Qualitative Research Methodology Paper Example | Topics and Well Written Essays - 1250 words

Subjective Methodology - Research Paper Example While PC innovation offers a plenty of advantages in its application to police organization, I expect that it would be met with opposition from the board, workers, staff, and different gatherings included. The police organization has been utilizing their old schedules and frameworks for as far back as decades; forsaking those old schedules in return of new innovations may present trouble for certain individuals. It would require a great deal of exertion for the individuals required to unlearn what they have been accomplishing for a very long time, and afterward learn and embrace another framework that would in the end supplant the old framework. Those troubles, difficulties, and protections must be appropriately tended to all together for the new framework to endure and get fruitful. At long last, the conduct and mentality of individuals toward PC innovation is intervened by the implications and encounters they have with it. Individuals have both positive and negative assessments abo ut utilizing PCs in police organization. Also, the job of PC innovation in their lives is dictated by their age, sex, class, and a whole arrangement of qualities and convictions. These qualities and convictions, when revealed, would yield a superior comprehension of their viewpoint and lead to the advancement of an E-Administration that is explicitly custom-made to suit their necessities. Considering the previously mentioned suspicions, a procedure that would permit me to increase a profound comprehension of the subjects being examined is vital. A philosophy that would uncover the bits of knowledge, convictions, and encounters of the individuals would work best for my investigation. Among all the subjective examination philosophies accessible, ethnography is the thing that I consider the most legitimate system that would yield the essential information for my investigation. 2. Ethnography more or less, ethnography tells the convictions, qualities, and perspectives of a specific gath ering of individuals or culture about something. Essentially applied in human studies and social science, the utilization of ethnography has been stretched out in the territories of statistical surveying, business, and for all intents and purposes any gathering of individuals or culture where a comprehension of their convictions, encounters, and perspectives is required. Utilizing ethnography would reveal the discernment and assessment of the RAK Police about utilizing PC innovation in their organization. It would likewise uncover the implications they hold about innovation, which, thusly, impacts their mentality towards PCs. This would permit me to recognize the plausible reasons they have in evading or tolerating the new framework. Ethnography would permit me to see examples of conduct that can be seen objectively and instinctively in a true setting. Their conduct towards the old framework would uncover the fundamental issues and restrictions. Understanding the issues of the old f ramework is helpful in planning the structure of the new framework. Their conduct towards the new framework, then again, would fill in as a proportion of their status to acknowledge E-Administration. Ethnography, likewise, would uncover the common standards that shape the impression of the police organization about PC innovation. Standards allude to the convictions and qualities that a general public hold about something. With ethnography, the difficulties and protections which are established in the

United States Recovery of Western Europe Post World War

US Recovery of Western Europe post World War II Most of Europe was destroyed after World War II and needed to revamp however most governments were under water and out of cash in view of the war. Numerous individuals didn’t have food to eat or more to pay their duties which made it totally hard for the administrations to recuperation duty to begin remaking. Luckily the United States was liberated from war and destruction making us the most extravagant nation on the planet. We had the option to offer assistance to Europe and its partners to recoup from the war. A lot of Europe’s achievement would not have occurred without its underlying Foreign guide from the United States.Foreign help is the exchange of cash, products, and administrations starting with one nation then onto the next. This assisted with remaking the economies of Western Europe and to help contain the Soviet development in the result of World War II. The United State and Europe needed to work quick supposin g that Western Europe didn't remake and become solid rapidly, it might before long tumble to socialism since the United States, and the vast majority of Europe had aligned with the Russians so as to crush Hitler and the Germans however they were additionally stressed over the Russians and theâ spread of socialism. Subsequent to devastating such an extensive amount the mainland, executing more than 55 million individuals, the U.S. utilized the Marshall Plan to put billions of dollars once again into the European economy. The Marshall Plan was reported in June of 1947 and was named after Secretary of State George C. Marshall. It was exceptionally effective. Truman stretched out the Marshall Plan to less-created nations all through the world. The Western European nations included encountered an ascent in their gross national items. The United States have $13 billion for help with Western European nations for multi year. Before the finish of the Marshall Plan, every partaking nation we re more grounded than previously. The arrangement help Europe monetarily recoup from the war.

Annotated Bibliography on The Obama administration's policy lifting

On The Obama organization's strategy lifting the denial of ladies from serving in battle jobs - Annotated Bibliography Example It further shows their enormous jobs requiring a redefinition of ladies jobs in ground battles. Davis, Robert et al. This examination was supported by the National Institute of Justice and was led in the RAND Center on Quality Policing inside the Safety and Justice Program of RAND Infrastructure, Safety, and Environment. (2011). this is an exploration paper that was directed by the national foundation of equity at the RAND place to get to the nature of choices that are regularly made by the official organs in different associations. Taking into account the boycott the paper surveys its reasonableness an appropriateness remembering the sensitive idea of ladies serving in ground battles. The paper shows worry on endless supply of such strategies. Also, the paper embraces a survey to discover execution strategies that have so far been passed, for example, the 1990’s restriction on ladies flying in battle and serving in war ships. Mill operator, Laura et al. The Extent of Restrictions on the Service of Active-Component Military Women; Rand National Defense Research Institute: Santa Monica, 2012. This is a survey by the Rand Defense Research Institute. The paper researches the mischief that a limitation on ladies serving in battle positions influences the whole military activities. The paper contends that in spite of the fact that limitation of ladies can yield better outcomes, it can too yield poor outcomes since certain ladies are more skilled in ground battle more than their male partners. It further anxieties that when ladies are acknowledged to work in a free domain they are bound to have their military experience helped. Skein, Rosemarie. Ladies in Combat: A Reference Handbook. Santa Clause Barbara: ABC-CLIO, 2011. This is a handbook that diagrams proposition and measures that ought to be set up to guarantee reasonable investment of ladies administration in battle positions in the military. In such manner, the paper puts together its contentions with respect to the boycott

Nuclear Energy A Sufficient Way Of Producing Energy - Free Essay Example

Nuclear energy, also known as atomic energy, is the powerful energy released by changes in the nucleus of atoms. A huge amount of energy is concentrated in the nucleus due to the extremely strong force that holds the nucleus together (Nuclear Energy 2017). The releasing of that energy stored in the nucleus creates large amount of heat which people have found many uses for, such as creating electricity, powering machinery, and advancing warfare. Nuclear Power Plants and Operations Within Them The cost to build a nuclear power plant is around $9 billion per unit (Nuclear Power Cost). However, one may argue that operating a nuclear power plant will be less expensive than a fossil-fuel plant due to a smaller volume of fuel used   (Nuclear Energy 2017).   To produce nuclear energy, engineers built a device called Nuclear Reactor. Operating as a furnace, the nuclear reactor uses Uranium. The energy that 1 pound of Uranium gives off during fission is more than the burning of 3 million pounds of coal. Nuclear: Life vs Death Along with nuclear power plants comes nuclear, or atomic, bombs. The US ended WWII by dropping nuclear bombs on Hiroshima and Nagasaki, Japan   (Nuclear Energy 2017). It wiped out the cities and killing thousands of Japanese men, women, and children. The atomic bomb did end many lives but it saved WWII from continuation and saved many other lives. It also prevented US and Russia going to war. Both sides went into competition and raced to build and stock these atomic bombs but didnt engage in military action due to the fear of the consequences of the deadly weapon. Nuclear bombs ended up putting out potential wars. 13,000 premature deaths, 20,000 heart attacks, 1.6 million workdays lost due to air pollution from from coal (Schneider, C., and Jonathan Banks   (2010). Uranium does not release no chemical or solid pollutants into the air which results a better environment (Nuclear Energy 2017). Average of 76,000 deaths per year was avoided, during 2000 to 2009 studies, thanks to the production of nuclear energy (Kharecha, Pushker, Hansen, James 2013). Nuclear energy also resulted a new way of medical treatment called nuclear radiation. It is used in medicine and Science.   Nuclear Waste vs. Fossil-Fuel Waste The ending product of nuclear energy, beside the energy itself happens to be a radioactive substance called Plutonium. It becomes less radioactive and even harmless until after thousands of years. Out of 100% of the waste, 90% are low level waste, tools or work clothes that got lightly contaminated, with the radioactive content of 1%. 7% of the waste is intermediate level with the radioactive content of 4%, this includes filters and other steel parts of the nuclear reactor   (Nuclear Waste 2016). The rest 3% waste is the high level waste, plutonium, with the radioactive content of 95% (Nuclear Waste 2016). Nuclear power plants cannot explode like a nuclear bomb, the biggest safety hazard is the radioactivity spreading. With possible safety hazards, nuclear power plants are more regulated and observed by the government. This provides a safe protocall in discarding the waste. Low level waste can be handled easily, however; high level waste needs shielding and cooling.   The waste i s disposed deep underground in engineered facilities. However, in fossil-fuel plantations, the waste isnt radioactive and doesnt need handling in terms of exportation to a underground facility. Instead, its waste can be found rising into the air. China, as an example, relied on coal. The air pollution got so unhealthy, the government banned coal in hopes of control the carbon dioxide emissions. People in countryside and poor provinces of china froze through winter without hot water, someone even went far enough to break the law. The carbon emissions from fossil fuel plants creates global warming, ruining the future for humans.   Conclusion: Nuclear energy is a sufficient way of producing energy. The result of using nuclear energy will help pave way for the future. With nuclear energy comes a more stable environment and encouraged experiments with technology which will advance the human race to further even more knowledge. Nuclear energy is more affordable, cleaner, and reliable than fossil-fuel energy.

Nursing Care Delivery Model Team Nursing Essay - 844 Words

Nursing Care Delivery Model: Team Nursing I. Select Nursing Care Delivery Model from the literature: Team nursing as a care delivery model was developed in New York, NY in 1950s. This nursing care model consists of a group of nurses who work alongside as a team to provide patients’ care. The team shares responsibility and collaborates efficiently. The team leader is usually an RN (King, 2013). Describe Nursing Care Delivery Model: a) What personnel are utilized? In team nursing the care of the patient divided between team members- licensed and unlicensed personnel whose work is coordinated by the team leader, most of the times- RN appointed by the charge nurse. b) What are their roles/responsibilities? In team nursing the responsibilities usually divided in between the personnel, so that everyone’s has its own role in patient’s care. For example, RN might be assigned for patients’ assessments, LPN assigned for certain medication administration and nursing assistant helps with care/bathing and feeding patients. All this done under supervision of a team leader another RN (Currentnursing.com, 2015). c) How is the work coordinated? The appointed team leader is coordinating the flow of the work done. The team leader gives directions and instructions in details to team members, he/she is also schedules the care and assigns the tasks in between the team members. d) What are the reporting relationship? The team leader utilizes different methods to communicate with each teamShow MoreRelatedIn Recent Nursing Practice, There Are Several Different1707 Words   |  7 Pagesrecent nursing practice, there are several different nursing care delivery models being used in various facilities. Some of the models include the following: case method (total patient care); functional nursing; team nursing; primary nursing including hybrid forms; and nursing case management (Yoder-Wise, 2015). The goal and purpose of nursing care delivery systems is to serve as a framework for assigning workload (patients) to staff (nurses). Care delivery models are pivotal in nursing practiceRead MoreLiterature Review.. According To The Canadian Nurses Association,1696 Words   |  7 Pagesexist on the effectiveness of nursing care delivery models across the continuum of care (2010). A literature review consisting of empirical and theoretical research was conducted to gain insight into three specific models of nu rsing care: primary nursing, total patient care nursing, and team nursing. The literature pertaining to each model will be explored first, followed by a comparison of the models themselves. Primary (SAM) The two central premises of Primary Nursing are relationship buildingRead MoreNursing Delivery Systems : Nursing Care Delivery System1517 Words   |  7 PagesNursing care delivery system describes how organizations deliver care to their patients. Any care delivery system is defined by these elements; Nurse/patient relationship and decision-making, work allocation and/or patient assignments, communication between members of the health care team, and management of the unit environment (Koloroutis. 2004.) In other words, nursing care delivery model defines how work is organized, who is going to perform what tasks, who is responsible for nursing care andRead MoreThe Historical Reshaping Of Primary Nursing As A Type Care Model1325 Words   |  6 Pagesbackdrop of nursing, various types of delivery care model have been utilized and contributed to the reshaping of more current models. Primary nursing model is one of which that has been generally used for a long time and contributed signi ficantly to the nursing profession. It has also held incredible significance in the molding of the many newer delivery care models. Primary nursing is a type care model that has been generally utilized all through the nursing profession by nurses, it is a care model in whichRead MoreNursing Delivery Systems : Nursing Care Delivery System Essay1011 Words   |  5 PagesNursing Care Delivery Systems Prior to adapting a nursing care delivery system, a healthcare organization would need to consider the fallowing factors, e.g., the type of health care setting, the organizational structure and resources, management staffing, supplies, physical layout, and the patients’ needs. However, no nursing care delivery system is written on stone. Thus, at any given time, a hospital can modify or adapt a new care model to align care in response to patient needs. Total PatientRead MoreFunctional Care Delivery Model Of Nursing1277 Words   |  6 PagesFunctional Care Delivery Model Care delivery Model in Nursing is the managerial structure under which nursing care is delivered to patients ( ). There are several model of delivering nursing care available to health care institutions. Examples of care delivery models are †¢ Case method model, in which one nurse provides complete care for a patent during an assigned shift. †¢ Functional model, where care is delivered by many caregivers each performingRead MoreNursing Models : Nursing Model1678 Words   |  7 PagesNursing Care Models Nursing care is delivered using a multitude of different directional models and the express means of delivery can vary significantly from one healthcare system to another (Seago, 2012). One of the most basic explanations of a model describes it as a replica representing reality or an uncomplicated way to describe a compound and intricate incident (UWEL, 2017). According to McKenna (1997), nursing models function as conceptual tools that can help to bring clarity and proportionRead MoreNursing Care Model Delivery System1567 Words   |  7 Pagesthe nursing care model delivery system, that is used in my practice setting. I currently work in a busy emergency department, work flow and patient census drive the delivery of care, I will discuss in this paper how the use of the team nursing delivery model is used. Team nursing is the essential care model in emergency room care, the nurse and other healthcare providers work as team to provide positive patient outcomes. We use all disciples in the delivery of care, weRead MoreEvolving Practice Of Nursing And Patient Care Delivery Models977 Words   |  4 PagesEvolving Practice of Nursing and Patient Care Delivery Models. Speech To my fellow nurses. You are welcome to our professional nurse evolution summit. The United health care system is changing with the nursing profession. Health care cost has doubled, if not tripled in the recent years. The American population is ageing and diseases are becoming more complex. The Patient Protection and Affordable Care Act (PPACA) is one thing that will lead to change worldwide. With signing the PPACA into law, approximatelyRead MoreEvolving Practice of Nursing and Patient Care Delivery Models682 Words   |  3 PagesEvolving Practice of Nursing and Patient Care Delivery Models: Healthcare is one of the greatest growing professions across the globe because of the increase in population, rising healthcare costs, and increase in the demand for nurses. As the United States continues to focus on restructuring its health care delivery system, the practice of nursing and its professionals will continue to play an important role. As a result, there are huge expectations that more nursing jobs will become available

The Demise And Destruction Of Mary Shelley s Frankenstein

Frankenstein’s story is one of arrogance, sorrow, and a series of avoidable but unfortunate events. Victor Frankenstein’s drive for admiration and glory from his peers proves to be the cause, and drive, of his self-centered goals. When contemplating the need of nature vs. nurture the story of Frankenstein shows that both are needed although in this story the demise and destruction that occurs in the story is inevitable despite either nature or nurture. Victor describes his early life as picturesque, he has a close and loving family that supports not only him but also cares for other people. He is raised in a completely nurturing environment. One would conclude that he is raised in an ideal situation, his parents are wealthy and caring,†¦show more content†¦When his creation is complete and the creature comes to life Victor immediately realizes his mistake and abandons his creation. Victor not only abandons the creature but he goes into a state of isolation an d self-pity. The abandonment of the creature is the opposite of the environment in which Victor was raised; this contradicts the assumption that a nurturing childhood will produce an equally loving and empathetic adult. When Victor receives the letter that his younger brother William had been murdered the question of who is the true monster becomes to be blurred. He knows in his gut that the monster he created was responsible for the murder but does not bother to say anything when a close family friend, Justine, is accused of the crime. There is no more blatant lack of empathy than letting a person you know is innocent die for a crime in which you are responsible. Also, to add fuel to the fire of Victor’s character, he actually thinks that he has it worse than Justine because she doesn’t have to live with his guilt, a disgusting act of arrogance and self-centered mindset. Since the creature was abandoned by Victor he had no one to guide him in what is right and wr ong or even daily takes such as communicating with people. Imagine going through life without the help received from a parental figure; well this is what the creature experienced. Scared and alone the creature tries to

Case Study of Newton Organization Free-Samples for Students

Question: Provide an Analysis of Case 29 We Must Learn to Innovate from Cases and Exercises in Organization. Answer: Introduction Newton is a company whose core business is manufacturing of consumer-packaged goods. The company operates in the consumer mass market and its products ranges from food chains, pharmacies and chain drug stores. In order to remain successful, Newton endeavors to manufacture high volume, yet low profit items, which is possible through a reliance operational efficiency, reduction of errors and downtown. While Newton Innovation Team has been tasked with transforming the company culture towards creativity and innovation, the current Newton-centric culture that emphasize on hierarchical personnel structure remains the biggest hindrance to the desired vision of change. In the spirit of change, Richard, Newtons CEO, announced that the company had made a bold decision to divest a larger section of the business to Benson Company, a decision that did not auger well with the team members since it was made without consultation. With this announcement, the whole process of change was in disarray as the members felt excluded and many of them, like David, started resisting the proposed changes. This paper presents a case study report on the plan of action that the Lars Rogens Consulting Team needs to follow in order to guide the Newton Company into a successful cultural transformation process. Structure of the Report This report is divided into nine sections. The first section introduces the case and arising priority issues that need resolution. The second section provides an approach to organization diagnosis and feedback prior to adoption of change. The third section explores strategies that organizations can use to build commitment and readiness to change. The fourth section examines the appropriate leadership styles necessary for ensuring effective change management. The fifth section explores the nature of evaluations necessary for measuring the effectiveness and success of change. The sixth section provides a systems approach to change strategies. The seventh section looks at the ways that the organization can retain its capabilities through the change process. Finally, the conclusion provides a summary of recommendations for successfully implementing organization change. In order to accomplish the purpose of this report, a focus will be on identifying, collecting and analyzing academic resources. The report will depend on change management theories, models and tools to provide a concise and academic analysis of the case study and provide recommendations grounded in theory and academic research. Case Analysis Diagnosis and Feedback Change remains the scariest thing that employees and management face in their organization. However, with proper diagnostic tools and effective feedback, organizations can begin the change journey on a solid and stable foundation. Organizations need to embrace change if they hope to survive in the ever changing and competitive business environment. Hence, change is not only inevitable, but a very necessary process for remaining effective, competitive and sustainable in the future. The planning and implementation of the change processes is therefore vital to the modern organizations. It is important to consider organization diagnosis as a very important aspect of the change management and implementation process. Diagnosis refers the process of gathering relevant information and engaging in analysis to determine the underlying cause of the problem or the underlying change that the organization needs to prioritize (van Wart, 1994). Diagnosis provides an opportunity to learn about the current functioning of the organization and necessary information required for designing change interventions (Cummings Worley, 2014). Most organizations undertake diagnosis as the first significant step towards implementing broader cultural change. The organization diagnosis used in Newton Company was part of the change management process that sought to restructure the organization culture to make the company more creative and innovative in addressing customer needs. A conceptual framework is important towards attaining effective organization diagnosis. The conceptual framework provides guidance on all the activities that need to be incorporated in the diagnosis proces The report adopted a 5-phase conceptual model comprising symptoms, fact finding, establishing causes, analyzing alternatives and adopting the optimum solution. From this conceptual framework, the diagnosis focus is on the inputs, process or management (technology, strategy, human resource systems, and structure and measurement systems), organization culture and output. It is important to begin the diagnosis by examining the organization environment and its inputs. The organization environment entails the general and task environment, industry structure, enacted environment, rate of change and related complexity. Secondly, the innovation team must consider the design components or processes, including strategy, technology, structure, human resource systems and measurement systems. Thirdly, the innovation team must look at the current organization culture, including vision, mission and shared organization values, the norms, assumptions and values held by the organization members, the symbols and images of the organization, the work environment and the relations between the employees. The final component is the output, which represents the desired organization effectiveness indicated by organization performance, productivity and stakeholder satisfaction. The innovation team needs to identify a series of issues that represented the root cause of Newtons problems. Identifying the root causes of the problem will enable the Newtons innovation team to determine the causes of the discrepancy between the current and desired state. Moreover, it will be easy to ascertain the changes required to attain the culture of creativity and innovation. After determining the underlying cause, the innovation team should engage in a fact finding mission to link the identified symptoms to actual data. This entails examining the organization system to determine the cause of the current challenges. It is important to inform the employees about the process and the need for the diagnosis exercise. In the case of Newton, both qualitative and quantitative methods of data collection will be effective. Three primary techniques will be ideal, including document analysis, survey instrument and structured interviews (Jung et al., 2009). Surveys are very important and effective tools for collecting quantitative and reliable data that can be used to conduct trend analysis of the organization practices and procedures (Cummings Worley, 2014). On the other hand, structured interviews will offer opportunities to unearth valuable subjective insights and experiential information that cannot be collected through the survey method (Cummings Worley, 2014). Lastly, document analysis will be important in gathering information about the recent history of the organization, such as mission, vision, goals, objectives, budgets, strategy and activity reports (Bowen, 2009). Feedback will be attained through weekly meetings with employees and management. in this way, it is possible to determine what is working or not working during the diagnostic phase. Meetings allow opportunities to raise issues and address them immediately. Building Commitment and Readiness Employee commitment, readiness and resistance or acceptance of change has been major areas of focus for studies focusing on organization culture changes. In an article on attitudes towards change, Bouckenooghe (2010) observes that over 90% of all the conceptual frameworks on organization change focus on readiness or resistance to change. Individual and employee readiness to change is a critical factor in the successful implementation of organization change (Suwaryo, Daryanto Maulana, 2015). Readiness for change refers to the beliefs, the intensions and attitudes concerning the extent to which changes are perceived necessary, needed and the capacity of the organization to implement the changes (Mierke Williamson, 2017). A number of believes have been fronted as key determinants of readiness to change, namely discrepancy and change self-efficacy (Armenakis, Harris Mossholder, 1993), appropriateness, principal support and valence (Armenakis, Harris Field, 2000) and change positive effect (Rafferty, Jimmieson Armenakis, 2013). In the case of Newton, there is a general feeling that the organization is not ready for change. While Larry appreciated the concept of innovativeness, he did not see the organization embracing and pulling off the idea of change. David, the head of marketing, and Lisa, the controller among others, held similar reservations. It is important to explore strategies for ensuring that there is commitment and readiness to change among the team members even before implementing the change process. Three strategies may be adopted to foster commitment and readiness for change at Newton Company, namely persuasive communication, active participation and managing external information (Armenakis Harris, 2002). Persuasive communication involves sharing information concerning prevailing discrepancy and efficacy. It communicates seriousness, commitment prioritization and the urgency of the proposed change efforts (Burke, Lake Paine, 2008). It makes sense for Newton CEO, Richard, and the lead consultant, Lars, to engage in oral and face-to-face communication with the team members to transmit information concerning the relevance and need of the proposed change. Oral and face-to-face meetings offer a personal focus, allow for multiple information cues and create room for immediate feedback (Lengel Daft, 1989). Hence, the meeting between the CEO and the senior management team, and the meetings between Lars and his team was critical in setting the scene and providing concise description of the need for change. Another strategy for fostering commitment and readiness to change is through managing of the external information. In the case of Newton Company, Richard made use of this by hiring an external team of consultants led by Lars, whose diagnostic report is important in adding credibility, confirmation and believability of the need for change (Burke, Lake Paine, 2008). Moreover, Richard can make use of press releases to the external media and circulating the relevant information about change to the employees and team members through distributing business books and articles with the intended change messages. Lastly, Newton Company can enhance commitment and readiness to change through fostering active participation. This strategy is important because individuals lay more trust and confidence in the information and opportunities that they discover themselves (Burke, Lake Paine, 2008). Instead of making strategic decisions alone, Richard could actively involve the team in strategic planning and sharing critical information so that they engage in discovering the discrepancy and need for change. Lars may also adopt enactive mastery to enable the employees to prepare for the huge cultural transformation through undertaking small successful steps. Resistance to change entails efforts by members to stick to the current state and block any effort to introduce new approaches. There are general attitudes of employees and organization members towards resistance to change, including cognitive, affective and behavioral resistance (Erwin Garman, 2010; Oreg, 2006). Resistance to change mainly arises due to self-interests, inadequate understanding, low tolerance to the change process, and different situational assessments (Lines, 2004). Other sources contributing to resistance to change include the fear of losing control, uncertainty, loosing face, surprise, additional work, concerns about the future competence, among others (Kanter, 2003). In Newton Company case, the main contributor to resistance was the high uncertainty about the future, the fear of losing control, the feeling that change is scary, unwanted and impossible, among others. A number of strategies are effective in managing and reducing resistance to change in Newton Company. First, it is important to foster active participation in the process of change. By sitting down all the team members in meetings and engaging active role-plays, Lars has better chances of instituting the desired transformation in the company culture (Fernandez Rainey, 2006). However, there is need to minimize surprises, provide a clear picture and regularly share information with the members, thus reducing the situation that Richard found himself in following withholding of key information from the members (Fernandez Rainey, 2006). Change Leadership In order to achieve successful change in organization culture, it is important to combine transformational and highly participatory leadership styles. Since Newton Company has been existing for over 133 years and has a solid and robust culture, it will be hard to achieve overnight change, thus requiring transformational leadership to drive the change process. Transformative leadership focuses on urgency while giving room for team members to be involved in crafting the desired future and sustainable changes. Transformational leaders display a range of behavioral characteristics, including inspirational motivation, idealized influence, individualized consideration and intellectual stimulation (Bass Avolio, 1993). Transformational leadership is necessary for building the required positive change attitudes in the Newton Company. This is mainly because of the nature of leadership, which allows room for sensing, sense-making, envisioning, visualizing, empowering, supporting and appreciating employees and team members. The transformational leadership style allows the integration of creative insight, energy, sensitivity and persistence enabling the leader to understand the needs and concerns of team members, building trust and purpose and enabling members to participate in resolving complex problems (Ashkanasy, Wilderom Peterson, 2000). Transformational leadership is effective in influencing the team members behaviors and attitudes through identification, commitment, self-efficacy and satisfaction with the envisioned change (Ashkanasy, Wilderom Peterson, 2000). Currently, Newton Company is highly saturated with negative attitudes and resistance towards the proposed cultural change. Research indicates that transformational leadership is the only effective style that has the potential to minimize the negative attitudes among employees towards change (Penava ehi?, 2014). Through motivation, idealized influence, intellectual stimulation and individual consideration of the needs of the members the transformational leader is able to guide the followers in challenging pre-existing notions, assumptions and negative attitudes towards change (Penava ehi?, 2014). Since Newton Company seeks to become more creative and innovative through a complete transformation in its culture, it is important to pursue transformational leadership as opposed to transactional, coercive, directive or autocratic leadership. Transformational leadership style builds on the assumption that people are purposeful and trustworthy and their unique contribution is critical to the attainment of the desired change. This style of leadership is critical to the success of Newton Company compared to the other styles because it emphasizes a sense of purpose and vision, facilitating, teaching and empowering others to take more responsibility and foster a culture of growth and creative change necessary for attaining the organizational objectives. Three contextual factors are important in determining the choice of leadership style and its effectiveness in attaining the desired change in Newton Company. First is the background and experience of the Lars, the lead consultant in the change process (Pawar Eastman, 1997). The success of the cultural change depends on the knowledge, ability, experience, ethics and values of Lars who is tasked with transforming the organization. Moreover, the personalities and background of Newton Company staff has a significant influence on the choice of the leadership style and the success of the change process (Pawar Eastman, 1997). Finally, Newtons organization culture comprising its deep rooted traditions, philosophies, values and concerns have a significant influence on leadership style just as the choice of leadership approach affects the culture (Pawar Eastman, 1997). In the case of Newton, culture has important role in areas such as retention and downsizing decisions. Interventions Cummings and Worley (2014) provided 3-stage criteria for determining effective interventions for organization change. These include the test of fitness to the organization needs, the causal relationship to the intended change objectives and the ability to transfer the capability and change management competence to the team members. To achieve a cultural change at the Newton Company, a number of interventions need to be undertaken. Three level of interventions should be undertaken, namely individual, group and organizational interventions. At the individual level, interventions should be undertaken to manage the human resources in the company. This entails managing employees through goal setting, performance appraisal, reward systems, training, coaching and mentoring, leadership and diversity interventions designed to support them to accept, embrace and go through the change process effectively. It is important to focus on individual level interventions to ensure that all employees are on board, to attain buy in and support and reduce employee resistance to the proposed cultural changes. At the group level, both human process and techno structural interventions are relevant. Human process interventions would be critical for ensuring success of Newton Company culture change through ensuring that employees engage in the consultation process, work together as a team, address emerging confrontations and establish strong in-group relations. This is critical because culture is a shared set of beliefs and values that can only be embraced and implemented through shared formulation and team effort. Lastly, the strategic interventions focus on the overall organization with the intend of ensuring smooth functioning of the organization in the entire environment. A change in culture is critical in transforming the strategic approach of the organization and positioning it for strategic and competitive advantage. Culture change entails redefining the purpose, mission and guiding principles to change the strategic direction of the organization and position it for creativity and innovativeness. Evaluations Evaluations are critical towards ascertaining the success or failure of any change initiative. Evaluations entail provision of feedback on the progress and impact of the implemented change interventions (Cummings Worley, 2014). Two types of evaluations will be conducted, namely during implementation and evaluations at the end of the implementation phase. Conducting evaluations during the implementation phase will be important in establishing periodic progress and addressing shortcomings whenever they arise. It will also be important to determine what is working and what is not working and institute the appropriate corrective measure whenever necessary. Periodic evaluations during implementation phase will be critical in understanding whether the small incremental changes are working and determining if the resulting culture is desirable. During evaluations, qualitative data can be collected through focus group discussions, which allows for in depth exploration of the issue of change through discussions. It is quick, efficient and can be useful in collecting important information of the change process. Nevertheless, it is difficult to analyze and compare responses. Evaluating the change process introduces the risk of exposure to organization failure. During the evaluation phase, the implementing team may come across issues that they had not considered, which may put the organization at a risk of failure. Nevertheless, evaluation creates opportunities to identify shortcomings and institute necessary changes. Moreover, it is easier to address challenges early own instead of going ahead and adopting a poor culture. Systems Approach Successful change of organization culture requires a system approach and understanding. The system approach asserts that the organization is a set of subsystems that interact to generate the desired change. the system approach argues that the organization exists in an environment and is made up of different systems and subsystems that are related and interconnected in such a way that changing one aspect has significant implications to the other system aspects. In addressing the culture change at Newton Company, it is important to consider and focus on the dynamics of the entire system, ranging from the environment and industry inputs to the design components, the current culture and the desired outcomes, instead of only focusing single factors such as the organization culture, human resource systems or structures. An analysis of the political, physical environment, economic, social, technological and legal systems within the broader environment is critical to gaining an understanding of influences to the organization and the proposed changes. The organization system approach will serve a critical role during the diagnostic phase because by focusing on every aspect of the subsystem and the different systems, and their relationships to each other, it will be easier to determine the range of issues and root problems underpinning the indentified symptoms. Moreover, the system approach will be critical in shaping and transforming the required interventions. a thorough understanding of the existing relationships between the subsystems will be critical in shaping and predicting the consequences and implications of any chosen intervention on the other subsystems and its impacts on the entire organization change. Consequently, the understanding and application of the systems theory will be critical in conducting an effective diagnostic analysis of Newton Company and implementing relevant change approaches and interventions that represents the entire organization. Organization Capabilities Newton Company enjoys strong focus on operational efficiency, elimination of errors and production downtime. These strong capabilities have enabled the organization to remain profitable. Even as a new culture of innovation and creativity is introduced, the organization should not compromise on its operational efficiencies. It is important to ensure cost effective analysis measures to ensure that the changes undertaken do not compromise on the operational efficiencies pioneered by the company. Another capability of the organization is the culture of family that is enshrined in treating people fairly and well. Even as the new culture changes are undertaken, it is important to retain the family culture that represents the heritage of the company. Consequently, it is important to support the employees to adopting to the change process without necessarily disturbing the culture of family. Layoffs and downsizing are factors that are likely to ruin the company family. Maintaining these capabilities requires adoption of an open process that is consultative and with goodwill to involve every member of the company. Conclusion In conclusion, this report has explored the theoretical background for implementing a culture change at Newton Company to attain a more creative and innovative approach. Bringing cultural change in the organization is complex process that requires careful consideration to ensure effective transformation to attain a competitive, creative and innovative organization. Problem diagnosis and feedback is important in ensuring that the organization addresses the root cause and involves all the stakeholders in reaching the decision to implement the desired change. There is a high resistance for culture change in Newton Company. There is need for the team to establish appropriate measures to attain commitment of the team and foster readiness for the change process. This can be attained through adopting transformational leadership to transform and influence existing attitudes, and implement relevant interventions and evaluations. Moreover, assuming a system approach will be critical in assumin g a holistic approach to the issue of culture change, hence ensuring adoption of an effective culture. References Armenakis, A. A., Harris, S. G., Mossholder, K. W. (1993). Creating readiness for organizational change.Human relations,46(6), 681-703. Armenakis, A. A., Harris, S. G., Feild, H. S. (2000). Making change permanent A model for institutionalizing change interventions. InResearch in organizational change and development(pp. 97-128). Emerald Group Publishing Limited. Armenakis, A. A., Harris, S. G. (2002). Crafting a change message to create transformational readiness.Journal of organizational change management,15(2), 169-183. Ashkanasy, N. M., Wilderom, C. P., Peterson, M. F. (2000).Handbook of organizational culture and climate. Sage. Bass, B. M., Avolio, B. J. (1993). Transformational leadership and organizational culture.Public administration quarterly, 112-121. Bouckenooghe, D. (2010). Positioning change recipients attitudes toward change in the organizational change literature.The Journal of Applied Behavioral Science,46(4), 500-531 Bowen, G. A. (2009). Document analysis as a qualitative research method.Qualitative research journal,9(2), 27-40. Burke, W. W., Lake, D. G., Paine, J. W. (Eds.). (2008).Organization change: A comprehensive reader(Vol. 155). John Wiley Sons. Cummings, T. G., Worley, C. G. (2014).Organization development and change. Cengage learning. Erwin, D. G., Garman, A. N. (2010). Resistance to organizational change: linking research and practice.Leadership Organization Development Journal,31(1), 39-56 Fernandez, S., Rainey, H. G. (2006). Managing successful organizational change in the public sector.Public administration review,66(2), 168-176. Jung, T., Scott, T., Davies, H. T., Bower, P., Whalley, D., McNally, R., Mannion, R. (2009). Instruments for exploring organizational culture: A review of the literature.Public administration review,69(6), 1087-1096. Kanter, R. M. (2003).Challenge of organizational change: How companies experience it and leaders guide it. Simon and Schuster. Lengel, R. H., Daft, R. L. (1989). The selection of communication media as an executive skill.The Academy of Management Executive (1987-1989), 225-232. Lines, R. (2004). Influence of participation in strategic change: resistance, organizational commitment and change goal achievement.Journal of change management,4(3), 193-215 Mierke, J., Williamson, V. (2017). A Framework for Achieving Organizational Culture Change.Library Leadership Management,31(2):1-16 Oreg, S. (2006). Personality, context, and resistance to organizational change.European journal of work and organizational psychology,15(1), 73-101. Pawar, B. S., Eastman, K. K. (1997). The nature and implications of contextual influences on transformational leadership: A conceptual examination.Academy of Management Review,22(1), 80-109 Penava, S., ehi?, D. (2014). The relevance of transformational leadership in shaping employee attitudes towards organizational change.Economic Annals,59(200), 131-162. Rafferty, A. E., Jimmieson, N. L., Armenakis, A. A. (2013). Change readiness: A multilevel review.Journal of Management,39(1), 110-135 Suwaryo, J., Daryanto, H. K., Maulana, A. (2015). Organizational Culture Change and its Effect on Change Readiness through Organizational Commitment.Bisnis Birokrasi,22(1), 68-78 van Wart, M. (1994). Knowledge for Action: A Guide to Overcoming Barriers to Organizational Change.Public Administration Review,54(6), 577-579

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