(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.

Free Essays on Rejection Of The Worst Kind

In Mary Shelley’s novel Frankenstein, mankind constantly rejects her monster. Dr. Victor Frankenstein’s creation attempts to love and to be loved by his creator and by mankind. Through his rejections, the Monster learns that man was born good and taught evil. It was not until the people that surrounded him taught him evil, did he know anything other than good. Rejected by his creator and by mankind, the Monster soon found that his appearance prevented him from having any kind of companion. The night of his creation the Monster wonders into the woods to find shelter. The Monster that people should accept him for who he was and not reject him because of his outward appearance. The Monster came upon a family in the woods and watched them through the window of the family’s house. The Monster becomes fond of the family, â€Å"They are kind – they are the most excellent creatures in the world; but, unfortunately, they are prejudiced against me†(Shelley 140). He feels that he can start to make an acquaintance of the family, because he watched the family’s daily life, instead of judging the family by outward beauty. The Monster makes plans to be accepted into the De’Lacy family, by first introducing himself to the blind father. This way the Monster may be able to override any judgement of his outward appearance. The plan works until the rest of the family returns home. The De’Lacy’s are frightened by his appearance and r un him out of the house. Someone he was trying to love or to be loved by has now rejected the Monster. All the rejection was based on prejudgment and his outward appearance. If only the Monster could find one person that would love him for who he was. The Monster encountered William, his creator’s brother, hoping that he would be his companion. William was a young boy who the Monster thought would not be old enough to have learned the evils of the world and would provide a much needed accepta... Free Essays on Rejection Of The Worst Kind Free Essays on Rejection Of The Worst Kind In Mary Shelley’s novel Frankenstein, mankind constantly rejects her monster. Dr. Victor Frankenstein’s creation attempts to love and to be loved by his creator and by mankind. Through his rejections, the Monster learns that man was born good and taught evil. It was not until the people that surrounded him taught him evil, did he know anything other than good. Rejected by his creator and by mankind, the Monster soon found that his appearance prevented him from having any kind of companion. The night of his creation the Monster wonders into the woods to find shelter. The Monster that people should accept him for who he was and not reject him because of his outward appearance. The Monster came upon a family in the woods and watched them through the window of the family’s house. The Monster becomes fond of the family, â€Å"They are kind – they are the most excellent creatures in the world; but, unfortunately, they are prejudiced against me†(Shelley 140). He feels that he can start to make an acquaintance of the family, because he watched the family’s daily life, instead of judging the family by outward beauty. The Monster makes plans to be accepted into the De’Lacy family, by first introducing himself to the blind father. This way the Monster may be able to override any judgement of his outward appearance. The plan works until the rest of the family returns home. The De’Lacy’s are frightened by his appearance and r un him out of the house. Someone he was trying to love or to be loved by has now rejected the Monster. All the rejection was based on prejudgment and his outward appearance. If only the Monster could find one person that would love him for who he was. The Monster encountered William, his creator’s brother, hoping that he would be his companion. William was a young boy who the Monster thought would not be old enough to have learned the evils of the world and would provide a much needed accepta...

AFRICAN AMERICAN HISTORY Essay Example | Topics and Well Written Essays - 750 words - 1

AFRICAN AMERICAN HISTORY - Essay Example Violent groups like Ku Klux Klan terrorized and killed many blacks; whites who sympathized with blacks were beaten up and murdered. Other groups that were in support of slavery comprised; the White League, that started from white reservists in Grant Parish, Louisiana, in 1874 and the Red Shirts that started in Mississippi. These revolutionary organizations rose in the South during the mid-1870s and were more focused in challenging Republican governments, overturning the black vote and attaining political goals (Hine & Harrold, 38-39). Unlike southerners, northerners were strongly against slavery. They devoted their lives to securing black freedom. As time went on many people united in the fight to end captivity and many slaves were helped escape to the North trough secret routes. Blacks were also themselves against slavery. They organized groups such as American Society of Free Persons of Color, which gave social aid to poor blacks and planned answers to political issues and Black church that rose to be the central point of the Black community. It served as a place of worship, educational center, a place where African heritage was celebrated. Even though there existed strong force against Black freedom: slavery, some African Americans that were elected leaders such as Abraham Lincoln, Hiram Revels amongst many others that came to Congress from South Carolina, Georgia, and Mississippi were also strongly against slavery. They were for the Blacks freedom. These new politicians gave support to the Republicans and brought further developments to their lives. Schools for black children established since they were not permitted to join same schools with whites. These â€Å"separate but equal† institutions were so important in shaping the lives of blacks as they were able to learn and build their strengths freely without discrimination. This

Description of an advert Essay Example | Topics and Well Written Essays - 2500 words

Description of an advert - Essay Example The consumer marketers for the company emphasize  on push strategies  where their sales force convinces the retailers and dealers to carry, promote as well as sell the products of the company to the end users (Ryan & Jones, 2012). In contrast, the consumer marketers emphasizing pull strategies  haveheavy reliance on advertising as well as consumer promotions in drawing customers into the stores. The aspect of tools in terms of choice is influenced through company size. The market leaders afford more advertising while using sales promotion sparingly. In contrast, smaller competitors aggressively use sales promotion (Viardot, 2004). The brand of perfume in the advertisement is Dior perfume for ladies. The product is sleek, executive and fancy targeting the segment that keeps trying new products. There are various scents denoting warmth and comfort including vanilla or sandalwood. Subsequent fragrances, like clary sage or grapefruit could awaken the senses while making the person feel rather energetic (Copper &Hiebing, 2000). The emphasis on the notes in the fragrance alongside promotes the positive feelings across all people while combining such components with original scent combinations which will ensure that curious consumers about the product try it out (Jain & Griffith, 2012). For example, adding black pepper oil to the cologne for women gives it richer and earthier scent. For this reason, the ingredient remains to be an exotic aspect that draws more customers in irrespective of the inclusion of the traditional notes such as musk within the fragrance. The advertiser is rather informative to the audience. The advertisement starts with the identification of the product or service through what it is, who buys it, at how much they pay and how much it costs for to produce it, why consumer demand for the product exists, and where the product sits as compared to similar products and services available currently. The advertisement also describes the marketplac e rationale across various differences between the product and that of competitors (Kumar, 2011). Looking at price, quality, new ideas and approaches, and how the product appeals to specific customer base, the advertisement is responsive to the existing customers as well as new customers attracted into the market. The advertisement is rather specific about the manner in which the product and subsequent service improves on the already existing, the quality control use, the post-purchase evaluation (obtaining feedback) as well as the scope of service to be provide in terms of responsibilities, expectations and liabilities. The colours used in the advertisement relate to the feminine gender. The text is soft and appetizing to the feminine gender as well. The models used in the ad are young, beautiful and aggressive to trigger a sensation brought about by the use of the product in question. In my opinion, they have been used correctly. The marketers in this case prove to be well experie nced sales executives (Mercer, 1996).   Marketing in this case forms the first strength to the company’s success as well as huge competitive edge. Professionalism is also depicted in the ad and includes everything from the maintenance of confidentiality all the way to the hiring of the very best staff to deliver organisational objectives. Individual attention is based on each client's experience towards tailoring the same into a state of preference. For repeat business and

Assignment Example | Topics and Well Written Essays - 250 words - 127

Assignment Example The main reason therefore, that led to the crusades being held was to create the desire and accelerate the urge for the Christians to reclaim the conquered territories (184). The misery the Franks suffered, which included poverty, sicknesses and civil wars are the other reasons behind the European engagement in the fighting crusades. The Christians also observed that there had been previous prophesy to the effect that religious wars must come and must be fought (Gabrieli, 11). The urge to follow the Christian teachings, which required that individuals should love their God more than their wives and children served as a conviction that the Europeans needed to engage in the crusades to re-acquire the territories previous conquered by the Muslims. The conviction that the Christians was the true religion explains their behavior in the middle east of requiring that prayers be done facing the east, and even forcing Muslims to stop facing Mecca and instead face the east while praying (Giull o,

Macroeconomics. The oils price Essay Example | Topics and Well Written Essays - 2500 words

Macroeconomics. The oils price - Essay Example However, how the various economic indicators behave during this short period of 'supply shock' and how they forecast performance or health of the economy in the coming period is the moot question. Inflation may be defined as "state of economy, where there is a general and abnormal rise in price of all goods and services". Recession is a state of economy where there is a "slump in Gross Domestic Product in two or three successive quarters of a year with general price rise or fall". In the short run, when a price of a product which is consumed every sector of the economy which contribute to GDP have suddenly risen, other things remain the same, lead to rising prices all commodities and services, fall in real value of money and slow down of economic growth. This phenomenon is attributed to 'supply shock'. Built-in inflation - induced by adaptive expectations, often linked to the "price/wage spiral" because it involves workers trying to keep their wages up with prices and then employers passing higher costs on to consumers as higher prices as part of a "vicious circle". Built-in inflation reflects events in the past, and so might be seen as hangover inflation. It is also known as "inertial" inflation, "inflationary momentum", and even "structural inflation. Cost Push inflation or Supply... Built-in inflation - induced by adaptive expectations, often linked to the "price/wage spiral" because it involves workers trying to keep their wages up with prices and then employers passing higher costs on to consumers as higher prices as part of a "vicious circle". Built-in inflation reflects events in the past, and so might be seen as hangover inflation. It is also known as "inertial" inflation, "inflationary momentum", and even "structural inflation. SUPPLY SHOCK INFLATION OR COST PUSH INFLATION: Cost Push inflation or Supply Shock inflation is caused by the rise in price of an important commodity for which there was no alternative, and consequent of which there was a general rise in price of all commodities and services. While the examples for cost push inflation are many viz., failure of monsoon/draught in an agrobased economy which would shoot up inflation etc.,. the best example in the modern industrialised countries, is rise in prices of petroleum prodoucts. Dependence to petroleum products in any economy need not be emphasised and it may not be forgotten that the crisis faced by the world in the year 1970 is attributed to the rise in oil prices all over the world. Since, petroluem is important for moving the economy in all industrial including agricultural dependent countries, any upward movement in the price will cause a cascading movement in the price of all commodities and services and it will have persistant effect. However, there are different school of thought which opine, that the reduction in oil price after 1970 have not contributed in reduction in general price level, hence, rise in oil prices have not directly caused inflation in 1970. However, Keynesian economists argue that many prices are 'sticky

A Priori Knowledge of Matters of Fact. Do animals acquire all their Term Paper

A Priori Knowledge of Matters of Fact. Do animals acquire all their knowledge of matters of fact and real existence from sense p - Term Paper Example In this sense, Hume regards reason as an instinct both in humans and animals. My work narrows down to animal reasoning with a few studies and comparisons to human reasoning. Animal actions depend on two sorts of reasoning: based on experience and instincts. Reasoning and experience The claim about reasoning ability being essentially different in animals and humans was rejected by Descartes by arguing that animals have reason, and concluded it with certain observed behaviors in animals. He began with claims about human understanding, indicating some behavior in which animals resemble human, therefore concluding that animals must also take after humans in their reasoning (More, 1996). Hume on the other hand disagrees to this order of argument in the opposite direction where clearly states that animals learn from experiences. He cites some examples horses learn what heights they can safely leap, and dogs learn to fear the sight of a whip (EHU 9.2-3; SBN 105). More over, animals do not c learly utilize â€Å"any process of argument or reasoning† to make such inferences. Indeed, Hume says that it is â€Å"impossible† for them to do so, due to their â€Å"imperfect understandings† (EHU 9.5; SBN 106). Reasoning and instincts We have seen in first sort of animal reasoning that it almost resembles the human reasoning. However, this is quite different in the second kind of action. Hume claims that reason is itself an instinct and this is made peculiar after considering the two types of instincts: the generalized cognitive instinct of reason which is the ability to relate ideas in various ways, and the specialized cognitive instincts that comprise knowledge of particular matters of fact required for the animal’s survival (Boyle, 2003). Hume cites an example to support the latter sort of reasoning when he says â€Å"a bird which chooses the location and materials of her nest and then sits on her eggs for the appropriate amount of time† (EH U 9.6; SBN 108). Hume argues that such knowledge comes â€Å"from the original hand of nature,† and that we call such knowledge â€Å"instincts† (EHU 9.6; SBN 108). He also argues that although humans may marvel at such knowledge, â€Å"their wonder will, perhaps, cease or diminish, when they consider, that the experimental reasoning itself, which they possess in common with beasts, and on which the whole conduct of life depends, is nothing but a species of instinct or mechanical power† (EHU 9.6; SBN 108). This way, Hume sticks to his argument that the specific instincts of animals are do not differ from the ability, both in humans and animals, to reason according to experience. It would be lame to think that humans lack instincts altogether, they do also possess instincts which are mostly portrayed in their passions such as thirst, hunger, love, resentment and attachment to other humans. They however rarely utilize such instincts for survival which seems to be the matter of fact with animals that have more of these instincts. According to Massey’s (1976), it is clearly an empirical matter whether human beings or any other

Macroeconomics. The oils price Essay Example | Topics and Well Written Essays - 2500 words

Macroeconomics. The oils price - Essay Example However, how the various economic indicators behave during this short period of 'supply shock' and how they forecast performance or health of the economy in the coming period is the moot question. Inflation may be defined as "state of economy, where there is a general and abnormal rise in price of all goods and services". Recession is a state of economy where there is a "slump in Gross Domestic Product in two or three successive quarters of a year with general price rise or fall". In the short run, when a price of a product which is consumed every sector of the economy which contribute to GDP have suddenly risen, other things remain the same, lead to rising prices all commodities and services, fall in real value of money and slow down of economic growth. This phenomenon is attributed to 'supply shock'. Built-in inflation - induced by adaptive expectations, often linked to the "price/wage spiral" because it involves workers trying to keep their wages up with prices and then employers passing higher costs on to consumers as higher prices as part of a "vicious circle". Built-in inflation reflects events in the past, and so might be seen as hangover inflation. It is also known as "inertial" inflation, "inflationary momentum", and even "structural inflation. Cost Push inflation or Supply... Built-in inflation - induced by adaptive expectations, often linked to the "price/wage spiral" because it involves workers trying to keep their wages up with prices and then employers passing higher costs on to consumers as higher prices as part of a "vicious circle". Built-in inflation reflects events in the past, and so might be seen as hangover inflation. It is also known as "inertial" inflation, "inflationary momentum", and even "structural inflation. SUPPLY SHOCK INFLATION OR COST PUSH INFLATION: Cost Push inflation or Supply Shock inflation is caused by the rise in price of an important commodity for which there was no alternative, and consequent of which there was a general rise in price of all commodities and services. While the examples for cost push inflation are many viz., failure of monsoon/draught in an agrobased economy which would shoot up inflation etc.,. the best example in the modern industrialised countries, is rise in prices of petroleum prodoucts. Dependence to petroleum products in any economy need not be emphasised and it may not be forgotten that the crisis faced by the world in the year 1970 is attributed to the rise in oil prices all over the world. Since, petroluem is important for moving the economy in all industrial including agricultural dependent countries, any upward movement in the price will cause a cascading movement in the price of all commodities and services and it will have persistant effect. However, there are different school of thought which opine, that the reduction in oil price after 1970 have not contributed in reduction in general price level, hence, rise in oil prices have not directly caused inflation in 1970. However, Keynesian economists argue that many prices are 'sticky

Elements of Evaluation Assignment Example | Topics and Well Written Essays - 250 words

Elements of Evaluation - Assignment Example They are reach, adoption, efficacy, maintenance and adoption. Reach is used to measure the depth in which the intervention is exposed to a specific group of people or a community (McKenzie, Neiger & Thackeray, 2012). Adoption is an analysis of the effectiveness of the way in which intervention strategies have been implemented in a certain community setting. The creation of an intervention program should be based on its ability to be adopted to solve a specific problem (McKenzie, Neiger & Thackeray, 2012). The efficacy of an intervention refers to its ability to address the health problem described. An intervention program should also be maintained. Maintenance of an intervention reflects heavily on the evaluation results of the intervention which reflects the durability of an intervention and its ability to maintained and remain relevance in addressing the health problem stated (McKenzie, Neiger & Thackeray, 2012). After obtaining of the results an intervention can be moved forward by using validity, reliability and sensitivity to change. Validity increases the durability of intervention and helps it maintain relevance in addressing the stated health problem (McKenzie, Neiger & Thackeray, 2012). Reliability is the ability to increase the level at which a health issue is dependable on an intervention program to be solved. Additionally, an intervention can be enhanced by increasing its adaptability feature which increases its sensitivity to adapt to incorporate changes (McKenzie, Neiger & Thackeray,

Qing China and the consequences of the golden age Essay Example for Free

Qing China and the consequences of the golden age Essay The â€Å"Prosperous Age† was a period where Qing China experienced a drastic increase in population, flourishing trade and commerce, and a remarkable level of social and political stability during the reign of Emperor Kangxi, Yongzheng and Qianlong. However, its brilliance was overshadowed by its subsequent consequences and China was soon at its breaking point in the 19th century. This essay would then evaluate on the implications of the â€Å"Prosperous Age† and how the long-term consequences proved to be more negative in the 19th century due to a string of crisis, and subsequent problems that continued even in modern China of the 20th century. Negative Unanticipated Long Term Consequences Reversal of Trade Fortunes with Britain During the 18th century, there was mounting European demand for Chinese goods (Hung, 2011). Britain in particular, had strong liking and demand for Chinese goods especially tea. Hence, it led to the outflow of British silver into China, but little inflow of silver back into the British economy resulted in China enjoying a trade surplus (City University HK, 2007) while Britain suffered from a trade deficit. To redress this deficit, Britain began to smuggle and sell opium in China (City University HK, 2007). China’s attempt to prohibit opium then resulted in the Opium Wars and suffered a tragic defeat. The defeat in the Opium War led to the signings of unequal treaties . Upon signing of the unequal treaties, much Chinese marked it as the beginning of a century of shame and humiliation. Although China was never formally colonized, the lack of ability to defend its basic sovereign rights and ability to govern its own country made it look like a like semi-colonized state of Britain. Consequently, the Qing government was seen as weak and inefficient to combat against the foreigners and much Chinese lost faith in the Manchurian Qing government. As a result, this gave rise to the Boxer Rebellion (1899-1901) where violent revolts and attacks were targeted against foreigners as a sign to resist their influence. Boxers, supported by China, suffered a yet another defeat and were forced to sign yet another unequal treaty: Boxer Protocol, where the reparations drastically crippled the Chinese economy till the mid 20th century (Zheng, 2009). Thus, we can see that the initial trade surplus, a sign of â€Å"Prosperous Age† resulted in British to redress the situation by selling opium to the Chinese led to the Opium Wars and the unequal treaties which greatly weakened Qing China internally and externally in the 19th century. China’s failure to counter foreign influence led to their continued defeat in the Boxer Rebellion at the end of 19th century, where another unequal treaty continued to cripple her till mid 20th century , thereby demonstrating the long term consequence of the â€Å"Prosperous Age† was indeed negative in the long run, especially since the consequences did not confine just to the 19th century but even stretched to the 20th century. Reforms did not keep up with population boom During the â€Å"Prosperous Age†, China’s population tripled from less than 150 million to over 400 million (Perkins, 1969). Civil Service Exam however continued its strict quota for passing (Bentley Ziegler, 2003) and that meant a lower ratio of scholar to population passes. The frustration of students led to the rise of influential leaders like Hong Xiuquan who sought for reforms which led to the Taiping Rebellion . Coincidentally, the backbone of his rebels were the poor peasants who were forced out of arable lands and were socially upset and frustrated, which was also due to the consequence of the population boom. The consequence of the Taiping Rebellion led to a weakened Qing as they were forced to decentralize power to provincial elites to deal with the crisis and this power was never fully recovered even after the rebellion was suppressed (Sng, 2011). Provincial elites who did not return the power were a growing sign of defiance and could have the possibility of rising up against the imperial court. The unneeded civil unrest caused by Taiping Rebellion also served to exacerbate subsequent crisis like the Northern Chinese Famine (1876-1879) where the government was severely blamed for not providing sufficient aid. The excess unrest and loss of power proved to be detrimental in the 19th century as it crippled China and the country with no official political bloc stepping up to assist with the problems and crisis. In short, China was in a total disarray and chaotic. Lack of technological advancement Qing China favoured political and social stability over technological innovation which they feared would lead to unsettling changes. Furthermore, the vast population available to firms was a cheaper alternative to increase output, rather than investment of new technologies which was costly (Bentley Ziegler, 2003). This proved to be adverse in the 19th century when China engaged in wars. In the Opium Wars, the Qing military was no match against the British who utilized better technology to triumph (Tanner, 2010). The first defeat resulted in Treaty of Nanjing which ceded Hong Kong to Britain. Subsequent wars like the First Sino-Japanese War (1894-1985) had China suffering a crushing defeat against a more superior and modernized Japanese army. China then ceded Taiwan, Penghu and the Liaodong peninsular to the Japanese. It clearly implied that China could not defend its own sovereign ground and indicated how backward the Chinese army. It questions the right of China to even claim rights over those territories if she could not even defend it properly. The problem gets exemplified into the 20th century when China continued to suffer several defeats to the Japanese in the Second Sino-Japanese War . Even with the Self-Strengthening Movement (1861-1895) which was embraced to modernize China was insufficient. The subsequent defeats to Allied forces in the Boxer Rebellion and Japanese in the Sino-Japanese Wars marred the success of the movement. Especially significant was the defeat in First Sino-Japanese war as for the first time in over 2000 years of history, regional dominance in East Asia shifted from China to Japan (Johnson, 2010). Coupled with the defeat, China’s international and regional standings were challenged and staged subsequent revolutions that led to other problems and the eventual demise of Qing. Positive Long Term Unanticipated Consequences Building a new foundation based on common people The end of Taiping Rebellion inspired nationalists (Del Testa Lemoine Strickland, 2001) to fight for the betterment of Chinese. It was because of the consequence of the â€Å"Prosperous Age† that led to the decisive rise of nationalist to seek for reforms. An example would be the decentralizing of power, which meant many parties would be involved in decision-making process, rather than just the monarch government. This would ensure that concerns are taken into deliberation before decision-making that will benefit majority of the Chinese, rather than the imperial court only. The nationalist dream then culminated in the 1911 Revolution in the early 20th century, where the Qing was overthrown and the Republic of China was established. Nevertheless, the dream of the nationalist was short-lived due to a power struggle within. Even though election was scheduled for 1913, but it soon became clear than Yuan Shikai wanted to establish his own power base. Sun Yat Sen was then forced into exile after he stepped down as head of the newly formed Kuomintang (Foster, 2007). The new government was then monopolized by Yuan and led to decades of political division and warlordism, including monarchy restoration (Blecher, 2010). Therefore we can see that the perceived benefits from the consequence of â€Å"Prosperous Age† in the 19th century did not fully materialize in the 20th century. Monarchy restoration was attempted and defeats the purpose of the promised sharing of power with the people initially. Political and social unrest persisted even with the new government which culminated in the May Fourth Movement (1919). Hence, we can see that China did not become better even with the end of Qing. It would be judgmental to argue that the initial rise of nationalists had resulted in a better China. It would be fairer to argue that the initial rise of nationalists led to more power struggle and dissident movements like the Chinese Warlord Era (1916-1928) as there were no strong political forces to enforce stability and order until the Chinese Communist Party (CCP) came in 1949. Conclusion Hence, we can see that the consequences of the â€Å"Prosperous Age† proved to be more negative. The severity of the negative consequences shed light on the crises in the 19th century which crippled China internally and externally. The impact of the consequences was so overwhelming that it even snowballed to the 20th century and further crippled modern China. In contrast, the perceived positive consequences was that it built the foundation but the problem was that the foundation was weak and unstable which in turn led to more problems which culminated in more movements and revolutions. Furthermore, problems like sovereign issues were not solved by reforms or China’s surge in military strength but rather treaties that returned territories to her under imminent conditions . Thus, we can see that the long term consequences were more negative in the 19th century as it continued the crippling of China economically, socially and militarily and as well as set the stage for the movements and revolutions in the 20th century which did not necessary bring about stability and communal power amongst its people until the CCP came into power in 1949. References Hung, H.F. (2011), Protest with Chinese characteristics: demonstrations, riots, and petitions (p24-26). USA: Columbia University Press Qian Long Emperor’s Letter to George III, 1793, retrieved from Sanders Morillo Nelson Elleberger (2005), Encounters in World History: Sources and Themes from the Global Past, Volume 2 (p289). McGraw-Hill Sng, T.H (2011, Oct 4). Size and Dynastic Decline: The Principal-Agent Problem in Late Imperial China 1700-1850. City University of HK Press (2007), China: Five thousand years of history and civilization (p109). Hong Kong: City University of HK Press Perkins, D.H. (1969). Agricultural development in China, 1369-1968. Chicago: Aldine Bentley Ziegler (2003). Traditions and Encounters (p724-740). New York: McGraw-Hill Tanner, H.M. (2010), China: From the Great Qing Empire through the People’s Republic of China 1644-2009 (p77). USA: Hackett Publishing Company, Inc. Del Testa Lemoine Strickland (2001). Government leaders, military rulers and political activist (p86). Greenwood Publishing Group Foster, S (2007). Adventure Guide China (p18-19). Hunter Publishing, Inc. Blecher, M.J. (2010). China against the tides: restructuring through revolution, radicalism, and reform (p205). Continuum International Publishing Group Johnson, R.E. (2010). A Global Introduction to Baptist Churches (p267). Cambridge University Press Zheng, J.G. (2009). Historical dictionary of modern China 1800-1949 (p32). USA: Scarecrow Press