understood what Samantha saw either in him or in normal mortal life. Why, Endora asked, would Samantha suppress her witchcraft when she could enjoy being supernatural, powerful and immortal? Other times, the plot revolved around Darrins work, and Samantha worked her magic to save the day and prevent the latest client from finding out that she was a witch. Neighbors, co-workers and other mortals repeatedly noticed something suspicious resulting from witchcraft, but either Samantha, Endora, or another witch would use magic to remedy the situation. Samantha and Darrin had a young daughter, Tabitha, who was also capable of witchcraft. Power Dynamics and Feminist Sleight of Hand? Bewitched was a simple escapist sitcom, but the idea of glorifying a husband’s efforts to control his beautiful, perky housewife rightfully strikes feminist viewers as offensive and outdated. It is true that Bewitched featured Samantha â€Å"choosing† to be a housewife and do things the â€Å"normal† way, despite the persistent argument from Endora that Samantha deserved better.    However, Bewitched was also clever. Apart from the visual gags when people or objects appeared and disappeared at the twitch of Samantha’s nose, much of the show’s comedy came from its suggestiveness and subtext. The feminism of Bewitched was a fantasy, but also a logical if extreme take on the idea of a husband and wife coming together from different worlds to have a relationship and family. Feminist Behind the Scenes Elizabeth Montgomery was a lifelong supporter of women’s rights in real life. Although viewers may wish that Samantha stood up to Darrin more forcefully and more often, they also know that Samantha was the hero and was basically always right. Bewitched revealed a hint of feminism in 1960s sitcoms; meanwhile, the women’s liberation movement developed in the U.S. throughout the years the show was on the air. Other Portrayals Bewitched is sometimes compared to I Dream of Jeannie, another supernatural sitcom that featured a young, pretty, blonde woman with magic powers. It began in 1965 but never had as much ratings success as Bewitched. Jeannie was more of a male fantasy: Barbara Eden played a genie released from a bottle who obligingly, if humorously, served her master (Larry Hagman). Jeannie’s long-remembered pink and red costume showed her midriff, but TV executives did not approve of showing her navel. Elizabeth Montgomerys conservative-yet-fashionable Samantha arguably offered more personality, wit and charm as Samantha Stephens. Bewitched was turned into a feature film starring Nicole Kidman in 2005. Betty Friedan In 1964, Betty Friedan wrote Television and the Feminine Mystique, about how women were portrayed on television: either as hoping for love or envisioning revenge on their husbands.  Bewitched  countered this stereotype by doing neither. Her mother Endoras criticisms of household work echoed Friedans criticism of the stay-at-home wife.