Abducted the Carlina White Story free essay sample

The Carlina White Story Carlina Renae White, also known as Nejdra Nance is an American woman who solved her own kidnapping case and 23 years later was reunited with her biological parents. Her case represents the longest known gap in a non-parental abduction where the victim was reunited with the family in the United States. When Carlina was only nine days old, her parents, Joy White and Carl Tyson, took her to the hospital because of the 104 degree fever she was running on august 4, 1987. She had swallowed fluid during her delivery and now had an infection. A woman reportedly dressed as a nurse had comforted the parents at the hospital, but was not an employee of the hospital. The woman had been seen around the hospital three weeks prior to the abduction. Baby Carlina disappeared during the early morning around 2 a. m. when shifts were changing. There was no surveillance because at that time the cameras were not working. We will write a custom essay sample on Abducted: the Carlina White Story or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page There was no way of knowing what the woman who abducted the baby looked like except for what was described by Joy and Carl. One of the guards said a woman matching the suspect’s description left the hospital around 3:30 a. m. and that no infant was visible. There were many flyers with Carlina’s picture on them distributed nationwide, but with no success of locating her. Her parents filed a one hundred million suit against the hospital in 1989 and obtained a seven hundred and fifty dollar settlement in 1992. Carlina White was raised as Nejdra Nance by Ann Pettway in Bridgeport, Connecticut, just 45 miles from where her parents had lived. After graduating high school, Ann and Carlina later moved to Atlanta, Georgia. Nejdra (Carlina) grew suspicious during her teen years that Ann was not her birth mother because of their lack of physical resemblance and her inability to obtain documents such as a social security card. When she asked about her birth certificate, Ann tried to give many excuses as to why she didn’t have one. Ann Pettway tried to forge a certificate, but was unable to create one that looked authentic. At age twenty three, Nejdra turned to websites where she found that the images of the kidnapped Carlina looked like infant photos of her herself and her daughter. She called the centers hotline and was able to contact her birth family. DNA profiling confirmed in January 2011 that Nejdra Nance was the missing Carlina White.

Expansionary Monetary Policy and Aggregate Demand

Expansionary Monetary Policy and Aggregate Demand To understand the impact of expansionary monetary policy on aggregate demand, lets take a look at a simple example. Aggregate Demand and Two Different Countries The example starts as follows: In Country A, all wage contracts are indexed to inflation. That is, each month wages are adjusted to reflect increases in the cost of living as reflected in changes in the price level. In Country B, there are no cost-of-living adjustments to wages, but the workforce is completely unionized (unions negotiate 3-year contracts). Adding Monetary Policy to our Aggregate Demand Problem In which country is an expansionary monetary policy likely to have a larger effect on aggregate output? Explain your answer using aggregate supply and aggregate demand curves. The Effect of the Expansionary Monetary Policy on Aggregate Demand When interest rates are cut (which is our expansionary monetary policy), aggregate demand (AD) shifts up due to the rise in investment and consumption. The shift up of AD causes us to move along the aggregate supply (AS) curve, causing a rise in both real GDP and the price level. We need to determine the effects of this rise in AD, the price level, and real GDP (output) in each of our two countries. What Happens to Aggregate Supply in Country A? Recall that in Country A all wage contracts are indexed to inflation. That is, each month wages are adjusted to reflect increases in the cost of living as reflected in changes in the price level. We know that the rise in Aggregate Demand rose the price level. Thus due to the wage indexing, wages must rise as well. A rise in wages will shift the aggregate supply curve upwards, moving along the aggregate demand curve. This will cause prices to increase further, but real GDP (output) to fall. What Happens to Aggregate Supply in Country B? Recall that in Country B there are no cost-of-living adjustments to wages, but the workforce is completely unionized.Unions negotiate 3-year contracts. Assuming the contract is not up soon, then wages will not adjust when the price level rises from the rise in aggregate demand. Thus we will not have a shift in the aggregate supply curve and prices and real GDP (output) will not be affected. The Conclusion In Country B we will see a larger rise in real output, because the rise in wages in country A will cause an upward shift in aggregate supply, causing the country to lose some of the gains it made from the expansionary monetary policy. There is no such loss in Country B.

Physical Education Essay Example | Topics and Well Written Essays - 1000 words - 1

Physical Education - Essay Example The more the calories spent on the physical activity, the less becomes the risk. This is because, exercise has so many advantages such as regulating blood pressure, lowering cholesterol level, regulating stress levels, improving blood circulation, protection against chronic diseases. The exercise recommended for healthy living is approximately 30-40 minutes of vigorous or non-vigorous physical activity for at least 5 days a week. Studies have proved that long term vigorous exercise training helps in reducing the occurrence of mortality and aids in longevity of life span. Even though non-vigorous exercise training reduces all-cause mortality risks, long term vigorous exercise training increases survival rates and longevity. Age related changes in chromosome changes are slowed down by vigorous exercises. It also increases the function of white blood cells thus giving protection against various diseases. Long term vigorous exercise training helps in controlling and maintaining weight, thus giving protection against diseases such as Cardio Vascular Diseases(CVD), diabetes, stroke, cancer etc. This exercise training is a healthy lifestyle change which helps in reducing mortality and increasing longevity. High Density Lipoprotein(HDL) cholesterol is the good cholesterol which cleans out the excess cholesterol adhered to the walls of blood vessels. The excess cholesterol is carried by HDL to the liver for processing. Low Density Lipoprotein(LDL) cholesterol is the bad cholesterol which gets adhered to the walls of the blood vessels. Therefore, the more the HDL cholesterol the less is the risk of coronary art diseases. Regular physical activity of 30 minutes or more helps in increasing the HDL cholesterol level and in decreasing LDL cholesterol levels. To boost the HDL levels, the exercises should be regular and should burn at

CHILD TUTORING cASE sTUDY Essay Example | Topics and Well Written Essays - 750 words

CHILD TUTORING cASE sTUDY - Essay Example The children are divided amongst the women depending on his or her age group. I was allowed to choose the grade level I preferred to work with and so I chose second grade. Therefore, I was assigned to tutor in Ms. Sally’s room. The children in this room ranged in age from six to nine years old. I worked with a nine year old African American girl that I will call Kayla. Kayla is in the third grade at a Birmingham public school. When I first met Kayla, I would have never guessed that she was only nine years old. Kayla is a very bright and intelligent child. However, she craves love and attention. I immediately noticed that she had a very firm tone and wanted things done her way or no way. So, I decided to just observe her on the first day, before beginning the tutoring. This allowed me the opportunity to observe her characteristics and how well she worked with other children. I engaged in â€Å"best practices† by using data and collecting information to find a selective approach to building a partnership with her. Kayla has a very distinctive personality and used her superior strength to intimidate others. She would walk in the classroom and demand items from the other children who were intimidated by her. This led me to believe that Kayla had older siblings, family m embers, or friends that treated her roughly. According to Dr. Jane St. Clair, children who act out in this manner are referred to as bullies. â€Å"Bullies usually have a sense of entitlement and superiority over others, and lack compassion, impulse control and social skills. They enjoy being cruel to others and sometimes use bullying as an anger management tool, the way a normally angry person would punch a pillow† (St. Clair, n.d.). I didn’t want Kayla to think I was there to just interview her, so I carefully made conversation and asked questions that gave me enough insight on her background. For example, I told Kayla I had one sister and two brothers. This

Music Essay Example | Topics and Well Written Essays - 250 words - 12

Music - Essay Example For entertainment, I usually listen to extensive lists of songs in additions to the above-mentioned types, as songs can serve a different purpose in different situations. For example, these songs can help me grab some news words while also entertaining myself. For inspiration, there are many inspirational songs, which can encourage someone in a particular situation. Again, through music, I can remove myself from the world by listening to music alone in my room. Music has many advantages. It reduces my stress, motivates me, and gives me joy and a new perception. Through listening to soothing music like country music tense muscles can be relaxed leading to the reduction of breathing rate. With these changes, my body relaxes leading to the reduction of stress. For motivation, songs like Survivor and Stronger by Clarkson are full inspirational themes that uplift the mood. The messages in inspirational song and that euphoria created by these songs motivate me. Soothing music bring joy to the listener by causing the body to release hormones that promote happiness. For instance, music can lead to the production dopamine that makes a person feel good or serotonin that fosters

Strategy For Success In College

Strategy For Success In College Exemplification Essay: Write an essay presenting your formula for achieving success in college. You may, if you wish, talk about things such as scheduling time, maintaining a high energy level, and learning how to relax. Use examples from your own experience to make your point. Purpose: The main focus of this essay will be supporting a thesis with examples to illustrate or explain a general point; demonstrating focused, organized and developed paragraphs; and successfully incorporating quotes into your writing. Laid out in front of you is one of the most important examinations in your course. With sweat dripping and your palms perspiring, you anxiously flip through the pages of this never ending examination. Your mind spins and you are overwhelmed by the questions that you have no clue how to do. You know you should have studied, but it is too late now. You had your chance, but you missed it because you were busy playing video games and shopping while you were supposed to be studying and doing your homework. Have you ever experienced this sort of situation before where you felt helpless? By developing good study habits such as managing your time efficiently, preparing and organizing, being aware of and applying your learning style, and maintaining your health, you can become a strong and confident student. One of the main factors contributing to success in college is managing your time efficiently. This allows you to balance between your studies, work, and personal activities. How you use your time reflects on the kind of person you are, and by wisely distributing your time, you can become the person you aspire to be. An instrumental tool for success is a schedule, which can be used to record and keep track of all your assignments and tasks that you are committed to completing. In order to make the best use of your time, it is important for you to know what you want. This helps you set your priorities and become committed to obtaining your desired outcome. Next, you should choose realistic and achievable goals and plan strategies that will help you achieve that goal. It is important to also plan for problems that might arise in order to achieve that goal. One of the most common and serious problems you may encounter is procrastination. Other distractions include the television and other external noises. A quiet and distraction free environment is an ideal studying area. In my first year of high school, I had poor time management skills and suffered from extreme procrastination, which resulted in me achieving low grades. However, after imposing several changes in my life, I began to see drastic changes in my academic life. For one thing, I began to set a timer to cue me in on how much time I should spend on each assignment and how long my study session would last. This helped me finish my work quickly and fight procrastination. In order to combat procrastination, you need to be assertive and take self-control. Dont wait until the last minute to work on assignments, but rather work on them early on so you have more free time. In order to have time for recreation and fun, planning ahead is important. This includes writing down important dates in your schedule and planning how much time you will devote to each assignment or task. In addition to time management, organizing and studying are part of the stepping stones of success. My binders, folders, and cabinets used to be chaotic and disorderly. As a result, I often could not locate my homework assignments. This soon got to a point where I knew I had to change in order to succeed. I insisted on keeping color coded files for my assignments, tests, and other schoolwork and set a cabinet next to my desk with materials ranging from highlighters to rulers in each separate file. Organizing your papers will help you keep track of your grades and, ultimately, progress in your course. Organized notes are a vital studying tool. Knowing and using all your resources is one way to helping you achieve your maximum academic potential. Other ways to enhance your skills are to preview and review the chapter, take adequate notes, and do your homework while the information is fresh in your memory. However, it is not profitable to study a subject for a big chunk of time, having breaks, switching to other subjects, and breaking down chunks of reading will enable you to pay attention better. Another dilemma I was faced with was the inability to concentrate in long study sessions. As a result, I thought of creative ways to help myself concentrate better. I made color coded sticky notes in my textbook and often participated in study sessions. Involvement in a study group with your classmates and asking questions if you don’t understand something are ways that you can become more active in your learning. By developing a habit of regularly studying and having all supplies and materials available, you will become more of an active learner and will soon harvest the fruits of your hard work. Furthermore, in order to learn more efficiently, it is important to know and place emphasis on your learning style. My learning style is auditory. If you are an auditory learner, your best way for learning is to hear the information. Reading the notes out loud or listening to a lecture can help you comprehend the information. If you are a visual learner, you learn best by seeing it in pictures or in action, such as watching a clip or looking at pictures and diagrams. If you are a kinesthetic learner, you learn best by using incorporating all your senses. By using techniques such as conducting an experiment or going on a field trip or tour, you can learn precisely interpret the information. By trial and error, I learned my learning style during the course of my high school career. By reading my notes and chapters out loud, listening to recorded chapters available, and watching clips, I began to unfold a greater learning potential within me. There is one final element that is critical to a successful journey through college. Not only is it important to manage your time efficiently, prepare and organize, and apply your learning style, maintaining your health is just as important. This could include regularly exercising, eating healthy meals, and minimizing your stress. According to a study by Yale University, â€Å"The most important predictors of academic achievement were having no television in the bedroom, maintaining a healthy weight, being physically fit, having a secure source of healthy food, and rarely eating at fast-food restaurants. Other significant factors were not drinking soda or other sweetened drinks and getting enough sleep† (Yale School of Public Health). However, most college students overlook the importance of health and as a result, lead an unhealthy lifestyle. By not getting enough sleep, eating junk food, watching television, and consuming alcohol and drugs, they are prone to many ailments such as emotional and physical stress, obesity, malnutrition, and brain fog. These cause them to lose their ability to focus in class. In addition, most college students suffer from stress due to their hectic schedules. Stress can be minimized by exercising, proper sleep, taking breaks in between work, and meditating. Besides reducing stress, eating healthy is also an indicator in academic success. During breaks I have between study sessions, I snack on healthy foods like baby carrots with ranch or celery with peanut butter. Moreover, exercise is the key to leading a healthy lifestyle. No matter how hectic your life may be, always find a few minutes a day to go out for a walk. I go for a jog after studying to clear my head. By eating healthy and exercising, you can increase your focus and concentration, which leads to a higher energy level and ultimately, higher grades. Imagine the same student from earlier, this time with: better time management, more organization and preparation, and a healthier lifestyle. By eating fruits and vegetables, setting time aside for exercise several times a week, keeping a planner at hand with all his assignments and events written down, he has turned his academic life around. He used to get anxious about taking tests, but this time, he has studied for the test every day for the last two weeks, and knows he understands the material and has nothing to fear. He is confident in his ability to do well because he has structured his life to optimize for academic success.   

Interpretation :: essays research papers

Humans are set apart from all other animals for one reason. We have the power of imagination and thus power to interpret what we read. Therefore, we can argue that the written word is the most meaningful of all types of communication. It is valid to say that if ten people read a book and were asked to retell the book in their own words that we’d hear ten different versions of the same book. In today’s society, our interpretations are feared. We might interpret anything contrary to the author’s intentional meaning. The author could then possibly be liable for any actions we take after reading his works. Don Quixote is one who consciously decides to interpret his books of chivalry as the right way of life and concurrently decides to live his own life in that manner. â€Å"I remember reading that a certain Spanish knight . . . having broken his sword in battle, tore a great bough or limb from an oak†(69). Since Don Quixote had read about this particular knigh t, he justifies it to himself that he too could also tear a limb from a tree and uses it as a makeshift lance. When Sancho asks if Don Quixote had any pain, he replies, â€Å"I do not complain of the pain†¦because a knight errant is not allowed to complain of any wounds†(69-70). Again, Don Quixote is going by a set of rules of chivalry that he obtained from his reading. At night, Don Quixote refuses to sleep â€Å"but thought about his Lady Dulcinea, to conform to what he had read in his books about knight errants spending many sleepless nights in the woodland and desert dwelling on the memory of their ladies†(70). I do not believe that Don Quixote is mad, as some may say, but that he is only interpreting what he has read to suit him. If Don Quixote were a real human in today’s society his family could very well sue the publishers of the books that he read, claiming that the books drove him to insanity and should not have been published. However, if all wri tten works were feared in that context, then it is also a possible that all books are to be feared. This is shown when Don Quixote’s niece helps a priest and a barber to burn Don Quixote’s treasured books of chivalry. When the barber suggests that â€Å"These do not deserve burning with the rest, because they do not and will not do the mischief those books of chivalry have done†(61).

Huck Versus Odysseus Essay

Mark Twain’s Adventures of Huckleberry Finn is an important part of the American literary canon. Its importance, in part, derives from its tale of the development of a new nation, a development in both space and culture. Huckleberry Finn’s journey into the developing landscape of the South has some very striking commonalities with that of Odysseus’s journey in The Odyssey. With the characters, journeys and story structures being so similar between the two epics, it is imperative that analysis be given. Huck Finn and Odysseus are surprisingly similar given the time period in which they were conceived. They are both cultural heroes, embodying the ideals of their country. Huck is the epitome of the American rugged individualism. Throughout his journeys, he does whatever he wants while living on the fringes of society. Odysseus’s role in the Illiad gave him the status of a Greek hero because he outsmarted the Trojan army with his famous horse. He is known for being a clever and resourceful character, much like Huck. They are both skilled liars and trickster figures, and they use intelligence and their sly ways to get out of trouble. This is seen in the scene in Adventures of Huckleberry Finn where Huck escapes his father using intelligence not commonly found in a twelve-year old. There is a parallel to be found in Odysseus’s tricking Polyphemus to escape the cave. It is worth remarking that both encounters involve a much weaker person deceiving a drunken entity that is larger and stronger. There is one obvious similarity between the journeys of the two heroes: they take place on water. Although Huck’s journey takes place on the Mississippi while Odysseus’s takes place in the much more dangerous ocean, both journeys have a similar goal. Both heroes are searching for freedom. Huck wishes to free himself from society and Jim of enslavement, and Odysseus strives to free his beloved wife from the suitors swarming Ithaca. There are also similarities between what happens to the vessels the heroes travel with. Huck’s raft is destroyed by a â€Å"bulged out, big and scary† riverboat with â€Å"red-hot teeth† while Odysseus’s ship is destroyed by a wrathful Poseidon (115). Both scenarios show the heroes at the mercy of a more powerful entity that does not care of their well-being. The Adventures of Huckleberry Finn and The Odyssey have their own unique, individual structure, yet are still similar in this regard as well. The Adventures of Huckleberry Finn is a highly episodic novel due to its publication in serials. The Odyssey is a Greek epic with a non-linear plot that gives it an episodic nature. Every two to four books in The Odyssey serve as new adventures of Odysseus. For The Adventures of Huckleberry Finn, each chapter provides new exploits for the young hero. Such a similar structure would not be lost on readers of Twain who were acquainted with The Odyssey. The similarities in the epic journeys of Huckleberry Finn and Odysseus do not necessarily denote that Twain consciously attempted to recreate The Odyssey. There is not always a parallel between each scene of The Adventures of Huckleberry Finn and The Odyssey. It would not do to say that it is just a happy coincidence that both epics are so similar. Rather, it could be said that the similarities derive from a participation in what Joseph Campbell called the â€Å"monomyth.† An analysis between the two epics is an important exercise in intertextuality that allows for the audience to become a part of a larger literary tradition: that of the archetypal hero journey.

Organisational Change at HBSC

Organisational Change at HBSC Abstract HSBC recognises the capacity of an organisation to achieve the needs of its owners and other interest groups depending on their ability to maintain a competitive advantage. Human resource comprises one of the important resources at the disposal of the organisation, which while utilised appropriately, help in terms of maintaining and increasing the organisation’s competitive advantage.Advertising We will write a custom report sample on Organisational Change at HBSC specifically for you for only $16.05 $11/page Learn More The organisation faced a situation, which prompted the adoption of change to enhance its effectiveness in executing its HR functions. It implemented an organisational change plan that led to moving all HR-related employee queries into online web-based systems. Previously all employees addressed their queries directly to the HR department. The current paper analyses this change situation and its implementation in the context of literature in organisational change management. Introduction Organisations that endeavour to acquire long-term success keep on changing their ways of executing business. The most appropriate changes ensure that organisations become more profitable. Geopolitical, demographic, and technological changes in conjunction with the intense pressure on physical environments pose the need for organisational change. Such changes also need to be combined with various security concerns and governance issues that help generate pressures that drive organisational change (Burke 2014). Development of consciousness for scientific, opinionated, sociological, and financial characteristics of the exterior operational atmosphere of an organisation is crucial in the effort to drive strategic initiatives for its success. Change may involve proactive and reactive approaches. While change in most cases is adopted when a new way of serving clients or a need in the market arises, it may also be adopted when a crisis occurs. Indeed, organisations, which have the capacity to identify the need for change before factors that prompt its necessity interfere negatively with their operations, stand better competitive advantage compared to those that adopt reactive approaches to implement change (Burke 2014).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Change that is implemented upon the occurrence of crisis translates to high organisational costs and a lower probability recovery from the lost competitive advantage. As revealed in the paper, this situation was avoided in case of HSBC Bank Middle East Limited. Background to the Case of HSBC Bank Middle East Limited HSBC bank Middle East Limited has its headquarters situated in Jersey. It comprises the biggest bank that operates in the Middle East region and in more than 70 others places across the globe. This stretch makes HSBC a global an d regional product that is managed through several networks across the Middle East. In particular, the bank has operations in Lebanon, Algeria, Bahrain, Jordan, Kuwait, Qatar, Saudi Arabia, and Pakistan (HSBC 2014). The size of an organisation correlates with its ability to employ a large number of people from diverse backgrounds, and hence the higher the number of employees that the HR arm has to handle. In the effort to create a culture that encourages work-life balance for employees, the speed and efficiency in the expedition of strategies for addressing employee human resource-related issues became an important problem that HSBC Bank Middle East Limited needed to address. Corporations across different industries are interested in maintaining their levels of competitiveness for continued delivery of value to their owners or shareholders. In fact, Van de and Poole (2005, p.395) reckon, ‘any organisation in today’s fast moving environment that is looking for the pace o f change to slow is likely to be sorely disappointed’. This claim suggests that organisations must welcome and embrace change that will increase their performance. Zhou and Tse (2006) support this line of argument by claiming that organisations, which reluctantly embrace change risk losing their competitive edge. Therefore, they suffer the capacity to realise the need of their clients. HSBC Bank Middle East Limited understood that while operating in an environment of technological change, increasing its speed of expedition of the employee human resource-related issue was the key to resolving challenges, which may result in with employee conflict.Advertising We will write a custom report sample on Organisational Change at HBSC specifically for you for only $16.05 $11/page Learn More Instead of waiting for crisis to occur, the management resolved to implement online web-based system to resolve employee HR-related queries. The next sections analyse this situation from the paradigm of organisational theories of change. Diagnosing and Planning Change HSBC Bank Middle East Limited sought to implement HRIS (Human Resource Information System) to facilitate the execution of its HR activities electronically. The system provided several applications, including payroll management application, recruitment management application, and leave attendance and performance management application among others. Via the system, employees could also have access to any information on their employment status, including changes in rewards system among other information of individual interest. Web 2.0 technologies were utilised to provide employee accessibility to the system through internet at all times. It had a capability of producing customised information. This flexibility solved many of the problems as it made it easy for employees to acquire individualised responses from the HR. The organisation’s move to adopt the change was to boost the abi lity of resolution of employee issues via two-way online-based communication mechanisms. This change was to enable the organisation raise its interactive capability with a large number of employees to minimise the probability of occurrence of organisational conflicts. HSBC Bank Middle East implemented the system before any conflicts were registered. In this extent, the change that was implemented at the organisation was passive in nature. Change management theory suggests that organisations incredibly benefit by implementing a change that leads to the creation of new mechanisms of addressing customer needs (Oxtoby, McGuiness Morgan 2002). By simply asking how and why an organisation is not able to attain certain specified goals and objectives as stipulated in the organisation’s goals and objective statements, an opportunity emerges for the adoption of creative and innovative strategies for inducing success.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More HSBC adopted change in the effort to support its strategic renewal initiatives as a mechanism of increasing its performance in a rapidly changing financial and insurance industry. Strategic renewal implies the alteration of organisational strategies via processes that involve the conception of new information bases, services, potential, or commodities (Van de Poole 2005). For HSBC Bank Middle East, the main concern for strategic renewal was increasing the organisation’s capabilities. This plan mainly entailed the capacity to respond to queries that were raised by employees in an online environment. Change produces various impacts on different stakeholders in an organisation. This claim highlights the need for involving different stakeholders in the change process. Oxtoby, McGuiness, and Morgan (2002) support the importance of this approach in change management by claiming that different parties such as employees are affected by change. In case of HSBC Bank Middle East, imple menting change led to the elimination of hierarchical organisational structures that were followed when presenting and responding to employee queries. This situation amounted to the alteration of hierarchical and bureaucratic organisational culture that persisted in the HRM practices. The change rendered all people who were charged with collection of employee complaints, filling them, and their subsequent analysis ineffective. Owners of HSBC Bank Middle East comprise an important party that was influenced by the change. They benefited from increased returns owing to good employee management practices. Leigh (2013, Para. 3) supports this impact of transformation by claiming, ‘change is important in organisations to allow employees learn new skills, explore new opportunities, and exercise their creativity in ways that ultimately benefit the organisation through new ideas and increased commitment’. Therefore, change is all about enhancing employee performance by putting in place mechanisms of enabling them achieve better outputs. One of such approaches is diversification of the jobs done by employees in organisations. This noble paradigm of organisational change underlines the significance of the HSBC Bank Middle East’s changes in terms of using web-based HRM technology. Organisational Change Theories and Models Theory X and Theory Y Change involves undertaking different tasks, which while completed amount to the realisation of the planned change. People have different motivations towards execution of these chores within an organisation. An important approach to the evaluation of motivation of people entails McGregor’s theory X and Y. Theory X postulates that people are normally lazy, and that they often run away from responsibility (Lorsch Morse 2006). Hence, McGregor recommends that supervisors and managers have to conduct close supervision for their employees to realise the most out of their abilities (Lorsch Morse 2006) Theory X c alls organisations to implement hierarchical managerial structures. This strategy ensures their capacity to exert control while leaving very little room or even no room for delegation of responsibilities while executing change. Directly congruent with this assertion, Lorsch and Morse (2006) assert that achieving organisational goals from the basis of theory X demands that managers deploy coercive and threatening leadership techniques. The aim is to ensure compliance. Application of theory X during the process of implementing change can potentially lead to mistrust between various stakeholders who are affected by the change, especially those who are scheduled to facilitate change implementation such as managers and employees of the HSBC Middle East Limited. To mitigate change implementation challenges, HSBC Middle East Limited sought to balance compliance and the need to prevent probable turnover that could emerge from organisational conflicts during the change implementation process . For example, the new HR management system was implemented slowly, as people tended to maintain status quo. Indeed, the capacity for people to prefer status quo constitutes a major cause of resistance to embrace change. Employees were promised that the old system would only be shutdown when everyone was aware and able to use the new system. Theory Y holds that employees possess self-motivation and/or exercise personal control. It also claims that they are highly ambitious of getting things done (Lorsch Morse, 2006). It prescribes that workers benefit from their labour, particularly if it is bodily and psychologically satisfying. Satisfied employees solve problems more proactively. People who are inclined to this school of thought assert that employees are always ready to accept responsibilities. They utilise self-control and self-direction to ensure their capacity to realise their organisational chores. From the paradigms of theory Y, Lorsch and Morse (2006) add that when provided with opportunities, people possess incredible eagerness to achieve positive results. HSBC Middle East Limited anticipated its employees to demonstrate eagerness in terms of utilising the new system as its had the capacity to fasten the processing of their HR-related queries. Employee contentment and eagerness to do well in specific tasks act as enormous sources of motivation. Upon contemplating the role of theory Y in enhancing motivation of employees, managers have embraced it while theory X has been incredibly challenged since it supports managerial theoretical approaches that pose insignificant impacts on competitive advantage in the modern globalised and sophisticated organisations (Lorsch Morse 2006). HSBC Middle East Limited implemented its change by cutting the traditional HR management approaches in phases. This strategy suggests that theory Y can potentially reveal and provide reliable evaluation of change efforts at an organisation. Apart from theory X and Y, other theor ies, which can help in the analysis of change that was implemented at HSBC Middle East Limited encompass organisational development, systems theory, social world, and complexity theories. Social World Theory Social world theory postulates that change arises through negotiation followed by renegotiation among different organisational stakeholders. It maintains that organisations that implement change should consider parties that are involved in the change in addition to the indicators of change without negating the functions that the indicators endeavour to accomplish (Spector 2007). Tensions and challenges emerge during the evaluation of issues that are necessary to realise change, especially in terms of the efforts to achieve the desired satisfactory quality improvements during the change process. For example, while implementing change at HSBC Middle East Limited, difficulties emerged between the need to balance between the increasing need to have employee queries expedited at a hi gh speed and the need for precision and accuracy of responses to the queries raised by employees in real time. Organisational Development Organisational development theory focuses mainly on the need to plan organisational change. This claim suggests that leadership in any organisation that seeks to implement change must have foreseen the need of a desired change (Spector 2007). The theory highlights the importance of striking an agreement between various individual goals with organisational goals. From the paradigm of organisational development, change requires effective organisational communication, flexibility, and empowerment of the involved change agents. Leaders need to plan change processes by offering the definition of the current organisational state and the intended outcomes upon change implementation. Organisational development theory holds that people resist change due to reasons such as discontent with the change efforts. For instance, it may impair the status quoâ€℠¢s capacity to meet their psychological needs. People may also worry about probabilities of mishandling the change process by organisational management and raise doubts on the possibilities of change success (Carnall 2003). Change may also threaten employee jobs security. Systems Theory Systems theory suggests that various components of an organisation are interrelated. Upon improvement of the first component, a need arises for improving the second. In the determination of the overall implications of the change, systems theory emphasises the need to measure an organisation’s aspects such as infrastructure, resources like human capital and financial capital, technologies, and organisational tasks in an effort to determine their relationships. These variables lead to change upon their alteration, whether singly or in their combination (Jick Peiperl 2010). HSBC Middle East Limited has been endeavouring to implement computerised financial and customer management systems. While a ligning elements that are necessary for creating an organisation that is capable of deploying technology to increase its performance, implementation of online web-based HR management systems was incredibly significant. Complexity Theory Complexity theory focuses on measuring the degree of heterogeneity and/or diverseness of organisational environmental factors, including suppliers, employees, technology, and departments among others. McKenzie and Kims (2004) add that its aim is measuring the manner in which elements in micro-levels of any complex system influence the resulting behaviours of an organisation and its effect on the overall outcomes of macro-level elements. The rising complexities in an organisation give rise to complexities in terms of understanding change together with utilisation of the existing information to plan for organisational functional elements. The rising complexity translates into changes within an entire system. McKenzie and Kims (2004) inform that complex ity theory reveals how the increasing organisational complexity renders the adaptation of an organisation to the rapidly changing environments impossible. It nullifies the ontological theoretical explanation for changes through the rejection of the existence of a direct relationship between causality and effects. An organisation that operates within limits that almost lead to an instability point generates innovative and creative behaviours at every level of the whole system. Complexity theory also confirms that instability between the components of an organisation causes its evolution so that at a given threshold, new relationships emerge between organisation’s internal and external factors. Analysis and Evaluation of HSBC Middle East Limited using Systems Theory Systems theory analyses an organisation from the paradigm of being composed of a number of systems. At HSBC Middle East Limited, employees constitute one of the elements that make the organisation. From the systems model approach, planed alterations in the dynamics of this element also influence other components that relate to it. Mitigation of any resistance to change at HSBC Middle East Limited ensured that employees did not feel threatened. The repercussions included speedy expedition of various employee- related HR issues. This situation had the implications of creating happier, motivated, and more committed employees who were capable of attaining better performance in terms of profitability. Higher profit levels result in the availability of financial resources for HSBC Middle East Limited projects, which are beneficial to the communities and the society within which it is established. Higher profitability also means availing more financial resources for rewarding employees more competitively. Since employees are happier when their queries, particularly those that result in higher turnover or low productivity are addressed, the change ensured their satisfaction, and hence better work-life fit (Carnall 2003). This outcome translates to better relationships with family members. Therefore, the change will foster the existence of linear relationship between it and all system components. In this extent, employees constitute an environment internal factor at HSBC Middle East Limited that influences all other variables. The above propositions are made based on the hypothetical system model for evaluating change in an organisation. However, in practice, the case of HSBC Middle East Limited evidences that while some key players embrace change positively, some may oppose it. For example, HR personnel whose functions in HSBC Middle East Limited are replaced by online web-based HR management system may reluctantly make requisite decisions where inputs of human decision loops are required. The overall effects include reduced effectiveness of the system in expediting HR-related information. In such a situation, system failure may occur. This situation may lead to even higher time s of responding to employee HR-related queries. Luckily, at the organisation, this case never happened. Bureaucratic culture in change implementation process at HSBC Middle East Limited facilitated compliance with change initiatives. Perspectives of Organisational Culture in Change Implementation HSBC Bank Middle East Limited values its entire people and notes that they all count in achieving its success. This case encompasses a major aspect of its organisational culture. In this regard, culture refers to the ‘shared basic assumptions that an organisation learnt while coping with the environment and solving problems of external adaptation amid internal integration’ (Oxtoby, McGuiness Morgan 2002, p.315). Such assumptions teach all workers of an organisation the most ample procedures of seeking solutions to various problems. From a systems approach, the beliefs bind different elements in an organisation into one harmonious major component. Culture defines operational st rategies. At HSBC Bank Middle East Limited, this strategy involves deployment of people as a source of competitive advantage by endeavouring to make all stakeholders happy. The aim encompasses ensuring that all stakeholders of HSBC Bank Middle East Limited remain focused on common goals, aims, and objectives. Van de and Poole (2005) reckon that this aim is attained when all people in an organisation subscribe to a common way of thinking, interaction, values, and norms. Norms, values, and ways of thinking define culture, which needs to be aligned with business strategies for any organisation that seeks to achieve global success through people. Before the adoption of change, employees at HSBC Bank Middle East Limited followed bureaucratic and hierarchical structures to have their complaints and various queries reach the head of HRM. Thus, although the organisation valued the role of employees in driving its success as stated in its social corporate responsibility statements, a culture that encouraged bureaucracy and hierarchy hindered effective deployment of people in terms of achieving competitive advantage. HSBC (2014) states that HSBC Bank Middle East limited recruits the best talents irrespective of ethnicity, gender, disability, and other demographic characteristics. This claim implies that the organisation shares the norms and value for the needs of respecting people’s diversity. It also offers competitive reward and salary packages for its employees whose relationships at the workplace are guided by sound social values. Most importantly, the organisation continues to seek for new strategies for reducing work-life related conflicts, which may impede the morale of its people. This concern underlines the principal reason why HSBC Bank Middle East Limited sought to look for effective ways of addressing employee queries in real time. People generally resist change (Carnall 2003). This claim implies that successful implementation of change require an org anisational culture that compels people to follow guidelines. At HSBC Bank Middle East Limited, bureaucratic culture was instrumental in ensuring that employees followed precisely the set guidelines so that after the change was adopted in terms of mechanisms of forwarding their HR-related complains, all employees adopted online web-based approaches as opposed to traditional routes. Bureaucracy was a major impediment to the change implementation. Much formal authentication was required when designing change solutions. This process involved multi-level organisational assessment of online-based HR management systems. However, amid these challenges, adequate technological resources such as computers and the existence of computer literate employees made the change easily adaptive at the organisation. Model for Change Implementation Upon the identification of the obligatory changes that can produce the necessary success, the next step entails change implementation, which is accomplished w ith the aid of an appropriate theoretical model for change implementation such as Lewins model and sequential model. Bearing in mind the purpose and the parties that are involved in enhancing change at HSBC Middle East Limited, the organisation implemented change through Lewins model. Under Lewin’s model, organisational change occurs through three main stages, namely ‘unfreezing, moving, and refreezing’ (Spector 2007, p.29). In the unfreezing step, organisations create and interrogate the appropriateness of the current practices (status quo). HSBC Middle East Limited found its current practices inappropriate. Therefore, it progressed to stage two of the Lewin’s model. This stage involves redesigning and reorganisation of responsibilities and roles of various stakeholders who have the responsibility of implementing the desired change (Spector 2007). HSBC Middle East Limited successfully achieved constraints of the second stage through determination of the m andates of various stakeholders who are involved in enhancing the implementation of the new HR management system. The system led to a reduction of responsibilities of the human resource management personnel under the traditional approach. To keep them motivated, HSBC Middle East Limited did not consider revising downwards the amount of reward that was offered to them. Therefore, the third stage in Lewin’s model that entails the alignment of the pay and a reward system with the new responsibilities and roles was not evident in the change that HSBC Middle East Limited adopted. According to Lewin’s model, during change implementation, in the first stage, an organisation also needs to consider ‘diagnosis of any internal barriers of improved performance followed by a promotion of the supporters or removal of resistors in the second stage’ (Spector 2007, p.29). In such an effort, organisations create new structures. This observation reveals HSBC Middle East Limi ted’s success in implementation of the change. It was experienced in structural and hierarchical operational systems in the HR management. The Impacts of Organisational Change From the systems approach, an organisation constitutes a system that possesses various functional elements, which operate in harmony with one another. Consequently, it may affect all functional units within an organisation. Jick and Peiperl (2010) confirm that any change affects organisational policies, procedures, guidelines, and rules that are deployed to control the conduct of stakeholders such as employees, society, and organisational managers. These alterations may induce negative or positive impacts on the overall operation of an organisation. Change can increase the performance of some employees. However, in some situations, some may have reduced work morale. The situation leads to low performance. For example, at HSBC Middle East Limited, it was anticipated that employees whose roles would be re placed either partially or totally by the online web-based system for collection and subsequent responding to employee HR-related queries would have fear and perceptions of job insecurity. However, workers whose queries will be addressed in a quicker way will consider the change an important aspect. Change may create parochial self-interest. Different perspectives on change situations may create misconceptions and negative perceptions from various parochial people within an organisation. Such people influence negatively change implementation processes (Burke 2014). It creates intolerance and misunderstanding among people who embrace change with those who oppose it. This situation may lead to the emergence of organisational conflicts. More importantly, people resist change due to the fear of facing the unknown. This implication may lead to augmented strain, nervousness, panic, and exhaustion. Despite the fact that change may have negative implications, it is desired as it increases t he available knowledge bases, range of products and service, and innovative and creativity levels of organisations. These aspects enable an organisation to operate in a changing business environment (Leigh 2013). Where technological changes prompt the necessity of adopting change, an organisation acquires the ability to produce its services and products at reduced costs so that it can exploit the low-cost strategy, which enables it penetrate deeper in the global market. At HSBC Middle East Limited, change was highly desired. Inability to address employee HR-related concerns meant that HSBC Middle East Limited risked losing the motivation and dedication of employees. Conclusion Change in the HR management system at HSBC Middle East Limited comprised an important aspect of organisational change that altered its performance. With the ever-increasing incidences of cyber threats on organisations’ computerised information systems, adopting the new HR management system also comes wi th risks. Thus, the information system department had some added responsibilities in terms of mitigating these risks. Alignment of these added responsibilities with reward systems as suggested by Lewin’s model becomes important. Therefore, in the quest to ensure that HSBC Middle East Limited succeeds with implementation of the changes in the long-term, it is important to consider motivating and aligning the personnel who are tasked with providing information security with the organisational goals that define the necessity for change. This goal can be achieved through a revision of reward and remuneration packages for all personnel whose responsibilities and roles in the organisation have increased following the implementation of the change. References Burke, W 2014, Organisational Change Theory and Practice, Sage Publications, Inc, New York, NY. Carnall, A 2003, Managing Change in Organisations, Prentice Hall, Essex. HSBC 2014, About HSBC: Welcome to HSBC UA, https://www.abo ut.hsbc.ae/. Jick, D Peiperl, A 2010, Managing Change: Cases and Concepts, McGraw-Hill Irwin. New York, NY. Leigh, M 2013, Why is Change Important in an Organisation? https://smallbusiness.chron.com/. Lorsch, N Morse, J 2004, ‘Beyond theory Y’, Harvard Business Review, vol. 3 no. 2, pp. 91-107. McKenzie, C Kims, J 2004, ‘Aesthetic as an aid to understanding complex systems and decision judgment in operating complex systems’, Emergence: Complexity and Organisations, Special Double Issue, vol. 6 no. 2, pp. 32-39. Oxtoby, B, McGuiness, T Morgan, R 2002, ‘Developing Organisational Change Capability’, European Management Journal, vol. 20 no. 3, pp. 310-320. Spector, B 2007, Implementing Organisational Change: Theory and Practice, Prentice Hall, New Jersey, NJ. Van de, V Poole, M 2005 ‘Explaining development and change in organisations’ Academy Management Review, vol. 40 no. 3, pp. 394-404.

The Great Gatsby9 essays

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