What Was The Reagan Revolution - 1787 Words

Student number: 1530575 PP1070: Introduction to American Politics What was the ‘Reagan Revolution’ and in what ways did it â€Å"change the course which American politics had followed since the 1930s†? Presidents of the United States are expected to lead the country and find solutions to its problems, but the chances of being allowed to do marginal political steps are negligible and success is rarely accomplished. Ronald Reagan was the president successful in bringing fundamental change in American politics. He was likeable man, great communicator, who offered himself as the leader at a time when economy was a shambles and restored the nation s confidence in the White House. His new approach was focused on the reorientation of the U.S.†¦show more content†¦Suddenly there appeared a new concept of freedom – freedom from the state and government, opposition to Keynesian demand-stimulus economics, which shifted away the New Deal concept, â€Å"the loose set of principles and policies that has developed from 1930s to the 1979s and formed the American domestics politicsâ€Å". The New Deal consisted of the government interventions, including regulations of the economy , stimulation of demand by government spending, protection of the individuals, support of labour and provision of substantial federal assistance to state and local governments and expressed the belief that federal government can solve the country s problems and provide the prosperity and stability. Reagan s approach was entirely different from the previous presidencies. The two important words characterizing his term (amongst the others) are deregulation and decentralization. Reagan continued to eliminate the Nixon-era price controls - cause of constraining the free-market equilibrium in order to revive the economic activity. He removed controls on oil and gas, cable television long distance phone service, interstate bus service, ocean shipping and eased the bank regulations. In 1982, the Garn-St. Germain Depository Institutions Act was passed, which removed restrictions on loan-to-value rations for Savings and Loan banks to compete with money market

Differences Between The Great Gatsby Movie And Movie

The Great Gatsby: From the Page to Film Undeniably, ‘The Great Gatsby’ by F. Scott Fitzgerald and its film adaptation, which follows the storyline of Nick Carraway during the 1920’s, were both great successes, with readers widely recognizing the book as an American classic, and the film making a worldwide gross of about $351 million dollars, while also winning two Oscars. Although the movie is a satisfactory adaptation there are still some minor and major differences between the two that stand out. Separately both versions of the story are very impressive and entertaining, but some of the differences make the movie fall short in terms of these examples. It can be a difficult job to fit an entire novel into a two hour film, which makes it†¦show more content†¦However, the audience knows that it was only Nick. This is a significant difference as in the adaptation, Gatsby dies a winner, believing false information, but in the book, Gatsby dies knowing that nobody called the telephone, perhaps fitting the tragic end of the story better. Despite these differences in the plot, one element from the movie was quite on par with the descriptions in the book; Gatsby’s parties. In the book, Fitzgerald described Gatsby’s parties as extravagant, with people from all around coming to Gatsby’s home (Fitzgerald 39). In the adaptation, we get this description, but even better, with visual aid. This is pretty interesting and entertaining for the audience as we can truly see what Fitzgerald envisioned and how the roaring 20’s really were. Despite a few differences, the plot didn’t deviate as much as other fac tors. While it is understandable that some of the plot may be cut in a movie because of time and length, it is less forgivable to not correctly depict the characters. While the film adaptation does well on matching the appearance of the characters to the descriptions in the book, it lacks in correctly depicting the character’s personalities and depth. First of all, in both versions, Nick does not interfere with the outcome of the story in any substantial way in both. However, in the film adaptation, it begins by showing Nick in the future as an alcoholic in some sort of rehabilitation center, which already letsShow MoreRelatedEssay Differences Between The Great Gatsby Movie And Movie1406 Words   |  6 PagesUndeniably, ‘The Great Gatsby’ by F. Scott Fitzgerald and its film adaptation, which is set in the 1920’s and follows the storyline of the narrator Nick Carraway after he moves to West Egg on Long Island, were both great successes, with the book becom ing widely recognized as an American classic, and the film making a worldwide gross of about $351 million and winning two Oscars. Although the movie is a satisfactory adaption with a lot of the plot being similar, there are still some minor and majorRead MoreDifferences Between The Movie And The Book The Great Gatsby1045 Words   |  5 PagesWhile reading the praised book The Great Gatsby, authored by F. Scott Fitzgerald, details of characterization was present. The reading was a glamourous book catching all readers eyes. While being wed, Daisy reconnected with Gatsby after 5 years, without seeing each other, through her cousin, Nick. She once had an ardent love with Gatsby before he went off to War. He was a poor man and had to stay in combat longer than expected. Thus, leading Daisy to have no choice but to move on in her life andRead MoreEmily Liddick. Mrs. Campbell. English 2. 23 April 2017.1203 Words   |  5 PagesApril 2017 Gatsby Analysis Essay Cinematic techniques are methods that authors use to convey specific pieces of information in a narrative. Some examples of this would be the angle shots, flashbacks, themes, symbols, etc. In both the movie and the novel of The Great Gatsby, F. Scott Fitzgerald portrays multiple instances of these techniques. This not only enhances the effect that it has on the audience, but it also constructs similarities and differences between both the novel and the movie. For instanceRead MoreThe Great Gatsby By F. Scott Fitzgerald1403 Words   |  6 PagesIn the story of The Great Gatsby, there are many characters and those characters have significant roles in both of the film versions. Gatsby is rich; lives in West Egg and throws big parties every weekend. He had been in a relationship with a woman named Daisy before he entered the war. Nick is poor; lives next door to Gatsby. Daisy is Nick’s cousin; she is married to a guy named Tom. They have a daughter together; She knows that Nick likes her friend Jordan. Tom is a rich guy who lives inRead MoreThe Great Gatsby : Movie vs. Book Essay753 Words   |  4 PagesEssay for The Great Gatsby The plot and the setting of book and movie are very similar. There was a lot of thins borrowed from the book, but there was a lot changed as well. The movie followed the plot of book very closely and portrayed the setting of the book very well. A lot of the dialogue was borrowed and spoken directly as it was in the book. The movie did an excellent job portraying the 1920’s and the parties that happened at Gatsby’s house. â€Å"There was music from my neighbor’s houseRead MoreThe Great Gatsby--Comparison Between 1974 Movie and the Book Essay785 Words   |  4 PagesFebruary, 2013 The Great Gatsby ----comparison between book and 1974 movie The difference between the developing way of books and movies is magnificently huge because the way of emotion transmitting is different; the movie is based on vision, while the book is based on words. ADDITONS in plots: In the beginning of the movie, Nick is sailing a boat and then meets Tom at the dock, while TomRead MoreThe Great Gatsby By F. Scott Fitzgerald864 Words   |  4 Pagespossible to repeat the past? Can one really recreate something that happened years before? According to Jay Gatsby in F. Scott Fitzgerald’s The Great Gatsby it is possible; and it has been done for the book The Great Gatsby itself. The Great Gatsby has been adapted into film many times by various directors; however, there are two that are considered most popular. The first really popular The Great Gatsby was Jack Clayton’s version that was released in 1974, and more recently Baz Luhrmann’s version that wasRead MoreAnalysis Of The Movie The Great Gatsby 1319 Words   |  6 Pagesseat waiting for the movie of the year to be released. The release day of â€Å"The Great Gatsby† seemed millenniums away, but finally the day so many awaited arrived. Now, the real question is, was the movie wort h the wait? Some might agree, myself included, that the movie was disappointment and was below what many expected. The expectation that the book itself would be brought to life was not met. I expected to be transported into this 1920 setting, living the life of the Great Gatsby himself, but insteadRead MoreThe Great Gatsby By F. Fitzgerald1296 Words   |  6 Pages The Great Gatsby Told by Nick Caraway, and written by Scott F. Fitzgerald, The Great Gatsby is a classic novel that gives readers a glimpse inside the lives of the wealthy during the roaring 20s. The story follows the lives of Jay Gatsby, a man of new money, Daisy Buchanan, a married girl of old money, and Tom Buchanan, Daisy’s deceitful husband. Jay Gatsby is a man of mystery, with seemly unlimited funds, who throws ridiculous outrageous parties for no apparent reason. It’s learned that he hasRead MoreThe Great Gatsby By F. Scott Fitzgerald931 Words   |  4 PagesThe Great Gatsby was written in 1923 by F. Scott Fitzgerald. It has been a critical and financial success since it was released and is on many must-read lists. Several movies based on the novel have been released over the years, but none of them were criticized more than the one released in 2013. According to Shahendra Ohneswere, a writer for Life + Times, The Great Gatsby is a thinly veiled version of Fitzgerald’s o wn life. He wrote books as a way to make money and gain fame so that the woman he

Coca Cola †Organization Management Free Essays

Abstract This paper is about â€Å"Coca-Cola† company which produces and manufactures soft drinks, and this product is well known all around the world for many decades. The materials used to get the information about the company are from the internet, newspaper and the bottle itself. The paper will speak about how the product came to the final result as an output and what does it take to manufacture it. We will write a custom essay sample on Coca Cola – Organization Management or any similar topic only for you Order Now INTRODUCTION Coca-Cola is the most popular and biggest-selling soft drink in history, as well as the best-known product in the world. It is sold in more and more markets, creating thousands of new jobs in the local economies. The brand is owned by The Coca-Cola Company which works with franchisees across the world. These franchisees perform the bottling and canning operations and are also known as packagers. This paper will discuss the following: * What are the stages of manufacturing? * How does the company guarantee the quality of the products to reach customers satisfaction? * What are the steps after guaranteeing the product so that the product to be introduced to the markets? * Conclusion * Important keywords – Stages of manufacturing -Transforming resources Coca-Cola’s bottlers and canners are concerned with a range of processes involved in transforming resources into the bottles and cans of drink that we are familiar with. There is a difference between transforming resources and transformed resources: * The transforming resources are the managers, employees, machinery and equipment used by The Coca-Cola Company and its franchisees. * The transformed resources are the materials (the cans, bottles, liquids, etc. ) and the information which are processed to create the finished product. Manufacturing Coca-Cola Primarily, Coca-Cola is manufactured by franchisees who are the world’s leading bottling and canning companies. This franchise business is strictly controlled by The Coca-Cola Company. Soft drinks manufacture is a competitive business. Manufacturing techniques are continually improved. This helps meet the highest quality standards for its products using the most cost effective production techniques. For example, very small changes in the shape of the can could save a canning factory millions of dollars in production costs. The production of Coca-Cola involves two major operations: Creating the packaging material * Bottling and canning the finished drink. -Packaging For many years, Coca-Cola was produced in glass bottles. Because of the high cost of distributing b ulky bottles, they had to be manufactured close to where the bottling took place. Today, this is no longer so important since new packaging methods have revolutionized the process. Advanced bottling and canning technology makes Coca-Cola cans and bottles very light but extremely strong. The Company has invested a lot of time and money in research and development to ensure the most effective life cycle impact of its packaging. By using the minimum quantities of materials in packaging, the cans and plastic bottles are simple to crush or to reprocess at the end of the initial life cycle. -Preparing to fill cans Cans are delivered in bulk to a canning plant. At this stage the cans are shaped like an open cup ready to receive the liquid drink. They are not fully formed because the ring pull end has still to be fitted. After they have been inspected to check that there are no faults, each can goes through a rinsing machine to make sure it is clean and ready for filling. Preparing the drink Coca-Cola consists of a concentrated beverage base and a liquid sweetener which are combined to form the syrup from which the drink is made. The Company ships the concentrate to bottling and canning plants where the franchisees mix it with sugar and local water. The water is passed through a number of filters to make sure it is absolutely pure. Carbon dioxide, which makes it fizzy, is also delivered to the canning plant where it is stored and then piped into the manufacturing process through a carbonator and cooler. The Company specifies what equipment franchisees will use to carry out these processes. Samples are taken regularly for chemical analysis, and staff makes frequent spot checks to ensure that plants are maintaining the Company’s standards of cleanliness and quality. The Company provides its franchisees with the most up-to-date technology available and many of them use the latest computer technology and statistical process control methods. -Filling the cans The packaging and the finished drink are combined by a rapid filling process. Every minute hundreds of cans pass along an automated production line and are filled with a precise amount of Coca-Cola. As the cans move along the production line, they are seamed to include the ring pull end and produce the finished can. The ends are inspected to make sure they are smooth and do not have any gaps or leaks. An individual code is stamped on the cans so that each one can be traced back to the point and time of production. A date code ensures product freshness. Cans now look like those you will see in the shops. – Guaranteeing the quality of the product The manufacture of Coca-Cola is carried out by a set of processes called continuous flow production. On a production line, a process is continually repeated and identical products go through the same sequence of operations. Continuous flow production takes this one step further by using computer-controlled automatic equipment to produce goods 24 hours a day. The Company and its franchisees use Total Quality Manag ement procedures that encourage everyone in the plant to think about quality in every-thing they do. Every employee sets out to satisfy customers and places them at the heart of the production process. By continually seeking to improve every aspect of production, employees are able to eliminate problems. Throughout the production process, quality control personnel monitor the product and take test samples. Guarantee that there are no errors; quality control inspectors take statistically selected samples at the end of the production line. Using chemical analysis, these inspectors can guarantee that the product meets the exact specifications; they also check that there are no faults in the packaging. A ‘fill height detector’ uses an electronic eye to ensure that the cans are filled to the right quantity. Cans that are not properly filled are rejected. 3- Introducing the product to the markets Packing the end product into cases The canners then prepare the cans for distribution to retailers such as super-markets, shops and garages. A machine called a case former creates the casing that protects the cans as they are sorted onto pallets. The cans are stored temporarily in a warehouse before they are collected by large distribution trucks. Bottling Coca-Cola So far this case study has focused on the canning process for Coca-Cola. The bottling process, whether in glass or PET (plastic), is very similar. Each plastic bottle starts as test-tube size is blown up like a balloon into the final bottle shape. Whereas franchisees receive cans that already have the logo and any promotional details on them, bottlers apply the labels from large reels once the bottles have been formed. At the end of the bottling line, bottles are automatically sealed with a cap immediately after they have been filled. Just-in-time Canners and bottlers process vast quantities of materials each week. Receiving the raw materials and delivering the finished products involves a complex sequence of actions. The ideal solution is to make sure that the inputs for the process arrive ‘just-in-time’ so they can be transformed into a finished product ready for transportation ‘just-in-time’ to meet the needs of the retailers. At modern canning plants, the cans maker is often located in an adjoining facility, with delivery through a ‘Hole in the wall’ operation. The packagers are involved created supply chain networks with the supermarket chains and other outlets ensure that this process runs smoothly. Canners and bottlers must ensure that they do not build up large stockpiles of cans waiting to be sold but they must also make sure that deliveries are not late. This is where they benefit from advanced information technology that rapidly relays figures about the demand for Coca-Cola. For example, this demand usually rises in periods of hotter weather so the packagers need to plan increased production. Canners and bottlers work closely with The Coca-Cola Company and other suppliers to provide a smooth running supply chain so that consumers are always within ‘an arm’s reach of desire’ and can always buy a drink when they want one. Performance feedback to canners and bottlers In addition to each canner or bottler’s own quality assurance procedures, sample bottles and cans from each market are tested regularly by The Coca-Cola Company. The results are then reported back to the packagers. This feedback helps The Coca-Cola Company and the franchisee to work together and identify opportunities for improvement. Franchisees undergo constant training and retraining in quality assurance, and can always ask for help and advice about ongoing improvement. 4- Conclusion To produce the world’s best known product, The Coca-Cola Company has to employ the highest quality processes and establish standards which guarantee the production of a standardized product which meets consumers’ high expectations each and every time they drink a bottle or can of Coca-Cola. In order to guarantee these standards the Company has had to develop a close relationship with its franchisees based on a mutual concern for quality. Total Quality management lies at the heart of this process involving a continuous emphasis on getting quality standards right every time and on continually seeking new ways to improve performance. – Keywords Continuous flow production: An ongoing twenty-four hour production cycle in which partly finished and finished products pass along a production line. Cost effective: It’s an approach that minimizes or significantly reduces the cost of operations. Franchisee: An individual (Or organization) that is licensed to produce a nd/or sell a named product in a given area, in return for a fee, a share of the profits or sales. Global brand: A product that is recognizable across the world by its logo, packaging or distinctive trade mark. Inputs: They are Materials and labor that go into a production process. Just-in-time: Supplies for manufacturing processes are received just as they are needed, and the end product reaches the consumer just when it is wanted. ‘Just-in-time’ reduces the need to carry large stocks of materials or finished goods helping cash flow. Life cycle impact: Examining the impact of a product from the point at which the raw materials start to be produced and assembled, through the manufacturing process, right up to the time at which the consumer finally disposes of the packaging of the product. Operations: The processes involved in the production of a product, such as filling a can, checking that the can is sufficiently filled, etc. Outputs: Goods and services that are produced once raw materials have gone through a transformation process. Performance feedback: It’s about providing information on the success of performances so that improvements can be made. For example, if a weakness is spotted in quality standards, then it would be necessary to inform the packager so that these could be rectified immediately. Statistical process control: The use of mathematical and statistical control processes in the manufacture of products e. . by measuring quantities of fluid used in given processes, measuring quantities of materials used, etc. to ensure that inputs and outputs always meet specified quantitative standards. Supply chain: It is the chain of processes that links a manufacturer through a distributor to a customer. Total Quality Management: It is an approach that ensures quality at every stage of production, rather than just at the end of the production cycle. Transformed resources: They are resources, such as raw materials and information that are modified in the process of production by the transforming resources. Transforming resources: They are resources that are used to transform other inputs. ——————————————– [ 1 ]. http://businesscasestudies. co. uk/coca-cola-great-britain/making-the-worlds-best-known-product/transforming-resources. html#axzz2EDxPK7W6 [ 2 ]. http://businesscasestudies. co. uk/coca-cola-great-britain/making-the-worlds-best-known-product/manufacturing-coca-cola. html#axzz2EDxPK7W6 [ 3 ]. http://businesscasestudies. co. uk/coca-cola-great-britain/making-the-worlds-best-known-product/packaging. html#axzz2EDxPK7W6 [ 4 ]. http://businesscasestudies. co. k/coca-cola-great-britain/making-the-worlds-best-known-product/filling-the-cans. html#axzz2EDxPK7W6 [ 5 ]. http://asq. org/blog/2011/11/coca-colas-quality-culture/ [ 6 ]. http://www. supplychaindigital. com/warehousing_storage/supply-tech-coca-colas-plantbottle [ 7 ]. http://www. supplychaindigital. com/warehousing_storage/sup ply-tech-coca-colas-plantbottle [ 8 ]. http://www. studymode. com/subjects/coca-cola-just-in-time-case-study-page1. html [ 9 ]. http://businesscasestudies. co. uk/coca-cola-great-britain/making-the-worlds-best-known-product/performance-feedback-to-canners-and-bottlers. html#axzz2EDxPK7W6 How to cite Coca Cola – Organization Management, Papers

A study guide free essay sample

Grading Criteria and Feedback Students will be marked according to the detailed grading criteria located at the end of this section of the Subject Learning Guide. Feedback will be provided to the group within three weeks of the submission date. This feedback is to be incorporated into Assessment Task 2: Group Presentation. Description of Task The assessment task requires students to critically evaluate the theories of uncial accounting. It gives the students the opportunity to demonstrate their level of understanding of the conceptual background to accounting practice and regulation. In order to complete this task, students will be allocated to groups from within their tutorial. Assessment Task 2 week 8 20% The test will be conducted during the week 8 lecture. Details of the time and place of the test will be provided closer to the date. Grading Criteria and Feedback The questions are interactive requiring input from the student, based on information supplied. The students performance will be accessed automatically by the system and a mark out of 10 will be allocated on completion of each online task. We will write a custom essay sample on A study guide or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page If requested, feedback and additional help will be provided by the lecturer. Description of Task The aim of this assessment task is to give students the opportunity to demonstrate their level of understanding at the mid-point of the semester.This should highlight to students whether they need to spend more time engaging with the subject material in order to have sufficient understanding to satisfactorily complete the subject. The test will comprise of Multiple Choice Questions ONLY and may include questions from topics 4, 5, 6 and 7. Students who fail to sit the mid-semester test at the scheduled time will be awarded zero (O) marks for this piece of assessment. Assessment Task 3 SILOS Assessed Students must provide a brief report to the lecturer, prior to the presentation, detailing how they have incorporated feedback from Assessment Task 1 into their presentation. Grading Criteria and Feedback provided to group members at least one week prior to the final examination.Incorporating feedback received from Assessment Task 1, students are squired to present their findings from Assessment Task 1 to the tutorial group. Students will work in the same group as per Assessment Task 1 and all group members are expected to participate in the oral presentation. Assessment Task 4 1, 2,3 The examination will be held during the exam period. Students should consult the examination timetable for date, time and room details. Grading Criteria and Feedback the end of this section of the Subject Learning Guide. Students must obtain at least 40% on the final examination and achieve a minimum aggregate mark of 50% for the subject in order to gain a passing grade for the subject.The final grades in the subject and in each of the assessment tasks will be allocated according to the following: AI- 100% B: 70- 79%C: 60 D: 50 N: 49% or less The final examination will consist of 15 minutes reading time and 3 hours writing time. The final examination will cover all parts of the course, unless otherwise advised. It will consist Of short answer theory and practical questions requiring calculations and the recording of accounting journal entries. Students will NOT be permitted to bring any printed or handwritten material into the final examination. Students are allowed to bring a on-programmable calculator. Further details regarding the format and allowable materials of the final examination will be advised closer to the date of the examination.Detailed Grading Criteria Assessment Task 1 : Group Report Criteria Standard (N, 0-49% etc) (D, 50-59%, etc) (C, 60-69%, etc) (B, 70-79%, etc) (A, 80-100%, etc) 1. 1 Understanding of relevant theories, disciplinary content and regulation Inaccurate or inappropriate choice/application of theories. Failed to apply or inappropriately applied Standards and/or guidelines Fair attempt at application of theories. Applied some Standards and/or guidelines appropriately Key theories are applied in an appropriate and straightforward manner. Applied appropriate Standards and (or guidelines to the main issues. Insightful and appropriate application of key theories. Standards and/or guidelines appropriately applied to the issues Demonstrates integration and innovation in the application of theory.

50 Inspiring Writing Prompts to Kick Writers Block

50 Inspiring Writing Prompts to Kick Writers Block Are you stuck for something to write about? Maybe youre scratching your head trying to come up with a fresh idea for a personal essay- a narrative or an extended description. Perhaps youre in the habit of keeping a journal or a blog, but today, for some reason, you cant think of a blessed thing to say. Maybe you need exercise to start a short story or need to do some prewriting for plot or character development for a longer fiction piece. Heres something that may help: a list of 50 brief writing prompts. The items on the list are not full-blown essay topics, just hints, snippets, cues, and clues to prod your memory, kick  writers block, and get you started. 50 Writing Prompts Take a minute or two to look over the list. Then pick one prompt that brings to mind a particular image, experience, or idea. Start writing (or freewriting) and see where it takes you. If after a few minutes you hit a dead end, dont panic. Simply return to the list, pick another prompt,  and try again.  Inspiration can truly come from anywhere. Its just a matter of freeing your mind from distraction and letting your imagination lead you where it may. When you discover something that intrigues or surprises you, thats the idea to develop further.   Everyone else was laughing.On the other side of that doorLate againWhat Ive always wantedA sound Id never heard beforeWhat if...The last time I saw himAt that moment I should have left.Just a brief encounterI knew how it felt to be an outsider.Hidden away in the back of a drawerWhat I should have saidWaking up in a strange roomThere were signs of trouble.Keeping a secretAll I have left is this photo.It wasnt really stealing.A place I pass by every dayNobody can explain what happened next.Staring at my reflectionI should have lied.Then the lights went out.Some might say its a weakness.Not again!Where Id go to hide out from everyoneBut thats not my real name.Her side of the storyNobody believed us.It was time to change schools again.We climbed to the top.The one thing Ill never forgetFollow these rules, and well get along fine.It may not be worth anything.Never againOn the other side of the streetMy father used to tell meWhen nobody was lookingIf I could do it over againOf course it wa s illegal. It wasnt my idea.Everyone was staring at me.It was a stupid thing to say.Hiding under my bedIf I tell you the truthMy secret collectionFootsteps in the darkThe first cut is the deepest.Trouble, big troubleLaughing uncontrollablyIt was just a game to them.

Abstract Essays - Culture, Linguistic Typology, Southeast Asia

Abstract Essays - Culture, Linguistic Typology, Southeast Asia Abstract Introduction S ome eleven languages and eighty-seven dialects were spoken in the Philippines in the late 1980s. Eight of these Tagalog , Cebuano, Ilocano, Hiligaynon, Bicolano , Waray-W aray , Pampangan , and Pangasinan were native tongues for about 90 percent of the population. All eight belong to the Malay-Polynesian language family and are related to Indonesian and Malay, but no two are mutually comprehensible. Each has a number of dialects and all have impressive literary traditions, especially Tagalog , Cebuano, and Ilocano. Some of the languages have closer affinity than others. It is easier for Ilocanos and Pangasinans to learn each other's language than to learn any of the other six. Likewise, speakers of major Visayan Island languagesCebuano, Ilongo , and Waray-Waray find it easier to communicate with each other than with Tagalogs , Ilocanos , or others. Language divisions were nowhere more apparent than in the continuing public debate over national language. The government in 1974 initiated a policy of gradually phasing out English in schools, business, and government, and replacing it with Pilipino, based on the Tagalog language of central and southern Luzon. Pilipino had spread throughout the nation, the mass media, and the school system. In 1990 President Corazon Aquino ordered that all government offices use Pilipino as a medium of communication, and 200 college executives asked that Pilipino be the main medium of college instruction rather than English. Government and educational leaders hoped that Pilipino would be in general use throughout the archipelago by the end of the century. By that time, it might have enough grass-roots support in non- Tagalog -speaking regions to become a national language. In the early l990s, however, Filipinos had not accepted a national language at the expense of their regional langua ges. Nor was there complete agreement that regional languages should be subordinated to a national language based on Tagalog . The role of English was also debated. Some argued that English was essential to economic progress because it opened the Philippines to communication with the rest of the world, facilitated foreign commerce, and made Filipinos desirable employees for international firms both in the Philippines and abroad. Despite census reports that nearly 65 percent of the populace claimed some understanding of English, as of the early 1990s competence in English appeared to have deteriorated. Groups also debated whether " Filipinization " and the resulting shifting of the language toward " Taglish " (a mixture of Tagalog and English) had made the language less useful as a medium of international communication. Major newspapers in the early 1990s, however, were in English, English language movies were popular, and English was often used in advertisements. Successful Filipinos were likely to continue to be competent in Pilipino and English. Speakers of another regional language would most likely continue to use that language at home, Pilipino in ordinary conversation in the cities, and English for commerce, government, and international relations. Both Pilipino, gaining use in the media, and English continued in the 1990s to be the languages of education.

Martin Luther King's Representation of Law Essay

Martin Luther King's Representation of Law - Essay Example Natural law for Dr. Martin Luther King, as well as for St. Thomas Aquinas, is the part of God’s eternal plan for everything that He has created (â€Å"Legal positivism vs. natural law theory† 2). An important statement in Reverend King’s â€Å"Letter† is that his protest against an unjust law of Birmingham was nonviolent (4). He did not break a moral law by appealing to violence against another human being. Dr. King emphasizes that he has always followed the rules of the Christian morality, which is, according to him, a code of natural and just laws (4). Martin Luther King does not follow the Machiavellian doctrine of permissiveness. His viewpoint is based on the Christian morality, faith in equality of all people, and respect to every person regardless of his or her skin color, race or ethnicity. Positive law is always legal, as it is issued by some authority that has the right to decide how to regulate human interactions in a society. However, the morali ty of the law, even if it was made by a powerful and respectful person or institution, can always remain questionable. As Dr. Martin Luther King observes, Hitler’s laws in Germany were certainly legal, but they were appallingly immoral, unnatural and unjust (3). â€Å"Oppressed people cannot remain oppressed forever†, says Martin Luther King, and it means that an unjust law cannot last forever (4). Hitler’s laws in Germany, Saddam Hussein’s laws in Iraq or Gaddafi’s laws in Libya were legal.

Risk Management Issues Essay Example | Topics and Well Written Essays - 3000 words

Risk Management Issues - Essay Example 54, 2009). One decision that appears from this scrutiny is the quantity of resources that the organization should have to provide cushion for potential failures that can take place during the way of its trading actions. In view of the fact that trading revenue is doubtful, despite the fact that, a significant risk management activity concentrates on the risk extent crisis - calculating how huge potential failures could be. Corresponding activities entail the examining as well as enforcement of risk-related trading restrictions, by this means helping the risk amended performance assessment of individual trading bureaus (Chapman & Ward, p. 42, 2003). These two phases of the risk management function turn the resources distribution decision into an optimisation issue: very small sum puts the firm in front of extreme levels of risk, although excessively huge sum increases financing expenditures as well as lessens productivity. The point of complexity with which the risk management role is carried out has progressed considerably during current years. Evidently, there are still significant issues whose answers would improve the task’s usefulness all the more. These issues come under three groups: (1) risk management functions, (2) risk forms, and (3) risk measurement execution concerns (Abkowitz, p. 76, 2008). The risk management issues put huge stress on attempting to get the â€Å"probability distribution† for the income of the entire company. Risk managers are particularly â€Å"interested in the extreme left-hand tail of this distribution as a predictor of the largest ex post loss that the firm could experience† (Olson & Wu, p. 65, 2007). After that, to offer assurance of firm-wide solvency, the organization would have resources more than that quantity. Then again, this whole quantity of resources should as well be distributed between the individual trading bureaus so that their job can be assessed on a risk-amended base. As a result of unsati sfactory correlations with bureaus’ revenue flows, the level of possible failures for the entire organization is not more than its total for the individual trading companies, forming the following procedural problem: if risk managers assess the company’s resources satisfactoriness condition initially and after that disaggregate the outcome for distribution to individual companies, they are susceptible to reserve misallocations between bureaus (Khan & Zsidisin, p. 89, 2011). The substitute of calculating capital prerequisites on the individual company level primarily and after that combining the outcomes with the help of a set of approximate correlations, alternatively, is prone to the possibility of overcapitalising the company altogether. Despite the fact that a lot of companies acknowledge the contradiction of depending on both approaches, the most excellent existing practice in the derived business supports the â€Å"bottom-up approach† (Smith & Merritt, p. 7 9, 2002), to a certain extent due to a custom of calculating the different sorts of risk (such as credit, marketplace, functioning) autonomously as well as being acquainted with the different comparative significance of these risk forms amid companies. The expansion of a incorporated tactic which conserved this point of specialisation devoid of giving up exactness on the universal level would be a considerable step ahead. Authoritarian organizations force funds prerequisites on

Wall Mart's Strategic Planning Case Study Example | Topics and Well Written Essays - 1500 words

Wall Mart's Strategic Planning - Case Study Example Simultaneously Walton set up two other enterprises called Ben Franklin franchises and Wall - Mart Discount City. The former expanded into 15 more stores by 1962. In 1969 the company became Walt Mart Stores inc. with 15 Ben Franklin stores, 18 Wall Mart spread through out Oklahoma, Kansas, Arkansas and Missouri. To-day with combined revenue reaching to 44 billions and spread through out the 42 central and southern states the company has 1720 Wall-Marts, 208 Sam's Whole sale club, and 6 Wall Mart Supercentres in addition to two stores in joint ventures in Mexico. The company has a strategy of identifying areas with under population of 50,000 to open a store and gradually expanded by setting up distribution centres at some place closer to the store with a view to facilitate supply to all the other stores also within a day. The excellent success of the company is considered to be the result of 19 such distribution centres today. The other factor of the success of the company is treating the employees as associate partners having access to complete information about the costs, freight charges, and profit margin. The associates play a major role in the overall and individual success of stores and achieving the company's goals. It will be worthwhile to note here that each of the stores operates independently of the other. This kind of relationship in the organization components known as "pooled interdependence". If there is poor customer service at one store and how the customers view it will have ripple effect on the Wall-Mart as a whole. Basis of establishment of the Strategy: The management of the company prominently relies on the goals achieved. It is treated as a part of the planning process. The top management provides guidelines about the profits and growth. These become the basis of setting of goals. The individual stores provide their own inputs as they have their own annual goals to achieve. However, specific tactical goals are evolved at the division and the stores level. These are then forwarded to the top corporate level for further dissemination, evaluation and measurement for formulating a strategic over all policy. It will be interesting to note a typical target set for an annual goal: Opening 160 new stores; 45 new Sam's Whole sale clubs; 12 - 15 new Wall Mart Super centre; Increasing sales to more than 54 billions; Pursuing a "Buy American" plan to give preference to stocking merchandise manufactured in the United States. The individual stores have a target to achieve a sales increase of 10% over the previous period. Once the goals are established the process of action planning is commenced to provide an outline as to how the goals are to be achieved. It is done at every level. The associates also get a share of the profit above the goals set for every stores. Monitoring: Throughout the year goals achieved are monitored as laid out. But if the Wall Mart has not been satisfied of the result those stores are sold out. The Ben Franklin stores were closed in 1976 and Wall Mart stores were replaced with it. A chain of Helen's Arts and Crafts, the DOT discount drug chain met the same fate. Despite all the evaluation, assessment, dissemination of the in formations and monitoring quite a few of the ventures have failed. Financial aspect: Of interest

Users of HR services and their needs

Users of HR services and their needs One of the HR users for an organization is line manager. The line manager basically observed the activities that are associated with services and products. The duties of line managers are staffing, ensuring health and safety of employees and supervision of manufacturing plants. The need of line manager is the timely services of the manufacturing plants. Their monitoring work will reduced. They are also responsible in hiring staff. Another need of line manager is that the company will organize certain training session for the employees. These sessions will increase the efficiency of employees and line managers can easily supervise them. The employees are main asset for an organization. An employee needs good working environment where there is no discrimination between the employees and where they feel secure. Another need of employees is that they will be awarded with some rewards like praise, bonuses and promotion. These methods will motivate them to work more efficiently. Another HR user is potential employees. The success of any organization is depends on the potential employees. The potential employees demand flexibility at work. Employees should be allowed to choose their working hours according to their efficiency. The other demand of potential employees is that they are allowed to work from home if there presence at the company is not necessary. (user of HR services and their needs) Identify and prioritized conflicting needs The needs of the employees and managers with the organization are different. It is not possible for an organization to fulfill each and every demand and needs of the employees. This will leads to the degradation in the performance of the employees. Now it become necessary for an organization to identify and prioritized the conflicting needs according to the performance of employee and welfare of the company. The employees need such an environment at organization where there is no discrimination on the basis of religion, caste and region and where they can communicate comfortably. This need of employees should be prioritized first and make such rules and regulations to create such environment so that there performance level will increase. The priority should be given to those needs which help the organization to achieve its goal and the needs which are beneficial for most of the employees. It should not be done on individual basis whether he is a manager or an employee. The employees also need that they should be awarded with some bonuses and incentives according to their work. This demand of employees is beneficial for all the workers and because of this their performance level will increase. This need should be prioritized first because it helps in gaining companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s goal. The employees also demand that company should apply flexibility at work. According to the flexibility at work, the employees and managers are allowed to choose their working hours according to their stamina. This demand will increase the efficiency of the employees and give benefit to the organization. The organization should conduct the performance review. It is an in depth and more formal way to identify job related needs of an employee. According to the review the company is able to design such policies which will fulfill the needs of the maximum employees. An organization can also use the motivation inventory which will be used to identify needs of employees. They should also arrange various training session and meeting where the employees can discuss their needs and demands with the human resource managers. These sessions helps the managers to identify common needs and which need should be prioritized first. At the time of job interview, the manager should ask certain question which will uncover their needs at the workplace. These questions will help the organization to indentify those employees who can work at vigorous condition and with limited resources at the time of emergency. Another to indentify the customer need is effective communication. The effective communication between employees and managers are important because most of the problems and needs can be resolved just by communication. The employees also demand the better health facility at the organization. The priority should be given to this need also because the employee who has good health can work more efficiently and quickly. This will save the time of both workers and organization . (identify conflicting needs) Methods of communication The effective communication between employees and managers plays a vital role in the progress of an organization. Communication at workplace should be organized in the systematic manner like other activity. Top management is responsible for the successful communication at workplace. The main link in any method of communication is line supervisors and managers. Ineffective communication by line managers causes poor performance. The method of communication used for line managers is direct communication. The advantage for this method is that the line managers become more aware about the needs and problems of their employees. According to the needs of employees, they can easily plan the working schedule. Various training session and meeting should be organized by an organization so that the employees can easily communicate with their managers directly on different issues. The communication must be concise, easily understood and clear. Sometime, the employees force their line managers to accept their needs even they are not useful for an organization. In direct communication, there is no written proof for any communication and because of this a person can not claim anyone at the time of any problem. Team briefing is another method of communication. The mentor of the group provides their employees with new information so that they the employees can ask any queries and discuss any problem. In this method the employees can easily cover all the important area. It is very time consuming and these session should be organized at regular interval. Another method of communication is electronic media. Electronic media helps in delivering important information cheaply and quickly. The employees can search any information on the website of their respective organization. The information through this method can be delivered at fast speed without any face to face contact with each employees and at one time information can reach too many employees. This method will save the time of both employees and management. The disadvantage of this method is that the information can not be delivered at the time of any technical problem or system crash problem. The employees also send their problems or any suggestion through email. Another method of communication is written document. Every organization has its own employee handbook which has information related to job. The employees are provided with this handbook so that they can aware of rule and regulation of an organization. The performance report of an employee is prepared in written document. This report will help the employee to analyze his performance and try to improve it. Newsletter and journals are another method of written document. These provide information to the employees on the regular basis about the company. It contains large amount of personal and social information. The aim of notices is to bring the attention of the employees, matter of specific interest and general information. Individual letter is a method of communication which ensures that the specific information is reached to the specific employees and targeted group. The advantage of the written document method is that the company has legal documents of information and because of this nobody will claim for any damage. It is also beneficial for those employees who has a part time job and who work from home. The disadvantage of this method is that it is very time consuming and sometime document get misplaced due to some human mistake. (method of communication)

Aggression and Violence in a Mental Health Units Essay -- Nursing Rese

Assaults in the healthcare setting are recognized as a growing problem. In considering the violence and aggression in mental health units, the larger issue of violence and aggression in mainstream culture must not be ignored. It has been observed that physical attack in a mental health unit setting appear to be happening more frequently while the attacks include patient-to patient and patient-to-staff aggressive behavior. Most commonly, reporting of aggressive behavior toward healthcare staff is noted; however, it cannot be completely explained by patient characteristics or staff member behaviors (Foster, Bowers, & Nijman, 2006). To improve patient control of aggression and violence, an organization must better define the management and reporting of this behavior, identify appropriate management programs and training, and evaluate the frequency and precipitants. The impact of aggression and violence in mental health units is substantial. Effects that have been documented include physical injury, emotional and psychological harm, compromised patient care, and financial expense to the organization. In a review of literature, physical injury to inpatient mental health staff is high and poses a strong threat to staff and other patients (Foster, Bowers, & Nijman, 2006). Although the rates of victimization that occur between patients are low, it is an increasing concern. In these acts of aggression, both verbal and physical violence can occur. Aggression Management To manage the aggression both for patient and staff victims, Eileen Morrison and Colleen Love (2003) evaluated four aggression management programs using predetermined criteria for their effectiveness in training behavioral health staff. Morrison and Love’... ... in psychiatric inpatient units. Australian and New Zealand Journal of Psychiatry 34, 967-974. Bowers, L., Allan, T., Simpson, A., Nijman, H., & Warren, J. (2007). Adverse Incidents, Patient Flow and Nursing Workforce Variables on Acute Psychiatric Wards: The Tompkins Acute Ward Study. International Journal of Social Psychiatry 53(75), 75-84. Foster, C., Bowers, L., & Nijman, H. (2007). Aggressive behavior on acute psychiatric wards: prevalence, severity, and management. Journal of Advanced Nursing 58(2), 140-149. Ilkiw-Lavalle, O., & Grenyer, B. (2003). Differences between Patient and Staff Perceptions of Aggression in Mental Health Units. Psychiatric Services 54(3), 389-393. Morrison, E., & Love, C. (2003). An Evaluation of Four Programs for the Management of Aggression in Psychiatric Settings. Archives of Psychiatric Nursing 37(4), 146-155.

Characteristics of Effective Technical Writing Essay

Technical writing is meant to get a job done. Everything else is secondary. If the writing style is interesting, so much the better. There are 6 basic characteristics of technical writing: 1. Clarity: The written document must convey a single meaning that the reader can easily understand. Unclear technical writing leads to wasted time, money and resources. 2. Accuracy: This means to not only be careful to avoid errors in recording facts; it also means freedom from bias or subjectivity. If readers suspect you are slanting information by overstating the significance of a particular point, they have every right to doubt the validity of the entire document. 3. Comprehensiveness: A comprehensive technical document provides all the information its readers will need. Readers who must act on a document need to be able to apply the information efficiently and effectively. 4. Accessibility: This refers to the ease with which readers can locate the information they seek. Topic sentences should be used at the beginning of paragraphs. Thesis Statement should be identifiable in the introductory paragraph. 5. Conciseness: To be useful, technical writing must be concise. The longer a document is, the more difficult it is to use, for the obvious reason that it takes more of the reader’s time. A document must strive to balance the claims of clarity, conciseness, and comprehensiveness; it must be long enough to be clear-given the audience, purpose, and subject –but not a word longer. 6. Correctness: Good technical writing observes the conventions of grammar, spelling, punctuation, and usage. Leaving sloppy grammar errors in your writing is like wearing a soup-stained shirt to a business meeting: it will distract your readers, and may make them doubt the importance of your information.

Biography of Artist Louise Bourgeois

Biography of Artist Louise Bourgeois Second generation surrealist and feminist sculptor Louise Bourgeois was one of the most important American artists of the late twentieth and twenty-first centuries. Similar to other second-generation Surrealist artists like Frida Kahlo, she channeled her pain into the creative concepts of her art. These highly charged feelings produced hundreds of sculptures, installations, paintings, drawings and fabric pieces in numerous materials. Her environments, or cells, might include traditional marble and bronze sculptures alongside common castoffs (doors, furniture, clothes and empty bottles). Each artwork poses questions and irritates with ambiguity. Her goal was to provoke emotional reactions rather than reference intellectual theory. Often disturbingly aggressive in her suggestive sexual shapes (a distressed phallic image called Fillette/Young Girl, 1968, or multiple latex breasts in The Destruction of the Father, 1974), Bourgeois invented gendered metaphors well before Feminism took roo t in this country. Early Life Bourgeois was born on Christmas Day in Paris to Josà ©phine Fauriaux and Louis Bourgeois, the second of three children. She claimed that she was named after Louise Michel (1830-1905), an anarchist feminist from the days of the French Commune (1870-71). Bourgeois mothers family came from Aubusson, the French tapestry region, and both her parents owned an antique tapestry gallery at the time of her birth. Her father was drafted into World War I (1914-1918), and her mother frantically lived through those years, infecting her toddler daughter with great anxieties. After the war, the family settled in Choisy-le-Roi, a suburb of Paris, and ran a tapestry restoration business. Bourgeois remembered drawing the missing sections for their restoration work. Education Bourgeois did not choose art as her vocation right away. She studied math and geometry at the Sorbonne from 1930 to 1932. After her mothers death in 1932, she switched to art and art history. She completed a baccalaureate in philosophy. From 1935 to 1938, she studied art in several schools: the Atelier Roger Bissià ¨re, the Acadà ©mie dEspagnat, the École du Louvre, Acadà ©mie de la Grande Chaumià ¨re and École Nationale Supà ©rieure des Beaux-Arts, the École Muncipale de Dessin et dArt, and the Acadà ©mie Julien. She also studied with the Cubist master Fernand Là ©ger in 1938. Là ©ger recommended sculpture to his young student. That same year, 1938, Bourgeois opened a print shop next to her parents business, where she met art historian Robert Goldwater (1907-1973). He was looking for Picasso prints. They married that year and Bourgeois moved to New York with her husband. Once settled in New York, Bourgeois continued to study art in Manhattan with Abstract Expressionist Vaclav Vytlacil (1892-1984), from 1939 to 1940, and at the Art Students League in 1946. Family and Career In 1939, Bourgeois and Goldwater returned to France to adopt their son Michel. In 1940, Bourgeois gave birth to their son Jean-Louis and in 1941, she gave birth to Alain. (No wonder she created a series Femme-Maison in 1945-47, houses in the shape of a woman or attached to a woman. In three years she became the mother of three boys. Quite a challenge.) On June 4, 1945, Bourgeois opened her first solo exhibition at Bertha Schaefer Gallery in New York. Two years later, she mounted another solo show at Norlyst Gallery in New York. She joined the American Abstract Artists Group in 1954. Her friends were Jackson Pollock, Willem de Kooning, Mark Rothko and Barnett Newman, whose personalities interested her more than the Surrealist à ©migrà ©s she met during her early years in New York. Through these tempestuous years among her male peers, Bourgeois experienced the typical ambivalence of the career-minded wife and mother, fighting off anxiety-attacks while preparing for her shows. To restore equilibrium, she often hid her work but never destroyed it. In 1955, Bourgeois became an American citizen. In 1958, she and Robert Goldwater moved to the Chelsea section of Manhattan, where they remained to the end of their respective lives. Goldwater died in 1973, while consulting on the Metropolitan Museum of Arts new galleries for African and Oceanic art (todays Michael C. Rockefeller Wing). His specialty was primitivism and modern art as a scholar, teacher at NYU, and the first director of the Museum of Primitive Art (1957 to 1971). In 1973, Bourgeois began to teach at Pratt Institute in Brooklyn, Cooper Union in Manhattan, Brooklyn College and the New York Studio School of Drawing, Painting and Sculpture. She was already in her 60s. At this point, her work fell in with the Feminist movement and exhibition opportunities increased significantly. In 1981, Bourgeois mounted her first retrospective at the Museum of Modern Art. Almost 20 years later, in 2000, she exhibited her enormous spider, Maman (1999), 30 feet high, in the Tate Modern in London. In 2008, the Guggenheim Museum in New York and Centre Pompidou in Paris exhibited another retrospective. Today, exhibitions of Louise Bourgeois work may occur simultaneously as her work is always in great demand. The Dia Museum in Beacon, New York, features a long-term installation of her phallic sculptures and a spider. Bourgeois Confessional Art Louise Bourgeois body of work draws its inspiration from her memory of childhood sensations and traumas. Her father was domineering and a philanderer. Most painful of all, she discovered his affair with her English nanny. Destruction of the Father, 1974, plays out her revenge with a pink plaster and latex ensemble of phallic or mammalian protrusions gathered around a table where the symbolic corpse lies, splayed out for all to devour. Similarly, her Cells are architectural scenes with made and found objects tinged with domesticity, child-like wonder, nostalgic sentimentality and implicit violence. Some sculptures objects seem strangely grotesque, like creatures from another planet. Some installations seem uncannily familiar, as if the artist recalled your forgotten dream. Important Works and Accolades Femme Maison (Woman House), ca. 1945-47.Blind Leading the Blind, 1947-49.Louise Bourgeois in costume as Artemis of Ephesus, 1970Destruction of the Father, 1974.Cells Series, 1990s.Maman (Mother), 1999.Fabric Works, 2002-2010. Bourgeois received numerous awards, including a Life Time Achievement in Contemporary Sculpture Award in Washington D.C. in 1991, the National Medal of Arts in 1997, the French Legion of Honor in 2008 and induction into the National Womens Hall of Fame in Seneca Falls, New York in 2009.    Sources Munro, Eleanor. Originals: American Women Artists.  New York: Simon and Schuster, 1979. Cotter, Holland. Louise Bourgeois Influential Sculptor, Dies at 98, New York Times, June 1, 2010. Cheim and Read Gallery, bibliography. Louise Bourgeois (2008 retrospective), Guggenheim Museum, website Louise Bourgeois, exhibition catalogue, edited by Frank Morris and Marie-Laure Bernadac.  New York: Rizzoli, 2008. Film: Louise Bourgeois: The Spider, The Mistress and The Tangerine,  Produced and directed by Marion Cajori and Amei Wallach, 2008.

Using the Spanish Noun Vez

Using the Spanish Noun Vez Vez (plural veces) is one of the most commonly used nouns of Spanish and can usually be precisely translated as occurrence, although in practice it is usually translated as time. Here are some examples of everyday usage: Mil veces te quiero, Alejandro. I love you a thousand times, Alejandro.Llegamos cuatro veces a la final. We made it four times to the final.Ser la à ºltima vez que me veas. It will be the last time you see me. Una vez is usually translated as once, although obviously it could also be translated literally as one time, and dos veces can be translated as twice or two times: Se toma una vez por dà ­a en un nivel de dosis decidido por el mà ©dico. It is taken once per day at a dosage level decided by the doctor. ¿Te has enamorado dos veces de la misma persona? Have you fallen in love with the same person twice?Sà ³lo se vive dos veces es la quinta entrega de la saga James Bond. You Only Live Twice is the fifth installment in the James Bond series. Veces can be used in making comparisons such as the following: Es una pila que dura hasta cuatro veces ms. Its a battery that lasts up to four times longer.La envidia es mil veces ms terrible que el hambre. Jealousy is a thousand times worse than hunger. Uses of Vez and Veces Vez and veces can be used in a variety of phrases. The following examples show some of the most common, although these arent the only translations possible: Alguna vez voy a ser libre. Sometime I am going to be free.El gato de Schrà ¶dinger sigue estando vivo y muerto a la vez pero en ramas diferentes del universo. Schrà ¶dingers cat was alive and dead at the same time but in different sections of the universe.A mi vez, no puedo comprender el tipo que dice que la casa es tarea de la mujer. For my part, I cant understand the type who says housework is a womans job. (Also used are phrases such as a tu vez, for your part, and a su vez, for his/her part.)Cada vez que te veo me gustas ms. Every time I see you I like you more.La actriz tolera cada vez menos la intrusià ³n en su vida. The actress is tolerating the intrusion in her life less and less.De vez en cuando es necesario perder la razà ³n. Once in a while it is necessary to be wrong.Estoy fantaseando en vez de estudiar. I am daydreaming instead of studying.A veces sueà ±o que ests conmigo. Sometimes I dream that you are with me.Los baratos muchas veces salen caros. Cheap things oft en sell for a high price.  ¿Por quà © el mar algunas veces se ve verde y otras veces azul? Why does the sea sometimes look green and other times blue?Habà ­a una vez una gata vivà ­a en una casita blanca. Once upon a time a cat lived in a little white house.Una vez ms Einstein tiene razà ³n. Once again, Einstein is right.La red otra vez fuera de là ­nea. The network went offline again.La felicidad se encuentra rara vez donde se busca. Happiness is rarely found where it is looked for.

Insuring presence in the classroom and the school as an educational Assignment

Insuring presence in the classroom and the school as an educational leader - Assignment Example The second strategy used by the educational leader is planning. He plans the lecture before appearing in the class on stage in advance. This helps him divide different parts of the lecture according to breaks within the class and the total time he has for the lecture. As a result of this, no time is wasted and the lecture is delivered without having any time wasted or having the students feel lethargic. The educational leader keeps a schedule with him. Knowledge of the lectures and their time and location helps the educational leader not only prepare the lectures in time but also settle other businesses according to the lectures’ schedule. Last but not the least, the rules established by the principal make the educational leader conscious about being punctual. Such rules include but are not limited to marking of the attendance, and imposition of fine for being

A critical analysis of Uk Teaching standard 2 Essay - 1

A critical analysis of Uk Teaching standard 2 - Essay Example This means that the teacher needs to be aware of the capabilities of the pupils and their prior knowledge (McBer, 2012). From this, the teacher then builds a teaching plan to incorporate these capabilities and prior knowledge of the pupils. The teacher also has to guide his or her pupils on the progress made and focus on the needs that emerge, in the long run. This will enable the teachers to demonstrate knowledge and the overall understanding of the learning of these pupils and how it impacts on teaching. The teacher will also be in a position to take responsibility and a conscientious attitude towards their own work and their study. This mode of teaching is strengthened by the constructivist theory of learning. The theory indicates that learning starts with issues that revolve around the students trying to construct meaning. Thus, for the teacher to teach well, they have to understand mental models for the students to use to perceive the world and all the assumptions to support such models (Coe, 2014). Thus, students have to construct their own meaning not just memorising the correct answers. The teachers also have to demonstrate a good knowledge and understanding of the subject and the curriculum. The teachers have to exercise knowledge of relevant subjects and areas of the curriculum and foster and maintain the interest of the pupils on the subject and take care of their misunderstandings. The teachers should demonstrate a critical understanding of the developments in their subject and the areas of the curriculum that will be important in enabling a better understanding for the pupils (Trainees, 2012). It is important for the teachers to understand relevant concepts in the curriculum that will be beneficial for the oval understanding and knowledge of the pupils. The teachers must develop high level of literacy for the pupils and articulacy in addition to using correct Standard

(CHILDREN'S RIGHT ) My Course is Iin EDUCATION Essay

(CHILDREN'S RIGHT ) My Course is Iin EDUCATION - Essay Example However, different International Conventions and Ugandan government have taken severe steps to prevent the unlawful induction of children in any kind of work either hazardous or un-hazardous that may have its adverse affects on their physical, mental and academic progress. These Conventions have tried their level best to create awareness among the different communities present in Uganda that child labor is a crime and people should refrain sending their children for any sort of economical activity. However, it is expected that with the passage of time and by creating awareness in the minds of Ugandan people, the government and the international agencies will overcome the problem of Child labor in Uganda for their own prosperity and development of the society which is highly important for them. ‘Child labor and poverty are inevitably bound together and if you continue to use the labor of children as the treatment for the social disease of poverty, you will have both poverty and child labor to the end of time.’- Grace Abbott Uganda is faced with severe poverty along with a low literacy rate. Poverty is the main cause of defragmenting the socioeconomic structure of any country. As a result, people in Uganda compel their children to earn and contribute with their families in order to sustain their living standards. Due to this reason, we can clearly observe a high percentage of children working under hazardous conditions to meet their basic needs (http://childvoice.jinja.eu/en/child-labor-in-uganda.). Child labor is an unlawful and immoral induction of young children which deprives them of better living conditions, right of education and the right of being known as the ‘most fragile humans’ in the world. Child can be defined as a human who falls between the ages of birth and youth. In legal terms a child is defined as a minor who is dependent on his caretakers for living and

Fast food restauran Essay Example for Free

Fast food restauran Essay For each category I analyse I will show the male and female results in comparison then summarise what I interpret from the results below. Due to the fact that there are more females in Stotfold than there are males. The females preferences will have a larger bearing on any possible fast food restaurant to be developed. As there are unequal results from both genders I have converted my results to percentages before showing them on the graph. Visit Frequency Below is a bar chart comparing the visit frequency of male and female. I have shown the data on a bar chart because it is easier to compare. Male and female do not differ significantly as far as visit frequency is concerned. Most customers visit a fast food restaurant every two weeks, which, if there are enough customers, is sufficient to keep a fast food business afloat. Most Important Feature The bar chart below shows what both male and female consider to be the most important feature of a fast food restaurant. This just confirms what the general analysis stated: that if a business is to succeed its customers must have confidence in its hygiene. The bar chart below shows a comparison between male and female fast food type preferences. The females main preferences are already well catered for in Stotfold. Kebab shops are, however , hard to find in this area and are highly popular among males. If a Kebab restaurant opened in Stotfold it could target male customers, although I have noticed that it is not just younger males that enjoy kebabs as one might have expected. Cost The chart below shows what male and females expect to pay for a fast food meal for one. This chart shows that more men are prepared to pay more for their meal than women. I think this can be shown more clearly so here is another chart showing the same information but with different price categories. This shows that the majority of males expect to pay over i 4 whereas females expect to pay below. This shows the male market is more profitable providing production and retail costs are kept to a minimum, 4) Place Information about Stotfold Stotfold is a growing town. The development of new houses in the area means that by 2004 the population will have risen by nearly 25%. The population of Stotfold in 2000 was 6680. In 2004 it is estimated that it will rise to 8180. There are also plans to develop a leisure centre in Stotfold, which may attract even more people to the area. Stotfold is on the border between Bedfordshire and Hertfordshire; there are many fast food restaurants in Hertfordshire, including large franchises, which would pose a threat to small companies opening up in the area. In my research I have collected information from Bedfordshire but the well-established businesses in Hertfordshire should be taken into account when deciding to start a new company in the area. There is an area of land on the outskirts of Stotfold by the old doctors surgery. It has planning permission and there is a possibility of a Sports facility being put up there. It is on a main road so has good access and a cycle path leading past the area. It would be extremely expensive to develop this land but if a new Sports facility were to be opened there it may be possible to incorporate a new restaurant on the complex. Below is a map showing the location I referred to. The area is within the shaded rectangle.

Idealism in F. Scott Fitzgeralds The Last Tycoon Essay examples -- La

Idealism in F. Scott Fitzgerald's The Last Tycoon Idealism is undoubtably present in F. Scott Fitzgerald's The Last Tycoon. Infatuation may be a better word, for that was exactly what possessed the main character, Monroe Stahr. He was totally engorged with one Kathleen Moore. He idealized Miss Moore as the second coming of his deceased wife Minna Davis. Stahr was a true man of men that had little to do with women since the tragic passing of his wife. He would rather put his feet up with a cigar and shoot the breeze with the boys. Yet once he laid eyes on Kathleen for the first time, all of that changed. It was love at first sight. Kathleen and Stahr meet after an earthquake rocked Los Angles. Stahr was surveying the damage done to the studio, when a prop came floating by with two "dames" clinging to it for their lives. A stage hand rescued and presented them to Stahr for judgement. That was the moment that would change everything. The following excerpt is a narration of what was going through Stahr's mind when he was struck blind by Cupid's golden arrow. "Smiling faintly at him from not four feet away was the face of his dead wife, identical even to the expression. Across the four feet of moonlight, the eyes he knew looked back at him, a curl blew a little on a familiar forehead; the smile lingered, changed a little according to pattern; the lips parted--the same." (Chp II, p.26) She was Minna, but she wasn't. All her features were Minna's, except her voice. "--and then he heard another voice speak that was not Minna's voice." (Chp II, p.26) She was obviously British and not glamorous American, as Minna's had been. Nevertheless, she was a replica of his life long love. Stahr determined right then that she would be the next. Before he could get himself together, Kathleen was whisked away by the police for trespassing. Stahr spent the next few days trying to track her down. By this time he had fully succumbed to her rapture. On their third meeting, they happened to stumble upon each other at a posh Hollywood party. Her beauty brought back all the sensations that had trapped him initially. The scene was as follows: "...the white table lengthened and became an altar where the priestess sat alone. Vitality welled up in him, and he could have stood a long time across the table from her, looking and smiling...(while dancing) she was momentarily u... ...es me feel as if life is just one big joke. I soon come to my senses and re-release that life will go on. Stahr on the other hand cannot get past the facts that love has left his life twice. It is just too much for him to deal with. I too idealized the woman in my life as the "wind beneath my wings." The sad fact is that just is not true. The only wind under my wings is the mountain valley breeze that is ever present on this university campus. I am reason for my survival, not a woman. Stahr saw Kathleen as the only thing missing from his life, and quite possibly that being a true statement. He could have lived without her, but he just didn't see it that way. Overall idealism is an interesting idea. We all do it, but why? Why do we idealize people and ideas? Are we trying to make them seem better than they really are? I believe that we do it, because it is instinctive. Whether we idealize a person or an abstract idea, we all do it. The Last Tycoon is an idealistic novel. Even during the time in which Fitzgerald was writing this novel, he idealized the novel itself as his best work. Tragically, just like Stahr, his dream was not realized due to death, that death being his own. Idealism in F. Scott Fitzgerald's The Last Tycoon Essay examples -- La Idealism in F. Scott Fitzgerald's The Last Tycoon Idealism is undoubtably present in F. Scott Fitzgerald's The Last Tycoon. Infatuation may be a better word, for that was exactly what possessed the main character, Monroe Stahr. He was totally engorged with one Kathleen Moore. He idealized Miss Moore as the second coming of his deceased wife Minna Davis. Stahr was a true man of men that had little to do with women since the tragic passing of his wife. He would rather put his feet up with a cigar and shoot the breeze with the boys. Yet once he laid eyes on Kathleen for the first time, all of that changed. It was love at first sight. Kathleen and Stahr meet after an earthquake rocked Los Angles. Stahr was surveying the damage done to the studio, when a prop came floating by with two "dames" clinging to it for their lives. A stage hand rescued and presented them to Stahr for judgement. That was the moment that would change everything. The following excerpt is a narration of what was going through Stahr's mind when he was struck blind by Cupid's golden arrow. "Smiling faintly at him from not four feet away was the face of his dead wife, identical even to the expression. Across the four feet of moonlight, the eyes he knew looked back at him, a curl blew a little on a familiar forehead; the smile lingered, changed a little according to pattern; the lips parted--the same." (Chp II, p.26) She was Minna, but she wasn't. All her features were Minna's, except her voice. "--and then he heard another voice speak that was not Minna's voice." (Chp II, p.26) She was obviously British and not glamorous American, as Minna's had been. Nevertheless, she was a replica of his life long love. Stahr determined right then that she would be the next. Before he could get himself together, Kathleen was whisked away by the police for trespassing. Stahr spent the next few days trying to track her down. By this time he had fully succumbed to her rapture. On their third meeting, they happened to stumble upon each other at a posh Hollywood party. Her beauty brought back all the sensations that had trapped him initially. The scene was as follows: "...the white table lengthened and became an altar where the priestess sat alone. Vitality welled up in him, and he could have stood a long time across the table from her, looking and smiling...(while dancing) she was momentarily u... ...es me feel as if life is just one big joke. I soon come to my senses and re-release that life will go on. Stahr on the other hand cannot get past the facts that love has left his life twice. It is just too much for him to deal with. I too idealized the woman in my life as the "wind beneath my wings." The sad fact is that just is not true. The only wind under my wings is the mountain valley breeze that is ever present on this university campus. I am reason for my survival, not a woman. Stahr saw Kathleen as the only thing missing from his life, and quite possibly that being a true statement. He could have lived without her, but he just didn't see it that way. Overall idealism is an interesting idea. We all do it, but why? Why do we idealize people and ideas? Are we trying to make them seem better than they really are? I believe that we do it, because it is instinctive. Whether we idealize a person or an abstract idea, we all do it. The Last Tycoon is an idealistic novel. Even during the time in which Fitzgerald was writing this novel, he idealized the novel itself as his best work. Tragically, just like Stahr, his dream was not realized due to death, that death being his own.

Essay --

Kayla McCarthy Period 2 History Mrs.Dowd 1/6/14 Disagreements Between the North and South Secession between the North and the South was very different. The secession led to the Confederate States of the United States. The Confederate States Constitution closely resembled the Constitution of the United States and it states that it, â€Å"protected and recognized slavery.† The southerners feared that if they did not succeed that an end to their entire way of life was at hand because they felt that they needed to preserve slavery. Succeeding seemed to be the only way of saving slavery. Many other southern states began to succeed when they learned that slavery was going to be removed in the South. For example,Compromise of 1850, Compromise of 1820, the Dred Scott Decision, Raid at Harpers Ferry, â…â€" Compromise, Kansas Nebraska Act, and Missouri Compromise were some of the compromises and decisions made at the time to deal with disagreements many of these people had over slavery(Batten). Slavery was relied on very much in the south because the slaves were their way of making money. The sl...

Freedom and Slavery in “Huckleberry Finn” Essay

â€Å"The Adventures of Huckleberry Finn†, by Mark Twain, is a classic American novel, considered by some to be the finest example of American literature. It follows Huck and Jim, a poor Southern white boy and a runaway slave, as they travel down the Mississippi River in a quest for freedom. Sometimes regarded as a simple children’s story, â€Å"Huckleberry Finn†, while still existing on that level, also has an abundance of symbolism and meaning that’s not immediately apparent. The novel contains ideas and observations that Twain felt were significant to the culture and the people he was writing to. The primary theme of the book (most appropriate considering the time period in which it was written) is the struggle between freedom and slavery. Huckleberry Finn experiences this struggle as the adults around him attempt to â€Å"sivilize† him and force him to conform to their ideas of appropriate behavior. Witnessing their hypocrisy, their interest in being SEEN as good respectable people over actually BEING good respectable people, Huck instinctively dismisses and rebels against their teachings. He resists being molded into something that’s pleasing to others but not himself, against becoming a slave to the person everyone else wants him to be, forever prevented from expressing who he truly is. Perhaps more literally, Jim also must struggle for freedom. A slave all his life, he becomes a runaway, forced to rely on a white boy whose attitudes and ideas have been molded all his life to view blacks as inferior. He’s struggling against society, which literally attempts to enslave him as someone whose only purpose is to serve his superiors (whites), whose life means nothing more than to serve as a piece of property. Both Jim and Huck fight for their own forms of freedom when all outside forces are trying to enslave them. Both merely want to be the masters of their own lives and persons, without external control. Not only is this concept a key theme in the novel, but in the South throughout it’s history.

Portrayal Of Reality In Great Gatsby Essays - The Great Gatsby

Portrayal Of Reality In Great Gatsby Essays - The Great Gatsby Portrayal Of Reality In Great Gatsby Mr. Gordan, an esteemed English teacher, once said Literature is Life. I had not been able to grasp the reality of those words until I read The Great Gatsby . After reading The Great Gatsby, I understand that literature is written through inspiration from our daily lives. In this novel, F. Scott Fitzgerald portrays the themes of morality and life versus illusion. Through his excellent writing techniques, Fitzgerald reduces most of the characters of the novel as seemingly obsessed with material possessions, petty, and selfish. Theses characterizations are portrayed because of the realness of human nature. Fitzgerald uses contrasting morals and values of the characters to show the true disparity in human nature. Nicks characteristics are completely incompatible with Toms. Since Nick has a strong foundation and is honest, he is thus very faithful. His faithfulness and loyalty is apparent when he attends and organizes Gatsbys funeral. On the other hand, Tom is unfaithful and dishonest. He is dishonest with Daisy and Myrtle. He also shows his unfaithfulness when he is not present at the birth of his daughter. In addition, Fitzgerald also uses Tom and Gatsby to show the sentimental disparity. Gatsby is a dreamer and a romantic man, who by following his dreams, went from rags to riches. He is proud of the fact that he has been able to accumulate his wealth independently, despite the fact that it is hinted that much of his money was earned illegally. Tom, on the other hand, is a realist and a straightforward man. He does not dream, as Gatsby does; he merely acts on his instincts. He has not earned his great wealth: he has inherited it. In spite of the fact, that all of the main characters in The Great Gatsby have very different personalities; they are however all affected by money. Some characters, like Gatsby and Tom Buchanan, have money, and are very expressive with it. Other characters, such as Myrtle, lust for money. Essentially being of the middle class, Myrtle's attraction to Tom is not based on love or affection. Rather, Tom represents something that Myrtle has never had : endless wealth; and with this Myrtle correlates happiness. Fitzgerald uses the lust for money in his novel because it is one thing that almost everybody in the world lusts for. He also tries to use the prejudices against rich as being flamboyant and superficial to create a contempt against Tom Buchanan and Daisy. However, these prejudices might have some truth or reality to them as Fitzgerald shows it in the end through Nicks judgment. Fitzgerald also adds a dash of reality to his novel when Gatsby doesnt achieve his dream of winning Daisy back from Tom. In this case, the strong, bullying character of Tom represents reality, and with his powerful nature he easily squashes any hopes that Gatsby may have of a relationship with Daisy. This shows that sometimes dreams dont come true, as opposed to the fairy tale version of . and they lived happily everafter. Although, Fitzgerald may despise all that the American dream stands for, he more importantly illustrates that it is not always easy to obtain it. The novel ends with the death of Gatsby. This may seem surprising to the reader, as Fitzgerald seems to have built Gatsby up as being one of the true heroes of the novel. However, Fitzgerald understands that reality is often very harsh to dreamers, a central quality in Gatsby's character. The death of Gatsby, and the unaffected life of Tom after both Gatsby's and Myrtle's death is testament to the fact that illusion is often shattered when confronted with reality. Rather than this fact detracting from Gatsby's character; the reader, however, supports the image of Gatsby all the more: a man who has died while in pursuit of something worthy. This alternative is far better than any other solutions. If Gatsby had not died, then he would have been desperate and desolute. In addition, Tom would have had the upper hand and would have only enlarged his own ego. Fitzgerald ends the novel with another reality. He shows that Gatsbys life had no worth if measured with how many real friends

Marketing Change Management How to Influence It [Backed By Science]

Marketing Change Management How to Influence It [Backed By Science] Something is broken. Maybe its your workflow. Maybe its how you collaborate across multiple teams. Maybe its knowing how the content you produce influences ROI. At , we  know  youd like help to get organized and to do that, you might need to pitch to your boss  and to your team. ^^^ So whatever snag youre hitting as you manage your marketing team, chances are something needs to change before it will get better. And the best person to influence  that change for the better is you. So the question becomes how can you do it? It takes some finesse with office relationships, psychology behind change management, and perseverance. Lets explore how you can be the marketing change management mastermind. ;) How To Influence Marketing Change Management [Backed By Science]Get Your Marketing Change Management Timeline Template Use the free spreadsheet that complements this blog post to plan your marketing change management strategy. Youll put everything youll learn throughout this post into a plan you can execute. Youll also get a marketing change management template in Word to help you communicate effectively with your manager, team, and stakeholders. Go ahead. Download fo free now! Step 1: Create The Business Case For Change Yeah, I know what you're thinking. Ugh. But. Creating a doc to have one version of the truth- a reference point for questions- will help you convince your manager and team that change is needed. There are three key points to address in your change management business case doc: #1. Show There Is Need For A Change You feel when you need a change. There is disorganization. There are poor results. There are missing pieces. The best way to prove the need for change is with cold hard facts and brutal honesty. It's impossible to argue against factual information  that informs your stakeholders why the change is necessary. There are a few ways to do this: Data Is what you're doing producing the results you expect? For example, you may be spending a lot of time on trivial projects that don't actually produce repeatable, measurable results. You could measure the hours  you and your team spend on those projects in an average week. Then multiply the time by each employee's hourly wage to understand how much money the company literally spends on projects that do not actually add anything to your bottom line. If you add up those dollar values and multiply by 52, you literally know how much money goes down the drain in a year. You can ask your team to track their time over the course of an average week using a tool like Toggl. Then use the Time Tracking  tab in your change management template spreadsheet that complements this blog post to track the  time + spend on tasks: Think about how much time you spend: Switching in and out of tools not designed for the specific purpose you're using them for. Making edits to  content that won't actually make a difference in the end results it will produce (shooting for perfection is extremely expensive). Getting approval after you create content (then reworking nearly everything). With very simple math, you can demonstrate how expensive these activities are, thus showing the need for change. Pro Tip: You can also use this method to show what you could be doing with your time that would generate bigger results. So, let's say you find that  logging in and out of multiple tools + disorganization sucks up 4 hours of your week. Is that the same amount of time it would take you to write a blog post? There is proof: When we find a tool that is designed to help  my team be more productive, we will write more blog posts which are proven to help us grow the business. Another data example involves analyzing the success  of your best-performing content. What if you focused more time  shipping new projects that are similar to your existing top-performers? From experience, I can tell you that you don't need to publish more content,  but the same amount of the right content. And you could boost your results by 9,360%. No joke. Here is how to calculate this quickly, but read this for an exhaustive, in-depth guide: Set up goal tracking in Google Analytics and create a custom report to easily view the content that contributes to those goals. Here are in-depth instructions to help you do this in 5 minutes or less. Create a list of the last 30 pieces you published  that are at least 30 days old. Use the Content Grading tab in your change management template to do this. Write down the amount each piece has contributed to your goal by using the Google Analytics custom report. To make this an even fight for each piece, I like to collect data from the first 30 days after publish, so every piece has an equal amount of time to contribute to your goal. Sort your content  by your goal, peruse through those top-performing pieces, and write down the qualities you see repeated over and over. For example, at , the qualities we saw repeated over and over again were an interesting topic, well-researched and factual, comprehensive + actionable, keyword-driven, and optimized to convert traffic into email subscribers. Find the average goal contribution from every piece in your sample. If you continue status quo, this  is what you will continue to produce. Then  find the average contribution from your top 10 pieces. It's way higher, right!? Now you know if you publish the same amount of content, and simply match the qualities from your top-performers, you will boost your results. ^^^ And there you have it. Proof that you need to pivot to increase your team's performance. Examples where this method may work best for demonstrating the need for change: You don't currently have a way to measure how what you're doing is working. You  hypothesize  that doing more (or less) of something will produce better results. Bureaucracy has you doing the same old thing because... "We've always done it this way." You want to create new content initiatives and need to prove that they'd be well worth your time. Examples You might not have content that exists to help you prove you need to do more of what's already working. That's where examples come into play. Examples are also proof, or evidence, of a need for change. You can: Demonstrate a broken internal process by showing the inefficiencies of your current workflow. Again, inefficiency is expensive, and you could back this up with numbers using the process above. Examples: Workflows, approval processes, collaborating across multiple teams. Show an interesting use case with the new marketing idea from any other company. Then connect the dots to how you could do it for your business. Researching the data behind this makes your change management business case that much stronger. Example: You believe a blog would be great for your business, but you know there will be some resistance. Find examples of successful businesses that have built their credibility with a blog and are now multi-million dollar enterprises. Show how your competition is doing something amazing, but you don't have a presence in that area. This appeals to the fear of missing out, or FOMO. Example: You  know  your audience uses Instagram and would like to have a presence, but you're hitting some resistance. Find  examples of your competition engaging with your audience on that channel as proof that your audience indeed uses that network to communicate with brands they love. Industry Trends If there is one thing that's constant, it's change. Especially in the marketing industry: New technology, new channels, and new ideas are ever-evolving. This is similar to examples, but you can: Cite credible industry publications that cover new changes. Look for the why behind this: Why should you use the new tool, social media channel, or new content idea? Look for case studies that demonstrate the value of the trend. Has anyone (even outside of your niche) published a piece that shows percentage increases or demonstrates what you'll get out of the new idea? You'll note, I led this section with more  examples of finding your own real data to prove why you need to change. Using your data as much as possible builds the strongest case for the change you'd like to implement. It's hard to argue with your facts versus how others have been successful. #2.  Show How You Will Thrive After The Change You've  shown evidence that suggests change is necessary. Now it's time to demonstrate the benefits behind making the change. An easy way to think about this, is with a simple framework: When  we {do this}, we will {get this}. Note when there. When demonstrates an inevitability whereas if is only possible. Let's look at an example here, using examples and data to prove the need for change + backing up how implementing that change will help you produce bigger results. The example is a broken process. I hear from marketing supervisors all the time that disorganized process and "herding cats" sucks the most time away from their days, preventing them from focusing on the strategic work that would generate bigger results. To prove the need for change, you: Lay out the example of what the existing workflow looks like. Leave no stone unturned: Every step, every person involved, every tool, every point of communication, and especially the parts that are broken. For you, this could be writing a white paper. The workflow  involves: Email: Gather the idea from the sales manager. Email: Determine who the subject matter expert is with the sales manager. Meeting: Interview  with the sales team member who is a subject matter expert on the topic to gather the story. Email: Hound the sales team member to provide  stats + facts to support the claims you'll make in the white paper. Google Docs: Write the "What's in it for me?" and outline. Email: Peer review the outline with the subject matter expert. Google Docs: Write the first draft. Email: Gather feedback on the first draft from the subject matter expert. Google Docs: Implement the feedback from the subject matter expert into the white paper. Email: Gather further feedback from the subject matter expert. InDesign: Design the white paper. Email: Gather further feedback from the subject matter expert. InDesign: Implement changes from subject matter expert. Email: Get approval from the sales manager. InDesign: Implement changes from sales manager. Email: Get approval from your manager. InDesign: Implement changes from your manager. Email: Give final draft to sales manager and your manager to distribute to internal staff. ^^ If that even looks remotely like your workflow, there is definitely a better way. Recommended Reading: How to Boost a Marketing Workflow Process That Will Reduce Work By 30-50% By showing something like this, you demonstrate the problem. Now you can show off the solution. When we cut several unnecessary approval steps, we will save my team 5  hours of productivity time every week. That's the same amount of time it takes to write a brand new white paper, which is proven to generate 150 marketing qualified leads when we write it like our top-performing white papers. Therefore, when  we don't change, we are literally wasting time on a broken process rather than focusing our time on generating bigger results. Here's how. Weekly Meeting: Gather the story  from the sales manager and subject matter expert with clear action items for sales to provide stats on time saved from our solution + percentage increase on their desired goal by the end of the week. Google Docs (integrated into ): Write the "What's in it for me?" and outline. : Peer review the outline with the subject matter expert. Google Docs: Write the first draft. : Gather feedback on the first draft from the subject matter expert. InDesign: Design the white paper. : Get approval from the sales manager + your manager. InDesign: Implement changes from sales manager + your manager. : Give final draft to sales manager and your manager to distribute to internal staff. ^^^ You just literally cut the amount of work in half, not to mention eliminating endless email strings that are super easy to miss. Cut your work in half and eliminate endless email strings.Now you can track how long it would take for each step from the existing process and subtract the time saved from your new process. So all 18 tasks minus the 9 you removed would be the equivalent of 5 hours in this example. This doesn't even take into account the feeling of being organized, which everyone involved in the process will also love! #3. Show The Roadmap To Get There It's one thing to know what you need to do. Now you need to lay out the plan to implement the change. Humans are naturally adverse to change, so the odds are this will not happen over night. In fact, if you've been following an old process for a long period of time, it may take up to 21 days to help your team members build new  habits. Therefore, your roadmap to onboard your team members to learn this new behavior should span several weeks. In this time period, you will want to literally  lay out your game plan schedule of what you'll do to  make the change stick. Pre-rollout: Gather the data, examples, and industry trends demonstrating the need for change. Pre-rollout: Create your timeline for implementing the change. Pre-rollout: Script the questions, roadblocks, and objections that have potential to mitigate change. Pre-rollout: Discuss the forces driving change, timeline, and scripts with your manager. Day 1:  All hands kickoff meeting. Your itinerary should cover the three things you've been learning about: The problem (what's wrong), the solution  (why this change is necessary now), and the roadmap you're creating at this moment. You should also leave time for questions + answers (more on this to come). Day 2: Implement your team's initial feedback into the new solution. Day 3: Show  your team that you took their advice and enhanced the new solution. Day 4: Remind your team to use the new solution. Day 5: Retro and iterate. Weekend Day 8: Ask your team informally how things are going. Instant message could work well. This  reminds  everyone (especially your most quiet team members) that they have a voice in the change process. Day 9: Implement the feedback into your process, and remind the team to use it and not retrogress to old behavior. Day 10: Day 11: Day 12:  Retro and iterate. Weekend Day 15: Again, ask your team informally how things are going, and look for feedback. Day 16:  Implement the feedback into your process, and remind the team to use it and not retrogress to old behavior. Day 17: Day 18: Day 19:  Retro and iterate. Weekend You can map out your game plan in , too, using  a Marketing Project. When you decide to use , everyone will see everything you're working on in one place... so why not add this into , too? ;) Step 2: Be Prepared + Proactive For Any Situation Bill Walsh was the head coach of the San Francisco 49ers, and helped turn a losing football team into one of the best, winning three Super Bowls. ^^ Talk about change management. Walsh is known for planning  his plays for every scenario. He carefully planned exactly what play would work for specific situations like being 30 yards from the end zone with only 5 seconds on the clock. He's known for having planned the first several  plays of the game whether the 49ers were kicking or receiving. In short, Bill Walsh  planned his work, then worked his plan. He called this practice scripting. And it's a great  framework you can apply to your change management, too: Scripting allowed me to take randomness and stress out of the decision-making process. The result is a very adaptable but intelligent  plan for the future. - Bill Walsh Anticipate Questions Uncertainty avoidance is the psychological term used to describe a specific society's tolerance for ambiguity. While this term is generally used to describe  larger cultures as a whole, your team and business have a culture within them, too. And the main idea here is that people like process, rules, and the same-old-same-old because it's familiar, easy to remember, and they already have habits that literally help them do the work with less thought and effort than taking on something new. Knowing this, you can plan on the questions your team will ask as you make the change. This is your script for an FAQ (or frequently asked questions) for your team. Simply take 30 minutes to brainstorm all of the questions your team may ask, then write down the answers: Why this change? Why now? What do you expect from me now? How will we collaborate now? What aren't we doing anymore? What new things are we doing? How should I voice my feedback? The point here is to think through the most common questions you can realistically expect your team and stakeholders to ask you, so you have all the answers prepared in advance. You can use the change management Word doc template that complements this blog post to help you get started. Recommended Reading: The Best 30 Minute Content Marketing Brainstorming Process Anticipate Roadblocks Again, change is often difficult for people to accept. Most people are satisfied with status quo, in other words, doing exactly what they're doing now. Back in 1947, psychologist Kurt Lewin researched this phenomenon and came up with the force field analysis. Essentially, there are forces driving change while other forces restrain change, which makes it most comfortable for people to stay in the status quo. You are the force driving change within your organization. So you should prepare for how you'll address  the forces resisting change: How will you phase out old, outdated tools you no longer need to use? What does the timeline look like? How will you onboard your team members to use the new tools as you expect?  What does the timeline look like? How do you take into account everything else on your team's plate and the time it takes to learn new skills (100 hours per person)? What will you do if a team member does not adopt the new process from the get-go? What will you do if a team member tries the new process for a day, then regresses to their former behavior? How will you handle team members who actively fight against the new process and try to get other team members on their side? How will you agilely  learn from your success and mistakes as your team implements change? Like your FAQ, think through and script  the answers to these questions. When- or if- the situation arises, you've planned exactly how to get your change strategy back on track. Here's how to keep your #marketing change management strategy on track.Anticipate  Objections Your own team may fight for the status quo without really knowing why. This could be a force resisting change, or  once again, a few more scenarios to script for: I don't think this will work. I don't like the new process. This is taking even more time than before the change. We can't remove those steps from our workflow because of {insert excuse}. Change  is an emotional beast. The best thing to do, according to change management pros, is to address these concerns with factual evidence backing up the need for change. Step 3: Get Your Manager On Board Those same change management pros suggest change is best instituted from the top-down. Change is best instituted from the top-down.So once you have your game plan, it's probably time to loop in your manager to get her on the same page as you (and to have your back if the forces of resistance  get in the way of the forces driving change). Set up an hourlong meeting your manager with the following agenda: 10  minutes: Explain the existing problem. 10 minutes: Show the evidence that the problem is a big one. 10 minutes: Show the  roadmap  you'll use to implement the change. 10 minutes: Show your proactive planning to address the forces of resistance. 10 minutes: Chat through how you'll communicate the change with your team (and get their feedback), next steps, concerns, and when you will roll out the change. 10 minutes: Lay out your action items to work through after the meeting is over. ^^^ Those sections might feel  a little long, but the point is for this to be a working meeting. Let your manager ask questions throughout, and show up ready to take notes so you can improve your marketing change management strategy based on her feedback. What If Your Manager Doesn't Like The Suggested Change? This is where  you can use questions as a framework to understand how you can improve your pitch (or at least understand what the heck your manager is thinking): Why {do you believe that}? How {might you suggest I do that}? If you're way off, schedule a second meeting with your manager (with the same agenda) to show her how you  took her advice and will implement it in your strategy. Recommended Reading: 30 Marketing Plan Samples And Everything You Need to Include In Your Strategy Step 4: Involve The Team Early On No one really likes to be told what to do. On the other hand, involving your team members early and helping them help you make the change decisions makes them feel like they made them in the first place. In their book, Sprint: How To Solve Big Problems And Test New Ideas In Just Five Days, authors Jake Knapp, John Zeratsky, and Braden Kowitz suggest: By asking people for their input early in the process, you help them feel invested in the outcome. Later, when you begin executing your successful solutions, the experts you brought in will probably be among your biggest supporters. So... how can you involve  your team + stakeholders early on? Host A Process Change Kickoff Meeting With Everyone Involved In The Change You pretty much have the itinerary from the chat with your manager (but make a couple optimizations  here): 10  minutes: Explain the existing problem. 10 minutes: Show the evidence that the problem is a big one. 10 minutes: Show the  roadmap  you'll use to implement the change. 20 minutes:  Give your team the chance to provide feedback right now, but also give them some time afterward to let the ideas percolate. This gives your quiet folks the chance to digest the information and provide thoughtful insight afterward. Beware of the psychological principle of conformity (and keep your loud team members in check). 10 minutes: Lay out your action items to work through after the meeting is over. ^^^ You have all of that documented in your marketing change management template. Recommended Reading: 21+ Marketing Templates That Will Make You More Efficient And Organized Provide Time To Think Through Feedback Give your team a deadline to provide their feedback and provide the method to do it (email, instant message, etc.). You can plan this into your change management roadmap. If anything, this keeps the process moving forward (and on a schedule) so you can fix what's broken quickly. Incorporate Feedback Into Your Change Management Process When you ask for feedback, you take it. That said, not all feedback will improve the plan. The point is to literally help your team know and understand you are listening to them, that their thoughts are valuable, and you understand they will be the major players  implementing the change. So change the roadmap as needed and clearly communicate you heard every idea and implemented many, but it just wasn't possible to include everything they requested. Retro On What's Working, What's Not, And What You Could Improve I'm borrowing this from agile product management practices. Every Friday, the marketing team at retros on the week, asking three questions: What went well? What should we continue doing? What went wrong? What should we stop doing? What could we improve? Retros like this are great for gathering feedback from your team as you change their processes. I'd suggest hosting 15-minute retro meetings every week within your first 21 days specifically to discuss the change you're implementing to learn from your mistakes (and successes). As feedback rolls in, you can use all of the work you put into writing scripts to great use! Recommended Listening: How to Get Extremely Organized With Agile Marketing With Jeff Julian From Enterprise Marketer Step 5: Break Through The Resistance To Change Change of any kind requires breaking existing habits. And that is really difficult... because humans literally need habits to not think through the nitty-gritty details of everything in their lives (we would all go crazy). So, to influence the right behavior, the most important thing to do is to over-communicate with your team as they undergo change. As Bill Walsh said: We did the same drills over and over again; I said essentially the same thing over and over, discussed the same information, concepts, and principles over and over. Gradually, my teaching stuck. If it starts to become a joke that your team knows exactly what you're going to say next... you've done well. So plan your communication touch points in your change management timeline to remind yourself when to communicate. The point is: When your team starts to think like you, they'll start to act like you. ^^^ And that's exactly what you want. When your team thinks like you, they'll act like you.Which brings me to leading by example. Maintain zero tolerance for retrogressing behavior. If you see someone do something wrong, use your scripts to change the behavior and ask the following questions: What went wrong? Why did this happen? How can we make sure this doesn't happen again? How can we get this situation back on track? The point of using questions like this as a framework is to literally let your team member answer them. They come up with their own solution for preventing unwanted behavior. And they know your thought process + expectations upfront. There is no room in change management for being wishy-washy. Finally, commitment and perseverance influence change. This process has potential to feel messy. Remember: You are the change management leader. You are responsible for planning your work, then working your plan. You are the one who will make this a reality. You just need to do it. Marketing Change Management How to Influence It [Backed By Science] Something is broken. Maybe its your workflow. Maybe its how you collaborate across multiple teams. Maybe its knowing how the content you produce influences ROI. At , we  know  youd like help to get organized and to do that, you might need to pitch to your boss  and to your team. ^^^ So whatever snag youre hitting as you manage your marketing team, chances are something needs to change before it will get better. And the best person to influence  that change for the better is you. So the question becomes how can you do it? It takes some finesse with office relationships, psychology behind change management, and perseverance. Lets explore how you can be the marketing change management mastermind. ;) How To Influence Marketing Change Management [Backed By Science]Get Your Marketing Change Management Timeline Template Use the free spreadsheet that complements this blog post to plan your marketing change management strategy. Youll put everything youll learn throughout this post into a plan you can execute. Youll also get a marketing change management template in Word to help you communicate effectively with your manager, team, and stakeholders. Go ahead. Download fo free now! Step 1: Create The Business Case For Change Yeah, I know what you're thinking. Ugh. But. Creating a doc to have one version of the truth- a reference point for questions- will help you convince your manager and team that change is needed. There are three key points to address in your change management business case doc: #1. Show There Is Need For A Change You feel when you need a change. There is disorganization. There are poor results. There are missing pieces. The best way to prove the need for change is with cold hard facts and brutal honesty. It's impossible to argue against factual information  that informs your stakeholders why the change is necessary. There are a few ways to do this: Data Is what you're doing producing the results you expect? For example, you may be spending a lot of time on trivial projects that don't actually produce repeatable, measurable results. You could measure the hours  you and your team spend on those projects in an average week. Then multiply the time by each employee's hourly wage to understand how much money the company literally spends on projects that do not actually add anything to your bottom line. If you add up those dollar values and multiply by 52, you literally know how much money goes down the drain in a year. You can ask your team to track their time over the course of an average week using a tool like Toggl. Then use the Time Tracking  tab in your change management template spreadsheet that complements this blog post to track the  time + spend on tasks: Think about how much time you spend: Switching in and out of tools not designed for the specific purpose you're using them for. Making edits to  content that won't actually make a difference in the end results it will produce (shooting for perfection is extremely expensive). Getting approval after you create content (then reworking nearly everything). With very simple math, you can demonstrate how expensive these activities are, thus showing the need for change. Pro Tip: You can also use this method to show what you could be doing with your time that would generate bigger results. So, let's say you find that  logging in and out of multiple tools + disorganization sucks up 4 hours of your week. Is that the same amount of time it would take you to write a blog post? There is proof: When we find a tool that is designed to help  my team be more productive, we will write more blog posts which are proven to help us grow the business. Another data example involves analyzing the success  of your best-performing content. What if you focused more time  shipping new projects that are similar to your existing top-performers? From experience, I can tell you that you don't need to publish more content,  but the same amount of the right content. And you could boost your results by 9,360%. No joke. Here is how to calculate this quickly, but read this for an exhaustive, in-depth guide: Set up goal tracking in Google Analytics and create a custom report to easily view the content that contributes to those goals. Here are in-depth instructions to help you do this in 5 minutes or less. Create a list of the last 30 pieces you published  that are at least 30 days old. Use the Content Grading tab in your change management template to do this. Write down the amount each piece has contributed to your goal by using the Google Analytics custom report. To make this an even fight for each piece, I like to collect data from the first 30 days after publish, so every piece has an equal amount of time to contribute to your goal. Sort your content  by your goal, peruse through those top-performing pieces, and write down the qualities you see repeated over and over. For example, at , the qualities we saw repeated over and over again were an interesting topic, well-researched and factual, comprehensive + actionable, keyword-driven, and optimized to convert traffic into email subscribers. Find the average goal contribution from every piece in your sample. If you continue status quo, this  is what you will continue to produce. Then  find the average contribution from your top 10 pieces. It's way higher, right!? Now you know if you publish the same amount of content, and simply match the qualities from your top-performers, you will boost your results. ^^^ And there you have it. Proof that you need to pivot to increase your team's performance. Examples where this method may work best for demonstrating the need for change: You don't currently have a way to measure how what you're doing is working. You  hypothesize  that doing more (or less) of something will produce better results. Bureaucracy has you doing the same old thing because... "We've always done it this way." You want to create new content initiatives and need to prove that they'd be well worth your time. Examples You might not have content that exists to help you prove you need to do more of what's already working. That's where examples come into play. Examples are also proof, or evidence, of a need for change. You can: Demonstrate a broken internal process by showing the inefficiencies of your current workflow. Again, inefficiency is expensive, and you could back this up with numbers using the process above. Examples: Workflows, approval processes, collaborating across multiple teams. Show an interesting use case with the new marketing idea from any other company. Then connect the dots to how you could do it for your business. Researching the data behind this makes your change management business case that much stronger. Example: You believe a blog would be great for your business, but you know there will be some resistance. Find examples of successful businesses that have built their credibility with a blog and are now multi-million dollar enterprises. Show how your competition is doing something amazing, but you don't have a presence in that area. This appeals to the fear of missing out, or FOMO. Example: You  know  your audience uses Instagram and would like to have a presence, but you're hitting some resistance. Find  examples of your competition engaging with your audience on that channel as proof that your audience indeed uses that network to communicate with brands they love. Industry Trends If there is one thing that's constant, it's change. Especially in the marketing industry: New technology, new channels, and new ideas are ever-evolving. This is similar to examples, but you can: Cite credible industry publications that cover new changes. Look for the why behind this: Why should you use the new tool, social media channel, or new content idea? Look for case studies that demonstrate the value of the trend. Has anyone (even outside of your niche) published a piece that shows percentage increases or demonstrates what you'll get out of the new idea? You'll note, I led this section with more  examples of finding your own real data to prove why you need to change. Using your data as much as possible builds the strongest case for the change you'd like to implement. It's hard to argue with your facts versus how others have been successful. #2.  Show How You Will Thrive After The Change You've  shown evidence that suggests change is necessary. Now it's time to demonstrate the benefits behind making the change. An easy way to think about this, is with a simple framework: When  we {do this}, we will {get this}. Note when there. When demonstrates an inevitability whereas if is only possible. Let's look at an example here, using examples and data to prove the need for change + backing up how implementing that change will help you produce bigger results. The example is a broken process. I hear from marketing supervisors all the time that disorganized process and "herding cats" sucks the most time away from their days, preventing them from focusing on the strategic work that would generate bigger results. To prove the need for change, you: Lay out the example of what the existing workflow looks like. Leave no stone unturned: Every step, every person involved, every tool, every point of communication, and especially the parts that are broken. For you, this could be writing a white paper. The workflow  involves: Email: Gather the idea from the sales manager. Email: Determine who the subject matter expert is with the sales manager. Meeting: Interview  with the sales team member who is a subject matter expert on the topic to gather the story. Email: Hound the sales team member to provide  stats + facts to support the claims you'll make in the white paper. Google Docs: Write the "What's in it for me?" and outline. Email: Peer review the outline with the subject matter expert. Google Docs: Write the first draft. Email: Gather feedback on the first draft from the subject matter expert. Google Docs: Implement the feedback from the subject matter expert into the white paper. Email: Gather further feedback from the subject matter expert. InDesign: Design the white paper. Email: Gather further feedback from the subject matter expert. InDesign: Implement changes from subject matter expert. Email: Get approval from the sales manager. InDesign: Implement changes from sales manager. Email: Get approval from your manager. InDesign: Implement changes from your manager. Email: Give final draft to sales manager and your manager to distribute to internal staff. ^^ If that even looks remotely like your workflow, there is definitely a better way. Recommended Reading: How to Boost a Marketing Workflow Process That Will Reduce Work By 30-50% By showing something like this, you demonstrate the problem. Now you can show off the solution. When we cut several unnecessary approval steps, we will save my team 5  hours of productivity time every week. That's the same amount of time it takes to write a brand new white paper, which is proven to generate 150 marketing qualified leads when we write it like our top-performing white papers. Therefore, when  we don't change, we are literally wasting time on a broken process rather than focusing our time on generating bigger results. Here's how. Weekly Meeting: Gather the story  from the sales manager and subject matter expert with clear action items for sales to provide stats on time saved from our solution + percentage increase on their desired goal by the end of the week. Google Docs (integrated into ): Write the "What's in it for me?" and outline. : Peer review the outline with the subject matter expert. Google Docs: Write the first draft. : Gather feedback on the first draft from the subject matter expert. InDesign: Design the white paper. : Get approval from the sales manager + your manager. InDesign: Implement changes from sales manager + your manager. : Give final draft to sales manager and your manager to distribute to internal staff. ^^^ You just literally cut the amount of work in half, not to mention eliminating endless email strings that are super easy to miss. Cut your work in half and eliminate endless email strings.Now you can track how long it would take for each step from the existing process and subtract the time saved from your new process. So all 18 tasks minus the 9 you removed would be the equivalent of 5 hours in this example. This doesn't even take into account the feeling of being organized, which everyone involved in the process will also love! #3. Show The Roadmap To Get There It's one thing to know what you need to do. Now you need to lay out the plan to implement the change. Humans are naturally adverse to change, so the odds are this will not happen over night. In fact, if you've been following an old process for a long period of time, it may take up to 21 days to help your team members build new  habits. Therefore, your roadmap to onboard your team members to learn this new behavior should span several weeks. In this time period, you will want to literally  lay out your game plan schedule of what you'll do to  make the change stick. Pre-rollout: Gather the data, examples, and industry trends demonstrating the need for change. Pre-rollout: Create your timeline for implementing the change. Pre-rollout: Script the questions, roadblocks, and objections that have potential to mitigate change. Pre-rollout: Discuss the forces driving change, timeline, and scripts with your manager. Day 1:  All hands kickoff meeting. Your itinerary should cover the three things you've been learning about: The problem (what's wrong), the solution  (why this change is necessary now), and the roadmap you're creating at this moment. You should also leave time for questions + answers (more on this to come). Day 2: Implement your team's initial feedback into the new solution. Day 3: Show  your team that you took their advice and enhanced the new solution. Day 4: Remind your team to use the new solution. Day 5: Retro and iterate. Weekend Day 8: Ask your team informally how things are going. Instant message could work well. This  reminds  everyone (especially your most quiet team members) that they have a voice in the change process. Day 9: Implement the feedback into your process, and remind the team to use it and not retrogress to old behavior. Day 10: Day 11: Day 12:  Retro and iterate. Weekend Day 15: Again, ask your team informally how things are going, and look for feedback. Day 16:  Implement the feedback into your process, and remind the team to use it and not retrogress to old behavior. Day 17: Day 18: Day 19:  Retro and iterate. Weekend You can map out your game plan in , too, using  a Marketing Project. When you decide to use , everyone will see everything you're working on in one place... so why not add this into , too? ;) Step 2: Be Prepared + Proactive For Any Situation Bill Walsh was the head coach of the San Francisco 49ers, and helped turn a losing football team into one of the best, winning three Super Bowls. ^^ Talk about change management. Walsh is known for planning  his plays for every scenario. He carefully planned exactly what play would work for specific situations like being 30 yards from the end zone with only 5 seconds on the clock. He's known for having planned the first several  plays of the game whether the 49ers were kicking or receiving. In short, Bill Walsh  planned his work, then worked his plan. He called this practice scripting. And it's a great  framework you can apply to your change management, too: Scripting allowed me to take randomness and stress out of the decision-making process. The result is a very adaptable but intelligent  plan for the future. - Bill Walsh Anticipate Questions Uncertainty avoidance is the psychological term used to describe a specific society's tolerance for ambiguity. While this term is generally used to describe  larger cultures as a whole, your team and business have a culture within them, too. And the main idea here is that people like process, rules, and the same-old-same-old because it's familiar, easy to remember, and they already have habits that literally help them do the work with less thought and effort than taking on something new. Knowing this, you can plan on the questions your team will ask as you make the change. This is your script for an FAQ (or frequently asked questions) for your team. Simply take 30 minutes to brainstorm all of the questions your team may ask, then write down the answers: Why this change? Why now? What do you expect from me now? How will we collaborate now? What aren't we doing anymore? What new things are we doing? How should I voice my feedback? The point here is to think through the most common questions you can realistically expect your team and stakeholders to ask you, so you have all the answers prepared in advance. You can use the change management Word doc template that complements this blog post to help you get started. Recommended Reading: The Best 30 Minute Content Marketing Brainstorming Process Anticipate Roadblocks Again, change is often difficult for people to accept. Most people are satisfied with status quo, in other words, doing exactly what they're doing now. Back in 1947, psychologist Kurt Lewin researched this phenomenon and came up with the force field analysis. Essentially, there are forces driving change while other forces restrain change, which makes it most comfortable for people to stay in the status quo. You are the force driving change within your organization. So you should prepare for how you'll address  the forces resisting change: How will you phase out old, outdated tools you no longer need to use? What does the timeline look like? How will you onboard your team members to use the new tools as you expect?  What does the timeline look like? How do you take into account everything else on your team's plate and the time it takes to learn new skills (100 hours per person)? What will you do if a team member does not adopt the new process from the get-go? What will you do if a team member tries the new process for a day, then regresses to their former behavior? How will you handle team members who actively fight against the new process and try to get other team members on their side? How will you agilely  learn from your success and mistakes as your team implements change? Like your FAQ, think through and script  the answers to these questions. When- or if- the situation arises, you've planned exactly how to get your change strategy back on track. Here's how to keep your #marketing change management strategy on track.Anticipate  Objections Your own team may fight for the status quo without really knowing why. This could be a force resisting change, or  once again, a few more scenarios to script for: I don't think this will work. I don't like the new process. This is taking even more time than before the change. We can't remove those steps from our workflow because of {insert excuse}. Change  is an emotional beast. The best thing to do, according to change management pros, is to address these concerns with factual evidence backing up the need for change. Step 3: Get Your Manager On Board Those same change management pros suggest change is best instituted from the top-down. Change is best instituted from the top-down.So once you have your game plan, it's probably time to loop in your manager to get her on the same page as you (and to have your back if the forces of resistance  get in the way of the forces driving change). Set up an hourlong meeting your manager with the following agenda: 10  minutes: Explain the existing problem. 10 minutes: Show the evidence that the problem is a big one. 10 minutes: Show the  roadmap  you'll use to implement the change. 10 minutes: Show your proactive planning to address the forces of resistance. 10 minutes: Chat through how you'll communicate the change with your team (and get their feedback), next steps, concerns, and when you will roll out the change. 10 minutes: Lay out your action items to work through after the meeting is over. ^^^ Those sections might feel  a little long, but the point is for this to be a working meeting. Let your manager ask questions throughout, and show up ready to take notes so you can improve your marketing change management strategy based on her feedback. What If Your Manager Doesn't Like The Suggested Change? This is where  you can use questions as a framework to understand how you can improve your pitch (or at least understand what the heck your manager is thinking): Why {do you believe that}? How {might you suggest I do that}? If you're way off, schedule a second meeting with your manager (with the same agenda) to show her how you  took her advice and will implement it in your strategy. Recommended Reading: 30 Marketing Plan Samples And Everything You Need to Include In Your Strategy Step 4: Involve The Team Early On No one really likes to be told what to do. On the other hand, involving your team members early and helping them help you make the change decisions makes them feel like they made them in the first place. In their book, Sprint: How To Solve Big Problems And Test New Ideas In Just Five Days, authors Jake Knapp, John Zeratsky, and Braden Kowitz suggest: By asking people for their input early in the process, you help them feel invested in the outcome. Later, when you begin executing your successful solutions, the experts you brought in will probably be among your biggest supporters. So... how can you involve  your team + stakeholders early on? Host A Process Change Kickoff Meeting With Everyone Involved In The Change You pretty much have the itinerary from the chat with your manager (but make a couple optimizations  here): 10  minutes: Explain the existing problem. 10 minutes: Show the evidence that the problem is a big one. 10 minutes: Show the  roadmap  you'll use to implement the change. 20 minutes:  Give your team the chance to provide feedback right now, but also give them some time afterward to let the ideas percolate. This gives your quiet folks the chance to digest the information and provide thoughtful insight afterward. Beware of the psychological principle of conformity (and keep your loud team members in check). 10 minutes: Lay out your action items to work through after the meeting is over. ^^^ You have all of that documented in your marketing change management template. Recommended Reading: 21+ Marketing Templates That Will Make You More Efficient And Organized Provide Time To Think Through Feedback Give your team a deadline to provide their feedback and provide the method to do it (email, instant message, etc.). You can plan this into your change management roadmap. If anything, this keeps the process moving forward (and on a schedule) so you can fix what's broken quickly. Incorporate Feedback Into Your Change Management Process When you ask for feedback, you take it. That said, not all feedback will improve the plan. The point is to literally help your team know and understand you are listening to them, that their thoughts are valuable, and you understand they will be the major players  implementing the change. So change the roadmap as needed and clearly communicate you heard every idea and implemented many, but it just wasn't possible to include everything they requested. Retro On What's Working, What's Not, And What You Could Improve I'm borrowing this from agile product management practices. Every Friday, the marketing team at retros on the week, asking three questions: What went well? What should we continue doing? What went wrong? What should we stop doing? What could we improve? Retros like this are great for gathering feedback from your team as you change their processes. I'd suggest hosting 15-minute retro meetings every week within your first 21 days specifically to discuss the change you're implementing to learn from your mistakes (and successes). As feedback rolls in, you can use all of the work you put into writing scripts to great use! Recommended Listening: How to Get Extremely Organized With Agile Marketing With Jeff Julian From Enterprise Marketer Step 5: Break Through The Resistance To Change Change of any kind requires breaking existing habits. And that is really difficult... because humans literally need habits to not think through the nitty-gritty details of everything in their lives (we would all go crazy). So, to influence the right behavior, the most important thing to do is to over-communicate with your team as they undergo change. As Bill Walsh said: We did the same drills over and over again; I said essentially the same thing over and over, discussed the same information, concepts, and principles over and over. Gradually, my teaching stuck. If it starts to become a joke that your team knows exactly what you're going to say next... you've done well. So plan your communication touch points in your change management timeline to remind yourself when to communicate. The point is: When your team starts to think like you, they'll start to act like you. ^^^ And that's exactly what you want. When your team thinks like you, they'll act like you.Which brings me to leading by example. Maintain zero tolerance for retrogressing behavior. If you see someone do something wrong, use your scripts to change the behavior and ask the following questions: What went wrong? Why did this happen? How can we make sure this doesn't happen again? How can we get this situation back on track? The point of using questions like this as a framework is to literally let your team member answer them. They come up with their own solution for preventing unwanted behavior. And they know your thought process + expectations upfront. There is no room in change management for being wishy-washy. Finally, commitment and perseverance influence change. This process has potential to feel messy. Remember: You are the change management leader. You are responsible for planning your work, then working your plan. You are the one who will make this a reality. You just need to do it.