The Host Chapter 7: Confronted

Yes, Faces Sunward?† I asked, grateful to the raised hand for interrupting my lecture. I did not feel as comfortable behind the lectern as I usually did. My biggest strength, my only real credential-for my host body had had little in the way of a formal education, on the run since her early adolescence-was the personal experience I usually taught from. This was the first world's history I'd presented this semester for which I had no memories to draw upon. I was sure my students were suffering the difference. â€Å"I'm sorry to interrupt, but†¦Ã¢â‚¬  The white-haired man paused, struggling to word his question. â€Å"I'm not sure I understand. The Fire-Tasters actually†¦ ingest the smoke from burning the Walking Flowers? Like food?† He tried to suppress the horror in his tone. It was not a soul's place to judge another soul. But I was not surprised, given his background on the Planet of the Flowers, at his strong reaction to the fate of a similar life-form on another world. It was always amazing to me how some souls buried themselves in the affairs of whichever world they inhabited and ignored the rest of the universe. But, to be fair, perhaps Faces Sunward had been in hibernation when Fire World became notorious. â€Å"Yes, they receive essential nutrients from this smoke. And therein lies the fundamental dilemma and the controversy of Fire World-and the reason the planet has not been closed, though there has certainly been adequate time to populate it fully. There is also a high relocation percentage. â€Å"When Fire World was discovered, it was at first thought that the dominant species, the Fire-Tasters, were the only intelligent life-forms present. The Fire-Tasters did not consider the Walking Flowers to be their equals-a cultural prejudice-so it was a while, even after the first wave of settling, before the souls realized they were murdering intelligent creatures. Since then, Fire World scientists have focused their efforts on finding a replacement for the dietary needs of the Fire-Tasters. Spiders are being transported there to help, but the planets are hundreds of light-years apart. When this obstacle is overcome, as it will be soon, I'm sure, there is hope that the Walking Flowers might also be assimilated. In the meantime, much of the brutality has been removed from the equation. The, ah, burning-alive portion, of course, and other aspects as well.† â€Å"How can they†¦Ã¢â‚¬  Faces Sunward trailed off, unable to finish. Another voice completed Faces Sunward's thought. â€Å"It seems like a very cruel ecosystem. Why was the planet not abandoned?† â€Å"That has been debated, naturally, Robert. But we do not abandon planets lightly. There are many souls for whom Fire World is home. They will not be uprooted against their will.† I looked away, back at my notes, in an attempt to end the side discussion. â€Å"But it's barbaric!† Robert was physically younger than most of the other students-closer to my age, in fact, than any other. And truly a child in a more important way. Earth was his first world-the Mother in this case had actually been an Earth-dweller, too, before she'd given herself-and he didn't seem to have as much perspective as older, better-traveled souls. I wondered what it would be like to be born into the overwhelming sensation and emotion of these hosts with no prior experience for balance. It would be difficult to find objectivity. I tried to remember that and be especially patient as I answered him. â€Å"Every world is a unique experience. Unless one has lived on that world, it's impossible to truly understand the -â€Å" â€Å"But you never lived on Fire World,† he interrupted me. â€Å"You must have felt the same way†¦ Unless you had some other reason for skipping that planet? You've been almost everywhere else.† â€Å"Choosing a planet is a very personal and private decision, Robert, as you may someday experience.† My tone closed the subject absolutely. Why not tell them? You do think it's barbaric-and cruel and wrong. Which is pretty ironic if you ask me-not that you ever do. What's the problem? Are you ashamed that you agree with Robert? Because he's more human than the others? Melanie, having found her voice, was becoming downright unbearable. How was I supposed to concentrate on my work with her opinions sounding off in my head all the time? In the seat behind Robert, a dark shadow moved. The Seeker, clad in her usual black, leaned forward, intent for the first time on the subject of discussion. I resisted the urge to scowl at her. I didn't want Robert, already looking embarrassed, to mistake the expression as meant for him. Melanie grumbled. She wished I wouldn't resist. Having the Seeker stalk our every footstep had been educational for Melanie; she used to think she couldn't hate anything or anyone more than she hated me. â€Å"Our time is almost up,† I announced with relief. â€Å"I'm pleased to inform you that we will have a guest speaker next Tuesday who will be able to make up for my ignorance on this topic. Flame Tender, a recent addition to our planet, will be here to give us a more personal account of the settling of Fire World. I know that you will give him all the courtesy you accord me, and be respectful of the very young age of his host. Thank you for your time.† The class filed out slowly, many of the students taking a minute to chat with one another as they gathered their things. What Kathy had said about friendships ran through my head, but I felt no desire to join any of them. They were strangers. Was that the way I felt? Or the way Melanie felt? It was hard to tell. Maybe I was naturally antisocial. My personal history supported that theory, I supposed. I'd never formed an attachment strong enough to keep me on any planet for more than one life. I noticed Robert and Faces Sunward lingering at the classroom door, locked in a discussion that seemed intense. I could guess the subject. â€Å"Fire World stories ruffle feathers.† I started slightly. The Seeker was standing at my elbow. The woman usually announced her approach with the quick tap of her hard shoes. I looked down now to see that she was wearing sneakers for once-black, of course. She was even tinier without the extra inches. â€Å"It's not my favorite subject,† I said in a bland voice. â€Å"I prefer to have firsthand experience to share.† â€Å"Strong reactions from the class.† â€Å"Yes.† She looked at me expectantly, as if waiting for more. I gathered my notes and turned to put them in my bag. â€Å"You seemed to react as well.† I placed my papers in the bag carefully, not turning. â€Å"I wondered why you didn't answer the question.† There was a pause while she waited for me to respond. I didn't. â€Å"So†¦ why didn't you answer the question?† I turned around, not concealing the impatience on my face. â€Å"Because it wasn't pertinent to the lesson, because Robert needs to learn some manners, and because it's no one else's business.† I swung my bag to my shoulder and headed for the door. She stayed right beside me, rushing to keep up with my longer legs. We walked down the hallway in silence. It wasn't until we were outside, where the afternoon sun lit the dust motes in the salty air, that she spoke again. â€Å"Do you think you'll ever settle, Wanderer? On this planet, maybe? You seem to have an affinity for their†¦ feelings.† I bridled at the implied insult in her tone. I wasn't even sure how she meant to insult me, but it was clear that she did. Melanie stirred resentfully. â€Å"I'm not sure what you mean.† â€Å"Tell me something, Wanderer. Do you pity them?† â€Å"Who?† I asked blankly. â€Å"The Walking Flowers?† â€Å"No, the humans.† I stopped walking, and she skidded to a halt beside me. We were only a few blocks from my apartment, and I'd been hurrying in hopes of getting away from her, though likely as not, she'd invite herself in. But her question caught me off guard. â€Å"The humans?† â€Å"Yes. Do you pity them?† â€Å"Don't you?† â€Å"No. They were quite the brutal race. They were lucky to survive each other as long as they did.† â€Å"Not every one of them was bad.† â€Å"It was a predilection of their genetics. Brutality was part of their species. But you pity them, it seems.† â€Å"It's a lot to lose, don't you think?† I gestured around us. We stood in a parklike space between two ivy-covered dormitories. The deep green of the ivy was pleasing to the eye, especially in contrast to the faded red of the old bricks. The air was golden and soft, and the smell of the ocean gave a briny edge to the honey sweet fragrance of the flowers in the bushes. The breeze caressed the bare skin of my arms. â€Å"In your other lives, you can't have felt anything so vivid. Wouldn't you pity anyone who had this taken from them?† Her expression stayed flat, unmoved. I made an attempt to draw her in, to make her consider another viewpoint. â€Å"Which other worlds have you lived on?† She hesitated, then squared her shoulders. â€Å"None. I've only lived on Earth.† That surprised me. She was as much a child as Robert. â€Å"Only one planet? And you chose to be a Seeker in your first life?† She nodded once, her chin set. â€Å"Well. Well, that's your business.† I started walking again. Maybe if I respected her privacy, she would return the favor. â€Å"I spoke to your Comforter.† And maybe not, Melanie thought sourly. â€Å"What?† I gasped. â€Å"I gather you've been having more trouble than just accessing the information I need. Have you considered trying another, more pliable host? She suggested that, did she not?† â€Å"Kathy wouldn't tell you anything!† The Seeker's face was smug. â€Å"She didn't have to answer. I'm very good at reading human expressions. I could tell when my questions struck a nerve.† â€Å"How dare you? The relationship between a soul and her Comforter -â€Å" â€Å"Is sacrosanct, yes; I know the theory. But the acceptable means of investigation don't seem to be working with your case. I have to get creative.† â€Å"You think I'm keeping something from you?† I demanded, too angry to control the disgust in my voice. â€Å"You think I confided that to my Comforter?† My anger didn't faze her. Perhaps, given her strange personality, she was used to such reactions. â€Å"No. I think you're telling me what you know†¦ But I don't think you're looking as hard as you could. I've seen it before. You're growing sympathetic to your host. You're letting her memories unconsciously direct your own desires. It's probably too late at this point. I think you'd be more comfortable moving on, and maybe someone else will have better luck with her.† â€Å"Hah!† I shouted. â€Å"Melanie would eat them alive!† Her expression froze in place. She'd had no idea, no matter what she thought she'd discerned from Kathy. She'd thought Melanie's influence was from memories, that it was unconscious. â€Å"I find it very interesting that you speak of her in the present tense.† I ignored that, trying to pretend I hadn't made a slip. â€Å"If you think someone else would have better luck breaking into her secrets, you're wrong.† â€Å"Only one way to find out.† â€Å"Did you have someone in mind?† I asked, my voice frigid with aversion. She grinned. â€Å"I've gotten permission to give it a try. Shouldn't take long. They're going to hold my host for me.† I had to breathe deeply. I was shaking, and Melanie was so full of hate that she was past words. The idea of having the Seeker inside me, even though I knew that I would not be here, was so repugnant that I felt a return of last week's nausea. â€Å"It's too bad for your investigation that I'm not a skipper.† The Seeker's eyes narrowed. â€Å"Well, it does certainly make this assignment drag on. History was never of much interest to me, but it looks like I'm in for a full course now.† â€Å"You just said that it was probably too late to get any more from her memories,† I reminded her, struggling to make my voice calm. â€Å"Why don't you go back to wherever you belong?† She shrugged and smiled a tight smile. â€Å"I'm sure it is too late†¦ for voluntary information. But if you don't cooperate, she might just lead me to them yet.† â€Å"Lead you?† â€Å"When she takes full control, and you're no better than that weakling, once Racing Song, now Kevin. Remember him? The one who attacked the Healer?† I stared at her, eyes wide, nostrils flared. â€Å"Yes, it's probably just a matter of time. Your Comforter didn't tell you the statistics, did she? Well, even if she did, she wouldn't have the latest information that we have access to. The long-term success rate for situations such as yours-once a human host begins to resist-is under twenty percent. Did you have any idea it was so bad? They're changing the information they give potential settlers. There will be no more adult hosts offered. The risks are too great. We're losing souls. It won't be long before she's talking to you, talking through you, controlling your decisions.† I hadn't moved an inch or relaxed a muscle. The Seeker leaned in, stretched up on her toes to put her face closer to mine. Her voice turned low and smooth in an attempt to sound persuasive. â€Å"Is that what you want, Wanderer? To lose? To fade away, erased by another awareness? To be no better than a host body?† I couldn't breathe. â€Å"It only gets worse. You won't be you anymore. She'll beat you, and you'll disappear. Maybe someone will intervene†¦ Maybe they'll move you like they did Kevin. And you'll become some child named Melanie who likes to tinker with cars rather than compose music. Or whatever it is she does.† â€Å"The success rate is under twenty percent?† I whispered. She nodded, trying to suppress a smile. â€Å"You're losing yourself, Wanderer. All the worlds you've seen, all the experiences you've collected-they'll be for nothing. I saw in your file that you have the potential for Motherhood. If you gave yourself to be a Mother, at least all that would not be entirely wasted. Why throw yourself away? Have you considered Motherhood?† I jerked away from her, my face flushing. â€Å"I'm sorry,† she muttered, her face darkening, too. â€Å"That was impolite. Forget I said that.† â€Å"I'm going home. Don't follow.† â€Å"I have to, Wanderer. It's my job.† â€Å"Why do you care so much about a few spare humans? Why? How do you justify your job anymore? We've won! It's time for you to join society and do something productive!† My questions, my implied accusations, did not ruffle her. â€Å"Wherever the fringes of their world touch ours there is death.† She spoke the words peacefully, and for a moment I glimpsed a different person in her face. It surprised me to realize that she deeply believed in what she did. Part of me had supposed that she only chose to seek because she illicitly craved the violence. â€Å"If even one soul is lost to your Jared or your Jamie, that is one soul too many. Until there is total peace on this planet, my job will be justified. As long as there are Jareds surviving, I am needed to protect our kind. As long as there are Melanies leading souls around by the nose†¦Ã¢â‚¬  I turned my back on her and headed for my apartment with long strides that would force her to run if she wanted to keep up. â€Å"Don't lose yourself, Wanderer!† she called after me. â€Å"Time is running out for you!† She paused, then shouted more loudly. â€Å"Inform me when I'm to start calling you Melanie!† Her voice faded as the space between us grew. I knew she would follow at her own pace. This last uncomfortable week-seeing her face in the back of every class, hearing her footsteps behind me on the sidewalk every day-was nothing compared to what was coming. She was going to make my life a misery. It felt as if Melanie were bouncing violently against the inner walls of my skull. Let's get her canned. Tell her higher-ups that she did something unacceptable. Assaulted us. It's our word against hers – In a human world, I reminded her, almost sad that I didn't have access to that sort of recourse. There are no higher-ups, in that sense. Everyone works together as equals. There are those whom many report to, in order to keep the information organized, and councils who make decisions about that information, but they won't remove her from an assignment she wants. You see, it works like – Who cares how it works if it doesn't help us? I know-let's kill her! A gratuitous image of my hands tightening around the Seeker's neck filled my head. That sort of thing is exactly why my kind is better left in charge of this place. Get off your high horse. You'd enjoy it as much as I would. The image returned, the Seeker's face turning blue in our imagination, but this time it was accompanied by a fierce wave of pleasure. That's you, not me. My statement was true; the image sickened me. But it was also perilously close to false-in that I would very much enjoy never seeing the Seeker again. What do we do now? I'm not giving up. You're not giving up. And that wretched Seeker is sure as hell not giving up! I didn't answer her. I didn't have a ready answer. It was quiet in my head for a brief moment. That was nice. I wished the silence could last. But there was only one way to buy my peace. Was I willing to pay the price? Did I have a choice anymore? Melanie slowly calmed. By the time I was through the front door, locking behind me the bolts that I had never before turned-human artifacts that had no place in a peaceful world-her thoughts were contemplative. I'd never thought about how you all carry on your species. I didn't know it was like that. We take it very seriously, as you can imagine. Thanks for your concern. She wasn't bothered by the thick edge of irony in the thought. She was still musing over this discovery while I turned on my computer and began to look for shuttle flights. It was a moment before she was aware of what I was doing. Where are we going? The thought held a flicker of panic. I felt her awareness begin to rifle through my head, her touch like the soft brush of feathers, searching for anything I might be keeping from her. I decided to save her the search. I'm going to Chicago. The panic was more than a flicker now. Why? I'm going to see the Healer. I don't trust her. I want to talk to him before I make my decision. There was a brief silence before she spoke again. The decision to kill me? Yes, that one.

Benefits Of Distributed Leadership Education Essay

Leadership is non all down to the Head instructor, the caput of section or, in the schoolroom the instructor. If it is, cipher is larning anything at all about leading. The first regulation about leading is that it is shared. † ( Brighouse and Woods, 1999:45 ) Most frequently administrative leading is viewed as different from any sorts of leading in school. The functions might be different since most managerial functions are completed outside the schoolrooms while instructors ‘ leading is exercised within the schoolroom. Nevertheless in school, instructors, decision makers, Learning Support Assistants ( LSAs ) , parents and pupils can all work together towards the betterment of Distributed Leadership ( DL ) . That is why Sergiovanni states that, â€Å" If leading is a pattern shared by many so it must be distributed among those who are in the right topographic point at the right clip and among those who have the ability. † ( 2006:189-190 ) In this subdivision, literature will be organised and focused round the undermentioned inquiries: What are the benefits of distributed leading in a secondary school? To what extent is leading shared among all stakeholders in Sunflower School? How far can administer leading facilitate acquisition? How effectual to the schools ‘ betterment and success can administer leading be? What are the benefits of distributed leading in a secondary school? A successful leader is classified as such, when s/he manages to affect others in the procedure of leading. Harmonizing to Sergiovanni, when principals portion leading, they â€Å" acquire more power in return † ( 2006:185 ) . DL besides enables those involved to develop their ain leading accomplishments. With DL, Principals are assisting their co-workers by hiking their assurance, and to do their ain determinations ( Nicholls, 2000 ) . Recently, Mifsud found that â€Å" Maltese Heads practise shared decision-making to guarantee widespread ownership † ( 2008:7 ) . Therefore all teaching-staff ( Teachers and LSAs ) will go more independent, while staying with the School Development Plan ( SDP ) and course of study. Sharing leading with all stakeholders involves giving clip to accomplish good consequences ( Brighouse and Woods, 1999 ) . The â€Å" pure † type of collegiality ( Bush, 1995:52 ) works its best, when the establishment is formed by a little figure of staff. Having a big figure of teaching-staff will certainly do DL hard. Although in our school ‘s context we have a big figure of staff, DL can still work since the teaching-staff is divided into smaller groups. Likewise, Brighouse and Woods say that, â€Å" The smaller the school or learning unit, the more leading, every bit good as work, can be shared † ( 1999:45 ) . Harmonizing to Leithwood et Al DL helps instructors to be satisfied with their work, increases their â€Å" sense of professionalism † , stimulates â€Å" organizational alteration † , increases efficiency and encourages â€Å" cross-interactions † between teaching-staff ( 1999:115 ) . Although, Blase and Blase argue that intrusting instructors with self-autonomy and empowerment makes them experience â€Å" satisfied, motivated and confident † and they are likely to give their uttermost in their occupation ( 1994:29 ) ; this sometimes may besides take the teaching-staff to overmaster the Principal like it happens in our school. Yet, Blase and Kirby ( 1992 ) found that when instructors are empowered through liberty, their attitudes and public presentation will acquire better. Furthermore, even when leading is shared among teaching-staff and pupils, this creates an attitude of regard between them, particularly when they are so straight involved. Having a dem ocratic leader helps derive attentive hearing from subsidiaries, which in bend will besides assist better relationships. When instructors working in democratic schools but had old experiences in other schools which have autocratic leaders were interviewed Blase and Blase ( 1994 ) concluded that instructors ‘ schoolroom liberty enable them to hold category control. An bossy manner called by Brighouse and Woods â€Å" north pole-north pole leading † will take instructors to work to govern and nil more ( 1999:51 ) . In contrast holding a democratic manner called â€Å" north pole-south pole † where leading is shared among all stakeholders, will â€Å" unlock tremendous rushs of energy and attempt among professionals † ( Brighouse and Woods: 1999:51 ) . They besides argue, that sharing leading will alleviate Heads organize some leading emphasis. Thus DL, leads to sharing of duty which will non stay a load on the Head ‘s shoulders. Until late, harmonizing to Cauchi Cuschieri ( 2007 ) , leading in Maltese Church Secondary Schools was seen as the Head instructor ‘s occup ation. However, the manner used today is much more DL amongst stakeholders. In our school this is non the instance, since from its initiation, it was believed that DL enables sharing thoughts and duty which eventually leads to the school ‘s betterment. Duke et Al, ( 1980 ) established, that the school is democratic one when the teaching-staff, is involved in the procedure of determination devising. Likewise, Blase and Blase argue that â€Å" increasing teacher entree to determination devising is indispensable to authorising instructors † ( 1994:33 ) . Besides, Churchfields secondary school survey shows, that instructors feel the demand to take part in the school ‘s direction as it gives better consequences in the determination devising procedure ( Bush, 1995 ) . Finally, when a determination is taken, it is the teaching-staff ‘s duty to set it into action. So, being involved leads the staff to do a determination ( Bush, 1995 ) . Rivalland ( 1989 cited in Wolfendale 1992:57 ) presents a figure of benefits that can be achieved from parental engagement in schools: They work for a better acquisition environment since it is for their ain kid ‘s involvement ; Whatever is needed to be done in school, and whatever parents are able to make, they do it and they offer themselves as human resources to the school ; They create the larning connexion between schools and pupils ‘ several places ; With their presence in school, they will go cognizant of what the school needs from clip to clip. Although, Wolfendale ( 1992 ) argues, that holding parents involved in the survey and preparation of school ‘s behavior and subject policy will give a good consequence ; this may non be applicable in our school since it seems that the Parents and Teachers Association ( PTA ) tackles merely societal issues and personal concerns of parents. However, this will be investigated subsequently on in this survey. King provinces that pupils ‘ leading is largely exercised in the â€Å" prefectorial system † ( 1973:141 ) . However, this does non look to be the lone solution for our school, since leading is besides exercised through the pupils ‘ council. It is true that the ultimate duty of decision-making in schools is in the custodies of the Principal. However, as Frost claims â€Å" Schools can besides be enriched by pupils ‘ parts to decision-making and course of study development † ( 2008:356 ) . Furthermore, when pupils are consulted in certain affairs such as finance they are taught â€Å" some of the difficult lessons of democracy † ( Colgate, 1976:123 ) . Prefects and council members are pupils peculiarly chosen to assist in school control and determination devising. If their assignment is successful they may besides function as function theoretical accounts for other pupils ( King, 1973 ) . Contrary to all the benefits of affecting all stakeholders, one has to state that collegiality is an intense activity since it entails work after school hours. Likewise, Smylie and Denny ( 1990 ) argue that the engagement of the teaching-staff in leading may be clip devouring and may hold an consequence on the pupils ‘ demands. The clip for preparation and the support allocated for these maps are non plenty, argues White ( 1992 ) . These jobs make DL more hard to win. However since all teaching-staff in our school have free periods during the twenty-four hours, this may non be a job. Adding to this, holding a big figure of participants might make jobs in communicating, even when holding a broad scope of different positions from all participants ( Bush, 1995 ) . To what extent is leading shared among all stakeholders in Sunflower School? Leadership is non a one adult male occupation, because to be successful this must be shared. Moyo writes that: â€Å" The construct of distributed leading is the thought of sharing leading amongst all stakeholders. These stakeholders, as stated earlier include caput instructors, in-between leaders, instructors, parents and pupils. † ( 2010:25 ) â€Å" It is non leading if a individual orders, requires, seduces, or threatens another ‘s conformity, † ( Sergiovanni, 2006:192 ) . So true leading is when it is shared among all those holding the ability to be involved in it. Similarly, Brighouse and Woods emphasise that: â€Å" One individual may be ‘key ‘ but leading is shared – among students, instructors and other staff and members of the community † ( 1999:48 ) . Similarly, Leithwood et Al ( 1999 ) refers to DL as a cardinal component of many SDPs. Until late the Head instructor in Maltese schools was seen as the school ‘s ultimate authorization ( Mifsud, 2008 ) . Rather than holding an bossy school, holding a democratic one entails holding a DL ( Bush, 1995 ) . With coaction, and exchange of thoughts, jobs can be solved collegially, while single qualities are developed farther ( Leithwood et al, 1999 ) . This is what Bush calls collegiality ( 1995:52 ) , and claims that there are two different types of collegiality, one is the â€Å" restricted † , intending that a figure from the staff are chosen to take part in the procedure of determination devising, while the other called â€Å" pure † is the procedure which involves everyone every bit ( Bush, 1995:52 ) . Teachers, LSAs, parents and pupils who are â€Å" tremendously committed to kids and school life † ( Brighouse and Woods, 1999:49 ) are perfect for take parting in DL, because they are more accessible, more sure, and their chief end is school be tterment. In one of the interviews carried out in Blase and Blase ‘s ( 1994 ) survey, a instructor describes best what a shared administration principal ‘s attitude should be like, that is, to steer non to order. Teachers interviewed could do comparings of past and present principals. Although it ‘s ideal to affect everyone in the procedure of determination devising, in the context of our school, there should be a individual that leads both the treatment, and assumes duty for taking the concluding determinations, which should be the Principal or a delegate. About this, Blase and Blase province that â€Å" principals are compelled to presume full duty over all school affairs † ( 1994:78 ) . Dunford et Al besides maintain that â€Å" whilst the Head will stay the leader, others will necessitate to add a leading function to their direction duties † ( 2000:5 ) . Weick ( 1976, cited in Blase and Blase 1994:135 ) claims that now schools have developed into administrations, in which decision makers and instructors work individually and independently. This does non look to be our school ‘s state of affairs, as the stakeholders all seemed to be involved in teamwork. In contrast, Blase and Blase ( 1994 ) research presents principals under survey as being unfastened to others ‘ sentiments, collegiality and DL. When this issue of DL was introduced, most Senior Management Team ( SMT ) members were being involved. Arguing this Dunford et Al ( 2000 ) say that peculiarly holding more SMT members in a secondary school, leads to the shared duty and the constitution of different functions. Leithwood et Al ( 1999:121 ) in their survey found that instructors were most likely involved in â€Å" school planning and school construction and administration † while the principals ‘ leading is more focussed to direction issues. In our school this is non the instance as in school be aftering the Principal is the Chairperson. Normally, people think that teacher leading is exercised merely within the schoolroom. However, in democratic schools like ours, instructors are involved in all facets of the school, even when taking determinations. Blase and Blase besides province that, â€Å" Successful shared administration principals show trust in instructors ‘ capacity for responsible engagement in both school-level and classroom-level determination devising. † ( 1994:27 ) Similarly Leithwood et al argued that there are two signifiers of teacher leading ; one is the formal manner for leading of category control, or an informal one: â€Å" By sharing their expertness, volunteering for new undertakings and conveying new thoughts to the school†¦ assisting their co-workers to transport out their schoolroom responsibilities, and by helping in the betterment of schoolroom pattern, † ( 1999:117 ) . Brighouse and Woods ( 1999 ) concluded that because instructors are leaders in categories they do n't wish to be followings, and so anticipate to take part more in school leading. Furthermore, they besides say that: â€Å" Successful HeadsaˆÂ ¦ are work forces and adult females with ideals and the ability to portion those ideals with those whom they lead. † ( 1999:54 ) . Therefore, through the sharing and openness of thoughts, leading is shared and determinations taken will keep much more. However, in the context of our school, if leading is to be shared and if instructors are to work in different groups, they are to be monitored either by the Principal or adjunct principal. Furthermore Leithwood et Al, ( 2000 ) claim that the figure of people involved in DL varies harmonizing to different undertakings. â€Å" Most effectual distribution of leading maps would change the Numberss of people supplying leading in response to the complexness of the undertakings to be performed-more in the instance of complex undertakings and fewer in response to simple undertakings † ( 2007:58 ) . Research shows that in Malta, â€Å" Practically all schools have instructors involved in one squad or another † ( LIE, 2009:176 ) . The benefits of DL indicate that Maltese schools are seeking to work hard on it. Since 1980, the Education Act in England â€Å" ensured parental representation on school regulating organic structures † ( Wolfendale, 1992:62 ) . Likewise, the Maltese Education Act that was reformed in 2006 provinces that the Maltese Directorate for Educational Services, â€Å" Should advance, promote and supervise the democratic administration of schools through School Councils with the active engagement of parents, instructors and pupils. † ( GOM, 2006:7 ) Therefore the PTA and Students ‘ Council were introduced in Maltese Schools so that they may take part actively in school leading and determination devising. As Wolfendale ( 1992 ) said, the purpose for parents ‘ engagement is to stand for other parents, to discourse common involvement issues and to inform other parents of determinations taken through written handbills or school meetings. It is besides described as â€Å" a forum for instructors and parents to run into and prosecute in societal and possibly fundraising activities † ( Wolfendale, 1992:74 ) . Furthermore, research in Malta confirms that parents are so involved in policy determination devising and pattern ( LIE, 2009 ) . Parents are ever lament to take part in school leading for the benefits of their ain kids and for the schools ‘ betterment ( Wolfendale, 1992 ) . In our school, this may non be the state of affairs, since there are those who are inactive and do non take part in any activities or meetings even if it regards their ain kid ‘s involvements. In most of the Maltese schools or colleges, merely a little per centum of parents are involved through the PTA commission, while others get involved merely through activities organized by the school or the PTA. Some parents â€Å" are called upon by the schools to offer their expertness where necessary † ( LIE, 2009:175 ) . However, Wolfendale ( 1992 ) notes, that sometimes instructors do non experience the benefit of parental engagement in school. Harding and Pike ( 1988 cited in Wolfendale, 1992:59 ) suggest ways in which parents can be straight involved in the school. This can be done through: Personal contact with the school and staff ; Written communicating ; PTA or other parental groups within the school ; Their engagement in school affairs and acquisition. In contrast, in primary schools the rate of parental engagement in the PTA is higher than in the secondary. This most likely happens because secondary schools are much larger in figure and more instructors are involved, so the resonance between parents and instructors may non be that strong. These issues have been called by Wolfendale as troubles â€Å" to put up and keep teacher-parent enterprises in secondary schools † ( 1992:58 ) . The development of the School Development Plan was one of the chief activities where DL was exercised in Maltese schools with the purpose of including all stakeholders in planning and treatment. As the purpose was for the school ‘s betterment and improved acquisition for all pupils, it was noticed that pupils were non included in any of the treatment. This issue was subsequently tackled foremost by a pupils ‘ school council ( LIE, 2009 ) and so by an Ekoskola commission, which takes attention of the environment ( Bezzina, 2007 ) . Since, pupils are the concluding winners of the educational establishment, they should hold infinite and chances to portion their positions and speak about their demands. Bell and Harrison ( 1998 ) province that it is of common importance for the school to work in coaction with pupils and promote them in teamwork. Likewise, Brighouse and Woods ( 1999 ) emphasis the importance of affecting kids in leading functions within the school, to do them more responsible and fix them for the universe of work. However, there are two types of pupil leaders and these must be clearly distinguished. There are those called toughs, who use their power to intimidate others and as a consequence push off all other pupils. The other group is called â€Å" unofficial leaders † ( Brighouse and Woods, 1999:48 ) , who somehow ever attract others. Furthermore, they may be trusted and given a figure of leading responsibilities to transport out as they are seen by instructors as capable and responsible students. To separate between these sorts of leaders, the school can organize a socio-gram trial at the beginning or at the terminal of the scholastic twelvemonth. How far can administer leading facilitate acquisition? Leithwood et Al ( 1999 ) argue that there is a challenge between leading pattern, and the research that points out ways in which leading affects pupils and their acquisition. In contrast, Spillane claims that: â€Å" What matters for instructional betterment and pupil accomplishment is non that leading is distributed, but how it is distributed † ( 2005:149 ) . However, Leithwood et Al ( 2006b ) maintain that after schoolroom instruction, leading is following to act upon pupils ‘ acquisition. Recently, Leithwood and Massey emphasised that â€Å" Leadership is a major cause for the betterments in pupil accomplishment. † ( 2010:79 ) Principals and other SMT members are encouraged to work difficult towards making a better environment for better acquisition. This means that they are to guarantee that the school ambiance is good both for instructors to work in and for pupils to larn. This does non mention merely to the physical environment, but besides to the distribution of leading and instructors ‘ liberty. Principals ‘ credence of trust and DL within their school means that they let the teaching-staff choose their ways and agencies of learning that is best applicable for the pupils under their duty ( Blase and Blase, 1994 ) . This besides can be done through promoting teamwork between instructors and LSAs. Similarly, Bezzina claims that â€Å" Merely by affecting all stakeholders and esteeming differences can we give birth to new thoughts † ( 2006:86 ) and therefore make a better ambiance for better acquisition. Furthermore, Brighouse and Woods highlight that DL and coaction among all staff will ensue in: â€Å" raising the accomplishment of students † ( 1999:83 ) . Christopher Bezzina conducted a instance survey in one of the Maltese Church schools, where the academic accomplishment was non so high. The school ‘s Head, holding had experiences in different schools introduced the issue of DL for better acquisition. Teaching-staff, parents and pupils were encouraged to take part in the schools ‘ affairs and determination devising programmes. The consequence was successful concluding that â€Å" choice betterment enterprises placed a great accent on the leading of the administration † ( Bezzina 2008:23 ) . Therefore, one can reason that holding DL in a school has a great impact on acquisition. Harmonizing to Moyo, DL has an consequence on pupils ‘ larning through instructors, who are the closest leaders in contact with pupils and their acquisition ; â€Å" But in order to accomplish this, instructors need to be involved and motivated by the leading, † ( 2010:23 ) . Teachers holding a personal position of DL, aid kids to larn more. This is done by affecting them in leading pattern inside and outside the schoolroom. Brighouse and Woods ( 1999 ) note that even the type of teacher-student relationship has an influence on pupils ‘ acquisition. Furthermore, holding bossy leading manner in category does non assist in making a acquisition ambiance for pupils. The instructor with good pupil relationship encourages students to ne'er give up, and aim high in life for the hereafter. As stated by Blase and Blase ( 1994 ) , instructors ‘ liberty is when they are free to make up one's mind their ain ways and agencies, to transport out their work. In Malta, instructors ‘ liberty is largely linked with the schoolroom ; where they are free to plan their lesson programs, with their ain resources, while besides holding liberty to pupils ‘ control, which Blase and Blase ( 1994:73 ) name it â€Å" disciplinary affairs † . This sort of DL will besides act upon pupils ‘ acquisition. Besides this type of liberty in the schoolroom, new methods and techniques should be tried and encouraged. This so called â€Å" invention † facilitates larning for all pupils, as instruction becomes non merely one size fits all, but adapted particularly to the students ‘ demands ( Blase and Blase 1994:75 ) through the administration of differentiated acquisition. In school, this entails teamwork, reinforces collegiality and sharing of the resources within. For instructors to better pupils ‘ acquisition, they must foremost portion their ideals with others and so work together towards that ideal. â€Å" It is the occupation of the direction to convey those ideals together into common set of aims, † ( Brighouse and Woods, 1999:54 ) . Parents are considered as the first pedagogues, great subscribers of all facets of acquisition, and ever interested in assisting their kids to larn better. Wolfendale ( 1992:60 ) argues that, â€Å" parents as pedagogues, can do a important part to kids ‘s acquisition of reading and literacy accomplishments † . Furthermore, Leithwood et al argue that: â€Å" No affair what the pupil population, affecting parents chiefly in the instruction of their ain kids is most likely to lend to kids ‘s acquisition † ( 2006a:102 ) . The survey by HMI ( Her Majesty ‘s Inspectors ) showed that Parents ‘ engagement in schools, lead to pupils ‘ success ( 1991, cited in Wolfendale, 1992:56 ) . It ‘s interesting to analyze ways in which parents can assist both instructors and pupils in relation to acquisition. However, one must besides take note of the relationship that exists between parents and instructors and non do any occupation tampering. Normally, we merely think of academic consequences when it comes to pupils ‘ acquisition. However, research shows that through their engagement in leading, pupils gain more cognition and get new accomplishments. These accomplishments are needed for their hereafter in society. Frost claims that pupils ‘ engagement in leading besides helps them get other non-academic accomplishments ; â€Å" greater self-pride, heightened assurance, interpersonal and political accomplishments, and self-efficacy when pupils have chances to exert duty † ( 2008:356 ) . When given certain leading functions, pupils set their ain marks for larning through that experience ( Brighouse and Woods, 1999 ) , which might besides be of aid to other pupils. Brighouse and Woods ( 1999 ) argue that a instructor can give duty to pupils to assist those in demand in a certain affair. Through each other ‘s support, those that have less academic abilities will accomplish and larn more. Research shows that students have so much to state about their acquisition, and as such they should be consulted for the benefit of their acquisition, and the methodological analysis used by instructors in category ( Morgan, 2011 ) . How effectual to the schools ‘ betterment and success can administer leading be? Fink sees schools as â€Å" populating systems † where: â€Å" Leadership is distributed across the assorted cells that affect a school such as pupils, instructors, parents, brotherhoods, societal services, County Hall, and local communities † . ( 2010:44 ) Bezzina ‘s survey carried out in a Maltese Church School revealed, that when instructors were involved in DL â€Å" the bulk of staff felt responsible for finding the manner forward † ( 2008:24 ) . He so concluded that school betterment and success can be achieved, â€Å" with difficult work, forfeit and committedness expressed by the Head instructor, the senior leading squad, students, parents and instructors, † ( Bezzina, 2008:26 ) . LIE maintains that when a policy ‘s determination devising procedure involves all stakeholders in a school including, SMT, instructors, pupils and parents ; â€Å" Then the values which are held beloved by the school will be on the route to success because they would hold been owned by all † ( 2009:176 ) Brighouse and Woods ( 1999:45 ) confirm that research done in the yesteryear and once more recently by OFSTED shows that, â€Å" leading in schools is the cardinal factor in betterment and success † . They besides argue that, â€Å" A cardinal ingredient to school success is the extent to which the values of school life are shared among all the members of the community, † ( Brighouse and Woods, 1999:55 ) Harmonizing to Telford ( 1995 ) coaction between all stakeholders within a school brings about school betterment. She argues that the following points which lead to school betterment impact both the persons within the school and the establishment itself ; â€Å" Development of the educational potency of pupils, professional development of instructors, good organisational wellness, institutionalization of vision † ( Telford, 1995, cited in Bell and Harrison 1998:14 ) . It is interesting to observe that it is much easier for principals to command ends instead than worlds. To derive control for the achievement of a end, leading must be shared ( Sergiovanni, 2006 ) . Little ( 1981, cited in Sergiovanni, 2006:186 ) found that when principals work through collegiality with instructors, the school will better. It is of importance to equalise the principal and instructors ‘ sentiments in a treatment, since no 1 should be preferred to the others as everyone is sharing from his/her ain cognition, for the school ‘s best involvement ( Blase and Blase, 1994 ) . Similarly, Nicholls ( 2000 ) argue that leading is best carried out when a figure of people holding the same values and purposes challenge each other for acquiring better consequences. In other words, one can state that school leading is best fulfilled when all those involved in the establishment, portion their ideas without being considered as superior to one another. Therefore, â€Å" inc luding group activity liberates leading and provides the model we need for widespread engagement in bettering schools † ( Sergiovanni, 2006:186 ) . In successful schools, when a argument crops up on school betterment, the staff should work on: â€Å" Involving students, parents and governors † ( Brighouse and Woods, 1999:83 ) . Likewise, Davies and Davies ( 2010 ) besides claim that it is important to affect others in school leading as it leads to school betterment and success. Furthermore, they say that: â€Å" Prosecuting all the staff in treatments about where the school is, where it needs to travel and therefore the accomplishments and cognition we need to larn to accomplish advancement is a uniting factor. † ( Davies and Davies, 2010:15 ) Shared leading might convey about alterations which are required for school betterment to take topographic point. The best alteration is normally one generated from something or person within the school because it â€Å" Recharges energy in participants and embraces the greatest likeliness of betterment in instruction and acquisition manners, merely because it is so localized, † ( Brighouse and Woods, 1999:60 ) . Changes for school betterment are gained faster, when instructors are involved in the procedure of determination devising ( Bush, 1995 ) . Furthermore, Brighouse and Woods, ( 1999 ) argue that when alteration for school betterment is required, clip has to be allocated in the school ‘s journal, since the staff needs clip to work on the execution procedure. In their survey Leithwood et Al concluded that instructors consider their engagement in leading, as a measure for the school to be more â€Å" effectual † and â€Å" advanced † ( 1999:121 ) . Furthermore, when instructors are involved in the determination devising they are less likely to hold inauspicious reactions to principals ‘ outlooks. Harmonizing to Dunford et Al ( 2000 ) when the determination doing process involves those who are closest to its impact it gives a positive attitude towards school betterment. In add-on, they say that if secondary schools want to be effectual, leading must be shared at least among senior staff. Furthermore, Sergiovanni ( 2006 ) emphasises that in schools where power is shared among principals, instructors, parents and others, work is done autonomously towards schools purposes for school betterment. Likewise, Nicholls ( 2000 ) claims, that a shared vision is indispensable for school betterment. Trusting instructors through authorization may take principals to accomplish their coveted ends without enforcing them. â€Å" Building trust is critical to authorising instructors, † ( Blase and Blase, 1994:29 ) . They besides claim that this shows that the principal demonstrated great religion in them and valued them as experts and professionals, † ( Blase and Blase, 1994:77 ) . Teachers involved in different leading functions are expected to work for the betterment of the decision-making procedure ( Leithwood et al, 1999 ) . This collegial procedure of affecting others in the determination devising procedure is exercised through treatment and shared power in the establishment. â€Å" In a collegial, collaborative environment, principals systematically concentrate on enabling others to analyze and redesign schools for improved acquisition, and instructors learn to portion power and work as a squad. † ( Blase and Blase, 1994:33 ) Leithwood et Al ( 2007 ) concluded that when DL is implemented and when chances are offered, staff will be much more motivated to work towards school betterment. From their research Leithwood et al established that: â€Å" Informal leaders had more involvement with making high-performance outlooks and actuating others than formal school leaders, while formal leaders had more to make with identifying and jointing a vision. † ( 2007:57 ) With informal leaders we can include both parents and students. When pupils are at place most of them speak about their school experience with their siblings and through this parents get to cognize their ideas and feelings. Hence, parents might be another nexus between schools and kids. Parental engagement in schools may convey about alterations which will eventually take to school betterment. Similarly, Wolfendale argues that, â€Å" parental sentiment can be mobilized to convey about important alterations † ( 1992:63 ) . Decision â€Å" School ‘s success lies in the accomplishments and attitudes of the professional staff, non simply within the leading capablenesss of the principal. † ( Blase and Blase, 1994:28 ) Therefore DL is needed for growing and development because the Principal sometimes is in demand of other staff members to work out certain jobs. Harmonizing to Bezzina, DL â€Å" calls for an extension of that power vertically downwards to affect all members of staff, † ( 2000:305 ) . Furthermore, the concluding consequence of school success is a occupation that belongs to all stakeholders involved and non merely a Principal ‘s occupation. This is the purpose of this survey to look into the DL system in Sunflower school and eventually happen some recommendations to how it can be improved. As Mifsud suggests: â€Å" There could be infinite for more leading functions within the school and more enterprises by different stakeholders can be taken up, therefore widening the range for leading distribution. † ( 2008:8 ) Therefore through sharing leading with all stakeholders in the establishment both school and acquisition will be enriched.

This is a position paper for an economics case Research

This is a position for an economics case - Research Paper Example This paper discusses the trend and status of prices and the standard of living in the U.S. The current situation in the economy is the weakest though the economic fundamental might show the economy is doing fine. Even when the rate of unemployment is as it lowest, and the free market uninterrupted by economic crisis there is more to be done on the prices of goods. People may be in employment, but still life in poverty because the cost of living is high. The economy of the United States has increased since the inception of the industrial revolution with the exception of instances of economic crisis in 19 30 and other financial crisis including the 2007 -2008 financial turmoil. During the recession, the economy output of the country decreases and people lose job, as a result. In case where people keep their job they do so with pay cut to ensure that the industry survives the crisis. This demonstrates the worst of the effect of prices in the economy. However, during the boom it is only a few who benefits and the rest of the people condition remain unchanged. Moreover, the government had resulted to borrowing to maintain a high standard of living. This, however, has a negative effect on prices and inflation. The country right now is dealing with the problem of debt, and it had reached the maximum amount that was set earlier by the congress. Therefore, failure to pass a debt ceiling bill that increases the level at which the government can borrow leave the government operation vulnerable and a possibility of defaulting past engagements. The challenges of unstable prices are borne by consumers because they are trapped within their wages. The United State Bureau of Census and concern from the labour sector has been raising concerns of the living standard in the next decades. The Bureau of Census has projections of the country’s economic capability to maintain a healthy

Compre and contrast education of a coach and quiet strength Essay

Compre and contrast education of a coach and quiet strength - Essay Example From the book, the author also highlighted coaching skills which mainly focused on character creation and considering the influence of God as a leader and a source of direction. The novel bases its creation of coaching skills in three main points: No excuses, No explanations Coach Dungy always wanted his players to take responsibility of all the actions they take up. In his argument this would make them great men not just great players. Taking responsibility of their actions created a perception in them to be responsible in life not just as players. In this coaching tactic, he encourages them to live by the word of Lord; the truth shall set you free (Dundy & Whitaker 114). He teaches his players to stop blaming others and from this is the only way they could be free and happy with their actions (Dundy & Whitaker 114). The Lord always gives us direction if we just have enough faith Dungy recognizes the influence and importance of God throughout his life and he wanted to replicate this success by enlightening his players on the importance of believing in the grace of God (Dungy & Whitaker 40). When he was sacked as the coach of Tampa Bay Buccaneers, he viewed this as a direction God has planned for him (Dungy & Whitaker 40). ... In Quiet Strength leadership tactics are also connected to those bearing characteristics of being able to retain a good relationship with God as well as people in the community. Dungy does not view his leadership and coaching responsibility for not only being able to win trophies and league games by the views his post as one supposed to be helpful to the society(Dungy & Whitaker 8). He practices social responsibility by ensuring he addresses issue in the community and enabling community members realize their importance in life. For instance, after the death of his son he realized the community had a deficiency in empowering its young population (Dungy & Whitaker 8). He empowered young people and enabled them to face life challenges in a more responsible way. He also enables parents who face the same challenges as him in regards to loosing a son face the situation in a more positive way (Dungy & Whitaker 8). â€Å"The education of a coach† David Halberstam was also an exception al coach and leader as his influence in the NFL remain significant to date in regards of his success story and relationship with his players. The coach however, focused more on building tactics based on the game rather than focusing on creation of great personality of his players. He believed that success in the game would replicate success in every other aspect of life. Since he was a child, he had the passion to be football sportsman and help from his father made this dream a reality (Halberstam 50). He grew up analyzing the game and analyzing the tactics from each and every game he watched. In most cases he was referred to s the chalk man, this was in regard to his tactful prowess and his drawing and writing character when he explained to his players what they had to do (Halberstam 40).

Study of East vs Western Germany following WWII, Specifically, the Essay

Study of East vs Western Germany following WWII, Specifically, the effects of the Marshall Plan vs Communism and its effects on - Essay Example German was affected by the communism. The communist controlled everything in the country and the economic growth depended on them. These also led to the war. If the economy of the country would have grown, there would be an occurrence of the war again. The continued existence of communism would cause this. This war led to the drop in the economy in Europe and many people died. As a result, there was a need to revive its economical strength in this continent. This was to involve a well structured plan and if need be get financial support. This was also to end soviet communism that was widespread in the most parts of the continent, especially in the Eastern German. These on the other hand had an effect on various aspects. These include: Gross Domestic Product (G.D.P), per capita income, infrastructure and national strength. Marshall Plan was involved a program that would provide a solution for German’s downfall. This plan was a reconstruction program that was borrowed from the U nited State of America and aimed at providing financial support to the dying economy of Europe. The Marshall plan was brought about by George Catlett Marshall. It was a plan the European countries were to accept to so that the economy that had died during the WWII. Its major aim was to finance the Europeans scheme to revive the economy among its nations. It was to ensure that various uncertainties in those schemes were brought to an end. The plan was also trusted on the side of military support to the continent ( Albrecht 2008). Four years after the end of the Second World War, the continent had experienced tremendous success in its states, Germany for this matter. Therefore European states became part of the American organizations to ensure that they were economically stable. The plan had a lot of concern on regaining what was lost during the war. As a matter of fact, the advanced American models that were highly effective were employed. The major concern of this was to make the bu siness practices and industrial sector advanced. Analysis (Descriptive) The incorporation of the plan had a number of effects the stability of the countries of the continent. Firstly, German became well financially and this was even better than the before the start of the war, seven years after the war. The war left the country with its relation with countries being minimal. These caused it to have less access of the products in those nations. Fortunately, the county’s financial capability was raised by zero-point-three-five six years later after the war. The national industrial production went down drastically. This caused the state to incur a lot on expenditure despite the taxes being reduced. On applying the recovery plan, the industrial production went up abruptly. This was better as compared to the production in the Agricultural sector. Germany depended on coal production, which immediately after the war grows slowly, but later on picked up and boosted the economy in the state. This production in this country was better as compared with other states. The production was low because the European countries had difficulties with obtaining raw materials from other countries worldwide for their industries. European culture demanded that Agricultural items were to be obtained from the eastern and in turn industrial items were sold to their partners from western side. This business between states was interfered with since there was no good trade relation amongst them. The labor division was also hard to be brought back to

The Fall Prevention Among High Risk Patients Research Paper

The Fall Prevention Among High Risk Patients - Research Paper Example to population at high risk, and one step closer to this goal is through this study by raising awareness about this problem and propose solutions in minimizing falls, more specifically for patients at high risk. Literature Review A fall is an incident when a patient â€Å"unexpectedly comes to rest on the ground, floor or another level† (Haines et al, 2007). Falls are a major safety concern for hospitals, which accounts to 32.3% of incidents related to safety, and 35.3% of those incidences resulted to harm and even death (Healey et al, 2007). Medicaid has a greater utilization costs resulting from falls (Shumway-Cook et al, 2009). Fortunately, there are already a vast number of studies which were addressed for falls and fall prevention is already a part of the nursing curriculum a long time ago. Researches in risk identification for falls are abundant especially the studies among the elderly population. The study of Rubenstein (2006) tabulated the risk factors for falls from th e most frequent to the less common; the most prominent risk factor is weakness, followed by balance deficit, gait deficit, visual deficit, limited mobility, cognitive impairment, impaired functioning and postural hypotension. Other risk factors identified by Faulkner et al (2009) are height, fear of falling, â€Å"fast-paced walking speed†. Lee & Stokic (2008) investigated the risk factors for falls in patient undergoing rehabilitation identified the diagnoses of stroke, amputation and large co-morbidities as additional risk factors for falls. Among the postmenopausal women, the risks factors for falls were related to age, education, hearing status, history of fracture and hypothyroidism (Barrett-Connor et al, 2008). In terms of visual deficit, visual field loss appears to be the specific risk... This study aims to reduce the incidence of falls among the populations who are at high risk for falls in the hospital setting. This study will take place at a community hospital in Maryland. This study is a non-experimental, retrospective, descriptive case study. This design is selected since the paper will identify the risk factors that are present in the study setting without any manipulation of the variables. This study will try to investigate the fall incidences and the risk factors present retrospectively rather than prospectively. It is a case study since it will attempt to investigate in-depth the institution selected by the researcher to understand the issues underlying the risk factors and fall incidents in order to come up with fall prevention strategies in response to the risks identified. This study has a major strength in data collection, which does not require experimental treatment and is convenience for the researcher to gather data using available records. However, weaknesses of this study is the sampling bias (though the convenience sample of the hospital selected), small sampling size and poor generalizability of the findings. The study will use descri ptive statistical measures through the use of SPSS. This study will only identify the risk factors and use simple statistical tables in determination of the most frequently observed risk factors and to be place on a graph. Relationship of the variables will be assessed using the product-moment correlation coefficient.

Steriodogenesis has a common pathway but hormonal steriods are Essay

Steriodogenesis has a common pathway but hormonal steriods are secreted in a strongly cell specific manner. Discuss - Essay Example Steroidogenesis takes place in endocrine glands like the adrenal and gonads.P450side chain linked cleaving enzyme get involved in the interconversion of cholesterol to Carbon18, Carbon19, and Carbon21 and this is the committed step of Steroidogenesis (John 1994, p.33). HMG-CoA or the mevalonate pathway generates isopenteyl pyrophosphate and dimethylallyl pyrophosphate which serve as precursors for steroidal hormones biosynthesis. Isopenteyl pyrophosphate and dimethylallyl pyrophosphate become joined forming geranyl pyrophosphate that becomes lanosterol (Mary 2011, p.55). Lanosterol undergoes Steriodogenesis transformation to form other steroids. All steroid hormones in humans follow this pathway, but not all steroids are hormones (John 1994, p.77). Steroid hormones are crucial for proper functioning of the body. They get synthesized from cholesterol which is also a component of the cell membrane thus the hormone is able to enter the cell and bind to its receptor. Steroid hormones get classified as androgens, estrogens, progestins, mineral corticoids and glucocorticoids. Both estrogens and androgens get generated by the gonads and affect sexual development. Progestrins mediate the menstrual cycle and pregnancy. Excretion of water and salts by the kidney get regulated by mineral corticoids while lipid carbohydrate and protein metabolism become affected by glucocorticoids. Steroid hormones become synthesized when they are need. The brain releases a signal when the body wants a certain protein synthesized or needs a certain process done (John 1994, p.78). These signals get transmitted via the intermediary hormones in other words through trophic hormones. Once released, they act on the central nervous system and the peripheral target tissues (Richardb2010, p.67). One can regulate the amount of steroid hormone secretion by regulating the amount of cholesterol produced because cholesterol is the precursor for these hormones. The adrenal cortex has three main tissue re gions: the zona glomerulosa, zona fasciculate, and zona reticular is. These zones are histological and enzymatically distinct and the exact steroid hormone secreted depends on the enzymes present (Reginald 2010, p.34). Adenocorticotropin (ACTH) hormone regulates hormones produced at the zona reticularis and zona fasciculata (Donald 2010, p.56). The hypothalamus releases ACTH in to the blood stream then it become carried to the adrenal glands where it binds to ACTH receptors on the cell membrane activating adenylate cyclase with production of cAMP (second messenger).This leads to ultimate secretion of cortisol. When the body needs to accumulate more sodium, angiotensinogen get released from the liver and it become to angiotensin( i) and later angiotensin (ii) that bind to the cell membrane receptors which get coupled to the phospholipase c of the zona glomerulosa (John 1994, p.32).This leads to secretion of aldosterone; a mineral corticoid. Aldosterone leads to sodium retention by fa cilitating gene expression of messenger RNA for sodium-potassium ATPase which is responsible for reaccumulation of sodium and potassium. Gonadol steroid hormones become secreted by the testis and ovaries. The important hormones in this category are the estradiol and testosterone. Luteinizing hormone stimulates testosterone production in men by binding to Leydig cells. Androgen binding protein transports testosterone sertoli cells which convert it to

Information system in Management Essay Example | Topics and Well Written Essays - 750 words

Information system in Management - Essay Example It is therefore clear that by identifying strength position, business can take fair advantage, eliminate wrong situations and eventually creating sustainable advantage. Supplier power is one of the important forces which help business to determine ease of driving up prices by the suppliers. Business may counterbalance this force by standardizing specifications in parts for it to change among suppliers easily. Business may decide to add more vendors or even change technology to eliminate coming together of strong suppliers. By standardizing specifications, adding more vendors and changing technologies, it would be easy to weaken supplier power hence creating sustainable advantage (Porter, 2008). Additionally, there is buyer power which includes the number of buyers as well as their importance to the business. Business would have sustainable advantage if the number of buyers who can control the business and lower down pressure. Business should therefore attempt to disperse their buyers and ensure that not a few buyers can control it by dictating transactional terms. Moreover, business may have tremendous strength if there are few competitors in the industry. Competitive rivalry is a very crucial force that every organization must take serious note of. For sustainable advantage, a firm may decide to differentiate her products and add value as a way of staying ahead of their competitors. This will also reduce the threat of substitution through supplying of unique products that cannot be easily substituted hence boosting a business power. Furthermore, threat of new entry is very important because the easier it is to enter the market due to minimal cost and time, the bigger the threat. An organization should try as much as possible to guard her key technologies and increase economic of scales which strengthens durable barriers hence providing favorable position (Porter, 2008). It is important for every business to create value since it is out of the value created

Finance Management in Multinational Organizations Essay

Finance Management in Multinational Organizations - Essay Example Thus the overall uncertainty related with multinational firms require that such organizations must develop and implement financial strategies which help them not only to successful manage the risk but also ensure that consistent profits are streamed into the firm from its operations. Due to increased risk, multinational organizations often use financial derivatives to hedge themselves against certain risks also so that the overall financial interest of the organization remain intact. There are different areas which multinational organizations look to manage in terms of managing the financial resources of the firm. For example, use of debt is one of the most critical aspects of availing and managing it besides ensuring that firm generates enough cash flows to repay the debt too. Similarly, setting up adequate dividend policies is another area of importance which needs to be taken care off as shareholders of multinational organizations often place a larger premium on the overseas operations of multinational organizations. One of the most important characteristics of financial management at multinational organizations is the dealing in foreign currency. Multinational organizations often deal in more than one currency and also have to translate their earnings and revenues into one base currency therefore besides running other risks; multinational organizations also have to deal with the risk arising due to movement in foreign exchange rates. (Stopford & Wells, 2007). Similarly management of debt is also an important aspect of financial management as it directly correlates with the tax management also. In a bid to manage taxes in more efficient manner, multinational organizations often shift the debt to high tax countries in order to free up some liquidity as well as avail overall reduction in cost of debt. This also supports multinational organizations to achieve optimum level of capital structure

Empowering through a Self-Sufficiency Strategy Essay

Empowering through a Self-Sufficiency Strategy - Essay Example To overcome the difficulties faced by the tsunami, all NGO's working in that area contributed a lot. Their activities were focussed in areas like physical well being of the victims akin to food clothing and shelter, mental aspects relating to sense of security, reinstating relationships and the economic side comprising of funds as well as resources required for daily life. The initial response of NGO's was to supply materials like food, clothing, napkins etc. More over they also concentrated in the removal of debris, dead bodies of humans and animals. Besides these activities, other services like ensuring clean drinking water, community medical camps, immunization programmes, trauma counselling etc was also done (Arnold.J.P.S. 2005). The devastation caused by the tsunami in the coastal regions has created a new challenge for NGO's working in that area, particularly in the field of water purification. To face the challenging situation NGO's have developed and installed equipments in t he region. (Asian Tsunami concentrates minds around the world. 2006.) The civil wars taking place in Afghanistan and Iraq has increased the misery of the common man living there. During the latter half of the year 2005 many natural disasters occurred in different parts of the world. Large scale of destruction has occurred. The most important effect of war on the society is the destruction of the victim's social environment, their natural living instincts and history as well as identity of their cultures (Zwi.A.B 2000 July 22). The roles that various NGO's play in Iraq are vital. At present they have tailored to the present situation of mistrust, doubt etc. NGO's have adopted the coordination mechanism which helps to locate the needy as well as to understand the situation. To cater to the present needs, NGO's have triggered the field related emergency arrangements. Due to the crisis in Iraq over 8 million people are in need for humanitarian aid. This situation has arisen due to a number of causes like corrupted basic services, failure of finding livelihoods, and uncontrolled price rises. The sadder side of Iraq is that the government and other agencies have a limited role to solve the crisis because of the lack of chance to contact the population. (NGOs Coordination Committee in Iraq. 2007). During the rehabilitation process of the Afghan war, funds around 35 million were distributed for developing the health services sector. NGO's working in the health sector of Afghanistan has brought significant changes and success in the area. Preparation of separate waiting room for female patients and a completely renovated delivery room accompanied by a neo natal ward equipped with modern equipments were also established. For the disposals of clinical waste, pits were dug up and steel and brick furnaces were constructed. NGO"s has also appointed their own staff for monitoring these activities also. (A Formula for Success in Afghanistan) The dangerous war fields of Congo, Sudan and Uganda in Africa are among the most dangerous places to live in. this fact was published by a poll conducted by Reuters. The most affected are children and woman who always find themselves in the receiving end. (Rowling.M. 7-7-2006) Rowling.M. 7-7-2006. The world's 10 worst child danger spots. According to

Commanding Heights Essay Example for Free

Commanding Heights Essay †¢ Episode 1: The Battle of Ideas begs a comparison between socialism and capitalism. †¢ It traces the world’s economic history from the early 1900’s to the events following 9/11. †¢ Asks the question which is a better and more foolproof economic system government control or free markets? †¢ It delves into how the First World War impacted two brilliant economists, Keynes and Hayek. And then follows both Keynes and Hayek through their respective career paths (Keynes role as an advisor to the British Government on wartime economy and Hayek as an Austrian soldier). †¢ Keynes predicted that the result of the treaty of Versailles and demanding reparations from an already bankrupt Germany and Austria would cause another war, The Second World War. †¢ Meanwhile Hayek and his disciple Zlabinger fought against hyper inflation and encouraged free markets. †¢ Simultaneously the American Economy was booming, till October 24th, 1930 when the great depression hit and unemployment soared and industry stopped and half of the US banks were closed down. †¢ During this time Keynes’s theory of government intervention helped lead the way out of the problem (Keynes wrote about Macroeconomics). †¢ Meanwhile Lenin had introduced the New Economic Policy which consisted of grass root level capitalism but the commanding heights would still be under the government. The reform was met with scrutiny from the left, soon after Stalin took power and employed centralised planning of every economic aspect. †¢ Owing to the recovery from the Great Depression and Keynes’ key role in the Breton Woods Conference, in America Keynesianism took control and Hayek faded into the background. †¢ In Britain a welfare state and socialism built the country back from the bottom up. †¢ Newly independent countries like India also employed Keynesian methods, allowing for State led industry. †¢ One third of the world followed aspects of socialism until Churchill and Margaret Thatcher and Keith Joseph were influenced by Hayek’s book, ‘Road to Serfdom.’ †¢ In Germany, Ludwig Erhard stopped price control and re-started the free market economy to combat hyperinflation. The success of his risky decision led to the German Economic Miracle. †¢ While Keynes’ still had a strong hold over Washington, a Chicago School of Economics was created and it emphasised Hayek’s theory as a measure to battle stagflation. †¢ Finally Thatcher’s election and confidence in Hayek’s theory allowed for free markets to be established again. Thus, after a period of a century came back to where it was at the beginning of the century, back to free markets.

Effective Strategies Essay Example for Free

Effective Strategies Essay â€Å"Some unions feel that the organization does not compensate its members fairly, or that the organizational working conditions are less than desirable. Conversely, some employers feel that unions interfere with management decisions and impede on a positive relationship between managers and employees. There may be some truth to both perceptions† (Ashford University). I will provide a â€Å"†¦detailed explanation of the effective strategies an organization can implement to create and maintain a conducive working relationship with unions, as well as the effective strategies a union can implement to create and maintain a conducive working relationship with management† (Ashford University). I will begin by briefly describing the role of management in an organization. Management is responsible for the smooth running of the company. Keeping employees happy on the job would be one of the duties involved. Keeping up with industry standards and always moving forward with innovation, while heeding all safety regulations and laws. Working with and not against the flow of the operation to be successful while making a profit is where management can soar. Secondly I will briefly discuss the role of a union in an organization. A basic requirement of unions is that members give up their individual rights (e.g., raises based on performance) to benefit the collective (e.g., cost of living increases to all employees). Is this equitable and fair? Well members of unions negotiate as a group with the employer and this ensures more power than if they were just alone on their own. While it has been documented that union employees make 27 percent more than nonunion workers. Ninety-two percent of union workers have job-related health coverage versus 68 percent for nonunion workers. Union workers also have a great advantage over nonunion workers in securing guaranteed pensions (howstuffworks.com). This is the bright side of union membership, so it seems that giving up rights to obtain these advantages would be sound advice. In my opinion if the union performs the duties the member/employee signed up for, then yes it would be equitable and fair to give up their rights. On the other hand if the union  performed poorly in its duties, I would consider leaving for another position elsewhere. Some of the positives that involve unions would be the capitalist ideas that make this country what it is today. Unions are there for each employee who is represented by them and protected in the work place from unfair tactics. â€Å"Capitalism is directed towards the pursuit of profits and unions are directed towards the rights of workers.† The way these opposing viewpoints can be advantageous, yet destructive, to the business community depends on the way they balance the two. A profits interest is often referred to as a carried interest. A profits interest is typically given as a reward for the performance of services (myllcagreement.com) This method serves as an incentive for partners to become more proactive in pursuing bigger and better profits thus contributing towards the companies growth (investopedia.com). Growth is essential to the success of the business and the union, without losing sight of the interests of the employee (member). Growth indicates a profit is made and a company should hold in high esteem the people who made this so. So as a company grows it should ensure the employees are happy and treated fairly. They should not lose sight of the bottom line which is the business itself: them and the employees. Unions step up to make sure the employee is treated right with fair conditions and proper raises as the company moves forward. The destructive issue could occur if the employee was not rewarded as the profits increased. An unhappy employee will make for an unsuccessful business. There are some downsides to unions. Let me first say that strikes are a big part of what could possibly be the one downside, if issues do not work for the benefit of the employee represented. Although strikes were intended to get management’s attention, â€Å"The incidence of strikes has been almost steadily decreasing, and strikes now consume a minuscule portion of total working time—in the neighborhood of one-twentieth of 1 percent in most recent years† (Sloane, 2010, pg. 4). Many times a settlement takes place which will avert a strike and this is when both sides reach a compromise. If a strike ensues only a percentage of employees’ wages are paid, if they participate in picket duty. But, â€Å"For most unionized employees who agree to strike: †¢They stop getting a paycheck. †¢Their family’s healthcare and dental benefits are suspended. †¢They are not  eligible to receive state unemployment benefits. †¢Their job can be filled with a replacement worker.  Ã¢â‚¬ ¢Their job can be impacted in the future, if there is a loss of customers during the strike† (cintasfreedomtochoose.com). Depending on the results of the strike, winning or losing could alter the reputation of the union and also of the employer, for better or worse depending on the results. Appropriate circumstances where a strike would be an appropriate bargaining tactic would be when a failure to communicate occurs and further negotiations need to happen. A total breakdown in communication is most always when strikes occur. Sometimes though strikes occur in an inappropriate manner and this is when the employee suffers. It is when this happens or when the public welfare is affected that a strike would be deemed inappropriate. There are many global major players are union run, I realistically know that we would be in a world of trouble without them, in example: AFL-CIO and the SEIU. To be honest with you I have the impression that unions such as these actually perform better on a political platform. With all the money and power there comes responsibility, and more often than not we hear about the corruption unions flex influencing (lobbying) individuals in the position to pass laws with ‘dark money’. â€Å"Dark Money? AFL-CIO accused of campaigning without disclosing† (watchdog.org). This in no way seems to be connected with the absolute values unions initially professed, which was to stand up for the worker and give strength to the small guy. Now as things have progressed, the red tape becomes likened to fly paper, very sticky. Unions favorably represent the needs of the higher ups and I give again the article in our Course Materials about the ‘Bitter Bargain’. The bigger the union size the less likely the small guy’s needs will be met, since large money/power weld negative actions. But with a small union it becomes an intimate task to please your members and therefore a more positive vibe is felt. â€Å"Selected Evidence About Globalization’s Impact on the U.S. Labor Market Effects on Overall Incomes and Wages† (dol.gov) is another issue that affects the bottom line of the globally competitive work environment. Free trade influences the profits or losses/jobs or unemployment of this country. It makes one wonder if this is not why large unions have become much like a small country with a government playing king of the hill. I will present two strategies/actions an organization can  implement to create and maintain a conducive, working relationship with unions. Employers set the pay scale for each job and two strategies/actions they implement to keep the peace with union members is to use the comparative norm strategy and the ability-to-pay (cost of living increase). There are different circumstances where it would be more appropriate for an organization to follow the comparative norm strategy to determine an employees wage rate, versus the ability-to-pay or the cost of living strategy. Depending on the industry the employee is in will be the determining factor in whether the employer has the capabilities to meet economic demands. There are classifications in the different industries, and even subgroups within the different industries. Another factor at work that divides the comparative norm would be job titles. Each place of work has a different description for job titles and they vary greatly, so in many situations a certain wage would not be appropriate for employees at different work places with the same title. Wage systems are another way that the comparative norm may not work, since the pay may be ‘by hour’, incentive systems paid individually, and group incentive systems. Benefits cannot go unnoticed and are a part of the pay system. Depending on where you live in the nation may also have an impact on the wage an employee is given (i.e. cost of living differences). Typically the minimum wage increase I have experience with would be the annual 4% cost of living wage, and this is in the American south west states. Profits made by the company you work for hold major criterion on the ability to pay a cost of living increase. In the engineering world in which I worked as a drafter for over 30 years competition to obtain the best workers and keep them is all based on wages and benefits. If some other company wanted to pull you away from your employer, they would offer more money and/or better benefits. I can recall a time when my wages were increased significantly when another company made me an offer. Finally, I will present a minimum of two strategies/actions a union can implement to create and maintain a conducive, working relationship with management. Grievances and arbitration are two of the main strategies/actions that keep the peace while a member of a union. â€Å"Grievance legal definition: A claim by a union or a unionized employee that a collective bargaining agreement has been breached†¦. The formal document in which a union claims that the employer has breached the collective  bargaining agreement and for which, arbitration is convened† (duhaime.org). The way the use of the grievance and arbitration processes and procedures can enhance the relationship between a union and management is that is can reach a position that both parties can find common ground and satisfaction. Where this same effort can be destructive is when the breakdown in trust and commitment fall into place where once the opposite was true. Monetary losses occur at this point and sometimes the union fails to properly represent the employee and resentment occurs. When â€Å"†¦confusion and uncertainty in the area of employer–employee relations† (Sloane, 2010, pg. 217) occurs, both parties lose. In conclusion, we all know that unions have their place in our society and can be run using effective strategies that have proven to work in the past and changing those strategies as new ideas surface in the workplace, effectively. There is a place for unions and people who would benefit from them. In assessing the changing complexion of the U.S. labor force two things come to mind: baby boomers and immigrants. Why, because these types of workers may find unionization attractive. New retirees and new citizens might be looking for jobs where unions have a foothold: like grocers. Do not forget the fiasco with the strikers in California who fought for 5 months and got something unwanted. â€Å"United Food and Commercial Workers’ Union†¦ The ratified contract contains no raises for the 70,000 supermarket workers it covers, but it does preserve most health benefits for current employees. However, new workers will receive lower wages and fewer benefits. Many workers said they voted for the contract reluctantly. The lengthy labor dispute took an emotional and financial toll† (Bitter Bargain). This will be copied, presumably, by fellow unions, and it leads to a running comment that unions no longer provide for the common worker as its mission statement once led its members to believe. Leaving citizens with less money in their pocket when benefits are not included on payday will erode the backbone of unions. It used to be 35% of American workers belonged to a union in 1959, now a fraction of that is true. Additionally predictions have commented that some baby boomers will exit the workforce leading to a â€Å"lower (the) overall labor force participation rate, leading to a slowdown in the growth of the labor force† (Toossi). This comes from the other side of the podium in the in the debate of how labor force will be affected. The complexion of America has changed and without changing for the better, I  fear unions will run their course, or transform into a totally new idea, without all the corruption that comes with power and money. Unions are here to stay and change is on the way if using effective strategies are on the agenda. References Retrieved from article by Mitra Toossi: http://www.bls.gov/opub/mlr/2005/11/art3full.pdf` Bitter Bargain: http://www.pbs.org/newshour/bb/business/jan-june04/strike_3-1.html# Retrieved from: http://www.dol.gov/oasam/programs/history/herman/reports/futurework/conference/trends/trendsVI.htm Sloane, A., Witney, F. (2010). Labor relations. (13th ed.). Upper Saddle River, New Jersey: Pearson Prentice Hall. Pearson Learning Solutions. VitalBook file. Retrieved from: http://watchdog.org/131467/money-afl-cio-union/ Retrieved from: http://www.investopedia.com/terms/p/profits-interest.asp Retrieved from: http://www.myllcagreement.com/relevant-articles/what_is_the_difference_between_profits_interest_and_capital_interest.html Retrieved from: http://money.howstuffworks.com/labor-union2.htm Retrieved from: http://www.cintasfreedomtochoose.com/strikes.asp Retrieved from: http://www.duhaime.org/LegalDictionary/G/Grievance.aspx

The Organizations Own Evaluation Of Change Process Information Technology Essay

The Organizations Own Evaluation Of Change Process Information Technology Essay The main objective of this paper is to present the management change and business process change in PLIVA pharmaceutical industry, Incorporated (PLIVA pharmaceuticals, Inc). In this research, the advantages and the benefits (tangible and intangible), as well as the problems, of the BPR and the ERP implementation projects were analyzed, discussed and compared to the similar research. The impacts of information technology (IT) were also discussed. This study presents the results of research conducted on reengineering business processes. It also discussed about the selected aspects of the business processes and information modelling in PLIVA, together with the results of analysis of the status and characteristics of ERP systems in PLIVA. Introduction Type of Change: The type of the change in PLIVA is transitional change and development change i.e., ERP implementation and BPR projects. Transitional change is more intrusive than developmental change as it replaces existing processes or procedures with something that is completely new to the company. The future of the organization is unknown when the transformation begins which can add a level or discomfort to employees. The outcome of transitional change is unknown so employees feel that their job is unstable and their own personal insecurities may increase. They provided education on the new procedures should be commenced at each stage of the new process. This allowed employees to feel that they are actively involved and engaged in the change. As an employees level of engagement in the new procedure increases, their resistance to change decreased. One of its main problems in business management was the availability of information. Until now the available information often failed to give an accurate picture of the current business situation. Today companies need up-to-date information in order to make the right business decisions. Impact of Change: Management is cognizant of the impact and stress of these changes will have on their employees. The company continued to inform the employees of their status offer support in helping them deal with the personal adjustments they will be forced to make (Vuksic Spremic, 2005). The impact of development change caused little stress to current employees as long as the rationale for the new process is clearly conveyed and the employees are educated on the new techniques. ERP implementation significantly impacts company culture, organizational structure, business processes, procedures and rules. Furthermore, ERP applications integrate many best business practices and much knowledge that could be worthwhile if included as a part of BPR projects. By taking the best practices inherent in ERP applications, PLIVA can change their processes simultaneously with technological change (Vuksic Spremic, 2005). As a result, PLIVA has to change their business processes to fit the ERP system requirements, and the possibilities of ERP systems have been used to underpin BPR. Background Information PLIVA is the largest pharmaceutical company by turnover in Central and Eastern Europe and continues to expand its operations with recent acquisitions of Pharmaceutical and RD companies in the Czech Republic, France, Germany, United Kingdom and USA. With increasing efforts concentrating on the global Pharmaceuticals market, PLIVA has divested its cosmetics, food and agrochemicals production units as standalone companies (Al-Mashari Zairi, 1999). Since its 1996 listing on the London and Zagreb Stock Exchanges, PLIVA has made notable advancements in internationalizing its business and implementing global and innovative strategies. PLIVA is a rather unique company with investments in both research and development. With over 400 patents in its possession, PLIVA has proven the high calibre of its RD capabilities, most notably through the discovery of its blockbuster azithromycin. This macrolide antibiotic, globally known as Zithromax (under license to Pfizer) or Sumamed (PLIVAs brand), is the top selling antibiotic in its class (Al-Mashari Zairi, 1999). PLIVA consists of 44 legal entities, has 5 major business divisions (research, fine chemicals, pharmaceutical, OTC, DDI) and 9 strategic/corporate divisions (development, regulatory affairs, finance, human resources, IT, quality assurance, legal affairs, corporate communications and engineering). PLIVA employs almost 7500 people in 33 countries (including 120 IT professionals not including out-of-house consultants), has 5 main production locations (Croatia, Czech Republic, Poland, Germany and USA) and 43 subsidiaries in 23 countries (Vuksic Spremic, 2005). Research Methodology We gathered information about PLIVA from different case studies, white papers, and websites. We have read those cases and understood how did they done their research before implementing ERP and BPR projects. As the cases said that they had sent some questionnaires to managers of 14 different companies in Croatia and got the feedback from those companies. We have discussed about the change process in the evaluation section and how much time they have take for the research. Description of Change Process Pliva needed to standardise their business processes to help enhance their productivity and flexibility and maximise the efficiency of the business processes across the entire enterprise. They also wanted to implement new business and growth strategies to grow their business worldwide. Updating and integrating their business processes with an enterprise system would enable Pliva to take on more business and grow in new directions. Pliva found that implementing SAP will help them standardize their business and prepare for acquiring other companies, thus enabling them to expand their business. Increase productivity Improve business process efficiency Increase revenues scale for growth and economic recovery prepare for mergers and acquisitions PLIVA decided to solve this problem using the experience of other companies from all over the world. The management team was well aware that there was no point in trying to find their own solution: It was better to purchase a packaged business solution from an internationally renowned and experienced software vendor. PLIVA wanted user-friendly software that would integrate all areas and levels of their business, and research on the worlds software market indicated that the most suitable solution would be SAP R/3. SAP R/3 would improve the efficiency of their business by giving them the functionality to enter the information only once and have it available everywhere (Vuksic Spremic, 2005). This gives PLIVA: A unique database More efficient management The ability to make business decisions in real-time An integrated solution that connects all business areas. Once the decision to implement SAP R/3 had been made, PLIVA appointed a team to manage the SAPLI project (short for SAP and PLIVA). The team included experts from PLIVA, Intelligroup Inc. USA, SAP AG and SAP Hrvatska, HP Hermes Plus (Al-Mashari Zairi, 1999). Since SAP R/3 includes many different modules, we decided to implement FI and CO first, said PLIVA.s IT Manager, Ms. Jasna Turkovic. FI is a crucial module that integrates all business information; the whole business cycle begins and ends in FI. Once we have implemented SD, PM, PP, QM and HR, all our business processes will be managed by information technology and any information entered into the system will be available everywhere in real-time. The implementation of the SAP solution took place in individual phases, with two modules in the area of cost centre accounting and profit centre accounting implemented in 1997. This enabled the better control of financial resources, forecasts and a new type of analysis. During the process of implementation, one of the major problems faced by Pliva was resistance to the change process mainly by the warehouse employees. The reasons for the resistance, Vuksic Sprenic (2005): the employees feel they dont require complicated system and the change is unnecessary they feel threatened and insecure about losing their jobs and lack of skill to use the new system In addition to resistance to change, the most significant problems in the system implementation were in the weak experience and quality of consultants who bid in the public tender, the lack of time and the specificity of the pharmaceutical industry. During the implementation of the IS, the consulting company Price Waterhouse Coopers conducted a reengineering project, or the reorganization of business operations aimed at determining the key sectors of future operations: the core business. Though these were two fully independent projects, they were harmonized at the level of the steering committee. The project team consisted of 25 members, all of whom were experts in their fields, said Mr. Damir Martinovic the SAPLI Project Manager. They were responsible for making all operational and strategic decisions during software implementation. Experts from our consulting agencies helped us get the best results from particular modules and consultants from SAP Hrvatska (Al-Mashari Zairi, 1999) provided support with technical issues and the software itself, particularly regarding Croatian legal requirements. The process of preparations and employees training and education lasted 4 months in 2 shifts, which included 700 employees (average training period of 7 days per employee). The transfer of operations to the new system (in the second phase of implementation) lasted 12 days, as the problem of shifting from the old coded system (taking over old data) needed to be resolved. During the transfer to the new system, operations were halted for 10 days, while inventory and a detailed financial harmonization were conducted. During the implementation of the new information system, and in running information systems in general, project organization with the usual participants stands out: the project sponsor, steering committee, project teams, team leader, functional teams and team members. An interesting organizational solution used in PLIVA are the validation teams, which are separated from the project teams, having the task of control the teams work, measuring harmonization with business plans and goals and coordinating the cross-functionality of teams. The validation team is led by a person from Quality Assurance (QA), responsible for validating the information system. The members of the validation team are also team leaders for the remaining teams in the project. It must be also pointed out that the IT Department in PLIVA has a strategic position in the company. It is directly responsible to the top management and is organized as a profit centre, meaning that daughter companies are billed for the transfer, implementation and use of the existing IS in the daughter companies (roll-out in 2003 in Czech Republic and 2004 in Germany). Considering that PLIVA has over 1500 SAP licenses, a help desk, ABAP programmers, highly educated employees (18 employees are SAP consultants) and an organizational management for user support, all the conditions have been set for PLIVA to become a SAP Customer Competence Centre, which would then reduce the costs of license maintenance on 20%. SAP modules were implemented through 4 phases: (Vuksic Spremic, 2005) 1) 1996-1997. à ¢Ã¢â€š ¬Ã‚ ¢ SAP 3.0 modules: FI-Financials, CO-Controlling, BC-Basis components, à ¢Ã¢â€š ¬Ã‚ ¢ UPGRADE SAP 3.0-3.1 H 2) 1998-2000. Modules: MM- Materials Management, PP Production Planning, QM-Quality Management, SD-Sales Distribution, WM- Warehouse Management, HR-Human Resources, à ¢Ã¢â€š ¬Ã‚ ¢ UPGRADE SAP 3.1H-4.0B-2000 (JAN) à ¢Ã¢â€š ¬Ã‚ ¢ UPGRADE SAP 4.0B-4.6 C 2000 (JULY) 3) 2001. à ¢Ã¢â€š ¬Ã‚ ¢ Modules: SAP PP-PI-Production Planning- Process industries-extension of PP module à ¢Ã¢â€š ¬Ã‚ ¢ QM module-advanced functionality of Quality control à ¢Ã¢â€š ¬Ã‚ ¢ PM-Plant Maintenance 4) 2002. à ¢Ã¢â€š ¬Ã‚ ¢ International roll-out A thorough review of the information system according to SAP specifications and standards was also conducted, and the implementation of the following modules was planned in 2003: à ¢Ã¢â€š ¬Ã‚ ¢ SCM- Supply Chain Management, à ¢Ã¢â€š ¬Ã‚ ¢ BIW- Business Information Warehouse, à ¢Ã¢â€š ¬Ã‚ ¢ Project Systems, and à ¢Ã¢â€š ¬Ã‚ ¢ Treasury The Organizations Own Evaluation of Change Process A research titled comparative analysis of program support information systems in Croatia was conducted in the month of November, 2000 to aid the companies implementing ERP by providing information regarding market status and allocation of expenses regarding training, development and other intangible and tangible aspects of implementation of ERP. The ministry of Science and technology assisted in compiling data for this research. The data was collected from fourteen companies who were in the process of implemented or had already implemented ERP. Ten other companies who were ERP users also participated in the study. For the evaluation phase, only 25% of the companies participated and Pliva pharmaceuticals fell in this group. For thorough evaluation each component was studied individually and was graded with a range of possible scores. The relevance and criticality of the component could be assessed by its expressed weighted factor. With respect to the change concerning the business process reengineering, a research was conducted by IT researchers from the Department of Information Science and Business Computing of the Faculty of Economics and Business in Zagreb (Croatia) in 2002.The main purpose being, examining all the possible issues and problems which arose while adapting BPR practices (Al-Mashari Zairi, 1999). A questionnaire was prepared and survey was considered the most appropriate research methodology for this study since it involved a large sample space of 400 of the largest Croatian companies. To determine the largest companies their annual revenues were considered. Another case study was conducted by Pliva on their own business processes. They implemented the ERP systems in phases by implementing the main key modules first and later upgrading their system and adding other modules (Al-Mashari Zairi, 1999). The results of the case study conducted by Pliva were compared with the results of the research that were done on ERP and BPR and the following results were concluded: Pliva had a proactive approach to the change process. The example of PLIVA shows that successful implementation of the ERP system must be accompanied by an appropriate BRP project. From this example, it is possible to conclude that the final results are positive, even when these are completely separate and independent projects. This shows that much attention was given to employee training with the goal of achieving maximal flexibility and readiness for constant organizational changes. This long standing cooperation has resulted in an internal training program which PLIVA employees carry out according to the methodologies of the Management Centre Europe. According to the research, the best supported components are Finance and Sales. From the results of the case study, Pliva disagreed with the research, for even though product planning and management were implemented in the beginning, there were no significant problems and very good results ensued. This indicates that good project management and coordination with the BPR project gives a good final outcome. The time taken to implement the ERP project was 3-4 years. The project was implemented in 4 phases. Although it was too long, the phase-by-phase approach used in the case of Pliva could be assumed as the critical factor of successful implementation. Pliva faced problems with finding a good quality consultant, consultants with experience in implementing the SAP system in pharmaceutical industries. High initial consulting costs. However, Pliva realised that initial consulting cost can be reduced by choosing employees to act as consultants. Although the project of implementing the ERP system and BRP project were independent, they were coordinated at the level of the project steering committee, which permitted proper execution of wide-reaching organization changes and contributed to the overall success of the ERP implementation. The results achieved by ERP and BPR projects in PLIVA improved the process performance in terms of time and costs and can be summarized as follows (Vuksic Spremic, 2005): Reduction of overall inventory by at least 30%, thus increasing the coefficient of Turnover, Reduction of product delivery time to the buyer from 4 days to 24 hours, Reduction of the number of employees by 20-30% in functions where the new system was implemented (redistribution of work meant savings), Reduction in the number of complaints due to mistakes in delivery (complaints reduced to a minimum) Reduction of time of payment by 30% with the implementation of the buyers credit Limit. Analysis of Change Process Lewins model has dominated change management theories for many years. In recent years it has been criticized for: being top-down driven; assuming a stable organizational setting; being suitable only for small organizations; and ignoring organizational politics. Lewin is still relevant to the modern world, the argument goes rather than being outmoded (Litzell, 2005). From diverse and seemingly unrelated disciplines models describing the change process has been gathered and analysed. In tracing their origin it was found that a majority of the models were following Lewins three-stage model (Litzell, 2005). In order to bring about a successful change of a groups performance the change must go through three stages as follows: unfreezing of the present level of performance should it be necessary; moving the group to a new level of performance; freezing the group on the new level of performance (Lewin, 1952). Unfreezing Destabilize old patterns. The key is to create dissatisfaction with the existing situation, which in turn creates anxiety and a need for change. The response to this need is to choose improvements in line with the vision of the new organization. This kind of mobilizing is necessary throughout the change process; a less intense force is needed though to keep the change moving than the initial substantial force needed to get the change in motion (Litzell, 2005). In the case of Pliva the management adds forces working for the change. To support it they tried to Develop a shared vision of how to organize and manage for competitiveness. (Litzell, 2005). The general manager employed towards the vision once there was a core group like the validation team committed to the ERP and BPE change. The vision defined new roles and responsibilities, coordinated information and work throughout the organization. An arrangement working through the formal structure and systems will create less resistance (Litzell, 2005).There are only a few people in any situation that are absolutely essential in making the change happen and the successful manager target these people at the beginning and try to win their commitment and involvement (Litzell, 2005). Moving Analyze, handle and steer When one attempts to change a social force field in equilibrium one has to consider all of the forces working to maintain this equilibrium. These forces may be groups, subgroups and members with different personalities, relations, barriers, communication and value systems etc. making up a social field. This social field has to be studied as a whole and reorganized in such a way that social events flow in a different way. One also has to take into consideration the economic resources available and the cultural values governing the group (Lewin, 1952). As mentioned earlier, Pliva faced to resistance to change from their warehouse employees. But Pliva was proactive to the change process. According to Brown Harvey (2003), resistance to change can be managed by: Move from reactive to proactive management Build a launching platform Diagnose the nature of the change Build a supportive climate Behavioral management of the process alongside strategy projects, start projects aimed at transforming culture and power structures Monitor and control the parallel development of new strategy and new capabilities. Pliva continuously monitored and were on the lookout for arising resistance sources. They developed techniques and effectively used power and communication to overcome resistance. They involved employees to participate and gave them the necessary skills and training. They also implemented a BRP project alongside the ERP project to facilitate change process. PILIVA generated support by displaying the behaviour of leaders. The management made sure that every action taken was in line with the change efforts. They developed structures to manage the transition by developing a step-by-step transition plan and set up an organization to manage and stimulate change. If employee competences are to be exploited the organization was able to structure and channel that competence which they required by allocating key people, use of consultants. Pliva followed the principal of third party consulting by creating validation teams, which consisted of various personnel from different departments. Through this they aimed at having open and effective communications and a standard level of power in order to handle confrontations which could arise between groups. They were established to help understand different perspectives and ideas and respect it. The team would use confrontation as a tool to sort tense situations. According to Brown Harvey (2003), Third-party Consultation uses a third party to help open communications, level power, and confronts problems between groups; Provides diagnostic insight, is non-evaluative, and is a source of emotional support and skills. aim to understand each others views/issues situations are often tense and emotional Confrontation is a basic feature of this Pliva also adapted BPR in order to facilitate the required changes to their operations to make it more efficient. The fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical, contemporary measures of performance, such as cost, quality, service, and speed Quantum leaps in performance (Hammer and Champy, 1993). Business process reengineering allows rethinking and making radical changes across the organisation. The changes would begin by redesigning the basic processes of the organisation. By doing so they could make their processes more efficient and add value to their enterprise. It could involve combining or removing certain activities. The most effective method could be using top down programme which is neutral, assuming that neither upward flow of involvement or consensus style of decision would help implementing the changes. According to Brown Harvey (2003), Business process reengineering, Seeks to make processes more efficient by combining, eliminating or restructuring activities; Top-down program that assumes neither an upward flow of involvement nor that consensus decision making will work to accomplish dramatic changes. Pliva used survey feedbacks as a method to evaluate their implementation process. Two surveys were done, one for ERP implementation other for BPR. This method would help them grade how successful they were and honest feedbacks would allow them to see places where they require to put in more effort and improve .It also helps them understand if they are heading in the right direction. Using this method they tried to bridge the gap between the current status and the desired status. This method also allows a participative approach through which all employees are engaged. Such approaches help them get a better understanding of the rationales and methods behind the change and they can come up with better strategies and mitigation plans in case of any problems. It also enables positive resistance which can benefit the company. According to CMOE (2000), Survey feedback is a tool that can provide a feedback to help leaders guide and direct their teams. Obstacles and gaps between the current status quo and the desired situations may or may not be directly apparent. In either case, it is vital to have a clear understanding of strategies for diagnosis and prevention of important organization problems. SURVEY PROCESS STEPS: Identify project plan and objectives Brief team leaders and employees about the process Administer survey Conduct interviews and focus groups Train leaders on facilitating team discussions Analyse the data and construct a report Provide feedback to leaders Team leaders conduct feedback action planning and meetings Leaders present reports on progress and results to Senior Management Follow-up by senior leadership to ensure progress and accountability Since the employers have been participating in the planning and implementation they got a feeling of accomplishment from seeing the change through. People develop a sense of ownership through participation (Litzell, 2005). Participation enabled PILIVA to make use of the employees full diversity of competence in the change process. By involving employees in the change work resistance is overcome and the lasting of the change is ensured (Litzell, 2005). Refreezing Continuous perspective. A change of a groups performance is frequently short lived. The change will soon return to the previous level of performance as attention shifts from achieving the change to coping with everyday problems. This indicates the necessity of including freezing of the new level of performance as an objective in the planning of change; it is merely not enough having to reach the new level of performance (Lewin, 1952). Each department in PILIVA elaborated the change and find its own application. This elaboration process helped create commitment to learn and adapt to the new organization (Beer et al., 1990a).When the new organization was in place and running properly, and the right people were in position, and the new approach was settled, then general managers considered how to institutionalize change. PILIVA carried out pilot testing and used the result as learning experiences which can be applied to the change in general. They set up systems ensuring that the change will last (Litzell, 2005). They monitored the revitalization process and adjust strategies according to emerging problems. The basic intangible benefits from the implementation of the new ERP system in PLIVA are (Vuksic Spremic, 2005): Better visibility of the workflow systems and their coordination, Secured forecasts of money flows and planning of available financial resources for a more rapid execution of all business processes, Centralized supply (6-7 employees for the entire company) as a result of the BPR project. Better (monthly) production planning (based on market needs and standing inventory) Better flexibility of the system with regard to business decisions, Automated warehouse (implementation of real warehouse with optimized selection and delivery of products) Well-informed decision making, new quality in planning and forecasting. Recommendation / Conclusion The implementation of a new ERP system will not bring the expected benefits if it is not accompanied by a change in human behaviour and in organizational regulations. There is no point in implementing a new ERP system if a business will then simply continue with its old, inefficient ways. Therefore, the implementation of ERP systems must be accompanied by a thorough change of business processes, procedures and rules. The top management support. Better planning before implementation of ERP. Vision should be communicated to each and every employee. Training for the employees. They can follow some OD interventions or action research theories which we have discussed in this case study. After the research we have done on Pliva there are some recommendations for them As when they are implementing they can follow some action research theories or some OD interventions to motivate the employees and make them to involve in the change. Yes but they got successful with the change but we say that it will be much better if so they had followed some organizational development interventions. Employees will naturally resist change but are more likely to accept the change if they view top management as keeping them informed and supporting them throughout the process. Employees will look for a rationale for the implementation of this major change. Top management should be prepared to involve employees in all phases of the transition. The results presented have outlined the problems of PLIVA in the implementation of reengineering projects, including a lack of preparation for large organizational changes, resistance to change, inadequate information, education of employees, lack of strategic planning and vision and a reactive role of the management. The problems associated with ERP solution implementation were also analysed, such as large initial investments, people need to adapt to software solutions and the long implementation period. This case study shows that with the right management decisions and actions, through simultaneous and coordinated projects of business process reengineering and the development of an integral information system. The poor effects of the listed problems can be minimized or eliminated, which is clear from the tangible and intangible benefits outlined in this case study.